Purpose

In this study, the researchers explored the predictive powers of corporate cultural factors and self-efficacy on Pakistan's public sector bank employees' organizational commitment.

Design/methodology/approach

The researchers designed a co-relational study based on cross-sectional data using a questionnaire to collect the data from the Pakistan public sector banks' managers, assistant managers and operational managers. Consequently, the researchers based this study's findings on the 270 valid responses to the questionnaire.

Findings

This study's findings reveal that, except for teamwork, together with self-efficacy, the corporate cultural factors comprising organizational communication, training and development and reward and recognition have positive and significant impacts on organizational commitment. More specifically, self-efficacy plays a mediating role in terms of the relationships between organizational commitment and organizational communication, training and development and reward and recognition.

Practical implications

From establishing the most relevant corporate cultural factors, the researchers consider that this study's findings are helpful to policymakers and organizations in developing organizational commitment among employees. More practically in the case of Pakistan's public sector banks, the employees can improve employees' performance by recognizing the significance of the corporate cultural factors on employees' organizational commitment. In addition, the researchers consider that this study's findings can improve managerial efficiency which, in turn, can lead to the organizations becoming more successful.

Originality/value

In the context of Pakistan's public sector banks, this study's findings provide empirical insights to the relationships between the corporate cultural factors and organizational commitment. In addition, the findings provide insights to the role played by self-efficacy in mediating these relationships.

中文翻译：

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通过自我效能发展企业文化因素与员工组织承诺之间的关系

目的

在这项研究中，研究人员探讨了企业文化因素和自我效能感对巴基斯坦公共部门银行员工组织承诺的预测能力。

设计/方法/途径

研究人员设计了一项基于横截面数据的相关研究，使用问卷从巴基斯坦公共部门银行的经理、助理经理和运营经理那里收集数据。因此，研究人员将这项研究的发现建立在对问卷的 270 份有效答复的基础上。

发现

本研究的结果表明，除了团队合作和自我效能之外，包括组织沟通、培训和发展以及奖励和认可在内的企业文化因素对组织承诺具有积极和显着的影响。更具体地说，自我效能感在组织承诺与组织沟通、培训与发展以及奖励与认可之间的关系中起着中介作用。

实际影响

通过建立最相关的企业文化因素，研究人员认为本研究的发现有助于决策者和组织在员工中发展组织承诺。就巴基斯坦公共部门银行而言，更实际的情况是，员工可以通过认识到企业文化因素对员工组织承诺的重要性来提高员工绩效。此外，研究人员认为，这项研究的发现可以提高管理效率，从而使组织变得更加成功。

原创性/价值

在巴基斯坦公共部门银行的背景下，本研究的发现为企业文化因素与组织承诺之间的关系提供了实证见解。此外，研究结果提供了自我效能感在调节这些关系中所起作用的见解。