Organizational climate depends on the perception of organizational members about different organizational dimensions. Age influences the individual perception. Depending on the age group, individuals in an organization may have differing perceptions about the organization. It can therefore be hypothesized that organizational climate is differently perceived across the age groups within the same organization. Climate was measured across age groups (lower, middle and higher), using MAO-C instrument, involving 453 randomly selected executives in a public sector industry. Statistical analysis reveals significant differences in the perception of climate across the age groups in the organization. "Dependency-Control" climate prevails in the lower and middle age groups but "Dependency-Affiliation" climate prevails in the higher age group. "Expert Influence" and "Extension" are weaker in the middle age group as compared to the higher age group, whereas "Control" and "Dependency" are stronger in the middle age group as compared to the higher age group. Thus, organizational climate is less functional in the middle age group as compared to the higher age group.

Organizational climate is a conceptually integrated synthesis of organizational characteristics. It reflects the personality of the organization. Organizational climate depends on the perception that organizational members have about different dimensions of the organization. According to Forehand and Glimer (1964), it represents relatively enduring characteristics that describe an organization and distinguish it from other organizations. It greatly influences the quality of working life (Walton, 1973) in the organization. According to Hellriegel and Slocum (1974), organizational climate is a set of perceived attributes of the organization (or its subsystems) induced from the way organization and its members deal with each other and with their environment.

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