Relationship Between Organizational Culture and Organizational Commitment: Moderation Effect of Job Satisfaction Among SME in Beijing, China

Abstract

This conceptual paper examines the relationship between organizational culture, organizational commitment, and the moderating effect of job satisfaction in Small and Medium Enterprises (SMEs) located in Beijing, China. Drawing on relevant theoretical perspectives and empirical studies, the paper provides a comprehensive analysis of these constructs and their interconnections. The findings highlight the significance of a positive and supportive organizational culture in fostering higher levels of organizational commitment. Additionally, the paper explores the moderating role of job satisfaction in strengthening the relationship between organizational culture and organizational commitment. The conclusions emphasize the importance of prioritizing employee satisfaction and cultivating a positive organizational culture to enhance commitment in SMEs. The limitations of the study are discussed, and future research directions are proposed, including empirical studies, cross-cultural comparisons, longitudinal research, and intervention studies. Overall, this conceptual paper contributes to the understanding of organizational behavior in the specific context of SMEs in Beijing and offers valuable insights for stakeholders aiming to promote organizational commitment and sustainable growth.