Assessing the Dimensions of Organizational Culture on Organizational Commitment: Implications for Work Related Attitudes
The influence of dimensions of organizational culture on organizational commitment was investigated in this paper. A convenient sample made up of Two hundred (200) participants was randomly selected from private and public institutions in Uyo, Akwa Ibom State. They were 113 males and 87 females whose age range between 20 and 63 years with a mean age of 35.4 years. The design adopted was a survey design. The predictor variable of interest in the study was organizational culture, and the dependent variable of interest was organizational commitment. A simple regression analysis was used to test the three hypotheses in this study. Hypothesis I which stated that “there will be a statistically significant influence of organizational culture on organizational commitment” was accepted. Hypothesis II which stated that “there will be a statistically significant influence of culture mission on affective commitment was confirmed, thus the hypothesis also accepted. However, hypothesis III which stated that “there will be a statistically significant influence of culture adaptability in continuance commitment was not confirmed. The results were discussed in relation to the theories and previous findings on organizational commitment. Implications of the study were discussed, it was, however, suggested that a more holistic and multi-level analysis be adopted by researchers investigating the relationships between organizational culture and employees’ commitment profiles.
Keywords: organizational culture, organizational commitment, culture consistency, normative commitment, culture mission