THE EFFECTS OF ORGANIZATIONAL CULTURE ON EMPLOYEES’ COMMITMENT: JOB SATISFACTION AS CONDITIONAL PROCESS ANALYSIS. (IN CASE OF SELECTED GURAGE ZONE PRIVATE BANK)

Abstract

In the late 1980s and early 1990s, the attention turned to the profound impact of organizational culture on individual behavior within companies. This study explores the dynamic relationship between organizational culture, employees' commitment, and job satisfaction in Gurage zone's private banks. Focused on identifying specific dimensions correlated with commitment and job satisfaction, the research includes 322 employees from 11 selected banks. Using explanatory research and quantitative analysis with SPSS, the study unveils significant associations between organizational culture, job satisfaction, and employee commitment. Critical influencers, such as effective communication, transparent promotion opportunities, and robust training programs, are identified. The findings, presented through Likert scale responses, offer insights for refining management practices and cultivating positive work environments. Job satisfaction emerges as a moderator influencing the link between organizational communication and employee commitment, advocating for tailored communication strategies.Beyond the dataset, the insights guide leaders in optimizing cultural, communicative, and developmental initiatives for sustained employee engagement and organizational success. Recommendations include fostering transparent communication, developing clear promotion pathways, investing in training, evaluating reward systems, recognizing job satisfaction nuances, promoting career development, assessing organizational culture, and prioritizing a positive work environment.