Mediating role of organizational commitment in the relationship between organizational culture and employee performance: evidence from a public sector organization in Ethiopia

Organizational culture greatly influences employee attitudes and behaviors, especially in public sector organizations where service performance and accountability are crucial. However, limited research has examined the psychological mechanisms through which this relationship operates, particularly within public sector institutions in developing countries. Existing studies often focus on direct effects while overlooking the role of employee attitudes that may explain how culture translates into performance outcomes Addressing this gap, the present study investigates the mediating functions of organizational commitment in the relationship between organizational culture and employee performance at the Batu Town Administration Office in the East Shoa Zone of Oromia, Ethiopia, “A sample of 199 employees was determined using the Taro Yamane (1967) formula and selected through simple random sampling.” A quantitative, descriptive–correlational study approach was applied utilizing survey data collected from 199 employees. Structural Equation Modeling (SEM) was utilized to investigate direct and indirect correlations among variables The results show that organizational culture significantly improves employee performance and organizational commitment. Organizational commitment also strongly influences employee performance and partially mediates the relationship between organizational culture and employee performance. These results also imply that a supportive and well-structured organizational culture promotes employee commitment, which in turn enhances performance outcomes. The study adds to the body of knowledge on organizational behaviours by elucidating the process by which culture translates into performance in public sector contexts. In practical terms, the results indicate that in order to enhance employee performance, public institutions should give priority to employee commitment programs and cultural development.