Identifying the Effects of Employee Satisfaction on Commitment to Organizational Culture

The purpose of this paper is to explore understanding the different satisfaction factors with an empirical investigation into the cognitive evaluations of employee satisfaction and commitment to organizational culture. The study extensively investigates the internal structural and external factors that affect employee satisfaction and employee commitment to organizational culture by using structural equation model (SEM). Demographic profile influences the satisfaction levels of employees, as well as gender, working years, education, and job position. Model-SEM was constructed to identify the effects of each type of satisfaction toward a commitment to organizational culture. By conducting SEM with multiple-group analyses, the results shows that male employees pay more attention to job and welfare satisfaction than female employees when committing to organizational culture; short working years employees and degree holders are concerned with their welfare satisfaction when committing to organizational culture; managers are more concerned about their culture satisfaction when committing to organizational culture, whereas general employees are more concerned with their management satisfaction. This study provides the implications for management practice in supporting the policy making and resource allocation to improve the quality of the job while considering the individual characteristics of employees. It can shed light on the improvement direction of corporate governance for each enterprise. This paper expands the literature on human resources management for Chinese SOEs, verifies the relationship and effects among employee satisfaction factors toward commitment to organizational culture.