Impact of Organizational Culture on Organizational Commitment: A Comparative Analysis between the Education and Financial Services Sectors

Several theoretical frameworks have been tested and conclusively state that Organizational Climate or Culture may have a significant influence general behavior of employees in organizations and may also have a bearing their general levels of productivity and work motivation. There have been several studies that have attempted to study relationship of Organizational Culture with other aspects of employee behavior. Organizational Culture is set of beliefs, practices, values, behaviours, protocols, processes that determine expected behavior in any organization and has been defined as the deeper and more fundamental characteristics of organizational life (Schein, 1996). More recently, James et al. (2007) elaborated organizational culture as being the normative beliefs (i.e., system values) and shared behavioural expectations (i.e., system norms) in an organization.Organizational Culture enables organizations to drive a certain pre decided kind of behavior, which is most conducive to achievement of their objectives and strategies. Therefore, it is an inherent part of organizational plans and policy frameworks and is reflected in norms and processes, propagated by management of that As a result of Organizational Culture, employees may develop several dimensions in their attitudes towards towards their work, towards their peers, subordinates and superiors. Organizational Culture may also be related to employee Organizational Commitment, as has been evidenced in several past studies and may drive several Organizational outcomes like reporting to work time, reduced absenteeism, intention to leave organization (Bogler, 2005; Brierley, 1996; Coyle, Shapiro, & Kessler, 2000; Dishon-Berkovits & Koslowsky, 2002; Meyer & Allen, 1997; Meyer & Allen 1991).Organizational is reflected in employee involvement and motivation. It is a construct which has been related to general sense of belonging employees feel towards organization they work for. It has been established through research that, sense of belongingness is higher if employee feels more committed to was defined by Mowday, Steers and Porter (1979) as the relative strength of an individual's identification with, and involvement in a particular organization. Similarly, Angle and Perry (1981) defined Organizational as Commitment to support goals of Organization. They found that Organizational is associated with many other factors like adaptability, attrition and rate of tardiness etc.The variability of Organizational Culture in organizations may consequently also be influencing employee Organizational Commitment, specifically in sectors which have witnessed significant and rapid growth in recent past. Therefore, impact of this independent variable, dependent variable of Organizational has been studied, with specific reference to Banking and Financial Services and Higher Education sectors in India. comparative analysis has also been deemed worthy of effort, to ascertain key and critical differences and augment learning from one sector to other.Organizational culture and organizational commitmentMeyer and Allen (1991), defined Organizational as The employee's emotional attachment to, identification with and involvement in organization, which they termed Affective Commitment, An awareness of costs associated with leaving organization, termed as Continuance and A feeling of obligation to continue employment which was termed as Normative Commitment.In behavioural research Organizational was defined as, The degree to which an individual is psychologically attached to an employing organization through feelings such as loyalty, affection, warmth, belongingness, fondness, pleasure and so on Jaros et al. …