The Influence of Organizational Culture on Job Satisfaction and Turnover Intention in Oil Companies in Libya

摘要

The main aim of this study is to test and investigate the roles of job satisfaction and organizational commitment in mediating the relationship between organizational culture and turnover intention. From the aim of the study, the following specific objectives have been derived: To plot the cultural profile of national oil companies (NOC) and international oil companies (IOC) by identifying the dominant organizational culture types in each category. To determine the extent to which job satisfaction and organizational commitment influence turnover intention among employees of NOC and IOC. To determine the extent to which organizational culture influences job satisfaction and organizational commitment among employees of Libyan Oil Companies. To investigate the extent to which job satisfaction and organizational commitment mediate the relationship between organizational culture and turnover intention. The findings of this study will make significant contributions to the fields of organizational and employee behavior. Moreover, this study contributes to theoretical knowledge on the influence of organizational culture on turnover intention. Furthermore, the majority of research into organizational culture, job satisfaction, organizational commitment, and turnover intention will be conducted in Anglo- American context. Taking into consideration the ever-increasing globalization of business, there is a greater need to broaden the study of organizationally important phenomena beyond the cultural boundaries of Anglo-American countries. The choice of NOC and IOC in Libya for this study is motivated by lack of studies on the influence of organizational culture on the two variables of job satisfaction, organizational commitment and turnover intention. The choice of NOC and IOC for this study is also important because it is an Islamic country in the North Africa and Middle East with different economic, social, religious, and cultural values compared to the Anglo-American countries. These differences may lead to different implications on relationships between organizational culture, job satisfaction, organizational commitment, and turnover intention. Thus, it is hoped to make several contributions to the body of research on these organizational elements in Libya.