دور الثقافة المنظمية في الولاء اتجاه التغيير : دراسة ميدانية في البنوك التجارية الأردنية

Abstract EN

The purpose of this study was to identify the dimensions of Organizational Culture and levels of Commitment to Change on Commercial Banks of Jordan from the standpoint of employees, as well as to identify the impact of Organizational Culture prevailing in the level of Commitment to Change.

- To achieve the objectives of the study, the researcher developed questionnaire consisting of three parts, the first of which aims to know the characteristics of the study sample, while the second and third aims to measure all of the independent variables of the dimensions of Organizational Culture (Bureaucratic Culture and Innovative Culture and Supportive Culture), and the dependent variables of the dimensions of Commitment to Change (Affective Commitment to Change, Continuouce Commitment to change and Normative Commitment to Change).

Researcher adopted the method of Proportional Stratified sample consisting of (eight) banks, which were distributed (352) questionnaire on a sample study of Public Administration employees of these banks in the capital of ِِAmman, have been recovered (301) to identify any rate (85.51%) of the questionnaire distributed.

- Researcher used appropriate statistical methods to analyze the data, including methods of descriptive statistics (arithmetic, frequencies and percentages) and multiple regression and interaction multiple regression .

- - The study found a number of conclusions including: - - Dominated work environment Jordanian Commercial Banks all the dimensions of Organizational Culture from the personnels view point, but to varying degrees, with the highest post-Bureaucratic Culture to a high degree, followed after the Innovation Culture is highly, Supportive Culture and then moderately.

- - Commitment to Change is available in Commercial Banks of Jordan in all its dimensions from the viewpoint of workers in general, but varying degrees, tied the highest level of Affective Commitment to Change is highly, followed by Normative Commitmentto Change is a high one, and then Continuouce Commitment to Change moderately.

- - The presence of statistically significant of the Organizational culture on commitment to change and its dimensions (Affective Commitment to Change, Continuouce Commitment to Change and Normative Commitment to Change).

- - The study showed a statistically significant difference of the impact of Organizational Culture in the level of commitment to change according to variables (Age, Educational qualification, Experience and Functional level), while the study did not show a statistically significant difference according to the variable of Gender.

- The study concluded a seiries of recommendationns including: - - Work to build the type of leadership which contributes to instill the core values and beliefs of the organizational culture, as a model to motivate staff and support innovation and to alert workers to the better.

- - Work to promote a innovation culture on the commercial banks of Jordan to its importance in commitment to change by creating an environment that supports the empowerment of workers, and strengthen the team spirit to create new ideas.

- Work to raise the level of commitment to change for workers through their participation in decision-making, setting goals, outlining plans and strategies, and make them aware of the importance of change within the organization.