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Impact of Organizational Culture on Organizational Commitment: A Comparative Study of Public and Private Organizations

Author Affiliations

  • 1Faculty of Management and Human Resource Development, Universiti Teknologi Malaysia, MALAYSIA
  • 2 Faculty of Management Sciences, Shaheed Zulfiqar Ali Bhutto Institute of Science and Technology, Islamabad, PAKISTAN
  • 3 Department of Public Administration, Fatima Jinnah Women University, Rawalpindi, PAKISTAN

Res. J. Recent Sci., Volume 2, Issue (5), Pages 15-20, May,2 (2013)


Organizational culture and organizational commitment are the most extensively researched about concepts in management studies, yet the two concepts still remain elusive as ever. Modern day organizations find themselves in doldrums of raising the commitment levels of members by adopting values and norms that are reflected in their cultures suiting to the environment in which they operate. However, the problem of commitment still persists and proves to be a daunting task for the management to overcome. The present study is an attempt to investigate the effect of culture on the commitment levels of the employees by taking into account the demographic variables. A survey of 371 respondents was carried out in the banking sector and the results indicate that one of the cultural types that is clan culture is most preferred by the employees. The result also shows that clan culture has the most significant relationship with all the three commitment dimensions as compared to other types of culture. Similarly, using the demographic variable of gender, it was found that females were more inclined towards affective commitment within their organization as compared to their male counterparts. There was no difference for the continuance commitment, whereas males were highly inclined towards normative commitment as compared to females.


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