The relationship between organizational climate and communication climate with commitment: a study on KEMAS Johor

Organizational commitment can vary in scope, content, and degree, whether it is formal or informal, and whether it is forced or voluntary. One of the issues in the field of organizational behavior and industrial relations that are loaded with ideological and moral connotations is the staff’s commitment to the organization. Organizational climate is the way people experience the work environment and it is a construct referring to the shared meaning attached to an organization’s policies, practices, and measures associated with the employee experience. Communication climate is a social construction from the perception of each employee of the communication behaviour in an organisational environment. Both organizational climate and communication climate are the subjectively experienced quality of the internal environment of an organization. Literature suggested that positive organizational climate and communication climate lead to higher levels of organizational commitment, which has been linked to the increased job satisfaction and employee commitment. For vocational skill settings for women in Malaysia, it is vital that KEMAS Johor can upgrade the involvement and the commitment of their staff to deliver their service in assisting the success of the organization. This quantitative study examines the relationship between organizational climate and communication climate with organizational commitment in KEMAS Johor. The result shows that both organizational climate and communication climate have a strong relationship with its commitment. The result also concludes that the increase in organizational climate and communication climate may increase the organizational commitment level.