R Darwin Joseph et al, International Journal of Research in Management, Economics and Commerce, ISSN 2250-057X, Impact Factor: 6.384, Volume 06 Issue 12, December 2016, Page 21-32 http://indusedu.org Page 21 Organisational Climate of Information Technology Industry in Singapore - An Empirical Study R Darwin Joseph 1 and Dr. N Panchanatham 2 1 (MDIS Business School, Management Development Institute of Singapore, Singapore) 2 (Department of Business Administration, Annamalai University, India) Abstract: Organisational climate is very important for the IT companies as the job nature demands high level of dedication and accuracy. IT employees are put under lot of pressures and sometimes it is very difficult to retain the talent pool in the IT organisation. The present study was attempted to examine the organisational climate experienced currently in a number of 30 different IT companies situated in Singapore. The primary objective of this study is to investigate the influence of biographic variables such as gender, age, experience, marital status, qualification and designation on the organisational climate. This study also focuses on significance difference between small-medium, large scale and multinational companies with respect to organisational climate and its dimension. A structured questionnaire is developed based on twelve dimensions of organisational climate using a five-point Likert type rating scale. A total of 250 employees from 30 different software companies in Singapore were approached for data collection and 189 responses were used for the analysis. The study outcomes shows that multinational IT companies in Singapore have a better organisational climate than small and medium and large scale IT companies. It also indicates that married and unmarried IT employees differ in organisational climate scores. Keywords: Organisational Climate, IT Industry, Organisational Design, Innovation, Teamwork I. INTRODUCTION In any organization, no matter its size or object of activity, general management is influenced by a series of issues connected to the communication between departments, the employees‟ satisfaction given by work, the current organization of activities, the motivation or the acceptance of the system of payment and stimulants, the quality of the hierarchical relationships, the employees‟ willingness to accept major changes and to participate in putting them into practice. The success of any organization depends in part on the match between individuals and the climate of the organization. A complex interaction of personal, organisational and external factors influence the daily perceptions of people about the organization for which they work. Over the period of time, these interactions develop into a prevailing set of perceptions associated with the characteristics and processes of an organization. While Singapore has a well-developed IT market with high penetration of products and services, it is expected to exhibit relatively robust growth rates over the medium term. It was forecasted that the IT market to reach a value of SGD8.453bn in 2013, and expand at a compound annual growth rate of 5.2% over 2013-2017. As in most developed markets globally, the retail hardware market in Singapore will be driven by tablet and hybrid/convertible sales over the medium term. However, it is in emerging technologies that Singapore will stand out as the government positions the country to become a hub in the rapidly growing Asia Pacific region for cloud, big data and analytics services. These will benefit from the reach, affordability and quality of telecoms infrastructure and the favourable policy environment. Computer hardware sales forecast to increase from SGD3.784bn in 2013 to SGD4.453bn in 2017, equating to a compound annual growth rate (CAGR) of 4.2% in local currency terms. With changing scenarios in the world economy, companies want very smart, professional and innovative team members who are groomed within the organization by out-performing other non-productive team members. Companies promote a healthy work environment and organisational climate so that the employees feel free to innovate and out-shine for their organization. Stressful and political climate decreases productivity of employees and destroys the discipline of a formal organization. Sometimes, in stress people perform better but it also depends on the attitude of the employee. If they cannot perform under stress, then in stressful situations, absentee‟s number and employee‟s turnover may increase. So climate of an organization totally depends on the feelings of the employees and their feelings are totally dependent on the attitude of the individual employee. Organisational climate is an inherently multilevel construct, involving distinct perceptions and beliefs about an organization‟s physical and social environment. At the individual level, psychological climate refers to the