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Organizational Climate is comprised of a mixture of norms, values, expectations, policies and procedures that

influence work motivation, commitment and ultimately individual or work unit performance. Climate can be

defined as the perceived attributes of an organization and its subsystems, as reflected in the way an organization

deals with its members, groups and issues. The Emphasis is on perceived attributes and the working of

subsystems. Positive Climate encourages, while negative climate inhibits discretionary effort. ‘Organizational

the organization, they are more likely to contribute positively to the achievement of business outcomes. Creating

Many research studies have been conducted on the subject of organizational climate and job satisfaction in

respective areas. These studies have revealed that certain variables are consistently correlated with

organizational climate and job satisfaction in private insurance sector. This segment presents a brief review of

by academic journals, magazines, publication, working papers, books and the like.

*Associate Professor in Commerce, E.G.S. Pillay Arts & Science College, (Autonomous), Affiliated to

Bharathidasan University, Nagapattinam – 611 002, Tamil Nadu, India.

** Ref. No. 16023/Ph.D K6/Commerce/Part-time/Oct 2017, Research Scholar, Department of Commerce, Don

sector life insurers, i.e., ICICI prudential, HDFC, and SBI Life from sales employees namely, development

officer, marketing executives, executive sales managers, assistant managers, and sales manager in sales. This

study used statistical tools namely percentage analysis, independent t-test and Regression analysis. The study

results also identified that there is a significant impact of HRD practices towards the organizational climate in

the insurance sector in the study region. The study was conducted in the area of Chennai city and data collected

INTERNATIONAL JOURNAL OF RESEARCH AND SCIENTIFIC INNOVATION (IJRSI)

ISSN No. 2321-2705 | DOI: 10.51244/IJRSI | Volume XII Issue VIII August 2025

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from selected organizations. The study can be extended by taking more sample size, other similar organizations

within the Chennai and the same study can be possible in whole Tamil Nadu. The researchers can extend the

study in other states of India, it also possible to conduct comparative study in between the organizations, states

of India and similar studies can be possible in other countries as well.

Toopalli Sirisha and Y.P. Sai Lakshmi (2022), stated that “A Study on Organisational Climate and Its Impact on

and analysis are carried out. To achieve this defined objective questionnaire is prepared. The prepared

questionnaire is used to get the direct responses from eighty employees. The responses given by the employees

are analyzed and interpreted using the different type of statistical tools like Correlation, Chi-square and ANOVA.

Employees are the main asset of organizations for delivering services. A work environment should be created

where employees feel appreciated for their efforts.

In the present study, the researcher wants to know whether select insurance companies to properly maintain the

HRM practices under organizational climate, such as Preparation of HR Plans, Developing HR Policies, HR

development system, appraisal system, integrating people with the organization, maintaining employee welfare

the Karaikal district?

To offer implications and conclusion of the study

H

companies in the Karaikal district.

H

2023 to 30

August, 2023 on interview schedule method. In addition, other required data was collected from

various journals, magazines, newspapers, website, unpublished thesis work and reports.

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The collected data have been used for analysis with the help of statistical tools. The statistical techniques

Correlation and Regression analysis.

The primary data for the study has been collected from a sample population of 117 respondents based on

purposive sampling method, using a well-structured interview schedule. The data have been collected from the

employee’s working in different private insurance sectors/companies in Karaikal district. The sample size of 117

5

Source: https://financialservices.gov.in/life-insurance-companies

companies in the Karaikal district.

Ho

(a): There is no relationship of Organisational Climate on Employees’ Performance

RW

WE

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Note: Leadership (LP), Rewards (RW), Organisational Structure (OS), Working Environment (WE),

Recognition (RG) and Decision making (DM)

*. Correlation is significant at the 0.05 level (2-tailed). **. Correlation is significant at the 0.01 level (2-tailed).

Table 2 reveals the Correlation Analysis of Gender and Employees’ Performance to the select insurance

companies in the Karaikal district. The positive correlation was observed between the leadership and rewards

(.936), working environment and decision-making (.807) are significant at 1 per cent level. The negative

correlation was observed between leadership and working environment (.654), rewards (.722) is significant at 1

per cent level. The rewards and working environment (.856) are significant at 5 per cent level.

insurance companies in the Karaikal district.

Ho

(a): There is no impact of Organisational Climate on Employees’ Performance to the

Table 5.9 Correlation Analysis of Powerica Ltd

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Ratio and Working Capital Turnover Ratio Dependent Variable: Capital

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Table – 5.11 revels that the ANOVA of Powerica Ltd. Calculated F value of the variable is 1.768 which are less

than the table value of 2.368 at 5 per cent significant level. Hence, the hypothesis is accepted. That means that

there is a significant relationship between liquidity ratios.

2020-2021.

Ho

(c): There is no significant relationship between the liquidity ratios and capital among the Sudhir Power Ltd

Table 5.12 Correlation Analysis of Sudhir Power Ltd

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Predictors: (Constant), Current Ratio, Liquid Ratio, Inventory Turnover Ratio, Debtors Turnover Ratio and

Working Capital Turnover Ratio Dependent Variable: Capital

Table 5.13 depicts the multiple regression analysis of Sudhir Power Ltd. The R

Ratio, Working Capital Turnover Ratio, Capital have 83 per cent influence on the dependent variable of Capital

Table – 5.14 depicts that the ANOVA of Sudhir Power Ltd. Calculated F value of the variable is 4.158 which

are more than the table value of 2.368 at 5 per cent significant level. Hence, the hypothesis is rejected. That

means that there is a significant relationship between liquidity ratios.

The following implications are outcome of the analysis Objective – 4: To offer implications and conclusion of

the study

It was found with the help of percentage analysis that all the respondents had sensible knowledge about

organizational climate in job satisfaction among employees of insurance companies in Karaikal district.

Therefore, the insurance companies and IRDA are promoting the employees/workers through various monetary

and non- monetary benefits. This will help to increase the satisfaction of the employees/workers.

Frequent review of the employees/workers issues may help the management to mitigate on short-term issues.

those individuals who add value should stay in the organization and continue to put their efforts into their work

to benefit the organization. The few factors are positive from the study that is Gender and Age wise

employees/workers are satisfied but, in monthly income wise they are not much more satisfied. So, the insurance

companies must concentrate on bonus, increment and other monetary benefits to the employees/workers to

promote their scale of business and employable sustainability.

INTERNATIONAL JOURNAL OF RESEARCH AND SCIENTIFIC INNOVATION (IJRSI)

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1. Vijayakumar, Nishad Nawaz, Hariswaran (2020), “HRD Practices Impact on Organizational Climate of

Insurance Sector”, Test Engineering and Management, ISSN: 0193-4120 Pp17277 – 17279.

2. Nagaraju B, Pooja J (2017), “Impact of Employee’s Age on Organisational Climate A Study of Public

special reference to LIC”, International Journal of Multidisciplinary Education and Research, ISSN:

2455-4588, Volume 4, Issue 6, Pp.4650.