The Relationship Between Interpersonal Climate And Employee's Job Satisfaction In Civilian Enterprise Organizations

In the era of knowledge economy, the factor which dominant development of economic is talents. Since the beginning of reform and opening up, the civilian enterprise, after more than 20 years of development and expansion, plays an important role in the country's economic construction and development. In the tide of economic globalization and the promotion of the civilian enterprise ushered in the new opportunities and challenges, enterprise development and the problem of insufficient personnel is worsening. the working environment of an enterprise directly affect the attraction of talent. How to create a good organization interpersonal climate, increasing employee job satisfaction, greating staff potential, increase their willingness to serve and work enthusiasm and enhance civilian enterprises to organizational effectiveness, and enhance their competitiveness in the market economy. There is no doubt that this is an important task civilian enterprise should not be overlooked.This research adopted questionnaire survey, semantic analysis, Generic analysis and Delphi method to explore the factor of inherent structure of organization interpersonal climate, develop the evaluation tools for it, and then discussed the relationship between the interpersonal climate and employee's job satisfaction through the measuring scale for the organization interpersonal climate.The research randomly selection 300 samples from 15 colleges, 267 valid. After descriptive statistics, analysis of variance, correlation analysis and regression analysis, the results were as following:(1) The result of validity and reliability study showed the measuring scale had well reliability and validity.(2) The result showed the general situation of the organization interpersonal climate and employees' job satisfaction was not good.(3)employee's age, education and marital status had a significant impact on their perceived sense of the organization interpersonal climate.(4)There was age difference on employees' job satisfaction. employee with different education and marital status has a remarkable with their salary.(5)The organization interpersonal climate had a significant positive correlation with employee's satisfaction, among which the interpersonal interaction had a significant positive correlation with employee's satisfaction with promotion, colleagues, job and socialization while had no significant correlation whit their satisfaction with salary, benefits, rewards and leader; interpersonal harmony had a significant positive correlation with employee's satisfaction with salary, promotion, colleagues and job, while had no significant correlation with their satisfaction with leader, benefits, reward and socialization; interpersonal attitude had a significant positive correlation with employees' satisfaction with promotion, leader, colleagues and job, while had no significant correlation with their satisfaction with salary, benefits, rewards and socialization; interpersonal distance had a significant correlation with employee's satisfaction with negative correlation with promotion, colleagues, job and socialization, while had no significant correlation with their satisfaction with salary, leader, benefits and rewards.(6)We found obvious regression between the factors of organization interpersonal climate and employee's job satisfaction. Among all dimensions of the organization interpersonal climate, interpersonal interaction has obvious regression with employee's satisfaction with socialization and Colleagues; interpersonal harmony has obvious regression with employees' satisfaction with promotion; interpersonal attitude has obvious regression with employees' satisfaction with Colleagues.The study discusses the relationship between the organization interpersonal climate and employee's job satisfaction from the perspectives of Organizational Behavior, Management and Psychology, which are brand new perspectives for such kind of studies. It explores the factors of inherent instruction from multi-dimensional perspectives and forms the measuring scale. At the same time, it also explores the relationship between the organization interpersonal climate and employees' satisfaction, which makes the result is helpful for the practice of managerial eddectiveness of higher through the perfect ionization and upgrading of on organizational climate of Civilian Enterprise.