**1. Introduction**

In recent years, business organizations have been experiencing a significant acceleration of organizational change, both in terms of structure and employment needs. In addition, a different approach of young employees to work itself from the previous one is becoming a problem. Balance is becoming an overriding value. For generation X or Z, the amount of pay is less important than for earlier generations of workers. It is increasingly common that the choice of a workplace is determined by information about the climate in a given organization. The level of employee commitment and efficiency also depends on it [1]. This is causing more and more organizations to see the need to build the work environment in such a way that employees feel comfortable in it. So that they can use all their potential and creativity for the good of the organization. This is their key to success in a competitive market today [2]. However, it is worth remembering that the organizational climate is something impermanent, which changes quickly, depending on the needs and expectations of employees. On their ability and willingness to work together. In contrast, organizational culture is the basis for how individuals act within an organization. It is something that employees find and to which they must adapt. According to Schneider, the difference between the two concepts is that organizational climate describes events and experiences and reveals patterns of employee behavior, while culture is a set of shared values, assumptions, and beliefs that exist within an organization. It seems, therefore, that culture

should be viewed as something deeper within the organization. Something based on the values, beliefs, and assumptions of its employees. Organizational climate, on the other hand, as measured by a number of dimensions, is merely a piecemeal examination of these areas over a period of time [3]. Organizational culture is built over years, and the changes it undergoes are inherently slow. Interestingly, however, it is the organizational climate that is one of the more powerful factors in these changes.
