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The influence of personal factors on the perceived Organizational climate: Evidence from the Pakistani Industrial Organizations Iqbal, Adnan. Interdisciplinary Journal of Contemporary Research In Business 2.9 (Jan 2011): 511- 527. Turn on hit highlighting for speaking browsers Turn off hit highlighting Other formats: Citation/Abstract  Full text - PDF  (386 KB) Abstract (summary) TranslateAbstract  Organizational climate is perception of members about their work environment and it is greatly influenced by individual attributes. This study explores the relationship of organizational climate perceptions according to employees' demographic (age, and education,… [ Show all ] Full Text Translate  Full text  Turn on search term navigation  Headnote Abstract Organizational climate is perception of members about their work environment and it is greatly influenced by individual attributes. This study explores the relationship of organizational climate perceptions according to employees' demographic (age, and education, tenure and Job Ranks) background patterns. In order to achieve this goal, self- administered questionnaires were distributed to 500 subjects in Pakistani industrial organizations. Usable answers were obtained from 353 subjects. The results of the study showed that the personal factors of the employees were found to account for significant differences in the perception of several dimensions of climate. Specifically in attempting to build a positive creative climate, Pakistani industrial organizations must consider not only the size, ownership and existing structures of the organizations, but must also consider the job tenure, training experience, length of service, education level and age of the employees(sono rity at workplace). Policies based on organizational factors only may have no effect on improving the organizational climate, and may not make effective use of the organization's resources. Keywords: Personal Factors, Organizational Climate, culture, Creativity and Innovation, Pakistani industry, Situational Outlook Questionnaire, Training, Pakistani Industrial organizations 1. Introduction The concept of organizational climate was developed in the late 1930s by the social scientists (Lewin, Lippitt, and White, 1939). They used social climate term to describe subjective feelings or atmosphere they encountered in their studies of organizations. They found that different groups had distinctively different socialclimates. They have also established a linkage between the climate and factors such as motivation, playfulness, aggression, productivity and sharing (Isaksen, Lauer, Murdock, Dorval, and Puccio, 1995).Organizational climate gained acceptance as describing the perceived social environment in which an individual's and organization's expectations are met. Since 1980s the concept of climate has seemed to have lost its appeal to organizational researcher s (Isaksen et al, 1995). In its place organizational culture, which

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