International Journal of Research and Scientific Innovation (IJRSI) | Volume VII, Issue V, May 2020 | ISSN 2321–2705

Impact of Organizational Culture on Employees' Job

Satisfaction: A Revisiting Literature Review in
Different Sectors
Anindita Das1, Dr. P.C Tripathy2
1
Assistant Professor, Department of MBA, Srusti Academy of Management, Bhubaneswar, Odisha, India
2
Associate Professor, Department of Business Administration, Sambalpur University, Odisha, India

Abstract: - The study aims to focus on a critical review of the important to discuss because it is significant for the well-
relationship between organizational culture and the employees being and success of the organisation. Organisations has to
job satisfaction level. Organizational culture is the basic give importance to the culture, because higher the level of
assumptions and beliefs that are shared by members of the culture, higher will be the level of job satisfaction which
organization. Culture is considered as an internal variable
improves the productivity of the employees. Therefore, that it
meaning that it is something that organization has (Schein 1986).
Job satisfaction refers to the perceptions of their working is important to understand the relation between the culture and
environment, relations among colleagues, earnings and job satisfaction of employees (Tsai, 2011).
promotion opportunities of the employees. The review will be Higher education is an important asset for both the developed
reflecting the contemporary job-related factors like job
satisfaction are related to their perceptions of their working
and the developing countries and it cannot nurture without
environment, relations with colleagues, institution aims and teachers playing their due roles in academic institutions
strategies and success criteria. In addition, the employees’ (Mansor & Tayib, 2010). Educational institutions must avoid
preferred organizational culture is likely to be affected by mechanistic approaches towards their predefined goals and
demographic characteristics such as gender, sex and marital must develop a culture that is supportive to employees’
status. Therefore, that measuring and analyzing an satisfaction and commitment (Sabri, et. al. 2011).
organization’s culture in combination with its employees’
demographic and individual characteristics may lead to valuable IT industry is chosen for this study because it enables
conclusions, so that job satisfaction is promoted. researcher in exploring the phenomenon in depth.
Additionally, this sector has significantly contributed in the
Keywords: Organizational Culture; Job Satisfaction, Education
sector, IT Sector and Banking Sector
Indian economic growth and GDP of India in last three to four
decades thus it is significant sector of a country .
I. INTRODUCTION
Banking sector is a highly productive and target oriented area

T he perception towards organisational culture has become

more significant from early 1980s.Organizational Culture
mainly includes the values, opinions and attitudes of a
of the country with special reference to Public and private
sector banks for which it has been focused for the study
Many research studies have been conducted which
company. Culture refers to how the things are undertaken
contributed the Competing Values Framework (CVF) and
within different organisations (Nayak & Barik, 2013). It is
identified four types of culture such as: clan, adhocracy,
also famous that the culture of the organisation is mainly
hierarchy and market culture (Cameron & Freeman, 1991;
focuses with the direction of learning. Thus, it is very much
Quinn & Cameron, 1983; Quinn & Rohrbaugh, 1983). The
essential to recognise the aspects of the culture of an
Theory of Competing Values Framework (CVF) suggested
organization before any change is going to be implemented. It
two dimensions; first is differentiation of effectiveness criteria
has been seen that the hidden rules and expectations of
which stress on flexibility, discretion, and dynamism from
behaviour in an organisation where the rules are not officially
stability, order and control. The Second dimension includes
considered, employees know what is anticipated from them. It
differentiation of internal orientation, integration and unity
is the responsibility of the management to make decisions on
from external orientation, differentiation and rivalry. In this
policy about the organisation culture(Armstrong, 2006).
theory, Cameron & Quinn (2006), defined organizational
Job satisfaction is the evaluation of employees of his job culture refers to the values, assumptions, expectations,
responsibilities and the working environment and as the result collective memories and definitions present in organization.
of the satisfaction, the employees develops positive or Each quadrant shows most notable characteristics. Cameron
negative attitude towards the rules, beliefs and values of the and Quinn theory suggested four types of culture in
organisation which have an impact on the working conditions. organizations such as clan, adhocracy, hierarchy and market
These positive or negative effect of job evaluation is which is illustrated in Figure 1.

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International Journal of Research and Scientific Innovation (IJRSI) | Volume VII, Issue V, May 2020 | ISSN 2321–2705

(Figure: 1)

Objectives of the Study: members have been interviewed through semi structured
questionnaire. All participants have given their response to six
1. To investigate previous literature of organizational set of questions comprising all the elements considered to
culture understand organizational culture. The findings of the study
2. To study the previous literature of Employee Job revealed that most of the elements of the organizational
Satisfaction. culture seems motivating and encouraging towards the
3. To explore the literature on Impact of Organizational success of university missions and visions. More specifically,
culture and Employees Job satisfaction all the participants agreed that a friendly environment is of
Methodology high value for both academics and students.
The article contains all the data collected from past literature Dr. Tariq Jalees & Shaguft a Ghauri (2016) examined the
available on organizational culture and job satisfaction. The effect of organizational culture on job satisfaction,
secondary data source includes data from published and organizational commitment and turnover intention in a private
unpublished sources including journals, internet etc. business university in Karachi. 92 faculty members were
II. LITERATURE REVIEW selected non-randomly out of 120. Organizational Culture
Assessment Instrument (OCAI) was used to measure the
2.1. Organizational Culture: culture and the questionnaire used was based on five -points
According to Schein, culture refers to the pattern of basic Likert Scale. Quantitative research methods like Descriptive
assumptions that a given group has invented, discovered, or statistics, correlation, multiple regression analysis were used
developed in learning to cope with its problems of external to analyze the data collected. The findings revealed that the
adaptation and internal integration have worked well enough knowledgeable workers are the important assets and they
to be considered valid and therefore to be taught to new should encouraged through growth opportunities. It is also
members as the correct way to perceive, think, and feel in showed that with a favourable environment, the employees
relation to those problems.”(As cited in Sun, 2008, p. 138). will be satisfied and encouraged.
2.2. Organizational Culture in Education sector Bogdan S.Vasyakin et.al. (2016) analysed the organizational
culture at the higher education institution as a case of the
Taye, Markos, Sang, Guoyuan et.al. (2019) studied the topic Plekhanav Russian University of Economics. They aimed to
entitled "Organizational culture and its influence on the study the students' involvement in this culture and to draw the
performance of higher education institutions: The case of a conclusions as what organizational culture is internalized by
state university in Beijing". The study explored the the students. The tools like survey methodology and OCAI
organizational culture and it's influence on the organizational (Organizational Culture Assessment Instrument) model has
performance. Here six elements have been taken such as been used. And it was found that a hierarchical culture
environment, mission, leadership, socialization, strategy and
information to get the result. The students and faculty

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International Journal of Research and Scientific Innovation (IJRSI) | Volume VII, Issue V, May 2020 | ISSN 2321–2705

prevails at the University and the students expect some of the employees of public and private sector banks in Nagpur
changes in the style of culture. city.
Ma.Leodevina C. Batugal et.al. (2019) examined the B. A. Chukwu, S. M. Aguwamba, E. C. Kanu (2017)
influence of organizational culture on the organizational conducted the research study on the Impact of Organizational
commitment and job satisfaction of teachers in the Catholic Culture on Performance of Banking Industry in Nigeria. This
higher education institutions in Philippines. the findings of the study attempts to determine the impact of organizational
study revealed that clan in the most dominant culture type of culture on performance of Banking Sector in Nigeria. The
this institution. Among these four cultural types, Clan culture findings show that a significant and positive relation lies
has a high positive influence on the employees' commitment between the independent variables, cultural fit, reinforcement
of teachers and has highly positive influence on the job of pillar of existence, enhancement of organizational
satisfaction. effectiveness and the dependent variable organizational
performance. A significant and negative relationship exists
2.3. Organizational Culture in IT Sector
between the independent variable consistent pattern of
Sree Lekshmi Sreekumar Nair et. al. (2017) explored the behavior and the dependent variable organizational
factors and impact of organizational culture on the employees' performance.
job satisfaction working in the Small and Medium size I.T.
Sarath, P, Manikandan, K (2016) conducted the research
firms in South in India. The Denison's Model was used to
study on the topic entitled “Organizational Culture and Work
explore the organizational culture and 400 employees were
Stress among Bank Employees”. This study aimed to find out
taken as sample size. Data were analysed through MS Excel.
the nature of organizational culture and work stress of banks
The result indicated that culture has a significant positive
employees of northern Kerala. The result revealed that, the
influence on the employees job satisfaction. learning culture
interactions among organizational culture, types of bank and
leads to employees' commitment.
education does not show any significant influences on over
Vicente Prado et. al. (2017) analyzed the knowledge overall work stress and its dimensions - demand, control and
management and organizational culture at a Spanish software role, except support.
development enterprise. The total sample size was 196
Rana Tahir Naveed, Dr. Amer Hamzah Bin Jantan,
employees and to achieve the objectives, the Organization
Naveed Ahmad (2016) conducted the research on the topic
Knowledge Practices(OKP) questionnaire(Cortijo and
entitled “Organizational Culture and Organizational Change
Quintanilla, 2004) and Organizational Culture Inventory(OCI)
in Pakistani Commercial Banks”. The objective of the study is
were used. The findings revealed that the company is oriented
to explore the relationship of organizational change and
towards a constructive organizational culture. Moreover the
organizational culture. It is observed that there is relationship
company emphasized on efficient knowledge management
between organizational culture and organizational change.
practices especially in teamwork.
Employees normally supports change if change give them
Nidhin S. et. al. (2015) examined the impact of good environment, satisfaction and positive attitude of
organizational culture on business operation in ITES entities. leadership.
Data were collected through a structured questionnaire from
Habiet-tuz-Zahra Moosvi1 and Imran Bukhari (2015)
191 employees. They explored five variables such as
conducted the study on the topic entitled “Relationship
Organizational decision, Teamwork, Role clarity, Physical
between Organizational Culture and in-role job Performance
working condition and compensation and benefits.
among Private sector bank employees”. The research study
R.Durgadevi et. al (2017) identified the different types of was conducted to identify the relationship between the facets
organizational culture and studied the relationship between of organizational culture and in-role job performance among
organizational culture and organizational performance. 230 IT the private sector bank employees of Islamabad and
employees were taken as the sample size and data were Rawalpindi. In this research they found that bureaucratic
analyzed through multiple Regression analysis, ANOVA. The organizational culture has a significant positive impact an in-
result highlighted that Hierarchy cultural type is positively role job performance of the employees and innovative culture
significant with the performance. is also positively related while supportive culture has a non
significant impact on in-role job performance.
2.4. Organizational Culture in Banking Sector:
III. EMPLOYEES JOB SATISFACTION
Bhavna S. Pendke, Dr Rajesh Timane, Dr Gayathri Band
(2018) conducted the research study on “An Analytical Study Job satisfaction refers to the emotions that employees possess
of Public and Private Sector Bank Employees with Respect to towards role they are performing at the work place. Job
Work Culture and Employee Morale. The purpose of this Satisfaction is an essential component for employee
study was compare work culture and morale of public and motivation and encouragement for their better performance.
private sector bank employees of Nagpur city. It was
Hoppok & Spielgler (1938) defined job satisfaction is a set of
concluded that there are significant differences in the opinion
psychological, physiological and environmental conditions

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that encourage employees to admit that they are satisfied or such as job safety and security, salary, working conditions and
happy with their jobs. Thus, the performance of the superior and subordinates communication on an employee
employees at workplace is influenced by various elements within the organization.

3.1. Job Satisfaction in Education Sector collected from 242 employees through survey instrument. The
data collected were analyzed through Structural Equation
Naveena et al.(2019) explored the factors influencing
Modelling. The findings indicated that employee engagement,
academicians to stay with their institutions. According to
motivation, environment and learning has significant positive
them the teachers' motivation depends upon many factors like
effect on job satisfaction.
salary, students' feedback, job security, superior subordinate
relationship etc. 3.2. Job Satisfaction in IT Sector
Okele & Mtyuda (2017) found out the outcomes which Deepali D. (2018) explored the various factor affecting job
indicated that a lack of resources, more crowd and indiscipline satisfaction and studied the relationship between job
amid pupils were severe sources of disappointment among satisfaction and employee relation. The factors namely
teachers. Other causes of job dissatisfaction among teachers is organizational image, organizational culture, salary, benefits,
management decision. All these factors create disengagement incentives, achievement, job security, leadership style,
among teachers and filled negativity in their job. authority and responsibility influences on the job satisfaction
which is positively associated with employee retention.
Ma. Leodevina C. Batugal (2019) examined the influence
of organizational culture on the organizational commitment Marrut Manistitya et. al. (2015), in their article tried to
and job satisfaction of teachers in the context of Catholic determine how human resource management, job satisfaction
higher education institutions in the Philippines. It has been and employee commitment affect staff turnover intention.
observed that clan is the most dominant culture type of Quantitative research methods were used to analyze the data
Catholic HEIs in the Philippines. Additionally, teachers are collected from 220 IT professionals. The findings from this
highly committed towards their organization and satisfied to study revealed that the organization carrying good human
their job. Clan has a high positive influence on the resource management systems and policies will result in
organizational commitment of teachers and has a slightly satisfied information technology professionals in their work
positive influence on their job satisfaction among the four which leads to employees being committed and loyal to the
culture types. organization performance. Therefore, this will result in a
reduction in turnover intention.
Tharikh et al. (2016) analyzed the data and results showed
that workplace satisfaction, organization commitment and Bellary et al (2015), in their paper tried to determine the
organizational nationality behaviour statistically important impact of Information Communication and Technology (ICT)
and optimistic relationship. on the employees' job satisfaction among library professionals
of the reputed institute Narsee Monjee Institute of
Jalal Hanaysha (2016) examined the impact of the four
Management Studies (NMIMS) Deemed University. The
factors namely employees engagement, employee motivation,
present study targeted 13 library professionals. It was revealed
work environment and organizational learning on job
that majority of the respondents were required training on
satisfaction in higher education sector. The data were
latest developments in the library field.

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Wang, Wei & Zhang, Yi, (2015), developed a research that job satisfaction and organizational culture are the
model to examine the relationship between employee users important predictors of employee performance.
‟satisfaction with information and communication
Senawirathna et al.(2017) identified the level of job
technologies (ICTs) and job satisfaction. The responses from
satisfaction of banking employees’ in private and public banks
229 employee were collected through online survey. The
in Sri Lanka. 226 employees were selected as sample of the
study revealed that job positively moderates the impact of
study based on stratified random sampling. The findings
satisfaction of using IT on job satisfaction. Also, the results
revealed that higher level of job satisfaction of public sector
also approved the mediating effect of both job fit and
banking employees than private sector employees in Sri
professional fit.
Lanka. Further regression analysis result highlighted
Fawad Latif, K et al (2013), the researcher have identified statistically significant impacts of work, salary, job security
that the training received by employees contributes in and recognition on employee job satisfaction in baking sector.
achievement of job satisfaction. Different elements of job
IV. CONCLUSION
satisfaction were found to have a significant positive
relationship with each other which results in a significant Organizational Working condition has a positive impact on
association between satisfaction of training programs and the employees' Job satisfaction. Unhealthy working conditions
employee development aspects of job satisfaction. The Study restrict employees to utilize their capabilities and attain full
identified the important aspects of creation of job satisfaction potential. The factors which affect the satisfaction are
among employees in a business world which was driven by working conditions and the financial and non financial
learning and sharing of information. The research put focus on rewards. Only few employees are motivated by the less
the needs of business to depend on building employee supervision, hence proper supervision is required to evaluate
capacity and focusing on employee development to attain job the performance of the employee. To conclude all above the
satisfaction and creation of competitive advantage for the literature related to organizational culture and employees job
business organization. satisfaction among different working organizations with
different variables like occupation commitment, work
3.3. Job satisfaction in Banking Sector:
engagement, gender, self job satisfaction, leadership,
Obulesu Varikunta et al.(2019) aimed to determine the optimism, educational qualification, job dissatisfaction,
predictors of job satisfaction of the employees in Banking efficacy, organizational culture, music, resilience work
sector in India. The data were collected mainly through training, psychological capital, organizational climate,
interviews with bank employees and managers. It was found demographic variables etc. Demographic variables greatly
that the most of the employees are very much satisfied with impacted on the employee satisfaction levels. Job satisfaction
the behaviour of the employees. may be dependent on the some of the job aspects and it also
differs on gender too.
Stephen Gatonye Njuguna et al.(2016) established different
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