Attitudes and behaviors of employees can have a major impact on wellfare of the organization and employees themselves. Because of that, one of the main missions of organizational psychology is finding causes of such attitudes and behaviour. Organizational climate is one of the variables often researched in this purpose. Organizational climate reflects predominant atmosphere present inside the organization, level of morale and a sense of belonging among employees. Previous research suggests a relationship between organizational climate and various outcomes in individuals, as well as organizations. Some of the most significant outcomes include turnover intentions and employee absenteeism. Thus, the main aim of this research was to test the factor structure and reliability of the Organizational Climate Survey and examine the relationship between dimensions of organizational climate, absenteeism estimate and turnover intention. Research was conducted on 823 employees of two organizations, which belong to the same grupation of organizations and are involved in developement, production and distribution of groceries in the Republic of Croatia. Organizational Climate Survey was used to measure organizational climate and items were included to measure absenteeism estimate and turnover intention. Factor analysis results have pointed to a four-dimensional structure of organizational climate: work and reward organization, management, attitutes toward work and employer, interpersonal relationships. Furthermore, research has shown a significant negative relationship between climate factors, absenteeism and turnover intentions. Hierarchical regression analysis has found that all four climate dimensions have a significant contribution to the absenteeism estimate variable beyond the sociodemographic variables effects. It has also found that dimension of work and reward organization along with attitudes toward work and employer dimension significantly contribute to the turnover intention variable beyond the sociodemographic variables. Main contribution of this research lies in the possibility of organizational climate diagnosis and designing strategies for increase of employee job satisfaction through improving climate conditions. Such strategies could have an impact on reducing withdrawal behaviours which are, because of their harmful financial and interpersonal effects, becoming more important every day for various organizations.