THE IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEES’ COMMITMENT: THE CASE OF ST. MARY’S UNIVERSITY

Abstract

The main objective of this study was to investigate the impact of organizational culture on employees’ commitment: The case of St. Mary’s University. The research questions raised were: What does the perceived organizational culture of SMU look like? What is the level of employees’ commitment currently at SMU? And To what extent organizational culture of SMU affects employees’ commitment? Although SMU has different campuses, this study focused on employees working in the undergraduate program campus. Since the total number of employees is 160 & is manageable, all employees were participated in the study. Out of the 160 questionnaires distributed to respondents, 140 (52 females and 88 males) at the response return rate of 87.5% were collected & used in the analysis. Explanatory research design was utilized. Questionnaire was used as data gathering instrument. The collected data were analyzed by using descriptive statistics such as frequency, mean, percentage, and standard deviation, and by applying inferential statistics such as correlation, and regression. From the descriptive analysis of the study, it was found out that respondents agreed about the existence of stable culture at SMU. On the other hand, respondent are not sure about the existence of outcome-oriented culture, people oriented culture, team oriented culture, innovative culture, and aggressive culture at SMU. As the regression analysis showed, Of these six culture dimensions, four of them such as stable culture (p<)0.01), team oriented culture ( p<0.01), aggressive culture (p<0.01), and people-oriented culture (p<0.06) have significant impact on commitment. The remaining two culture dimensions, which are innovative culture, and outcome oriented culture have insignificant impact on commitment. Moreover, it was found out that stable culture is the perceived (dominant) culture at SMU. With regard to levels of employees’ commitment, almost half of the respondents had affective commitment to their university. And respondents are not sure about normative, and continuance commitment. The study suggested the necessity of further research on the area by considering all employees who have been working at all campuses of the university.