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 Tripathy^2
1Assistant Professor, Department of MBA, Srusti Academy of Management, Bhubaneswar, Odisha, India
²Associate Professor, Department of Business Administration, Sambalpur University, Odisha, India

Abstract: – The study aims to focus on a critical review of the relationship between organizational culture and the employees job satisfaction level. Organizational culture is the basic assumptions and beliefs that are shared by members of the organization. Culture is considered as an internal variable meaning that it is something that organization has (Schein 1986). Job satisfaction refers to the perceptions of their working environment, relations among colleagues, earnings and promotion opportunities of the employees. The review will be reflecting the contemporary job-related factors like job satisfaction are related to their perceptions of their working environment, relations with colleagues, institution aims and strategies and success criteria. In addition, the employees’ preferred organizational culture is likely to be affected by demographic characteristics such as gender, sex and marital status. Therefore, that measuring and analyzing an organization’s culture in combination with its employees’ demographic and individual characteristics may lead to valuable conclusions, so that job satisfaction is promoted.

Keywords: Organizational Culture; Job Satisfaction, Education sector, IT Sector and Banking Sector

I. INTRODUCTION

The perception towards organisational culture has become more significant from early 1980s. Organizational Culture mainly includes the values, opinions and attitudes of a company. Culture refers to how the things are undertaken within different organisations (Nayak & Barik, 2013). It is also famous that the culture of the organisation is mainly focuses with the direction of learning. Thus, it is very much essential to recognise the aspects of the culture of an organization before any change is going to be implemented. It has been seen that the hidden rules and expectations of behaviour in an organisation where the rules are not officially considered, employees know what is anticipated from them. It is the responsibility of the management to make decisions on policy about the organisation culture(Armstrong, 2006).