Reciprocal Relationship between Organisational Culture, Job Satisfaction, and Organisational Commitment
Keywords:
organisational culture, job satisfaction, organisational commitment, reciprocal relationship, social exchange theoryAbstract
This study aims to analyse the reciprocal relationship between organisational culture, job satisfaction, and organisational commitment among employees working in Chinese food-based restaurants in Jakarta. The research is grounded in two grand theories: Social Exchange Theory, which posits that the relationship between organisations and employees is built upon mutual exchange and reciprocity; and Triadic Reciprocal Causation, which describes the dynamic interaction between individual behaviour, environmental conditions, and personal factors. A quantitative approach was employed, using a structured survey method involving 113 respondents from nine restaurant locations. The data were analysed using simple linear regression to test six hypotheses concerning the direct and reciprocal effects among the three core variables. The findings reveal that all hypothesised relationships are statistically significant. Organisational culture significantly influences both job satisfaction and organisational commitment. In turn, job satisfaction enhances organisational commitment and reinforces organisational culture. Likewise, committed employees contribute positively to the development and sustainability of organisational culture and experience greater job satisfaction. These findings underscore the importance of managing organisational culture not only as a structural framework but also as a psychological mechanism that shapes employee attitudes and behaviours. The study implies that strengthening organisational culture, improving job satisfaction, and fostering employee commitment are essential strategies for building a productive, stable, and sustainable work environment—particularly within the socially intensive and competitive food service industry.
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