Culture meets commitment: how organizational culture influences affective commitment

Abstract

PurposeOrganizational culture has been identified as an important factor in increased employee commitment. Particularly during a shortage of skilled workers, commitment is a meaningful indicator of higher loyalty and retention. However, limited research has studied the relationship between organizational culture and commitment from a global perspective. Most research focuses on specific aspects of culture and examines the aspects' effects on commitment separately. The author's objective is to identify influential organizational culture's dimensions and assess dimensions' relationship to commitment holistically.Design/methodology/approachFor this purpose, the author analyzed a data set with 241,648 participants from 9 industries in Germany. The survey captures individual attitudes toward certain aspects of organizational culture and assesses workers' commitment to their organizations.FindingsThe results of a linear regression show that all cultural dimensions considered, namely transformational leadership behavior, team cohesion, compensation, fairness and caring attitude, if well-developed, positively and significantly influence organizational commitment. Interestingly, team cohesion has the greatest effect on commitment, followed by transformational leadership behavior, compensation, caring attitude and fairness.Originality/valueThis paper aims to examine the relationship between organizational culture and commitment holistically, thereby revealing which aspects of corporate culture are particularly important for increasing workers' commitment.

The Influence of Organizational Culture on Organizational Performance with Organizational Commitment and Leadership as Mediation

“…SEM is used in this study to be able to test established hypotheses. The results of the hypnotesis test include: (Dunger, 2023). This study also supports research (Macedo & Carlos Pinho, 2006;Seidu et al, 2022;Shea et al, 2023).…”

“…Participatory leadership approach can increase organizational commitment because leadership is the ability to influence others so that they are willing to work together to achieve organizational goals (Bytyqi, 2020). This study also supports research (Dunger, 2023;Xue, 2019). Based on the results obtained, strengthening organizational culture is one of the factors that supports leadership.…”

“…Leaders have an important responsibility to develop organizational performance, which ultimately, plays an important role in ensuring organizational efficiency and sustainability (Danişman et al, 2015). This study also supports research (Dunger, 2023;Hilton et al, 2021). Based on the observation results, improving organizational performance requires an active role from leaders to provide encouragement or motivation by providing fulfillment of both physical and psychological needs within appropriate limits.…”

“…This shows that H5 in this study can be supported where the Organizational Culture of the Ministry of Education and Culture affects the Leadership of the Ministry of Education and Culture. The results of the study show that a good organizational culture is under good leadership (Dunger, 2023). Participatory leadership approach can increase organizational commitment because leadership is the ability to influence others so that they are willing to work together to achieve organizational goals (Bytyqi, 2020).…”

“…This research is an adaptation and development of several previous studies conducted by (Dunger, 2023;Macedo & Carlos Pinho, 2006;Oyewobi et al, 2019;Seidu et al, 2022). Hypothesis testing is used to examine the influence of Organizational Culture on Organizational Culture with the mediating influence of Organizational Commitment and Leadership using SEM (Structural Equation Modelling).…”