• AFOLAYAN M A department of Business Administration, Faculty of Management Science, Anchor University, Lagos, nigeria.
  • ALLI T S department of Business Administration, School of Management Business Studies, Yaba College of Technology, Lagos, nigeria.
  • LAWAL T O department of Business Administration, School of Management Business Studies, Yaba College of Technology, Lagos, nigeria.



Organizational climate, Employee development, Bank, Firm


Organizational managers mostly focus on how employees can contribute to their firm’s growth. However, the importance of a corporations’ environment on staff disposition and effectiveness cannot be overemphasized. In this paper, an attempt has been made to empirically investigate how good workplace climate can positively influence employee development. Several reviews confirmed that sound working environment either directly or indirectly influences worker’s accomplishments. Organizational theory was generally considered to explain their linkage; however, it is vital to note some mediating forces such as notions of Human resource induced staff strength and workers’ involvement and satisfaction that affect existing relationship among these variables. A questionnaire survey was used to gather information from selected managers of a number of money deposit banks in Lagos State. By carrying out structural equation modeling, it was observed that effective workplace climate will positively influence the output and productivity of most managers. Hence, the recommendation of encouraging enabling organizational climate to develop both individual and company’s productiveness.


Schein EH. Organizational Culture and Leadership: A Dynamic View. San Francisco: Jossey-Bass; 1985.

Ostroff C, Kinicki AJ, Tamkins MM. Organizational culture and climate. In: Handbook of Psychology: Industrial and Organizational Psychology. Vol. 12. New York: John Wiley and Sons Inc.; 2003. p. 565-93.

Reichers AE, Schneider B. Climate and Culture: An Evolution of Constructs.; 1990.

Becker BE, Gerhart B. The impact of human resource management on organizational performance: Progress and prospects. Acad Manag J 1996;39:779-801.

McGregor D. The Human Side of Enterprise. New York: McGraw-Hill; 1960.

Abdeen T. Company Performance: Does Quality of Work Life Really Matter? Vol. 25. Management Research News; 2002. p. 8-10.

Smircich L. Concepts of culture and organizational analysis. Admin Sci Q 1983;28:339-58.

Frost PJ, Moore LF, Louis MR, Lundberg CC, Martin J, editors. Organizational Lculture. Beverly Hills: SAGE; 1985.

Cooke R, Rousseau DM. Behavioral norms and expectations: A quantitative. Group Organ Manag 1988;13:

Adhikari DR, Gautam DK. Labour legislations for improving quality of work life in Nepal. Int J Law Manag. 2010;52:40-53.

Asgari H, Dadashi M. Determining the relationship between quality of work life and organizational commitment of Melli Bank staff in west domain of Mazandaran in 2009-1010. Aust J Basic Appl Sci 2011;5:682-7.

Wallach E. Individuals and organizations: The cultural match. Train Dev J 1983;37:29-36.

Hofstede G, Neuijen B, Ohayv DD, Sanders G. Measuring organizational cultures: A qualitative and quantitative study across twenty cases. Adm Sci Q 1990;35:286-316.

Schneider B, Reichers AE. On etiology of climates. Pers Psychol 1983;36:19-39.

Akanji B. Realities of work life balance in Nigeria: Perceptions of role conflict and copingbeliefs. Bus Manag Educ 2012;10:248-63.

Shadur MA, Kienzle R, Rodwell JJ. The relationship between organizational climate and employee perceptions of involvement: The Importance of support. Group Organ Manag 1999;24:479-503.

Arnold P. Effective Leadership and Partnerships: Making Democracy Work, Civic Traditions in Modern Italy. Italy: Princeton University Press; 2005.

Arie K, Smith JP, Van Soest A. Life Satisfaction. IZA Discussion Paper No. 4015.P.O; 2009. Box 7240 53072 Bonn Germany; 2009.

Baral R, Bhargava S. Work-family enrichment as a mediator between organizational interventions for work-life balance and job outcomes. J Manag Psychol 2010;25:274-300.

Aziz S, Cunningham J. Workaholism, work stress, work-life imbalance: Exploring gender’s role. Gend Manag An Int J 2008;23:553-66.

Sinha C. Factors affecting quality of work life empirical evidence from Indian organizations. Aust J Bus Manag Res 2012;1:31-40.

Colquitt JA, Conlon DE, Wesson MJ, Porter CO, Ng KY. Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. J Appl Psychol 2001;86:425-45.

Luthans F. Positive organizational behavior: Developing and managing psychological strengths. Acad Manag Exec 2002;16:57-72.

Cropanzano R, Wright TA. When a “happy” worker is really a “productive” worker: A review and further refinement of the happyproductive worker thesis. Consult Psychol J Pract Res 2001;53:182-99.

Linley PA, Harrington S. Strengths coaching: A potential-guided approach to coaching psychology. Int Coaching Psychol Rev 2006b;1:37-46.

Doornbo S, A, Bolhuis S, Simons P. Hum Resour Dev Rev 2004 ;

Bowen DE, Lawler EE. The empowerment of service workers: What, why how, and when. Sloan Manage Rev Spring 1992;33:31-9.

Eccles T. The deceptive allure of empowerment. Long Range Plann. 1993;26:13-21.

Bowen DE, Lawler EE. The empowerment of service workers: What, why, how, and when. Sloan Manag Rev 1992;33:31-9.

Lawler EE. High-involvement Management. San Francisco: Jossey- Bass; 1991.

Locke EA. The nature and causes of job satisfaction. In: Dunnette MD, editor. Handbook of Industrial and Organizational Psychology. Rand McNally and Co., US; 1976.

Schneider B, Snyder RA. Some relationship betweenjob satisfaction and organizational climate. J Appl Psychol 1975;60:318-28.

Van De Ven AH, Ganco M, Hinings CR. Returning to the frontier of contigency theory of organizational and institutional designs. Acad Manag Ann 2013;7:393-440.

Margerison C. How to assess your managerial style. West Yorkshire, UK: MCB; 1979.

Litwin GH, Stringer RA. Motivation and Organization Climate. Cambridge, MA: Harvard University Press; 1968.

Sempane ME, Rieger HS, Roodt G. Job satisfaction in relation to organisational culture. SA J Ind Psychol 2002;28:23-30.

Lim DH, Morris ML. Influence of trainee characteristics, instructional satisfaction, and organizational climate on perceived learning and training transfer. Hum Resour Dev Q 2006;17:85-115.

Mulki JP, Jaramillo JF, Locander WB. Effect of ethical climate on turnover intention: Linking attitudinal and stress theory. J Bus Ethics 2008;78:559-74.

Fapohunda TM. An evaluation of the perceptions and experiences of quality of work life in Nigeria. Int J Acad Res Manag 2013;2:86-98.

Griffin MA, Curcuruto M. Safety Climate in organizations. Annu Rev Organ Psychol Organ Behav 2016;3:1-11

Luria G, Zohar D, Erev I. The effect of workers’ visibility on effectiveness of intervention programs: Supervisory-based safety interventions. J Saf Res 2008;39:273-80.

Zohar D, Polachek T. Discourse-based intervention for modifying supervisory communication as leverage for safety climate and performance improvement: A randomized field study. J Appl Psychol 2014;99:113-24.

Naveh E, Katz-Navon T. A longitudinal study of an intervention to improve road safety climate: Climate as an organizational boundary spanner. J Appl Psychol 2015;100:216-26.

Neal A, Griffin MA, Hart PM. The impact of organizational climate on safety Climate and individual behavior. Saf Sci 2000;34:99-109.

Dumont J, Shen J, Deng X. Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Hum Resour Manage 2017;56:613-27.

Newman A, Cooper B, Holland P, Miao Q, Teicher J. How do industrial relations climate and union instrumentality enhance employee performance? The mediating effects of perceived job security and trust in management. Hum Resour Manag 2019;58:35-44.

Chan KW, Wyatt TA. Quality of work life: A study of employees in Shanghai, China. Asia Pac Bus Rev 2007;13:501-17.

Eisenberger R, Huntington R, Hutchison S, Sowa D. Perceived organizational support. J Appl Psychol 1986;71:500-7.

Doornbos AJ, Bolhuis S, Robert-Jan Simons P. Modeling work-related learning on the basis of intentionality and developmental relatedness: Basis of intentionality and developmental relatedness: A noneducational perspective. 2004;3:250-74.

Locke EA. Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally; 1976. p. 1297-349.

Borman WC, Ilgen DR, Klimoski RJ, editors. Handbook of Psychology Industrial Organizational Psychology. Vol. 12. New York: Wiley; 2012. p. 565-93.

Schneider B, editor. Organizational Climate and Culture. San Francisco: Jossey-Bass; 1990. p. 5-39.

Shadur MA, Rodwell JJ. Productivity, quality and human resource management in the Australian information technology industry. Total Qual Manag 1995;6:203-14.

Shadur MA, Rodwell JJ, Bomber GJ. The adoption of international best practices in a Western culture: East meets West. Int J Hum Resour Manag 1995;6:735-57.

Woerkom MV, Meyers MC. My strengths count! Effects of a strengthsbased psychological climate on positive affect and job performance. Hoboken, New Jersey: Wiley Period Inc.; 2004.



How to Cite




Review Article(s)