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Impact of Organizational Climate on Turnover Intention

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Impact of Organizational Climate on Turnover Intention
International Journal of Business Management &
Research (IJBMR)
ISSN 2249-6920
Vol. 2 Issue 3 Sep 2012 26-44
© TJPRC Pvt. Ltd.,

IMPACT OF ORGANIZATIONAL CLIMATE ON TURNOVER INTENTION:
AN EMPIRICAL ANALYSIS ON FACULTY MEMBERS OF TECHNICAL
EDUCATION OF INDIA
1
1

SAKET JESWANI & 2SUMITA DAVE

Sr. Assistant Professor, Shri Shankaracharya Institute of Technology and Management,
Bhilai, (C.G.), India
2

Professor, Faculty of Management Studies, SSGI, Bhilai, (C.G.), India

ABSTRACT
The study aims to explore the antecedents of organizational climate and its impact on turnover intention of faculty members of various technical educational institutes of India. A 23-item instrument was generated following a critical review of the literature. The data was collected from 205 faculty members through structured questionnaires. Antecedents of Organizational climate viz Orientation,
Supervision, Communication, Decision Making and Reward Management are independent variables and
Turnover Intention is dependent variable. An 18 item instrument was generated with the help of
Turnover Intention scale adapted from Donnelly and Ivancevich (1985) and Organizational Climate
Questionnaire (OCQ) adapted from Litwin and Stringer (1968) measuring five factors. Principal component analysis with varimax rotation was used to determine construct validity and Cronbach’s coefficient alpha to determine the scale internal consistency. Regression analysis was used to determine the causal relationship between both the variables. The results state that among all the five antecedents of organizational climate only two antecedents viz. Orientation (X1) and Reward Management (X5) has significant impact on turnover intention The hypothesis was tested on representative faculty members of technical educational institutes across India.

KEYWORDS: Organizational Climate, Turnover Intention, Faculty Members, Technical Educational
Institutes

INTRODUCTION
Organizational


Links: outcomes at an individual, work group, and organizational as a whole. One of the important outcome and also the focus of this study is turnover intention (Rousseau, 1988; Rentsch, 1990). Faculty Members of Technical Education of India Lewin (1951) proposed that behaviour of an individual within an organisation is a function of RESEARCH HYPOTHESIS Based on the above literature and the study of Litwin & Stringer (1968), which depicts the practices and procedures in their organization (Schneider, 2008). members, groups and issues”. (Litwin & Stringer, 1968) Source Litwin & Stringer, 1968 al., 1998, Khatri 2000).
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