The Influence of Organizational Culture in Chinese Manufacturing on Organizational Immersion and Job Satisfaction: The Mediation Effect of Self-leadership

The purpose of this study is to analyze the effect of the organizational culture of Chinese manufacturing companies on organizational commitment and job satisfaction, and to suggest ways to strengthen the capabilities of organizational members and increase their commitment and satisfaction. As for the research methodology, 492 copies of effective samples were used for the research methodology, and the general characteristics, reliability, and validity of samples were verified using SPSS 23.0 for analysis, and Baron & Kenny (1986)'s three-step mediating effect verification method and Sobel. As a result of the study, first, among the sub-factors of organizational culture, rational culture, development culture, and consensus culture were recognized for statistical positive (+) significance in organizational commitment, and hierarchical culture had a negative (-) effect on organizational commitment. Second, as a result of conducting a regression analysis to analyze the effect of organizational culture on job satisfaction, it was verified that development culture and consensus culture among the sub-factors of organizational culture had a positive (+) effect on job satisfaction. In addition, as a result of regression analysis of organizational culture as an independent variable and self-leadership as a dependent variable, it was verified that it had a significant positive (+) effect in the order of rational culture, development culture, and consensus culture. However, it was analyzed that the hierarchical culture did not have a significant positive (+) effect on self-leadership. Fourth, it was verified that the bail result of self-leadership on the relationship between organizational commitment and job satisfaction has a high effect on organizational commitment and job satisfaction. Finally, in rational culture, consensus culture, and development culture, the mediating effect of self-leadership was verified in the influence of organizational commitment, and in development culture and consensus culture, the mediating effect of self-leadership was shown in the influence relationship with job satisfaction.