Smitha Das (2009)is the collective personality of a system, characterized by the social and professional interaction within it. Further, 47.6 per cent and 54 per cent as a percentage of gender do not belong to Visakhapatnam.
The human resources practices relating to Working Conditions, Job Design, Performance Management, Compensation, Relations, Communications, Training and Development, Objectivity and Rationality, Grievance Handling and Welfare were considered for estimating the organizational climate. However, Objectivity and Rationality, Compensation, Grievance Handling, Working Conditions, Performance Management, Training and Development, Communications, Welfare, Relations and Job Design as factors were not comprehensively examined by different researchers. The names are not revealed at the request of the participating Institutes.
The multi-regression and mean analysis find organizational climate as moderate. The importance of organizational climate to the organization is clearly established in the empirical studies. The representative sample is drawn from faculty members in five private educational institutes (Table 1).
Many organizations conduct surveys periodically to assess the effect and effectiveness of the human resources practices in any type of organization viz. The academicians were keen to examine the content and relationship of organizational factors. The Cronbach Alpha (Table 2) coefficients for socio-economic variables, organizational climate variables and total variables are 0.6531, 0.8630 and 0.8236 respectively.
Porter (1961) conducted surveys on Organizational Climate and its predictor variables. The Cronbach Alpha above 0.60 is generally considered as reliable for the studies of this magnitude.
The school climate and its relation to innovation was researched by Bennett (1969) on a sample drawn from high schools in America and found a higher positive relationship in both number and types of innovations in the more open types of climate.
Some studies on the relationship between profile factors, employment factors and organizational climate were reported to be conducted on college campus.Brown & Leigh (1996), Neal & Griffin (1999) has concluded organizational climate like Human Resources Management is an important determinant of organizational effectiveness and productivity. Further the designation wise distribution is Lecturers (34.0 per cent), Assistant Professors (52.0 per cent), Associate Professors (8.00 per cent ), Professors(4.7 per cent ) and Lab Incharges(1.3 per cent).The work performance subsequently is influenced by the individual behavior and Youndt, Snell, Dean & Lepak (1996)Litwin and Stringer (1968) analyzed the organization in macro perspective using systems. Therefore, majority of the respondents (86.0 per cent) are in the Lecturer and Assistant Professor Group. Udai Pareek(2007) concludes Organizational Climate as concept may be analyzed at different level viz., individual is the organizational unit ,role is the organizational unit, teams and inter-teams is the organizational unit, organization is itself the unit and combination of organizations in a industry as unit. The six motives which influence the shape of organizational climate are 1. Further, Organizational climate may be viewed as summation of the shared perceptions or Individual perceptions of organizational attributes.Organizational climate is an assessment of organizational outlook, attitudes, belief, norms, value etc. The nativity trends in educational institutes show (table 4) that 51.3 per cent are from outside Visakhapatnam and 61.3 per cent are domicile of other urban areas.(Keith Davies, 1975; Woodman and King, 1978); some authors feel it is a comparative term for distinguishing the organizations and industry. Schneider & Barlett (1968) examined the organizational climate with 1. In educational institutes 52.4 per cent males and 46.0 per cent females as a percentage of gender belong to Visakhapatnam.Keith Davis (1975) say’s organizational climates is the totality of its culture, tradition and methods of action of the human environment within which an organization’s employees perform work. A., and Benjamin Schneider (1975) view organizational climate as an experience, common phenomenon and a global expression of the organization. Payne R L and Pugh (1976) say’s organizational climate as concept reflects the content and strength of the prevalent values, norms, attitudes, behavior and feelings of the members of a social system. Udai Pareek (2007) explains the difference at three levels 1.values, ethos 2.climate and 3.culture. The same Gender- Age analysis of educational institutes reveals that within 20- 30 age group 31.9 per cent are males and 68.1 per cent are females.Some feel no difference between organization culture and climate (Mile & Schmuck, 1970; Gellerman, 1968). Similarly, within 30 – 40 years age group males and females are evenly distributed.The organizations in manufacturing or services are counting on their human resources and their competencies for competitive advantage. (1966) “it as a set of measurable properties of the work environment, perceived directly or indirectly by the persons who live and work in that environment”. We find only 10 per cent and 2.7 per cent in 40-50 years and 50 years and above age group respectively.The ability of Organizational Climate to attract, retain and nurture talent is new area were not much studies were conducted. (1974) defines organizational climate as a set of attributes which can be perceived about a particular organization and or its sub systems by its members. The Organizational Climate and Culture are the other areas were much clarification is required. In educational institutes female participation is high (58.0 per cent) and is in majority in comparison to the males (42.0 per cent).