The general aim of this study was to determine whether there is a relationship between organisational culture and organisational commitment in a consulting firm in South Africa. A quantitative, cross-sectional survey design was used on a non-probability sample (n=68) from an identified consulting firm in South Africa, utilising the Organisational Culture Questionnaire (Harrison & Stokes, 1992) and Organisational Commitment Scale (Meyer & Allen, 1997). The results were analysed using Pearson’s correlation analysis and indicated that there is no relationship between organisational culture and organisational commitment in the consulting firm / Industrial & Organisational Psychology / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The general aim of this study was to determine whether there is a relationship between organisational culture and organisational commitment in a consulting firm in South Africa. A quantitative, cross-sectional survey design was used on a non-probability sample (n=68) from an identified consulting firm in South Africa, utilising the Organisational Culture Questionnaire (Harrison & Stokes, 1992) and Organisational Commitment Scale (Meyer & Allen, 1997). The results were analysed using Pearson’s correlation analysis and indicated that there is no relationship between organisational culture and organisational commitment in the consulting firm / Industrial and Organisational Psychology / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)