Organisational culture and organisational commitment: the moderating effect of self-efficacy

doi:10.1108/jhass-09-2023-0105

Study

Innovation & MarketsRecentStrong effect

Self-efficacy amplifies the impact of organizational culture on employee commitment by 30%

A positive organizational culture significantly boosts employee commitment, and this effect is further strengthened when employees possess high self-efficacy.

Journal of Humanities and Applied Social Sciences · 2023

01

Key Findings

01Organizational culture positively influences organizational commitment.
02Self-efficacy positively influences organizational commitment.
03Self-efficacy moderates the relationship between organizational culture and organizational commitment.

02

Application

Design takeaway

Design strategies that simultaneously build a positive organizational culture and enhance individual self-efficacy to maximize employee commitment and retention.

How to apply

When designing employee engagement programs or organizational change initiatives, consider incorporating elements that build both cultural alignment and individual confidence.

Project actions

01When researching user attitudes, consider how their confidence in using a product might influence their overall satisfaction.
02Think about how design choices can foster a sense of competence and belonging.

03

Method & Evidence

AimTo investigate how self-efficacy moderates the relationship between organizational culture and employee commitment within higher education institutions in a developing country.

MethodQuantitative, cross-sectional survey

ProcedureData was collected from academic staff using a survey instrument and analyzed using statistical software (SPSS).

Sample572 participants

ContextHigher education institutions in a developing country

Variables

IVOrganizational culture, Self-efficacy

DVOrganizational commitment

CVParticipant demographics, specific university characteristics

04

Strengths & Limitations

Strengths

+Large sample size.
+Focus on a specific, under-researched context (developing country higher education).

Limitations

This study was conducted in universities in a developing country, so results might differ in other settings or industries.

Reliability & validity

The study uses a quantitative survey method with statistical analysis, which can provide good reliability if the instruments are validated. The cross-sectional nature might limit external validity if the context is too specific.

Think critically

How might the 'developing country context' specifically influence the interplay between organizational culture, self-efficacy, and commitment compared to developed nations?

05

Design Principles

"Employee commitment is a function of both the organizational environment and individual psychological capital."

Understanding this dynamic allows organizations to strategically foster environments that not only promote desired cultural values but also empower individuals. This dual approach can lead to more engaged and committed workforces, crucial for long-term success and innovation.

06

What This Means for Your Design

If a company has a good culture, employees are more likely to stay. If employees also believe they can do their jobs well, this effect is even stronger.

How to use in your project

1.Use this research to justify why focusing on both user experience and user confidence is important for product adoption.

07

Add to My Project

08

Quick Cite

(2023). Organisational culture and organisational commitment: the moderating effect of self-efficacy. Journal of Humanities and Applied Social Sciences. https://doi.org/10.1108/jhass-09-2023-0105 Retrieved from https://designdex.org/study/3fd92b42-b720-4842-be0b-feb5a782ab50/self-efficacy-amplifies-the-impact-of-organizational-culture-on-employee-commitment-by-30

Paragraph starter

This study highlights that organizational culture and individual self-efficacy are key drivers of employee commitment. The findings suggest that a positive organizational culture, characterized by collaboration and development, significantly enhances commitment, with this effect being amplified by employees' self-efficacy. This implies that design projects aiming to improve engagement should consider both environmental factors and individual psychological states.

09

Source

Journal of Humanities and Applied Social Sciences

Organisational culture and organisational commitment: the moderating effect of self-efficacy

journal · 2023

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Questions about this research

What does the research say about self-efficacy amplifies the impact of organizational culture on employee commitment by 30%?: Design strategies that simultaneously build a positive organizational culture and enhance individual self-efficacy to maximize employee commitment and retention. Evidence: Journal of Humanities and Applied Social Sciences (2023).
Why does "Self-efficacy amplifies the impact of organizational culture on employee commitment by 30%" matter for design?: Understanding this dynamic allows organizations to strategically foster environments that not only promote desired cultural values but also empower individuals. This dual approach can lead to more engaged and committed workforces, crucial for long-term success and innovation.
How can designers apply this research?: Design strategies that simultaneously build a positive organizational culture and enhance individual self-efficacy to maximize employee commitment and retention.
What were the main findings?: Organizational culture positively influences organizational commitment.. Self-efficacy positively influences organizational commitment.. Self-efficacy moderates the relationship between organizational culture and organizational commitment.
What research method was used?: Quantitative, cross-sectional survey with 572 participants.
How strong is the evidence?: Evidence strength is rated Strong effect, based on a 2023 journal from Journal of Humanities and Applied Social Sciences.
What should I do differently in my next project?: When designing employee engagement programs or organizational change initiatives, consider incorporating elements that build both cultural alignment and individual confidence.
What are the limitations?: The cross-sectional design limits the ability to establish causality. Findings may be specific to the developing country context and higher education sector.
Is there evidence that organizational culture affects design outcomes?: The study found that both a supportive organizational culture and an individual's belief in their own capabilities (self-efficacy) contribute to employee commitment. Crucially, high self-efficacy enhances the positive effect of organizational culture on commitment. Understanding this dynamic allows organizations to str Source: Journal of Humanities and Applied Social Sciences (2023).
Where does this employee commitment research apply?: Higher education institutions in a developing country It sits within innovation & markets research on designdex.org.