Understanding How Organizational Culture and Job Satisfaction Drive Commitment and Citizenship Behavior in SMEs

Purpose – What is the gap in prior literature this paper fills in? This study addresses a gap in the literature by investigating the relationships between organizational culture (OC), job satisfaction (JS), normative commitment (NC), and organizational citizenship behavior (OCB) within the context of Clothing SMEs in Indonesia. Aims(s) – The primary aim is to understand how organizational culture and job satisfaction influence normative commitment and OCB, with a secondary aim of identifying the mediating role of normative commitment in these relationships. Design/methodology/approach – Using an explanatory research approach, data was collected from 165 employees of Clothing SMEs across Indonesia through questionnaires utilizing a five-point Likert scale. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4, incorporating a two-stage approach to assess both the outer and inner models. Findings –The results show that organizational culture positively influences both normative commitment (β = 0.439, p < 0.000) and OCB (β = 0.223, p < 0.003). Job satisfaction also positively affects normative commitment (β = 0.379, p < 0.000) and OCB (β = 0.318, p < 0.000). Moreover, normative commitment serves as a mediator, enhancing the effects of organizational culture and job satisfaction on OCB. Limitations of the study – The cross-sectional design limits the ability to infer causality, and the focus on the textile sector in SMEs may limit generalizability. Future research should explore these relationships in other industries and consider longitudinal designs. Originality/value – This study contributes to the literature by empirically demonstrating the causal interactions between organizational culture, job satisfaction, normative commitment, and OCB, with a specific focus on SMEs in a developing country context.