Impact Of Organizational Culture On Employee Commitment

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CHAPTER 5
DISCUSSION

In today’s competitive world each and every organization wants to be the best. In order to stand out among the league the organizations have started working upon areas like culture of the organization, providing support to their employees in work and helping them to grow by giving cross training, coaching and education, providing employees to work from home, giving incentives and recognition etc. (Fowler, 2009)
The research is done to study the impact of organizational culture on employee commitment. Organizational culture is a pattern of shared basic assumptions which a group learn while solving the problems which they face during an external adaptation and internal integration and the members are taught to correctly
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Table no. 4.1 shows average scores and standard deviation scores of organizational culture and employee commitment, where the average score of culture is 51.06 and commitment is 81.21 and standard deviation score of culture is 6.47 and commitment is 9.60. Table no. 4.2 shows the degree and direction of relationship between the organizational culture and employee commitment by giving a correlation coefficient score i.e. 0.552. This means that there is a positive correlation between the organizational culture and employee commitment and commitment is significantly related to organizational culture. Hence the first hypothesis is proved.
The first hypothesis is supported by some of the empirical researches like:
Dwivedi, kaushik and Luxmi (2014) did an empirical study on BPO sector in India to assess the impact of organizational culture on commitment of employees. Findings were that employees of smaller BPOs were more committed to their organizations as compared to medium or larger BPOs. So this revealed that organizational culture surely has an impact on commitment of
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The result came out to be that the organizational culture showed that it has an impact on employee’s job performance which is considered an important factor for achieving the organizational goals.

Third hypothesis states that there will be a statistically significant difference among employees with different duration in the organization on their levels of employee commitment and perception of organizational culture. ANOVA test was used to study whether the amount of time an employee has invested in the organization results in higher level of commitment or not. The results in table 4.4 show that there is no significant difference among the tenure and commitment of employees. Hence the third hypothesis is not proved.
The third hypothesis is supported by some of the empirical researches like:
Akinyemi (2014) did a study to find out whether age, tenure and education have an influence on organizational commitment. The result showed that there was no significant difference between employees who were older, longer tenured and highly educated and organizational commitment as compared to employees who were younger, shorter tenured and less

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