Study‐based moderators influencing the relationship between organizational climate and employee's organization commitment

Purpose This paper seeks to measure the relationship between organizational climate (OCL) with organizational commitment meta‐analytically and the moderators influencing them. Design/methodology/approach A meta‐analytic research method was used in this research to determine the strength of relationship, fail safe n and presence of heterogeneity in study. Findings The unfavourable OCL (Case 2) ( k =40, n =66,318) is correlated negatively with organizational commitment with confidence interval range varying from −0.552 to −0.562. The favourable OCL (Case 1) ( k =89, n =53.865) is correlated positively with confidence interval range varying from 0.509 to 0.521. This research reviewed 106 valid studies after screening from 256 studies. Ten moderators were utilized to see the degree of change in relationship. Case 1 had four moderators namely gender, tenure, age, educational background, while for Case 2, there were two major moderators namely tenure and age. Research limitations/implications The conclusions of this research are limited to employees based in organizations located in the USA and as such cannot be generalized for very dissimilar countries/cultures. Practical implications To minimize the unfavourable OCL, role conflicts, supervisor employee relations, leadership styles, decision making needs to be minimized and focus should be more on favourable climate enhancing variables in order to have substantial employee organization commitment or employee retention. Originality/value This study combines the previous available research on relationship between OCL and organization commitment and strives to find the study‐based moderators for comprehension of meta‐analysis results.