Organizational culture as a moderator between affective commitment and job satisfaction: Empirical evidence from Indian public sector enterprises. Issue 2 (5th March 2018)

• Record Type: Journal Article
• Authors: Saha, Shilpi; Kumar, Saraf Pavan
• Is Part Of: International journal of public sector management. Volume 31:Issue 2(2018)
• Page Start: 184
• Page End: 206
• Publication Date: 2018-03-05
• Subjects: India -- Organizational culture -- Employees -- Job satisfaction -- Affective commitment -- Central public sector enterprises; Government business enterprises -- Management -- Periodicals; 351
• DOI: 10.1108/IJPSM-03-2017-0078
• Languages: English
• ISSNs: 0951-3558

Abstract

Abstract : Purpose: The purpose of this paper is to investigate the moderating role of organizational culture in affective commitment and job satisfaction relationship. Design/methodology/approach: Responses were collected from 712 employees working in nine different Indian central public sector enterprises /state-owned enterprises (SOEs) by using a questionnaire-based survey. Theoretical analysis is based on social exchange theory and managerial grid theory. Data were analyzed by using partial least squares structural equation modeling. Findings: The establishment of organizational culture as a moderator in Indian organizations is unique. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. The results demonstrate that impact of affective commitment on employees' job satisfaction is moderated by supportive and innovative cultures. Additionally, this research also proves that bureaucratic culture does not play a crucial role in moderating the relationship between organizational commitment and employees' job satisfaction. Research limitations/implications: Results are relevant to top-level and middle-level management in which people are involved in the governance of the organization, both directly and indirectly. There should be fixed working hours and optimum time management. Due to growing pressure, few employees who have personal obligations toward their families, such as nursing mothers and stressed individuals, should be provided with flexible working hours. In this way, culture can become supportive to cater to different needs of employees. Originality/value: Till date, organizational culture as moderator has received very less attention in India. The establishment of organizational culture as a moderator in Indian SOEs is unique. The results add to the growing literature of commitment from non-western context as this study is based on Indian samples. This study has utilized data from employees working in different departments of organizations to provide unbiased responses.