The Key To Successful Business

One of the great challenges in human resources management lies in creating useful tools, through which staff can come to commit with the organization and to integrate themselves into the company’s project to receive long term benefits. Organizational commitment is a mechanism to analyze loyalty and the connectedness of employees with the organization. When employees relate to the company in a stronger way, the possibilities of them remaining in it will be greater. The objective of the research is to detect the perceived climate of workers with the commitment that they show to the organization. It is important to know the environment that prevails within companies, as a core factor that could cause variations in the identity by the workers; therefore, the hypothesis we state, is that with greater positive climate perception, there will be greater commitment from the employee towards the organization. Organizational commitment was studied through the questionnaire created by Allen and Meyer, and for the organizational climate the instrument created by Litwin and Stringer was used. The type of study is correlational, since the purpose was to measure the degree of relationship between both variables; additionally the design of the investigation is non experimental, since the variables were not manipulated, but they were observed in their natural context. The study was carried out in a company within the metal-mechanics sector company in Mexico, D.F., where the measurement instruments were supplied to the workers in all occupational levels. The current study contributes to the relationship that exists between the climate and the organizational commitment of workers with the institution. Additionally it will provide information of the ways in which commitment and climate are presented, which can be useful for the organization to reach higher productivity levels.