The effect of organizational culture and HR practices on female managers’ commitment and job satisfaction

Abstract

Purpose

The purpose of this study is to investigate the structural relationships among organizational culture, human resources (HR) practices and female managers’ organizational commitment and job satisfaction in South Korea.

Design/methodology/approach

Using data obtained from the Korean Women Manager Panel, 230 responses were analyzed using structural equation modeling.

Findings

The findings indicated that organizational culture directly affected HR practices and indirectly affected job satisfaction and organizational commitment. In addition, HR practices directly influenced job satisfaction and organizational commitment and indirectly affected organizational commitment through job satisfaction. Finally, job satisfaction had a direct and significant effect on organizational commitment.

Originality/value

The authors provide an empirical analysis of how organizational culture and functional factors influence organizational commitment and job satisfaction for female managers in the Korean context. The findings of this paper are expected to encourage scholars to pay more attention to the connection between organizational support and HR interventions to improve female managers’ commitment and satisfaction within organizations by emphasizing the alignment between organizational culture and HR practices.

Citation

Park, S. and Doo, M.Y. (2020), "The effect of organizational culture and HR practices on female managers’ commitment and job satisfaction", European Journal of Training and Development, Vol. 44 No. 2/3, pp. 105-120. https://doi.org/10.1108/EJTD-03-2019-0045