Organisational Culture and Employee Commitment of Academic Staff: The Moderating Effect of Job Satisfaction
| dc.contributor.author | Hassan, Banjo | |
| dc.contributor.author | Hassan, Hassanat | |
| dc.contributor.author | Hassan, Olushola | |
| dc.coverage.issue | 41 | cs |
| dc.coverage.volume | XVII | cs |
| dc.date.accessioned | 2025-01-24T13:32:52Z | |
| dc.date.available | 2025-01-24T13:32:52Z | |
| dc.date.issued | 2023-06-28 | cs |
| dc.description.abstract | Purpose of the article: This study investigated the contribution of organisational culture to the three dimensions of organisational commitment (normative, affective and continuance) of academic staff as moderated by job satisfaction. Methodology/methods: The study adopted the quantitative method using a descriptive survey. One hundred and seventy-four (174) academics in Lagos, Nigeria selected through non-probabilistic methods participated in the survey. The data was gathered using three validated questionnaires through Cronbach Alpha. Descriptive and inferential statistics were employed for the data analysis. Scientific aim: To ascertain the effect of organisational culture on commitment of academic staff and confirm if job satisfaction mediates this effect. Findings: It was observed from the outcome that there is a significant positive relationship among the variables of the study. The results also showed that the organisational culture contributed significantly to organisational affective commitment of academic staff. It also showed that that the organisational culture contributed significantly to organisational normative and continuance commitment of academic staff. The contribution of the organisational culture was seen to be significant on composite organisational commitment of academic staff just as job satisfaction slightly moderated the effect of organisational culture on the commitment of academics and the effect was found to be significant. Conclusions: The study concluded that the organisational culture and job satisfaction have a positive impact on organisational commitment. University management can improve staff commitment through review of their organisational culture elements and job satisfaction | en |
| dc.format | text | cs |
| dc.format.extent | 9-20 | cs |
| dc.format.mimetype | application/pdf | en |
| dc.identifier.citation | Trendy ekonomiky a managementu. 2023, XVII, č. 41, s. 9-20. ISSN 1802-8527. | cs |
| dc.identifier.doi | 10.13164/trends.2023.41.9 | cs |
| dc.identifier.issn | 1802-8527 | |
| dc.identifier.uri | https://hdl.handle.net/11012/249872 | |
| dc.language.iso | en | cs |
| dc.publisher | Vysoké učení technické v Brně, Fakulta podnikatelská | cs |
| dc.relation.ispartof | Trendy ekonomiky a managementu | cs |
| dc.relation.uri | https://journals.vut.cz/index.php/trends/article/view/548 | cs |
| dc.rights | Creative Commons Attribution 4.0 International license | cs |
| dc.rights.access | openAccess | en |
| dc.rights.uri | http://creativecommons.org/licenses/by/4.0/ | en |
| dc.subject | organisational culture | en |
| dc.subject | job satisfaction | en |
| dc.subject | organisational commitment | en |
| dc.subject | turnover | en |
| dc.subject | Academic Staff | en |
| dc.title | Organisational Culture and Employee Commitment of Academic Staff: The Moderating Effect of Job Satisfaction | en |
| dc.type.driver | article | en |
| dc.type.status | Peer-reviewed | en |
| dc.type.version | publishedVersion | en |
| eprints.affiliatedInstitution.faculty | Fakulta podnikatelská | cs |
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