Relationships among organizational commitment, learning organization culture, and job satisfaction in one Korean private organization

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture in one Korean private company.; This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument was from the “affective, continuance, and normative commitment” scale (ACNCS) of Allen and Meyer (1990). The “Dimensions of Learning Organization Questionnaire” of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used.; Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction.; No differences by age were found. Four-year college graduates have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) have higher continuance organizational commitment than do other types of jobs. Employees have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies.