Abstract
Purpose – The objective of this study is to analyze the mediating effect of satisfaction on the relationship between organizational culture and commitment at work. Design/methodology/approach – This paper adopts a quantitative and descriptive approach, applying an online questionnaire to employees of a public development bank operating in the Northeast of Brazil. The analysis method involved the use of structural equations modeling. Findings – The main results indicate that job satisfaction plays an important role in employee commitment, mediating the positive influence of organizational culture on commitment to work in its affective, instrumental, and normative dimensions in adhocratic cultures, and on affective commitment in clan cultures. They also indicate that satisfaction is a direct predictor of organizational commitment in the same way it mediates the relationship between culture and commitment. Originality/value – This paper contributes to increasing the theoretical knowledge about the relationships established between culture, satisfaction, and commitment. For the area of people management, this knowledge can favor organizational performance, allowing managers to act more accurately in each of these constructs.
Highlights
Research has sought to understand the effects of culture on satisfaction and commitment, albeit almost always separately
Taking the cultural model proposed by Quinn and Cameron (2006), some of its types, such as the clan culture and adhocratic culture, due to their characteristics of being aimed at the appreciation of personal relations and the autonomy of individuals, would enhance satisfaction and commitment, since these concepts are associated with the affective aspects of the individual in relation to the organization (Andrade et al, 2017; Bastos, 1993; Budihardjo, 2013; Locke, 1976; Monday et al, 1979; Siqueira, 2008)
As an initial stage of the structural equations modeling, confirmatory factor analysis (CFA) of the culture dimensions (Figure 2) was performed separately in the first order; this was followed by satisfaction with its dimensions in the second order, and commitment at work with the dimensions of affective, instrumental, and normative commitment in the first order (Figure 3)
Summary
Research has sought to understand the effects of culture on satisfaction and commitment, albeit almost always separately. Organizational culture guides the behavior of the members of an organization. It can play an important role in employee satisfaction and commitment. Satisfaction can provide significant increases in organizational commitment since both highlight the individual’s affective ties with the organization. In this sense, it is expected that an organizational context in which levels of satisfaction are increased will result in an increase in the level of commitment of individuals (Leite, Rodrigues, & Albuquerque, 2014; Maciel & Camargo, 2011; Tett & Meyer, 1993)
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