Consequences of Organizational Culture and the Mediating Role of Job Satisfaction and Turnover Intentions
Karachi Institute of Economics and Technology, Pakistan
Employees and organizational performance and organizational culture are highlycorrelated. Employees working in a conducive environment have a positive attitude towards the job and a sustainable relationship with the organization. We have collected responses from selected hospitals of Karachi. The measurement of variables was adapted from established scales used in the literature. We have also developed a framework that investigates six direct and four indirect hypotheses. Of the six direct hypotheses, three hypotheses were accepted, and the others were rejected. However, all four indirect hypotheses were accepted. The results suggest that nurses employed in hospitals are satisfied with the hospital environment due to which they have high commitment and satisfaction. The study found that despite these factors, nurses do not want to maintain a sustainable relationship with the hospital. Perhaps, other factors might have contributed totheir turnover intentions, such as the leadership style of senior management. The finding is inconsistent with earlier studies, which suggest that organizational culture, employee commitment, and job satisfaction are inversely associated. The results imply that organizational performance and cultural aspects are highly related. Therefore, organizations must address these aspects to improve employee attitude and behavior.
Keywords: Organizational culture, employee commitment, job satisfaction, turnover intentions.