Interactions of Organization Climate’s Components with the Various Dimensions of Employees Job Satisfaction: A Conceptual Paper

Abstract

This paper conceptualized interaction between components of organization climate (structure, responsibility, reward and support) against dimensions of job satisfaction (supervision, pay, promotion, work and co-workers). The major issue that triggers the interest of the researcher towards this direction is “brain-drain” which translate into turnover rate of academic staff as cried by the academic staff union of universities (ASUU). It uses the two theoretical background; Herzberg two-factor theory and the social exchange theory to develop a conceptual model to guide the affairs of an ongoing research project. Based on the reviewed literature, the study conclusively concluded that employees’ dissatisfaction is one of the major challenges facing corporate organizations in Nigeria which is usually resulting in turnover of their trained and competent staffs and recommends that corporate organizations should ensure that their staff welfare is given the priority attention it deserved with the view to retain and improve their performances. And that Organizations should focus on designing and implementing the best human resources strategy and practices to help achieve employees’ satisfaction with minimum or
no hitches. The study came up with a conceptual model depicting the objectives to be achieved by doing justice to all dimensions of the constructs. As part of an ongoing research, the author will sought for the measurement items from the literature and empirically validate the proposed framework.