Impact of Organizational Structure and Culture on Job Satisfaction, Job Stress and Employee Motivation: a Survey of Existing Litreature

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 reveal that structure, leadership, managerial practices and the decision processes mediated by organizational climate, good supervisory style positively impact the employee motivation. Centralization, lack of participation in decision-making, little opportunity for advancement, great amount of formalization and high degree of specialization effects employee motivation negatively. Professional Help, decentralization, open culture, structure, management practices, participation in decision process, participative management, autonomy in work environment, welfare facility, safety and security, organizational risk taking, people orientation, opportunity for personal growth and development, promotion and recognition, supervisory support, good communication, goal congruence, warmth and support, employee empowerment, interesting challenging work with variety have positive impact on job satisfaction. Formal communication, lack of information, lack of professional help, job difficulty, lack of adequate organizational policy and administration, lack of supervisory support, lack of opportunity for growth, rule dysfunction, volume of work, lack of praise, bureaucratic control, work specialization, poor communication, high degree of

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