The effect of culture on organizational commitment: A field research on selected countries

With the acceleration of globalization in the 1980s, the values and perspective on human management have changed dramatically, and it has been understood "human" is the most important value that contributes to the global leadership of companies. Regarding to development of human-oriented management approaches, the subject of organizational commitment, its effects on employees and the organization, and different factors affecting organizational commitment have been intensively researched. The Individual Cultural Values model is an approach that deals with cultural differences through different dimensions of culture. The main purpose of this study is to examine the effect of "individual cultural values" on "organizational commitment". In addition, the relationship and differences between the dimensions of individual cultural values and organizational commitment dimensions will be examined on the axis of some socio-demographic sub-titles such as "seniority", "location", "education level", "number of workplaces previously worked". Within the framework of the research purpose, "individual cultural values" and "organizational commitment" scales, which are common and accepted scales in the international literature, were selected using the quantitative method. With the help of the Microsoft online survey, research data were collected from the entire population of a global company operating in four different countries in the field of "fire engineering" in the service sector. As a result of the research and analysis, it has been seen that the variables that make up individual cultural values have a negative and significant relationship on organizational commitment. On the other hand, although some significant differences were obtained as a result of the analyzes made within the scope of location, education level and the workplace where they worked before, no significant difference was found in terms of seniority variable.