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Organizational Culture as a Determinant of Organizational Commitment: What Drives IT Employees in India?
Author(s) -
Neelam Netra,
Bhattacharya Sonali,
Sinha Vinita,
Tanksale Deepa
Publication year - 2014
Publication title -
global business and organizational excellence
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.227
H-Index - 16
eISSN - 1932-2062
pISSN - 1932-2054
DOI - 10.1002/joe.21594
Subject(s) - continuance , openness to experience , autonomy , organizational commitment , psychology , normative , social psychology , sample (material) , organizational culture , public relations , political science , law , chemistry , chromatography
Working with a sample of 218 IT professionals in Pune, India, researchers administered Meyer and Allen's instrument for measuring affective, normative, and continuance commitment, as well as the OCTAPACE cultural instrument that addresses openness, confrontation, trust, autonomy, proaction, authenticity, collaboration, and experimentation. The results showed that the respondents most valued the OCTAPACE elements of proaction, trust, openness, and experimentation. Perceived autonomy, experimentation, and collaboration positively influenced affective commitment, while confrontation and experimentation were found to be positive indicators of normative commitment. Authenticity was found to have links with continuance commitment. Overall, the study supports the notion that affective commitment, which is significantly high among Indian IT workers, can be further enhanced through the development of an open culture in which employees are trusted and encouraged to generate ideas, experiment collaboratively, and participate in decision making. ©2015 Wiley Periodicals, Inc.