The effect of organizational culture on employees commitment; in the case of jimma university

Abstract

The objective of this study was to assess and examine the relationship between organizational culture and employees’ commitment. The researcher used explanatory research design with quantitative research approach in order to meet the objective of the study. The target population for this study was employees of Jimma University located in Jimma. Three hundred eighty one respondents were selected using Stratified Random Sampling Technique and out of those, Three hundred fifty six has responded. A structured and self-administered questionnaire was developed based on Denison’s organizational culture dimensions (involvement, consistency, adaptability and mission) and employees’ commitment, and distributed to the target respondents. A total of 356 questionnaires were used for this study and the data were analyzed using descriptive and inferential statistics. Descriptive analysis, Pearson correlation, analysis of variance (ANOVA) and regression were carried out to analyze the data using SPSS 23. Based on the output of the correlation matrix; the correlation between the main research variable (organizational culture and employee commitment), there is statistically significant (Pvalue<0.05) and OC variables such as involvement coefficient sought that moderate but positive association between Employee commitment (r= .592, p<0.05), Adaptability is a moderate positive association between Employee commitment (r=0.682, p<0.05), mission also moderate positive association with Employee commitment (r=0.638p<0.05) and moreover, consistency coefficient sought that is weak but positive association between Employee commitment (r=0.249,p<0.05). In general positive correlation coefficient that means all organizational culture variables direct relationship with the employees‟ commitment. Based on the findings, the study recommends that Jimma University should reinforce team orientations, embrace integration, coordination, organizational learning, agreement and core values and they should create competence development to promote employees commitment.