The relationship between commitment and organizational culture, subculture, leadership style and job satisfaction in organizational change and development

Lok, Peter; Crawford, John D.

doi:10.1108/01437739910302524

Cited by 297 publications

(254 citation statements)

References 42 publications

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“…This result is also consistent with the findings by Khalili (2014), Abbasi et al (2014), Acar (2012), Altin Gulova and Demirsoy (2012), Ziaee et al, (2011Ziaee et al, ( ), İpek (2010, Manetje andMartins (2009), Okpara (2008), Silverthorne (2004), Ingersoll et al (2000, and Lok and Crawford (1999).…”

Section: Resultssupporting

confidence: 82%

The predictability of organisational culture for commitment among faculty members: evidence from Iran higher education

Masouleh

Allahyari

2017

IJMIE

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Abstract:Higher education is one of the effective factors for the realisation of economic, social and cultural development in a society. In addition, highly effective human resources play an important role in advancing policies and plans. This study aimed to investigate the level of and relationship between organisational culture and commitment among faculty members. The study was designed based on quantitative methods. The statistical population consisted of 224 faculty members from Islamic Azad University of Rasht Branch, Iran. Random stratified cluster sampling method was used to select 76 faculty members. This research made use of Allen and Meyer questionnaire to assess organisational commitment with 20 statements and Dennison questionnaire to assess organisational culture with 12 statements. Structural equation model confirm the appropriacy of the proposed model.

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Section: Resultssupporting

confidence: 82%

The predictability of organisational culture for commitment among faculty members: evidence from Iran higher education

Masouleh

Allahyari

2017

IJMIE

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“…The finding of this study supports the hypothesis that organizational culture is linked to turnover intention; hence, turnover intention would be decreased if an employee demonstrates a positive attitude and put high value to the organizational culture. This finding is supported by past studies such as in, Booth and Hamer (2007), Lok and Crawford (1999), MacIntosh and Doherty (2010), Park and Kim (2009), Shim (2010), and Silverthorne (2004. All of these studies concluded that organizational culture is an integral variable in forecasting employee turnover intention.…”

Section: Leadership Behaviour Organizational Culture and Turnover Insupporting

confidence: 79%

Turnover intentions in Jordanian Universities: The role of leadership behaviour, organizational commitment and organizational culture

Alzubi

2018

Int. j. adv. appl. sci.

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Evidence gathered in relation to academic situation in Jordan is alarming. About 3000 Jordanian academics left their job during the last 25 years. During the last eight years, twenty percent of working academics were planning to search for opportunities in other, mostly foreign, universities. This particular percentage is expected to increase to more than 60% by the end of 2020. Although low turnover rates are beneficial by opening doors for new talents and new ideas, high rates are disruptive and negatively impacts the image of academic sector in Jordan. To address this issue, this research endeavors to investigate the impact of leadership behaviour, organizational commitment and organizational culture on turnover intentions in Jordanian higher educational Institutes. The participants in this study were limited to Jordanian academicians who work in any Jordanian University. A structured questionnaire was adopted from the past literature and a total number of 300 questionnaires were sent, out of which 270 were collected back. SmartPLS version 2 was used to run SEM to analyze the model. Results showed that the entire exogenous variables have significant impact on the endogenous variable. The implication of this study is that managers should recognize the behaviour of leadership in which the behaviour that able to motivate the level of employee commitment to organization and reduce employee turnover intention.

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“…Lok and Crawford, (1999);(2004) and confirmed that organizational culture was important organizational antecedents of job satisfaction and commitment. These results were supported by Zavyalova and Kucherov, (2010), and Zainol, (2009), who pointed out that organizational culture can influence the organizational commitment and organizational culture have a significant relationship with three dimensions of organizational commitment such as affective, continuance and normative.…”

Section: Meyer and Allen Model (1991)mentioning

confidence: 69%

“…Organizational commitment has been researched in various contexts; including (a) Perceived Organizational Support (O'Driscoll and Randall, 1999), (b) Performance Among Guest Workers (Shawa, et al 2003), (c) Job Outcomes (Wasti, 2005), (d) Trust, Innovative Behaviour (Lee, 2008), (e) Organizational Culture and Leadership Style (Lok and Crawford, 1999) and (f) Job Satisfaction (Lim, 2010 andShurbagi andZahari, 2013b). Some of these studies pointed out that organizational commitment have a positive relationship with these variables.…”

Section: Organizational Commitmentmentioning

confidence: 99%

The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

Shurbagi¹,

Ibrahim²

2014

IJBA

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The purpose of the study was to investigate the effect of organizational commitment as a mediating variable on the relationship between job satisfaction and organizational culture to answer the following questions: Is there any relationship between job satisfaction and organizational culture in oil and gas industry in Libya? Is there any relationship between job satisfaction and organizational commitment in oil and gas industry in Libya? Is there any relationship between organizational culture and organizational commitment in oil and gas industry in Libya? Dose organizational commitment as a mediator variable have any effect on the relationship between job satisfaction and organizational culture in oil and gas industry in Libya? Therefore, a questionnaire was used to collect the data from a sample of 280 employees from oil and gas industry in Libya based on stratified sample sampling. SPSS program was used to reach findings of the study. The empirical results of the current study indicated that the relationship between three variables of the study such as job satisfaction, organizational culture and organizational commitment was positive significant relationship while organizational commitment as a mediating variable effects the relationship between job satisfaction and organizational culture in oil and gas industry in Libya.

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The relationship between commitment and organizational culture, subculture, leadership style and job satisfaction in organizational change and development

Abstract: The concept of organizational commitment has been examined extensively in organizational literature, yet the relationships between organizational culture, subculture and commitment have received little attention so far.

Cited by 297 publications

References 42 publications

The predictability of organisational culture for commitment among faculty members: evidence from Iran higher education

The predictability of organisational culture for commitment among faculty members: evidence from Iran higher education

Turnover intentions in Jordanian Universities: The role of leadership behaviour, organizational commitment and organizational culture

The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

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