The paper examines the relationship among organizational commitment, climate, and job satisfaction. Scaled-down versions of Organizational Commitment Questionnaire, Organizational Climate Questionnaire, and Job Satisfaction Survey Scale were used to collect data from 380 respondents at junior, middle, and senior management levels in different organizations across the country. Correlation analysis reveals the positive correlation among job satisfaction, organizational climate, and organizational commitment. Multivariate analysis further reveals that the organizational climate works as the mediating variable, enhancing the relationship of organizational commitment with job satisfaction. The paper concludes that job satisfaction, along with organizational climate, plays a vital role in retaining the employees by enhancing their commitment towards the organization.

Job satisfaction plays an important role in ensuring the organizational commitment of its employees. When an employee is satisfied, he/she is more committed to the organization. It is therefore necessary to understand how job satisfaction can be enhanced in organizations. Some researchers are of the opinion that organizations willing to be successful must know what workers want, what keeps them happy, and what makes them stay. Some of the very important factors of employees' satisfaction are pay, fringe benefits, operating conditions, co-workers, etc., that can be reviewed from time to time to make employees satisfied and stay with the organization.

The study of job satisfaction started with Mayo's study of productivity at the Western Electric Hawthorne Plant in Chicago in 1933 (Hodson, 1991). Since then, many researchers have studied the various aspects of job satisfaction including Mobley et al. (1979); Price and Mueller (1981a, 1981b, 1986); Bluedorn (1982); and Mowday et al. (1982) among others. Job satisfaction is defined as the extent of the positive affective orientation towards a job (Blegen and Mueller, 1987). Spector (1997) defined job satisfaction as the liking (satisfaction) or disliking (dissatisfaction) behavior of the employees towards their job. Thus, it is the employee's emotional bond to their jobs.

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