J. S.

University, Shikohabad, Firozabad

Ved P. Tripathi Res. 23/451, Wazirpura Road,
Dean of Management Agra-282003
Faculty & Pro-Vice Chancellor Mob.-9319101976
E-mail- ved_tripathi@rediffmail.com

CERTIFICATE

This is to certify that the thesis entitled “Organizational Climate as a correlate of

Organizational Commitment, Emotional Intelligence, Occupational Stress, Job
Satisfaction, Intent to Leave & Burnout amongst Intellectual Capital of B-SCHOOLS
“With Special Reference to Delhi N.C.R. covering Agra, Mathura, Delhi, Alwar, Meerut,
Panipat being submitted by Mrs. Mitali Chaturvedi is a record of research carried out by her
under my guidance. Further that to the best of my knowledge, it is an original piece of work,
which has not been submitted to any other University for this degree or for any other purpose.

This is also to be certified that Mrs. Mitali Chaturvedi worked under my supervision for more
than 200 days.

Place: Agra (Dr. Ved Prakash Tripathi)

Date:

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 ACKNOWLEDGEMENT

This thesis is the culmination of my journey of Ph.D. which was just like climbing a high peak
step by step accompanied with encouragement, hardship, trust, and frustration. When I found
myself at top experiencing the feeling of fulfillment, I realized though only my name appears on
the cover of this thesis, a great many people including my family members, well-wishers, my
friends, colleagues and various institutions have contributed to accomplish this huge task.

At this moment of accomplishment I am greatly indebted to my research guide, Dr. Ved Prakash
Tripathi, Dean-Faculty of Management & Pro-Vice Chancellor, J. S. University, Shikohabad,
who accepted me as his PhD student and offered me his mentorship. This work would not have
been possible without his guidance and involvement, his support and encouragement on daily
basis from the start of the project till date. Under his guidance I successfully overcame many
difficulties and learnt a lot. His own zeal for perfection, passion, unflinching courage and
conviction has always inspired me to do more. He has taught me another aspect of life, that,
“goodness can never be defied and good human beings can never be denied”. For all these, I
sincerely thank him from bottom of my heart and will be truly indebted to her throughout my life
time.

It’s my fortune to gratefully acknowledge the support of my friends, Dr. Kavita Sharma, Anjana
Upadhyay, Chetna Pathak for their support and generous care throughout the research tenure.
They were always beside me during the happy and hard moments to push me and motivate me.
Special thanks are extended to Mrs. Ekta Rao.

Finally, I acknowledge the people who mean a lot to me, my parents, Ma and Papa, for showing
faith in me and giving me liberty to choose what I desired. I salute you all for the selfless love,
care, pain and sacrifice you did to shape my life. Although you hardly understood what I
researched on, you were willing to support any decision I made. I would never be able to pay
back the love and affection showered upon by my parents. Also I express my thanks to my
brother Manas for his support and valuable prayers.

I owe thanks to a very special person, my husband, Sharad for his continued and unfailing love,
support and understanding during my pursuit of Ph.D. degree that made the completion of thesis

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possible. You were always around at times I thought that it is impossible to continue, you helped
me to keep things in perspective. I greatly value his contribution and deeply appreciate his belief
in me. I appreciate my son, Shamit for abiding my ignorance and the patience he showed during
my thesis writing. Words would never say how grateful I am to both of you. I consider myself
the luckiest in the world to have such a lovely and caring family, standing beside me with their
love and unconditional support.

My heartfelt regard goes to my father in law, mother in law for their love and moral support. I
thank the Almighty for giving me the strength and patience to work through all these years so
that today I can stand proudly with my head held high.

Mitali Chaturvedi

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 LIST OF ABBREVIATIONS

Affec_Commit- Affective Commitment

BO_DP- Boss Of Diploma Programme
BO_EE- Boss Of Elementary Educational center
BO_PACC- Boss of Professional Accreditation College Campuses
bo_tot- Boss Of Training of Trainer center
C.F.A- Confirmatory Factor Analysis
C.F.I - Comparative Fit Index
Cont_Commit-Continous Commitment
D.F- Degree of Freedom
Ecompt- Essential Computer studies
EITOT- Essential Training of Trainers Studies
Emat- Essential Mathematics studies
Esenst- Essential Studies
FAC_AGE- Faculty Age
FAC_EX_YR- Faculty Years of Experience
FAC_TYPE- Faculty Type
jsat1- Jindal Scholastic Aptitude Test
Norm_Commit- Normative Commitment
PI_STAY – Proffesional School Duration of Stay
R.M.S.E.A - Root Mean Square Error of Approximation
SEX- Gender Orientation
S.R.M.S.R - Standardized Root Mean Square Residual
Tot_Commit- Total Commitment
T.L.I - Tucker Lewis Index
WA- With Average
WB- With Bachelors certification
WC- With Certificate
WD- With Deed certification
WTOT- With Training of Trainer certification

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 TABLE OF CONTENTS
Details Page No.

CERTIFICATE

ACKNOWLEDGMENT

List of Abbreviations

CHAPTER-1

1.1 INTRODUCTION

i. Perception of experts

ii. Opinion of management or the promoters in terms of selection & retention

iii.Variable like intent to stay, organization climate, job satisfaction amongst the
faculty

iv.Student's opinion on good faculty and how to retain their opinions

CHAPTER-2

REVIEW OF LITERATURE
2.1 Introduction
2.2 Organization climate
2.2.1Various types of organizational climate
2.3 Organizational commitment
2.3.1 Definition of organizational commitment
2.3.2 Types of employee commitment
2.3.3 Affective commitment
2.3.4 Continuance commitment
2.3.5 Normative commitment
2.4 Emotional intelligence

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2.4.1 How emotional intelligence is measured
2.4.2 Components
2.5 Impact of emotional intelligence
2.5.1 Thinking before reacting
2.5.2 Greater self-awareness
2.5.3 Empathy for others
2.5.4 How to use
2.5.5 Tips for improving emotional intelligence
2.6 Occupational stress
2.6.1 Major causes of occupational stress
2.6.2 The occupational stress scale
2.6.3 Occupational health stress at work
2.6.4 Coping with occupational stress
2.7 Organizational commitment in teaching
2.8 The antecedents of organizational commitment
2.8.1 Personal determinants
2.8.1.1 Organizational commitment and age
2.8.1.2 Organizational commitment and tenure
2.8.1.3 Organizational commitment and level of education
2.8.1.4 Organizational commitment and gender
2.9 Job satisfaction
2.9.1 Definition of job satisfaction
2.9.2 Job satisfaction theories
2.10 Maslow's hierarchy of needs theory
2.10.1 Herzberg 's two-factor theory
2.10.2 Alderfer's erg theory
2.10.3 Mcclelland's theory of needs

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2.11 Dimensions of job satisfaction
2.11.1 The work itself
2.11.2 Pay
2.11.3 Supervision
2.11.4 Promotion
2.11.5 Work group
2.11.6 Working conditions
2.12 Personal determinants of job satisfaction
2.12.1 Job satisfaction and age
2.12.2 Job satisfaction and gender
2.12.3 Job satisfaction and occupational level
2.12.4 Job satisfaction and tenure
2.12.5 Job satisfaction and educational level
2.13 Intent to leave
2.14 Burnout
2.14.1 Signs and symptoms of burnout
2.14.2 Physical signs and symptoms of burnout
2.14.3 Emotional signs and symptoms of burnout
2.14.4 Behavioral signs and symptoms of burnout
2.15.5 Causes of burnout
2.15.6 Work-related causes of burnout
2.15.7 Lifestyle causes of burnout
2.15.8 Personality traits can contribute to burnout
2.15.9 Dealing with burnout
2.16 Conclusion

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CHAPTER-3

3.1 Statement of problem & hypothesis

3.2 Research objectives
3.3 Hypotheses
3.4 Null hypotheses

CHAPTER-4

4.1 RESEARCH DESIGN AND SAMPLING

4.1.1. Organizational climate
4.12. Organizational commitment questionnaire (O.C.Q.)
4.1 3. Emotional intelligence test by Dalip Singh & Chaddha N. K
4.1.4. Occupational stress index
MAIN FEATURES OF THE TOOL
4.1.5. Faculty job satisfaction
4.1.6. Intention to leave
4.1.7. Burn out
4.2 : HYPOTHESES
4.2.1: Hypothesis 1: Occupational stress can certainly forecast emotional intelligence.
job burnout's intervening part
4.2.2: Hypothesis 2: Occupational stress could impact organizational climate
through burnout.
4.2.3: Hypothesis 3: Job satisfaction could impact organizational climate through
occupational stress.
4.2.4: Hypothesis 4: Organizational climate could be affected by organizational
stress through the various interceded influence of burnout and occupational
satisfaction.

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CHAPTER- 5

RESULTS AND INTERPRETATION

5.1 Descriptive statistics
5.2 Anova
5.3 One way anova
5.3 Correlation statistics
5.4:Discriminant efficacy using various measurement methodologies analysis.
5.5: Testing of hypotheses

CHAPTER- 6

DISCUSSIONS
Chart 6.1: Analysis of respondents rating of tested variables
Chart 6.2: Pie chart depiction of organizational climate responses based on gender
Chart 6.3: Pie chart depiction of organizational climate responses based on school
type
CHART 6.4: Line chart depiction of organizational commitment responses based
on gender

CHAPTER -7

IMPLICATIONS, LIMITATIONS, SUGGESTIONS AND

RECOMMENDATIONS FOR FUTURE PROJECTIONS
7.1: Implications
7.2: Limitations
7.3:Suggestions and recommendations

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CHAPTER -8

8.1: CONCLUSION

BIBLIOGRAPHY
QUESTIONNAIRE FORMATS
CERTIFICATES AND RESEARCH PAPERS PUBLISHED
CERTIFICATES OF SEMINARS ATTENDED
CERTIFICATE OF SHODHGANGA