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ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Ideas and different experience or knowledge) and Idea Time (The amount of time people use to elaborate ideas). If there are discrepancies in relative policies then policies can be revised or improved. Specifically in attempting to build a positive creative climate, Pakistani industrial organizations must consider not only the size, ownership and existing structures of the organizations, but must also consider the retention policies, training experience, length of service, education level and age of the employees (seniority of the workers). Policies based on organizational factors only may have no effect on improving the organizational climate, and may not make effective use of the organization‘s resources. The most effective recommendations are: Greater importance of non-financial recognition and appreciation effective training needs (Iqbal, 2010), adjustments in work content and physical work environment (Ilmarinen, 2001). Management has to be aware of these agerelated changes and has to provide a work environment that recognizes and accommodates the unique needs and capabilities of all workers to keep them active and motivated (Walker and Taylor, 2000). COPY RIGHT © 2011 Institute of Interdisciplinary Business Research JANUARY 2011 VOL 2, NO 9 520
ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS References Altman, R. (2000). Forecasting your organizational climate. Journal of Property Management, 65(1), 62-65 Buchanan, B (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly. 19,533-546. Cohen, J. (1992). Quantitative Methods in Psychology: A Power Primer. Psychological Bulletin, 112(1), 155– 159. Colarelli, S. M., & Bishop, R.C. (1990). Career commitment. Group and Organization Studies, 15(2), 137-157 Denison, D. R. (1996). What is the difference between organizational culture and organizational climate? A native‘s point of view on a decade of paradigm war. Academy of Management Review, 21(3), 619-654 Ekvall, G. (1996). Organizational climate for creativity and innovation. European Journal of work and organizational Psychology, 5 (1),105-123 Ekvall, G. (1983). Creative Organizational Climate: construction and validation of a measuring instrument. The Swedish Council for Management and organizational Behavior, Stockholm Evans, K., Hodkinson, P., Rainbird, H., & Unwin, L. (2006) Improving Workplace Learning. London, Routledge. Forte, C. S., & Hansvick, C. L. (1999). Applicant age as a subjective employability factor: A study of workers over and under age fifty. Journal of Employment Counseling,36, 24–34 Glick, W. H. (1985). Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel Research. Academy of Management Review, 10(3), 601-616 Glisson, C. & James, L. R. (2002). The cross-level effects of culture and climate in human service teams. Journal of Organizational Behaviour, 23(2), 767-794 Guion, R. M. (1973). A note on organizational climate. Organizational behavior and Human Performance, 9(1), 120-125 Hicks-Clarke, D., & Iles, P. (2000). Climate for diversity and its effects on career and organizational attitudes and perceptions. Personnel Review, 29 (3), 324-345. Hofstede, G. (1980). Culture‟s Consequences, Beverly Hills, CA: Sage Publication Ilmarinen,I.J. (2001). Aging workers. Occupational and Environmental Medicine, 58, 546-552 Iqbal, A (2010). Employee Turnover in Saudi Organizations: Causes, Consequences and Retention Strategies, The Business Review Cambridge, 16(1) [in press]. Isaksen, S.G., Lauer, K. J., Murdock, M. C., Dorval, K. B. &Puccio, G.J. (1995). Situational Outlook Questionnaire: Understanding the climate for creativity and change: A Technical Manual, Version 1.0. The Creative Problem Solving Group, Buffalo Jones M. L. & Blunt, P. (1997). Exploring the limits of western leadership theory in East Asia and Africa. Personnel Reviews, 26(1/2), 6-23. Johnstone, A. & Johnston, L. (2005). All Work and No Play: The Relationship between Organizational Climate and Workaholism. New Zealand Journal of Psychology, 34, 181-188. COPY RIGHT © 2011 Institute of Interdisciplinary Business Research JANUARY 2011 VOL 2, NO 9 521
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