IMPACT OF ORGANIZATIONAL STRUCTURE AND CULTURE ON JOB SATISFACTION, JOB STRESS AND EMPLOYEE MOTIVATION: A SURVEY OF EXISTING LITREATURE
ABSTRACT
Effectively managing human resources in the organizations is a big concern both for HR managers and the policy makers of the organization. To have a satisfied, motivated, less stressed performing workforce an organization must have consistency amongst its structure, system, people, culture and good fit with the strategy. In this paper an attempt has been made to identify the various factors of organizational structure and culture which have positive and negative impact on job satisfaction, job stress and employee motivation through the extensive review of the existing literature. The findings…show more content… They also contribute to disasters in organizations. When these structural and cultural characteristics are appropriate, and fit the environmental, technological, and internal requirements, they have a positive impact upon individual satisfaction and performance. However major deficiencies in structure & culture can lead to many major organizational problems as motivation and morale may be depressed, stressed out workforce, poor performance etc. This leads to delayed decision-making, lack of co-ordination, conflict amongst groups and lack of innovation & creativity.
METHODOLOGY OF THE STUDY
The present paper aims to provide a comprehensive review of the empirical studies conducted to show the impact of organizational structure and culture on job satisfaction, job stress and employee motivation of the resources in the organization. The prime sources of the studies reviewed herein include various websites, selected national and international journals, published and unpublished theses on the subject under reference. For this purpose some reputed libraries such as Central Library (Delhi University), Ratan Tata Library (Delhi School of Economics), Central Library (GGS Indraprastha University, Delhi), Central Library (IIT, Delhi) were visited. It is expected that the study would be quite useful for the HR managers and the policy makers in the
