Evaluating the Relationship between Organizational Culture and Organizational Commitment

Organizations are the main infrastructures of current society and management is the most important factor in development or failure of the organizations. Culture is one of the most effective factors of management and ignoring it will lead to lack of internal solidarity and external adjustment. The researchers believe that any principle and effective change in organization must occur through culture and it is culture which causes the increase in individual’s commitment to the organization and continuous optimum behavior or vice versa. Current research has been done in cure managerial part of social support organization in Sistan & Baluchestan Province in order to evaluate the relationship between the organizational culture and organizational commitment of the staff. In this study, organizational culture has been defined in ten factors based on Robins’ theory and organizational commitment has been evaluated based on the theories of Porter, Green Bauk and Barron. The population is consisted of 500 people with the sample volume of 270 among which 230 questionnaires were replied and analyzed. According to the results, there is a significant positive relation between organizational culture and organizational commitment; and also there is a significant relation among organizational commitment and the factors of organizational culture including management support and organizational identity and there is no significant relation among organizational commitment and other factors of organizational culture including individual initiation, risk tolerance, the reward system based on organizational communication pattern performance, control system, managerial direction, conflict tolerance and integration.