The influence of organisational culture on organizational commitment and intention to quit among employees at selected retail organizations in the Western Cape province of South Africa

Abstract

The economies of many countries in the world have been characterised by exponential growth in the past few decades. The rapid and continuous growth has brought about numerous changes in the business world which have demanded a high level of management practices as organisations fight for the required resources. Amongst the resources being sought after is human capital, employees have become one of the major resources that an organisation would want to retain. The turnover of employees to other organisations results in decreased production and a spike in the costs, through continuous, recruitment and training. Effective adaptation to change has become increasingly indispensable in order to survive, attract, maintain and retain vital resources in the highly competitive nature of the business industries. In the process of change and continuous adaptation, a skilled workforce has become the prime attraction to every employer. As a way of retaining the workforce and maintaining the competitive edge, it has become a primary obligation for organisations to build a well desired and conducive environment for the employees to ensure commitment and high levels of productivity. It is apparent that the understanding and research of the views, perspectives and opinions of employees about their organisations will be a value add in the further development of organisations, their environment, their culture and practices.