The mediating role of job satisfaction in the relationship between organizational culture and organizational commitment among academic staff in Ethiopian higher education institutions

The purpose of this study was to examine the mediating effect of job satisfaction on the relationship between organizational culture and organizational commitment. Using a quantitative survey design, this study collected data from four hundred two academic staff across five Ethiopian higher education institutions through systematic random sampling. Hypotheses were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). Bureaucratic culture emerged as the dominant organizational type, followed by innovative and supportive cultures. The results confirm that both organizational culture and job satisfaction significantly predict organizational commitment, with job satisfaction acting as a partial mediator. These findings validate Social Exchange Theory by showing that positive cultures encourage reciprocal staff commitment. They also align with Herzberg’s Two-Factor Theory by illustrating how intrinsic motivators drive satisfaction. To enhance academic staff commitment, university administrators should prioritize fostering innovative, supportive climates, reducing administrative rigidity, and addressing both hygiene factors and motivators to improve job satisfaction.