Abstract:
This paper examines the relationship between job autonomy and organizational commitment through autonomous motivation. The designed questionnaire was a plan to measure the influence of job autonomy on organizational commitment drivers while taking into consideration the effect of organizational culture on these relationships. Data collected from a sample of 315 respondents working in Ethiopian commercial banks were used to test the proposed relationships. The model proved to be fit. The findings indicate that there is no mediation effect of autonomous motivation in the relationship between job autonomy and affective commitment, job autonomy, and continuance commitment. Whereas, this study strongly supports that autonomous motivation acts as a partial mediator factor in the relationship between job autonomy and normative commitment. In addition, organizational culture strengthens the positive effect of job autonomy on affective, continuance, and normative commitment. This shows the internal integration of organizational culture promotes consistent values and encourages employee involvement in the organization. The findings also provide practical implications for managers to design appropriate human resource management policies and practices.
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