Organizational Climate is a very important concept to study and to understand in the realm of organizational behavior. The origin and the use of this concept is as old as the original concept of management itself. However, since many decades various frameworks of organizational climate has been developed both conceptual as well as operational under different sets of situations and their research findings are highly diverse and often contradictory in nature.

Retaining valuable employees is one of the most crucial issue for today’s competitive organizations as employees are considered as the most valuable asset and precious resource, which helps to sustain in the dynamic environment. It is usually in the organizations best interest to put its energy and time in retaining the quality employees that they already have instead of recruiting the new ones. However, increasing employee turnover has been a fashion now a days and the issue of employee turnover is the major reason for performance inefficiency in many organizations in India.

Indian organizations are being forced to undergo considerable transformation in their working system in order to sustain in today’s competitive and dynamic environment. In this context, it would be important to explore the factors that have the most positive impact on the performance of the organization. Organizational performance largely depends on the presence of satisfied and committed employees. Among various factors, attitudes and feelings of the individuals regarding their jobs have been found to be significantly affecting their behaviors. (Herzberg, Mausner, Peterson and Capwell, 1957; Iaffaldano and Muchinsky, 1985; Locke, 1970; Schwab and Cummings, 1970; Petty, McGee and Cavender, 1984). Therefore, positive attitude towards job can be generated by a healthy organizational climate resulting to a positive behavior towards turnover intention.

This empirical study aims to identify various antecedents of organizational climate and also to investigate their impact on turnover intention of faculty members of technical educational institutes of India. Five antecedents of organizational climate (Orientation, Supervision, Communication, Decision Making, and Reward Management) identified as independent variables with the help of through literature review of previous research in the associated field and broad discussion with faculty members. This study will shed some light for technical educational institutes that encounter high turnover rates of faculty members resulting from unfavorable organizational climate. Knowing more about faculty member’s intent to leave with relation to organizational climate is important to develop general guidelines to improve the relevant organizational climate factors that are found to be laking in the organizations.