| Abstract [eng] |
73 pages, 20 tables, 18 pictures, 116 references. The main purpose of this master thesis is to determine and assess the links between organizational culture, organizational commitment, and remote working. The first chapter, based on the analyzed scientific literature, defines the concept, elements, functions, and measurement instruments of organizational culture; the concept of organizational commitment, its components and the main factors that determine the commitment; concept of remote working, classification; the interfaces between organizational culture, organizational commitment, and remote working. The second chapter describes an empirical study conducted to evaluate the links between organizational culture, organizational commitment, and remote working. 132 respondents from various Lithuanian companies were interviewed and qualitive data were collected using web-based survey. The results of the research were statistically processed with the SPSS program batch. The Cronbach’s alpha coefficient was used to test the reliability of the research instrument; in all cases, it was higher than 0.75, which confirms constructs validity and internal consistency of questionnaire. Testing hypotheses were performed using regression analysis. A comparison of variables means were performed using Repeated Measures ANOVA and Independent Samples t-test. Theoretically, organizational culture has been associated with organizational commitment and its different types, also were detected the links between flexible work arrangements and organizational commitment of employees. The results of empirical research showed that only the clan-type organizational culture has positive effect on organizational commitment and the greatest influence is expressed in affective commitment. Although expected, no significant impact of the frequency of telework was found on organizational commitment or its individual components. Furthermore, it was detected a link between adhocracy type of organizational culture and employee’s opinion regarding work from home. Organizational culture itself are capable to influence organizational commitment of employees, and leaders need to create and maintain an open, supportive, innovative organization that can adapt to changed working conditions effectively. Due to limitations of sample size, there was no ability to measure influence between variables of separate groups of respondents. For future research it recommended to use specific organizational culture assessment tools, which focus on currently relevant areas such as organizational learning or the idea of sustainability. |
