The influence of organisational culture on job satisfaction, organisational commitment and turnover intention : a study on the banking sector in the Kingdom of Saudi Arabia

Abstract

This thesis explores the influence of organisational culture types (clan, adhocracy, market and hierarchy) on job satisfaction, organisational commitment and employee turnover intention in banks in the Kingdom of Saudi Arabia. The main objectives of this thesis are: (1) to examine the applicability of Quinn and Rohrbaugh's Competing Values Framework of organisational culture to a Saudi Arabian context; (2) to plot the cultural profile of Saudi banks by identifying their dominant organisational culture types; (3) to determine the extent to which organisational culture influences job satisfaction and organisational commitment among employees of Saudi banks; (4) to investigate the roles of job satisfaction and organisational commitment in mediating the relationship between organisational culture and employee turnover intention; and (5) to determine the extent to which job satisfaction and organisational commitment influence turnover intention among employees of Saudi banks. The data for this thesis was collected using questionnaires from 258 (a 28 % response rate) front-line employees in 12 banks that were categorised into three different types of

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 14 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.