“…The organizational climate is not a buzzword that attracts attention as others, however, falls under the category of terms that refer to realities that are always present and do not go out of fashion as motivation, job satisfaction, absenteeism, performance, job design, development or quality of working life; but they will not appear in the inventory of managerial fashions such as: benchmarking, empowerment, outsourcing, outplacing or quality (Carreon et al, 2016). Some productivity problems can be solved in part with capital investments, with restructuring programs or by hiring quality experts, but the Organizational Climate, he emphasizes, has deep implications and obvious relationships with issues of productivity, quality, efficiency, the success, and the supervision of the company and with the managerial task (Carreon, Hernandez, Bustos & Garcia, 2017b). In addition, the study of culture and climate is important for the field of industrial and organizational psychology because these constructs provide a context for studying organizational behavior, since the social and symbolic processes associated with the emergence of culture and the climate influences both individual and group behaviors (Carreon et al, 2015).…”