Organizational Climate and Its Influence On Organizational Commitment: Case In Jakarta Syukurriah Idrus Faculty of Business Management, Universiti Teknologi MARA, Machang, 18500, Kelantan, MALAYSIA E-mail: Syukuriah@kelantan.uitm.edu.my Safiah Omar Faculty of Business Management, Universiti Teknologi MARA, Shah Alam, 40450,Selangor, MALAYSIA E-mail:Safia.o@salam.uitm.edu.my Fauziah Noordin Faculty of Business Management, Universiti Teknologi MARA, Shah Alam, 40450,Selangor, MALAYSIA E-mail:Fauziah716@salam.uitm.edu.my Yusrina Hayati Nik Muhd Naziman Faculty of Business Management, Universiti Teknologi MARA, Machang, 18500, Kelantan, MALAYSIA E-mail: yusrina@kelantan.uitm.edu.my Azizi Masnan Faculty of Business Management, Universiti Teknologi MARA, Shah Alam, 40450,Selangor, MALAYSIA E-mail:Azizi_masnan@salam.uitm.edu.my Juliana Baistaman Faculty of Business Management, Universiti Teknologi MARA, Machang, 18500, Kelantan, MALAYSIA E-mail: juliana38@kelantan.uitm.edu.my Abstract—The study was conducted to investigate the levels of the eight components of organizational climate study and 3 components of organizational commitment, which are on Organizational Design, Communication, Leadership, Teamwork, Decision Making, Culture, Job Satisfaction, Motivation, Affective Commitment, Continuance Commitment and Normative Commitment in XYZ Group in Jakarta Indonesia. A survey was being employed in which questionnaires were used to assess the studied construct. A quantitative analysis was conducted in which 150 employees from XYZ Group were asked to complete the survey instrument. The result of these study shows that there is moderate relationship between all the aspects of organizational climate and organizational commitment components. Keywords- organizational commitment, affective commitment, continuance commitment, normative, commitment, and organizational climate Introduction Organizational commitment has been extensively investigated in to measure employee’s work performances because of its relation with positive work outcomes such as low intention to leave 1 and recently with creativity thinking in workplace 2 . Literature consistently reported the relation between organizational climate and individual outcomes including performance, satisfaction, involvement and commitment 3 . The importance of organizational commitment study raises a concern for researcher to investigate the relationship between organizational climate and organizational commitment in XYZ Group due to the recent phenomenon of lower work performances and poor attendance by the employees reported. The same study has been conducted in Malaysia where acceptable organizational climate and organizational commitment levels has been found and interrelated 4 .The organizational need to understand the employees’ perceptionof work enviroment and it’s perceptions influence individuals’ work- related attitudes. Social climate atmosphere created in a workplace had significant consequences between employees’ perceptions of the work context which influenced satisfaction and increase organizational productivity 5 . The experientially based description of the work environment and, more specifically, employees’ perceptions of the formal and informal policies, practices and procedures in organization has been described as an Organizanitional commitment 6 . Several exploratory dimensions of organizational climate investigated in this study are organizational design, communication, leadership, teamwork, decision making, culture, job satisfaction, and motivation whichever will (or will not) related to organizational commitment. Rapid changes in business environment requires company to adapt to the changes while maintaining their productions and retaining their employees. There are more opportunities available in the market today for trained employees. As a result, many employees tend to take advantage on XYZ Company in term of 2012 IEEE Symposium on Humanities, Science and Engineering Research U.S. Government work not protected by U.S. copyright 1445