The impact of organizational culture on organizational loyalty "A field study on Yemeni private universities in the capital, Sana'a

Abstract

This study generally aims to analyze the impact of organizational culture dimensions (organizational expectations, organizational norms, organizational values, and organizational beliefs) individually on organizational loyalty dimensions (affective loyalty, ethical loyalty, and continuance loyalty) collectively, through organizational justice dimensions (distributive justice, procedural justice, and interactive justice) individually, in private universities in Yemen's capital city .The study population consisted of all employees across various job levels in eleven private universities, totaling 4,235 individuals. A stratified random sample of 451 participants from different job levels was selected. To collect data, a questionnaire was designed as the study tool, with its items measured using a seven-point Likert scale. The data was statistically analyzed using the Statistical Package for the Social Sciences (SPSS), employing descriptive and inferential statistical methods to measure the study objectives and test its hypotheses. The study concluded that organizational culture has a positive and significant impact on organizational loyalty, with strong statistical evidence confirming the relationship between organizational culture and organizational loyalty. The results demonstrated varying effects of organizational culture dimensions on organizational loyalty. The findings indicated that organizational values, organizational expectations, and organizational norms are influential dimensions in enhancing organizational loyalty, while organizational beliefs did not show a statistically significant impact.