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

TLDR

Organizational commitment has been widely studied, yet its links to organizational culture and subculture remain underexplored, warranting investigation into their dynamic relationships. The study found that subculture, control over the work environment, and consideration leadership style were the strongest predictors of commitment, while age had a modest positive effect and education, tenure, and experience showed no association.

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. Acknowledging the complexity and the multifaceted nature of antecedents involved in organizational commitment, it is still necessary to understand the dynamics of relationships between these variables. It was found that organizational subculture was more strongly related to commitment than was organizational culture. Satisfaction with the level of control over working environment had the highest correlation with the level of commitment. The leadership style variable, consideration, was also relatively strongly related to commitment when compared with other variables. There was a small positive association between age and commitment. However, participants’ level of education, years in position and years of experience failed to show any relationship with commitment.