“Work climate is a set of shared perceptions regarding the policies, practices and procedures that an organization rewards, supports and expects (Schneider & Reichers, 1983).” A dominant approach emerged in the literature and the majority of climate researchers examine climate as perceptual in nature versus being an actual characteristic of the organization (James, 1982; James & Jones, 1974; James, Joyce, Slocum, 1988; Schneider, 1975; Schneider, 2000). Bruke, Bourcki & Kaufman (2002) identified three types of perspective of work climate viz. Social constructionist perspective, general climate perspective, and multiple stakeholder perspective. Common goals, clear duties, responsibilities, rules and ways of action among employees are features characteristic of work climate. Confidence in the future and trust in the ability to solve problems lay the foundation for a good work climate. Employees working in organizations with a good climate are more likely to be satisfied with their jobs, and more committed to their organizations (Glisson and James 2002).