Organizational climate refers to the collective perceptions, attitudes, and feelings of employees about their work environment, the policies and procedures of the organization, leadership styles, and interpersonal relationships at the workplace. It is a relatively enduring quality of the internal environment of an organization that influences the behavior of its members. Organizational climate is distinct from organizational culture; while culture represents deep-seated values, beliefs, and norms, climate reflects employees’ shared perceptions of day-to-day work experiences and organizational practices. A positive organizational climate motivates employees, enhances job satisfaction, and fosters productivity, whereas a negative climate can lead to dissatisfaction, low morale, and high turnover. The study of organizational climate is important for understanding how employees interact with the organization and respond to management practices. Climate influences communication patterns, decision-making, teamwork, and overall organizational performance. Researchers often measure organizational climate through surveys, interviews, and observational methods, capturing employees’ perceptions of leadership, policies, work conditions, and social interactions. Organizational climate can be seen as a multidimensional construct because it encompasses various aspects of the work environment, each of which affects employee behavior and attitudes differently. One widely recognized dimension of organizational climate is leadership and supervision. This dimension focuses on the employees’ perception of their leaders’ behavior, including fairness, supportiveness, and the ability to motivate and guide employees. Leaders who are approachable, transparent, and supportive tend to create a positive climate by fostering trust and reducing stress. On the other hand, authoritarian, unsupportive, or inconsistent leadership may result in a climate of fear, uncertainty, and low motivation. The supervisory practices, feedback mechanisms, and opportunities for growth offered by leaders directly shape employees’ engagement and satisfaction. Another important dimension is communication within the organization. Effective communication refers to the flow of information from management to employees and vice versa, as well as peer-to-peer interactions. Organizations with open, transparent, and frequent communication create a