Examine the Mediating Role of Organizational Commitment on the Relationship between National Culture and Organizational Culture
Subject Areas : Journal of Cultural Management
1 - Assistant Professor, Bojnourd Branch, Islamic Azad University, Group Management, Bojnourd, Iran mirzaei_va@yahoo.com
Keywords: national culture, caulture, organizationl culture,
Abstract :
The aim of this study was to investigate the relationship between national culture and organizational culture with organizational commitment research methods mediator is an applied descriptive and correlational. In this study, national culture as independent variables and the dependent variable was organizational culture as well as the organizational commitment was a mediator in the relationship. The study population in 1394, including 567 people from industry experts, mining and trade in North Khorasan province were using a sample of 230 samples were selected through random sampling. Information required on the basis of national culture questionnaire, a questionnaire Denison organizational culture and organizational commitment of Allen and Meyer were collected. Results using descriptive and inferential statistics (frequency, percentage, ratio and frequency tables) and were analyzed by spss software and lizrel. According to Pearson correlation coefficients between national culture and organizational culture results showed that there was a significant positive correlation; Moreover, the results indicate that organizational commitment mediates the relationship between national culture and organizational culture is. The results show goodness of fit model, based on the mediating role of organizational commitment on the relationship between national culture and organizational culture, the same results indicate that organizational commitment is mediating the relationship between national culture and organizational culture It accordingly recommended by paying attention to teamwork and collectivism as well as fairness in the distribution of rewards and opportunities for development, provide feedback efficiently and fairly on job performance and participation of the people in the strategies of the organization, reducing power distance in between staff increased to thereby achieve increased organizational commitment.
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