There are numerous aspects that can be measured, and include such issues as job satisfaction, role clarity, role conflict, autonomy, participation in decision making, and job involvement. Organizational Commitment Recent workforce trends, such as downsizing and re-engineering, have jeopardized employee commitment and morale in organizations. Issues such as job security, loyalty, trust in management, identification, alienation and helplessness can all influence the commitment of a workforce. Organizational Climate Unlike measures of commitment, which are emotional reactions toward an organization and its policies, climate measures are descriptive of what it is like to work in the organization. Climate is bound by perception, which may not always correspond to organizational facts, but nonetheless comprise reality in the eyes of employees.
Numerous climates can exist, depending on what facet of the organization is being described.
There are, however, certain climate types which are common across a number of different organizations and industries. Examples include climates of fairness, safety, support, communication, tolerance for risk, flexibility, and continuous learning. Climate is related to employee behavior, organizational outcomes, and management leadership style, and as such, is an important factor to consider. The degree to which employees are satisfied and happy with their jobs. The extent to which two or more pressures occur together such that complying with one would make doing the other more difficult.