Archives of Business Research – Vol.4, No.6 Publication Date: December. 25, 2016 DOI: 10.14738/abr.46.2494. Lpez, C.D.J.G., Caraveo, M.D.C.S. & Perez, E.G.S. (2016). Organizational Climate and Oil Cmpanies. Multidimensional Study with Workers from the Drilling Departmentin Tabasco, Mexic. Archives of Business Research, 4(6), 340-350. Copyright © Society for Science and Education, United Kingdom 340 Organizational Climate and Oil Companies. Multidimensional Study with Workers from the Drilling Department in Tabasco, Mexico Carlos de Jesús González López Universidad Juárez Autónoma de Tabasco (México) María Del Carmen Sandoval Caraveo Universidad Juárez Autónoma de Tabasco (México) Edith Georgina Surdez Pérez Universidad Juárez Autónoma de Tabasco (México) Abstract The organizational climate is the perception of workers in a company about the processes of the organization and the relationships among its members. The aim of this study was to conduct a study of organizational climate to employees working in an oil company located in Tabasco, Mexico. The research is descriptive and correlational. The design is non-experimental with a quantitative approach. A questionnaire with a Likert scale and reliability of 0.838 in the Cronbach Alpha coefficient was used. The dimensions of organizational climate were autonomy, cohesion, support, work pressure and innovation. The ANOVA analysis of variance reported a statistically significant difference between cohesion and employment status; autonomy and work area. The Pearson correlation indicated a weak correlation between the category of worker and the dimension of autonomy. In conclusion, the results indicate a favorable trend toward organizational climate. Keywords: Organizational climate, cohesion, work pressure, oil workers, drilling. INTRODUCTION At present, the diversity of organizations that exist in Mexico need to face new and greater challenges in order to be competitive in the field to be developed; given this reality, the human capital of each organization becomes a fundamental pillar for the achievement of its objectives. Every organization has a work environment that is perceived and experienced by the members thereof, and considers the feel and react of each individual. This environment somehow affects the performance of employees in the organization; the relationship between the worker and his environment can provide satisfactory results, or conversely, can cause problems not only in the performance of his work, but also personally. In this sense, Werther, Davis and Guzmán (2014) argue that the deterioration of the work environment causes staff to lose enthusiasm for their work, and this is reflected not only in higher levels of absenteeism and turnover rates, but also in the slowness, reluctance and indifference that characterize the sclerotic institutions; the staff start to psychologically drift apart from their work and dedicate to meet the minimum required.