Impact of Organizational Culture on Job Satisfaction

The assignment analyzes the relationship between organizational culture, employee commitment, motivation, and job satisfaction within France's mobile sector. It investigates hypotheses regarding the positive impact of strong organizational culture on employee performance and the influence of organizational commitment and motivation on job satisfaction. The assignment utilizes a questionnaire to gather data and assess the correlation between these factors.

IMPACT
OF
ORGANISATION CULTURE
ON JOB SATISFACTION
IN THE MOBILE PHONE
INDUSTRY IN FRANCE

TABLE OF CONTENTS
CHAPTER 3 - RESEARCH METHODOLOGY............................................................................3
3.1 Introduction............................................................................................................................3
3.2 Research philosophy..............................................................................................................3
3.3 Research Design....................................................................................................................4
3.4 Research approach.................................................................................................................5
3.5 Research strategy...................................................................................................................7
3.6 Research type ....................................................................................................................8
3.6 Research Type ................................................................................................................8
3.7 Data Collection methods........................................................................................................9
3.8 Research instruments used...................................................................................................10
3.10 Data analysis......................................................................................................................11
CHAPTER 4: DATA ANALYSIS................................................................................................16
4.1 Introduction..........................................................................................................................16
4.2 Analysis...............................................................................................................................16
4.3 Descriptive analysis.............................................................................................................23
REFERENCES..............................................................................................................................46
Appendix-QUESTIONNAIRE......................................................................................................48
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CHAPTER 3 - RESEARCH METHODOLOGY
3.1 Introduction
On the subsequent completion of literature review, research methodology is the following
step where study is executed. Research methodology can be stated as organized, theoretical
analysis of methods that are employed to a field of study. It consists of theoretical investigation
of the body of methods and principles related with the branch of acquiring in depth learning.
Research methodology also facilitates business to gather data and information for the objective
of making business decisions (Kumar and Phrommathed, 2008). In this respect, different
research methods are used for gaining evidences and examining it for responding research
questions in the best possible manner. In the present dissertation which aims at analysing the
impact of organisational culture on job satisfaction in the mobile phone industry in France,
selection of methodology has been done with cautious deliberation. Here, primary methods of
research have been detailed out. In addition to this, grounds for which research methods will be
used will also be discussed. Thereafter, response will be furnished by this section to a wide range
of questions that are related to the research issue. For gathering data, wide range of techniques
have been used by the investigator (Marczyk, DeMatteo and Festinger, 2009). Viable support has
been provided by these techniques in data analysis which showcases the perception of employees
that are working in the mobile phone industry in France.
3.2 Research philosophy
Research philosophy is a concept related with the methods in which data regarding a
process must be collected, examined and used. This aspect is also associated with the objective
of gaining knowledge It also pertains to the nature of knowledge that is associated with the
research study. Overall, it can be stated that research philosophy is a belief that helps in building
the background of a study (Peffers, Rothenberger and Chatterjee, 2007). It also considers aspect
like individual’s way of perceiving things in a different manner. It details out the contrasting
thinking and opinions of individuals towards actuality. In the present report, impact of
organization culture on job satisfaction of employee will be studied. For this aspect a
combination of positivism and interpretivism philosophy has been taken into consideration.
Here, in the current study, positivism philosophy has been used. With the help of this, researcher
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will be able to provide positive knowledge that is derived from sensory experience. It is among
the favourable approach as it enables the researcher to use of sample taken from society for
gathering general information (Mackey and Gass, 2015). The prime feature of positivism
philosophy is that role of researcher is confined to collection of data and interpretation with the
help of objective approach. Further, the outcomes of research are generally quantifiable and
observable. The positivism philosophy is based on belief that researcher is required to emphasis
on facts and there are no provisions for interest of humans within study.
On the other hand, interpretivism philosophy has been used to improve the understanding
related with relationship between researcher and reality. This type of study has no direct access
to the real world and thereby understanding is shown on the basis of perceived knowledge
(Taylor, Bogdan and DeVault, 2015). Here, investigators are concerned with gaining experience
of what they are studying. Therefore, interpretivism philosophy will help the investigator in
showcasing actual facts and figures in accordance with the issues that are discussed in research
by taking into consideration a small sample size. Hence, researcher will be able to examine a
significant sample size of individuals that are working in the mobile phone industry in France.
The aforementioned philosophy will also help in in-depth examination of sample and gaining
knowledge about the perception of wide range of individuals. Use of interpretivism philosophy
will also help the researcher to enable interaction with surroundings (Silverman, 2016).
3.3 Research Design
The research design can be referred as a detailed discussion of method stating the way in
which investigation will be conducted. In other words, it can be also stated as the overall strategy
that can be opted by researcher to integrate contrasting variables of study in a logical and
analytical manner. Thus, it ensures that researcher will cautiously address the research issue
(Smith, 2015). Therefore, it involves the blueprint for assembly, measurement and assessment of
data. In simple words, research design can be referred as key factor that is important for the
successful completion of research project . In the current study which is on assessing the impact
of organization culture on job satisfaction of employees that are working in mobile phone
industry, explanatory and descriptive designs will be used.
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The descriptive research has been adopted to detail out the attributes of population which
is under study. In this, information is gathered without making modification in the environment.
It will also help in rendering answers to the questions like when, what, where, who and how that
are linked with specific research issue. In the current study, investigators aim at gaining
knowledge about the factors that lead to satisfaction among employees that are rendering
services in mobile phone industry (Flick, 2015). Therefore, it is appropriate for researchers to
select descriptive design. It is appropriate because it will help the investigator to interact with
participants. In order to continue the research, one can undertake different methods like
observation, case study, survey etc. Further, descriptive research design provides rich quality
data that is helpful in rendering significant recommendations in practice.
Other than this, explanatory research design has been considered in the current research
on ascertaining the link between organisation culture and job satisfaction among employees.
Researcher wants to ascertain different organisational cultures and their consequences on the
satisfaction level of employees. Since, explanatory design is the best for determining cause and
effect relationship, thus, it can be used (Billig and Waterman, 2014). Aim of this design is to
ascertain the elements that are causing the particular behaviour, satisfaction among employees.
It has helped in current research whose objective is to look in suitability of organisational
structure to ensure employee satisfaction. It will also enable the researcher in collecting creative
ideas to gain knowledge about cause and effect relationship. Therefore, the organisation’s
structure and its impact on the satisfaction level of employees that are working in mobile sector
can be easily determined.
3.4 Research approach
Research approach can be defined as the method in which investigator progress towards
the study. Research approach helps in ascertaining the theoretical and epistemology orientation
of study. Objective of research approach is to render the reader with a felling and knowledge of
actual world (Gast and Ledford, 2014). The research approach can be classified into three types;
that is, deductive, inductive and abductive. The deductive research approach is based on
building a hypothesis as per the present theory and thereafter, developing a research strategy to
attempt the hypothesis. It can be also said that deductive research can be used for enabling
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reasoning from particular to general. It is also stated as top to down approach that commences
with hypothesis. Further, deductive approach is basically related with quantitative research.
Thereafter, focus of cited approach is mainly on causality. On the other hand, inductive approach
is concerned with search for practice from observation and the building of theories as well as
explanations for those practices with the help of series of hypothesis (Jaggar, 2015).The
inductive approach is further related with qualitative research and also enable the use of research
questions to constrict the scope of study (Neuman and Robson, 2012). Main difference between
two theories is that deductive approach in building hypothesis to develop a theory followed by
scheming of strategy to judge the developed theoretical framework. On the other hand, inductive
theory helps in developing a theory which also commences with accumulation of facts and
figures with the objective of processing a concept .
Current research is based on the impact of organisation culture on the job satisfaction of
employees in mobile phone industry in France. Here, deductive approach can be used where
quantitative data will be collected. It will help the scholar to move from theory to data and also
providing clear cut explanation regarding causative relationship between variables (Pickard,
2012). However, to generalize the results, researcher is needed to choose sample of appropriate
size. In order to ensure validity of information, researcher can exercise effective control.
Therefore, researcher can commence with developing theory regarding the impact of business
culture on employee’s satisfaction level. Thereafter, it can be narrowed down into more
particular hypothesis that can be tested. Thus, it can be confined down to gather observations that
aim at addressing the hypothesis (Lushey and Munro, 2014). It will further help the researcher to
test hypothesis with particular data so as to confirm that whether it must be used or not after
consideration to actual theories. Therefore, deductive approach is suitable for ascertaining the
impact of prevailing culture of firm on satisfaction level of employees.
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3.5 Research strategy
Research strategy is a method that assists researcher to examine the problem. Research
strategy is a general plan that assists the investigator in responding to the research question in an
organized manner. A proper research strategy hels the scholar in determining the reason because
of which investigator is using a specific research strategy to perform investigation in an
appropriate manner. It further involves well defined objectives, research questions and sources
for gathering data and different constraints that affect the study in contrasting manner. With the
help of appropriate research strategy, investigator can determine whether a primary or secondary
study is appropriate for gaining desired outcomes or not (Kumar and Phrommathed, 2008). There
are various kinds of research strategies that can be used like case study, surveys and interviews.
Case study is a kind of descriptive research that focuses on small group of individuals.
Information is gathered by observation, involvement and wide range of contrasting methods that
involves studying of present records, facts, interviews and tests. In order to ensure qualitative
research, case study is the best method. Survey research is basically used in doing social science
investigation (Taylor, Bogdan and DeVault, 2015). Generally, survey helps in gathering
quantitative data but can also collect qualitative information via open ended questions. In order
to perform survey, a sample of respondents can be chosen from a target population through
examination of a questionnaire. Further, interview can be referred as discussion with one or more
individuals. Information obtained through this process can be further recorded and thereafter
analysed. In the present dissertation, it is feasible for researcher to use case study method
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(Neuman and Robson, 2012). It is appropriate because it will help in knowing the way in which
culture of company can influence the performance and satisfaction level of employees.
3.6 Research type
Basically, research is of three kinds, that is, qualitative, quantitative and case study. The
qualitative research can be defined as a method of inquiry used in various academic disciplines.
It is a kind of exploratory research which is used to obtain information regarding fundamental
reasons, views and motivations. It renders penetration in the issue or facilitates to bring
innovation or hypothesis for prospective quantitative study. Further, qualitative research enables
use of in-depth study. The outcomes of qualitative study are descriptive. Thereafter, quantitative
research is used to specify issues by the way of bringing forth numerical data that can be
modified into useable statistics (Jaggar, 2015). Prime objective of this research is to enumerate
and categorize attributes and develop statistical models. Quantitative research further makes use
of tools and techniques that help in gathering numerical data through questionnaire, survey and
other tools that are necessary for gathering primary information. In the current dissertation that is
based on the impact of modifications in organisation culture on ensuring job satisfaction in
employees working in mobile phone industry in France.
3.6 Research Type
Basically, research is of three kinds, qualitative, quantitative and case study. The
qualitative research can be defined as method of inquiry used in various academic disciplines. It
is kind of exploratory research which is used to obtain information regarding fundamental
reasons, views and motivations. It renders penetration into the issue or facilitate to bring
innovation or hypothesis for prospective quantitative study. Further, qualitative research enable
use of in depth study. The outcomes of qualitative,studies are descriptive. Thereafter,
quantitative research is used to specify the issues by the way of bring forth numerical data that
can be modified into useable statistics (Jaggar, 2015). The prime objective of this research is to
enumerate and categorize attributes and develop statistical models. The quantitative research
further enable use of tools and techniques that help in gathering numerical data such as,
questionnaire,survey and other tools that are necessary for gathering of primary data. In the
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current dissertation on the impact of organisation culture on job satisfaction of employees in
mobile phone industry in France.
3.7 Data Collection methods
The methods used for data gathering presume an crucial position in every research. This
indicates that investigator has to exercise appropriate methods for assembling data so as to
accomplish the purpose and aims of research. There are principally two methods of data
collection that can be used by researchers, primary and secondary methods. In the current
research on impact of culture on employee satisfaction in the mobile phone industry in France,
the investigators use both primary and secondary methods of data collection. The primary
method relates to method of assembling first hand information (Billig and Waterman, 2014).
The main feature of primary data collection method is that information can be collected through
direct interaction with respondent through interviews or observations. The new data which the
investigator gather himself for the learning for the introductory time is said to be primary data. In
this kind of research, the data that is collected by the investigator generally for the intention of
completing and attaining the objectives of research (Gast and Ledford, 2014). Primary data
collection methods enable the use of wide range of methods such as, observation methods,
questionnaires, surveys, interviews, schedule method, focus groups etc. Therefore, primary data
collection method help in getting elaborated opinion of the respondents. The existing research
incline to look into impact of culture on job satisfaction of employee. Here, both primary and
secondary data collection methods adopted. As discussed earlier, primary data collection
methodologies further consist of survey questionnaire (Neuman and Robson, 2012). Therefore,
questionnaires have been emailed to the employees that are working in mobile phone industry of
France so as to acquire their suggestions on causes of employee satisfaction by making changes
in culture (Taylor, Bogdan and DeVault, 2015). The identified method of primary data collection
has been appropriate as it is effective for removing the geographical barrier. The questionnaire
method provide the respondents with opportunity to fill the questionnaire as per their comfort
zone at any time and any place. It is cost effective source which help in getting appropriate
information. Also, the data obtained through this method is free from bias of researcher as
respondents provide their answer in their own words (Pickard, 2012).
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Furthermore, another method of data collection secondary one. It is effective technique
that is adopted in collecting data for the study. The secondary data collection method comprise of
information that has been published in other studies (Lushey and Munro, 2014). It is simply
refereed as published and second hand information. With this aspect, secondary data collection
methodologies comprises of information that has been utilized by various intellectual and
learners in their works or research. In the existing dissertation based on the impact of
organisation culture on the job satisfaction of employee in mobile phone industry in France,
various published journals, pdfs books and articles of different scholars have been used.
Therefore, to facilitate the research the investigator, has used works of other scholars related to
impact on culture on employee satisfaction in mobile industry (Jaggar, 2015). In addition to this
aspect, secondary data was also acquired from government reports, censuses report, articles
available on internet, blogs, research by educational institutes etc. The prime benefit of using
secondary data is that information can be collected fast and it is easily accessible. It is
inexpensive method where information is easily accessible.
3.8 Research instruments used
The objective of current dissertation is to ascertain the impact of organisation culture on
the job satisfaction of employee in mobile phone industry in France. Therefore, to facilitate the
study and attain the objectives of research, following research instruments have been used.
Questionnaire
It is effective research instrument that comprises of series of questions for the objective
of collecting information from respondents. It is effective process that helps in obtaining
statistical helpful information about the provided topic (Billig and Waterman, 2014). In this
method a questionnaire is mailed to different respondents with a request to respond to the
questions as per their level of understanding and return the questionnaire. It help in obtaining
information even from the respondents that are not easily approachable due to geographical
barriers. It is also advantageous for respondent as they can respond when they get free time.
The questionnaire comprises of various close and open ended questions which can be answered
easily by respondents without the support of third party (Cammarota and Fine, 2010). After, this
researcher can analyse and compare the responses of various respondents. Further, questionnaire
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is effective method as it enable the statistical analysis of the responses of various questions.
Thereafter,information obtained through questionnaire is usually reliable and investigator can
check the findings. In the current research of impact of culture on job satisfaction of employees
professed in mobile industry of France questionnaire method is used. In this respect, information
will be obtained by investigator with the help of scheming of 150 questionnaire. Further, both
close and open ended questions can be asked by researcher (Flick, 2015).
3.9 Sampling
Sampling can be defined as method of choosing units from population. Sampling is the
method that is basically used by researchers for studying from a a couple of chosen items. This
small pick is better known as sample (Smith, 2015). In the current dissertation on impact of
organisation culture on employee satisfaction and causes, probability sampling technique has
been used. The probability sampling technique can be defined as method where the samples are
collected in such a way that it provide all the individuals in the population equal chance of being
chosen (Gast and Ledford, 2014). The prime objective of using sampling method is that, when a
study or research is to be conducted, it is not practicable for the investigator to acquire data from
the entire population. Therefore, in this respect choice of sample is done. The current method of
sampling has been appropriate for the study as the investigator supposed to look into the link of
employee satisfaction and culture at mobile phone industry in France. Therefore, to obtain the
desired information, randomly 150 employees will be selected that are working in mobile phone
industry of France. Probability sampling method will ensure that various population units have
equal possibility of being chosen (Hunleth, 2011). The another factor that must be considered on
sampling process is related with the size of the sample. The sample size is concept that
determines the number of units that are to be enclosed in the sample. It further stands for the
number of answerer who will provide data for the current dissertation. In the present study which
is supposed to find the reasons behind satisfaction of employees at mobile phone industry of
France due to use of specific culture a sample size of 50 employees has been taken.
3.10 Data analysis
The analysis and evaluation is succeeding step in the dissertation after the collection of
data from various sources. Data analysis is the procedure which enables the investigators to
make effective use of various statistical and logical techniques in a systematic and organized
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method for drawing, elaborating, condensing and assessing the data. The data analysis is a
method that help in doing scrutinizing of data (Mackey and Gass, 2015). It further assist the
researcher to examine, clean, modeling and transformation of the data so that desired outcomes
could be reached at. Broadly, there are two methods with the aid of which data analysis can be
thoroughly done with. The method of data analysis are refereed as qualitative and quantitative
methods.
Here, in the current research whose purpose is to find out the impact of culture on
ensuring the employee satisfaction at mobile phone industry of France, data analysis can been
done by applying both qualitative and quantitative techniques. The intention behind conducting
qualitative analysis is to realize the fundamental factors related to job satisfaction as well as
reasons. The objective of qualitative analysis is intended at gaining an in depth knowing of a
particular event (Birch, Mauthner and Jessop, 2012). Further, quantitative analysis is method
help in getting numerical data. Therefore, it enables statistical, mathematical analysis of
gathered data with the help of polls, surveys and questionnaires.
In the present dissertation, the purpose of the researcher was to ascertain the impact of
culture on job satisfaction in mobile phone industry in France. In this respect, quantitative
analysis, will be done so as to summarize the data. The another purpose of quantitative analysis
is that it enable in quantifying the data. The prime objective of this is to generalize from sample
to population (Neuman and Robson, 2012). It further means precision of variables, confidence
limits etc. while for summarizing the data various statistical models and tools can be used. The
aim of quantitative analysis is to quantify the data. This is done so that results from a sample
could be generalized to the population of interest (Gast and Ledford, 2014).. Therefore,in the
current study, quantitative data analysis techniques will involve the use of statistical methods
like SPSS. SPSS statistic is a software package that can be used for statistical analysis of data. It
will enable the researchers in performing highly complex data manipulations and analysis with
easy operating instructions. It is schemed for both non interactive and interactive uses
(Panneerselvam, 2014).
3.11 Validity and Reliability
In order to facilitate dissertation, it is important to use appropriate tools and techniques. It
gives emergence to the conception of reliability and validity that have importance in the
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attainment of desired objectives behind the research. Validity regards to the accuracy of the
interventions of test score. The reliability refers to the consistency of the test score. Validity can
be refereed as the choice of being logically or effective in real (Silverman, 2016). It is the grade
to which a investigation study assesses what it is the objective behind assessing. Further the
internal validity can be identified with regards to the validity of the test itself (Smith, 2015).
3.12 Ethical considerations
Ethical consideration is the most crucial aspect that must be considered by researcher for
the successful completion of dissertation. Ethical consideration is aspect that relates to moral
principles that prevent individual from wrong doings. The aims of study can be fulfilled in all
aspects my focusing on ethical norms (Kumar and Phrommathed, 2008). In the current study on
impact on culture on ensuring employee satisfaction in mobile industry of France. Here, the
researcher has showcased emphasis on the following significant and noted ethical norms.
 Prior approval: The individual that are component of the study may not always consent
to provide their active involvement in the study. Therefore, they must not be forced to
participate in the study (Cammarota and Fine, 2010). Therefore, prior consent must be
obtained from the individuals working in mobile industry of France. It is important for
the investigators to ensure none of the employee is selected through exercising
coercion(Birch, Mauthner and Jessop, 2012). The employees should also be described
about the objective for which the current study is being done. In addition to this aspect,
the method that must be considered for completing research must also be informed to
them.
 Limited access: In the current research on impact of culture on job satisfaction of
employees working in France, wide range of secondary information was needed to be
gathered from different studies on same topics that have been conducted previously
(Cammarota and Fine, 2010). The required information was available on some
government site, online sources etc. However, use of such sites was restricted. Therefore,
approval must be taken by researchers to using these restricted sites. This will further
help in avoiding legal consequence that can take place due to use of restricted sites.
 Confidentiality: The investigators must ensured that the information furnished by
participants in no case will be made use for unfair means. The data must be kept safe and
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secured and should be prevented from unauthorized access. Therefore, it is significant for
researchers to adhere the rules of anonymity which assure that members of the study stay
anonymous throughout the study (Taylor, Bogdan and DeVault, 2015). Therefore,
participant must be provided with high degree of confidentiality that must be considered
to manage and tackle the information furnished by them.
 Proper citation of work: In order to complete the present dissertation, many ideas,
concept and theories of different scholars are taken on impact of culture on employee
satisfaction in mobile industry in France. In this respect, it is ethical duty of researcher to
ensure it use right citation at right content and avoid wrong representation
(Panneerselvam, 2014). Further, consideration must be given on avoiding plagiarism in
dissertation. The researcher is required to adopt the practice of paraphrasing by writing
the content using own language.
3.13 Research limitations
The method of performing the entire research is subject to many challenges. It further
present particular issues before researcher that must be resolved effectively. Therefore, there are
number of limitations that must be overcome by investigator (Smith, 2015). In the current
dissertation on impact of culture on employee satisfaction on mobile industry of France the
various limitation that will be faced by employee are discussed as follows:
 Detailed process: A detailed process must be pursued for finishing the entire research. It
is time taking process as researcher will be required to read different online articles ,
published reports journals, books etc for gathering data. Since, the current study is
required to be finished in provided time frame it is appropriate for researcher to access
limited but proper information (Neuman and Robson, 2012).
 In adequate secondary information: The specific study pertains secondary data for
knowing the topic in detail and completing the study. However, due to needed data
available on the restricted sites there were some issues faced by researcher. Further, its is
possible that some site owners refuse to give permission regarding the use of data.
Therefore, is is likely that investigator will miss significant information that must be
included in research (Birch, Mauthner and Jessop, 2012).
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CHAPTER 4: DATA ANALYSIS
4.1 Introduction
Data analysis is the most important part of dissertation which consists of important
information related to findings. It is helpful for researcher to draw valid conclusion in the
direction of aim and objectives. In the current study researcher conducted quantitative kind of
analysis where constructed hypothesis are taken into account. Under this, different themes are
prepared through which valid outcome for collected data can be extracted. First of all influence
of strong organizational culture on employee performance will be assessed and then impact of
organization commitment and motivation will be assessed on job satisfaction. Apart from this,
correlation between organizational culture and job satisfaction will be assessed by using effective
statistical tool. The analysis of collected information has been presented as follows-
4.2 Analysis
The quantitative analysis of current study has been used in accordance with collected
information. It depicts that average of effective corporate culture is 2.37 where for influence of
corporate culture on performance of workforce is 2.28. Accordingly, all collected data are
summarized as follows-
Descriptive Statistics
N Range Minimum Maximum Mean Std.
Deviation
Variance
Statistic Statistic Statistic Statistic Statistic Std. Error Statistic Statistic
1. Do you agree that
mobile sector of France
has effective corporate
culture?
150 4 1 5 2.37 .095 1.162 1.350
2. Are you satisfied that
current corporate
culture of mobile sector
is positively influencing
performance of
employees?
150 4 1 5 2.28 .107 1.311 1.720
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3. What is more
important for good
performance of
workforce?
150 3 1 4 3.01 .092 1.126 1.268
4. What is the outcome
of different
organizational culture
for an organization?
150 3 2 5 3.69 .103 1.258 1.583
5. To what extent do
you agree that strong
organizational culture
helps in rendering good
quality of services to
employees?
150 4 1 5 2.31 .098 1.205 1.451
1. Do you think that job
satisfaction is affected
by organizational
commitment and
motivation
150 2 1 3 1.56 .059 .728 .530
2. Do you agree that
mobile sector of France
respect for culture
diversity exist among
workforce?
150 4 1 5 2.31 .103 1.259 1.586
3. Do you think that
quality culture is
implemented in mobile
sector of France?
150 2 1 3 1.62 .059 .720 .519
4. Do you feel that
higher level of
motivation among
employees is the key to
ensure job satisfaction?
150 2 1 3 1.56 .059 .728 .530
5. What are the job
satisfaction factors? 150 2 2 4 3.35 .056 .685 .470
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1. Do you agree that
good organizational
culture will help in
higher level of job
satisfaction?
150 4 1 5 2.43 .091 1.119 1.253
2. Are you satisfied that
employees working in
mobile sector of France
are satisfied with their
job?
150 4 1 5 2.45 .090 1.103 1.216
3. Do you find corporate
culture of your
organization fruitful?
150 2 1 3 1.45 .056 .691 .478
4. What leads to greater
job dissatisfaction? 150 3 1 4 2.35 .104 1.275 1.626
5. Which of the
following elements are
associated with good
organizational culture?
150 3 1 4 2.59 .112 1.371 1.880
Valid N (listwise) 150
H1: A strong organizational culture has a positive influence on employees' performance
Hypothesis one shows that a strong organizational culture has impact on performance of
workforce. As per the model summary it has been found that value of R .468 which lies under
60%. It reflects that there is moderate relationship between both stated variables such as
organizational culture and workforce performance. It is showing that organizational culture and
employees has moderate relationship. It shows that if organizational culture is good then
workforce will be motivated to perform better but not extremely good. It is shown in the table
that r value is lying under 60% where only moderate relationship is found. It has also been found
that several factors are affected by effective corporate culture such as current corporate culture is
influencing performance of workforce and in the same manner, corporation with strong
organizational culture are helpful to render good quality of services to customers. It results in
better performance of workforce and increased rate of return in mobile sector. It is well known
fact that good organizational culture is very important in mobile sector for influencing
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performance of workforce. This is because mobile sector basically reply upon services rendered
by workforce.
Regression
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .468a .219 .198 1.009
a. Predictors: (Constant), 5. To what extent do you agree that strong organizational culture helps in rendering good
quality of services to employees?, 2. Are you satisfied that current corporate culture of mobile sector is positively
influencing performance of employees?, 4. What is the outcome of different organizational culture for an
organization?, 1. Do you agree that mobile sector of France has effective corporate culture?
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression 41.464 4 10.366 10.188 .000b
Residual 147.529 145 1.017
Total 188.993 149
a. Dependent Variable: 3. What is more important for good performance of workforce?
b. Predictors: (Constant), 5. To what extent do you agree that strong organizational culture helps in rendering good
quality of services to employees?, 2. Are you satisfied that current corporate culture of mobile sector is positively
influencing performance of employees?, 4. What is the outcome of different organizational culture for an
organization?, 1. Do you agree that mobile sector of France has effective corporate culture?
Coefficientsa
Model Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std. Error Beta
1 (Constant) 3.698 .404 9.152 .000
1. Do you agree that mobile
sector of France has
effective corporate culture?
-.443 .366 -.457 -1.212 .228
2. Are you satisfied that
current corporate culture of
mobile sector is positively
influencing performance of
employees?
-.057 .064 -.067 -.891 .374
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4. What is the outcome of
different organizational
culture for an organization?
-.265 .075 -.296 -3.535 .001
5. To what extent do you
agree that strong
organizational culture helps
in rendering good quality of
services to employees?
.636 .360 .680 1.766 .079
a. Dependent Variable: 3. What is more important for good performance of workforce?
Therefore, above table is showing that effective corporate culture and different
organizational culture facilitate to ensure good performance in the marketplace. This proves to be
effective in creasing competitive edge of the business with increased rate of return. It is because
when an organization keep strong organizational culture then customers will be satisfied
automatically with positive attitude of employees. It proves to be effective to cater requirement
of buyers and delivering better quality of services to them. Moreover, mobile sector must have
effective corporate culture for brining positive influence on employees.
H2: Organizational commitment and motivation have a positive impact on job satisfaction
One way
ANOVA
Sum of
Squares
df Mean Square F Sig.
3. Do you think that quality
culture is implemented in
mobile sector of France?
Between Groups 69.271 2 34.636 630.988 .000
Within Groups 8.069 147 .055
Total 77.340 149
4. Do you feel that higher
level of motivation among
employees is the key to
ensure job satisfaction?
Between Groups 63.820 2 31.910 309.816 .000
Within Groups 15.140 147 .103
Total 78.960 149
As per the above table, it has been found that organizational commitment and motivation
have positive impact on job satisfaction. This is because workforce tend to work with higher
level of integration in order to produce higher rate of return. On the other hand, significance level
is nil than .05 hence there remain positive impact of workforce motivation and commitment of
20

organization on performance of employees. Here, application of one way annova test is showing
that organizational commitment and motivation tends to have positive impact on job satisfaction.
It aids to meet expectations of buyers as they get good quality of services. However, mobile
sector can get effective performance or higher rate of return only with inclusion of skilled and
talented workforce. Owing to this, it can be said that quality culture is adopted in mobile sector
of France and at the same time higher level of motivation is ensured among workforce. All of
these factors leads greater level of motivation and accordingly they get job satisfaction. It is
because effective environment and good working condition allow employees to perform better in
the direction of growth and success. For this purpose, application of one way annova test is
showing that job satisfaction among workforce can be ensured with motivation and
organizational commitment. Owing to this, different strategies is applied for higher level of
motivation among workforce which in turn they will support employees to ensure organizational
success in term of increased rate of return. Therefore, quality culture and higher level of
motivation results in job satisfaction among employees and accordingly mobile sector cater
requirement of buyers.
H3: The strong correlation between organizational culture and job satisfaction
Correlation
Descriptive Statistics
Mean Std. Deviation N
1. Do you agree that good organizational
culture will help in higher level of job
satisfaction?
2.43 1.119 150
5. Which of the following elements are
associated with good organizational culture? 2.59 1.371 150
4. What leads to greater job dissatisfaction? 2.35 1.275 150
3. Do you find corporate culture of your
organization fruitful? 1.45 .691 150
2. Are you satisfied that employees working in
mobile sector of France are satisfied with their
job?
2.45 1.103 150
Interpretation
21

It can be seen from the table that mean value of question “Do you agree that good
organizational culture will help in higher level of job satisfaction?” it is observed that mean
value is 2.43. This means that most of the respondents are neutral or agree on the statement.
Standard deviation value is very low and this prove that majority of respondents give similar
response. In case of question “Which of the following elements are associated with good
organizational culture?” mean value is 2.59. This means that effective management and higher
motivation are the options that are selected by most of the respondents. These are two elements
that people think are closely associated with good organization culture. On question “What lead
to job dissatisfaction?” mean value is 2.35. This means that ineffective leadership style and in
appropriate span of control are two main reasons that are responsible for dissatisfaction among
the employees. Other question was “Do you find corporate culture of your organization fruitful?”
and its mean value is 1.45. This reflects that majority of respondents choose options that are yes
and no. Last question is “ Are you satisfied that employees working in mobile sector of France
are satisfied with their job?” mean value is 2.45. This means most of the respondents are neutral
or dissatisfied from mobile sector.
Correlations
1. Do you
agree that
good
organizational
culture will
help in higher
level of job
satisfaction?
5. Which of
the following
elements are
associated
with good
organizational
culture?
4. What leads
to greater job
dissatisfaction?
3. Do you
find
corporate
culture of
your
organization
fruitful?
2. Are you
satisfied
that
employees
working in
mobile
sector of
France are
satisfied
with their
job?
1. Do you agree that
good organizational
culture will help in
higher level of job
satisfaction?
Pearson
Correlation 1 .035 .270** -.113 .973**
Sig. (2-tailed) .670 .001 .169 .000
N 150 150 150 150 150
22

5. Which of the
following elements
are associated with
good organizational
culture?
Pearson
Correlation .035 1 .881** -.123 .074
Sig. (2-tailed) .670 .000 .134 .369
N 150 150 150 150 150
4. What leads to
greater job
dissatisfaction?
Pearson
Correlation .270** .881** 1 -.145 .320**
Sig. (2-tailed) .001 .000 .077 .000
N 150 150 150 150 150
3. Do you find
corporate culture of
your organization
fruitful?
Pearson
Correlation -.113 -.123 -.145 1 -.095
Sig. (2-tailed) .169 .134 .077 .246
N 150 150 150 150 150
2. Are you satisfied
that employees
working in mobile
sector of France are
satisfied with their
job?
Pearson
Correlation .973** .074 .320** -.095 1
Sig. (2-tailed) .000 .369 .000 .246
N 150 150 150 150 150
**. Correlation is significant at the 0.01 level (2-tailed).
Interpretation
It has been seen that most of times value of correlations are either very low or negative.
This means that variables that are taken in to consideration are either have no relationship with
each other or there is very low relationship between them. In such manner, it can be said that job
satisfaction and organizational culture may be related at certain point or time or may not on other
time. It happens because of some abnormal situation and other adverse factors affecting
performance of firm. For this purpose, business require to motivate employees by offering them
rewards and focusing upon their expectations and desires associated towards corporation or
mobile sector. It is if organizational culture is good and positive then job satisfaction can be
derived but in case pay scale is good but culture of firm is not then workforce will be highly
demotivated.
One way
ANOVA
23

Sum of Squares df Mean Square F Sig.
1. Do you agree that good
organizational culture will
help in higher level of job
satisfaction?
Between Groups 2.258 2 1.129 .900 .409
Within Groups 184.435 147 1.255
Total 186.693 149
2. Are you satisfied that
employees working in mobile
sector of France are satisfied
with their job?
Between Groups 2.410 2 1.205 .991 .374
Within Groups 178.763 147 1.216
Total 181.173 149
3. Do you find corporate
culture of your organization
fruitful?
Between Groups 6.509 2 3.254 7.398 .001
Within Groups 64.665 147 .440
Total 71.173 149
4. What leads to greater job
dissatisfaction?
Between Groups 191.519 2 95.760 277.350 .000
Within Groups 50.754 147 .345
Total 242.273 149
Q1 Do you agree that good organizational culture will help in higher level of job satisfaction?
Interpretation- Value of P is greater than alpha (0.409>0.05) which means that there is no
significant difference between variables. It means that respondents to some extent give similar
response on asked question. It shows that good organizational culture does not affect job
satisfaction as it depends on number of factors such as appropriate working condition and
support from superior staff. Furthermore, it can be said that organizational culture has impact on
job satisfaction but level of the same cannot be determined with the same.
Q2 Are you satisfied that employees working in mobile sector of France are satisfied with their
job?
Interpretation- Value of P in this case is also more than alpha (0.374>0.05) and it means that
there is no big difference between groups. This again reflect that most of the respondents give
similar response. It depicts that people working in mobile sector are satisfied with their job as
they are getting good working condition and other related factors associated with job. It enables
them to focus upon growth and success of business. However, no major different has been found
and accordingly can be said that people working in mobile sector are satisfied only.
Q3 Do you find corporate culture of your organization fruitful?
24

Interpretation- In this case value of level of significance is 0.01<0.05 and it means that there is
significant difference in answer that are given by respondents. Value of sum of square is also
much higher than above questions. Hence, it can be said that to some extent respondents give
different response. Under this, it has been found that corporate culture is fruitful as it serve as the
basis of workforce and accordingly they put their efforts in the direction of consistent flow of
production in mobile sector. Owing to this, corporate culture has significant different on business
performance and accordingly their satisfaction level of will be increased with job.
Q4 What leads to greater job dissatisfaction?
Interpretation- On this question value of level of significance is 0.00<0.05 which reflect that
there is significant difference between groups. It can be said that there is difference in response
given by different groups.
4.3 Descriptive analysis
H1: A strong organizational culture has a positive influence on employees' performance
All the collected data according to the mentioned hypothesis are analysed as follows-
1. Do you agree that mobile sector of France has effective
corporate culture?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 40 26.7 26.7 26.7
2 47 31.3 31.3 58.0
3 40 26.7 26.7 84.7
4 13 8.7 8.7 93.3
5 10 6.7 6.7 100.0
Total 150 100.0 100.0
25

According to the collected data, it has been found that 40% respondents are strongly
agree with inclusion of effective corporate culture in mobile sector of France. Furthermore, 47
participants also agree with the same and accordingly majority of respondents are satisfied with
corporate culture of France. On the other hand, 40% participants remain neutral and they are
neither agree nor disagree with the effective corporate culture of mobile sector of UK. Moreover,
13 respondents disagree whereas remaining participants strongly disagree with effective
corporate culture of mobile industry of France. Therefore, from the above frequency table, it can
be interpreted that very large number of the selected sample to 31.3% are agree with the
statement that in France, mobile sector has strong and very effective corporation culture.
However, very less proportion of the chosen sample are disagree or strongly disagree with this.
Therefore, it can be said that majority of respondents agree with role of effective corporate
culture in making them feel good. It serves as the positive aspect for them so they can effectively
26

put their efforts. Though , many people are neutral as they do not get such kind of effect of good
work culture on their performance.
2. Are you satisfied that current corporate culture of mobile sector is
positively influencing performance of employees?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 54 36.0 36.0 36.0
2 44 29.3 29.3 65.3
3 23 15.3 15.3 80.7
4 14 9.3 9.3 90.0
5 15 10.0 10.0 100.0
Total 150 100.0 100.0
According to the collection of information, it has been found that 54 employees are
highly satisfied that current corporate culture influencing their performance to a great extent.
27

However, 44 respondents are also satisfied but 14 remain neutral. It depicts that majority of
participants are highly satisfied with effective corporate culture of mobile sector and its positive
impact on overall performance of all workforce. It is because, 36% respondents believed that
corporate culture of the businesses are strongly influence the personnel performance. According
to the respondents, positive culture create a positive impact on the workers productivity through
high level of motivation and healthy working environment. However, negative environment at
the workplace discourage workers and lead to arise dissatisfaction, which in turn, decline their
productivity to a major extent. By having qualified and competent workforce, France based
mobile companies will be able to meet their customer expectation, desires and meet in the best
possible manner and reach success as well. Furthermore, 14 respondents are dissatisfied whereas
remaining are highly dissatisfied with the same. It depicts that majority of respondents are
satisfied with effective corporate culture and its impact on performance of workforce. This in
turn company can create competitive edge and expectations of all related participants can be met
effectively.
3. What is more important for good performance of workforce?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 24 16.0 16.0 16.0
2 22 14.7 14.7 30.7
3 33 22.0 22.0 52.7
4 71 47.3 47.3 100.0
Total 150 100.0 100.0
28

According to the collected information, it has been extracted that 24 respondents
consider appropriate corporate culture for good performance of employees. On the other hand,
22 respondents consider that performance can be improved with the help of higher wage.
However, 33 respondents means 22% replied that good working condition in order to bring
positive improvement in their performance. They believe that favorable working rules and
regulations and conditions influence them positively to put their best efforts in the completion of
assigned task and duties while negative environment affect them adversely. Apart from this,
remaining respondents to 71 (47.3%) considers that all stated variables of elements are important
for positive improvement in the performance. Thus, from the findings, it can be concluded that
large proportion of the respondents felt that all the factors such as organization culture, wages
and working conditions are of equal importance in bringing significant improvements in their
29

performance. Thus, it evaluated that strong culture, better pay and healthy working conditions
encourage workers to give their best efforts to serve customers in the best manner or vice-versa.
Thus, it facilitates to cater need of buyers and accordingly they can contribute towards success of
the firm in the marketplace. In such manner, mobile sector of France facilitates to ensure good
corporate culture through which requirement or expectations of workforce can be met
effectively.
4. What is the outcome of different organizational culture for an
organization?
Frequency Percent Valid Percent Cumulative
Percent
Valid
2 42 28.0 28.0 28.0
3 22 14.7 14.7 42.7
4 26 17.3 17.3 60.0
5 60 40.0 40.0 100.0
Total 150 100.0 100.0
30

In this particular question, research wants to identify the outcome of the effective and
strong organizational culture. As per the collected information, it has been found that 42
participants found that corporate culture bring outcome in the form of employees commitment
where 22 respondents stated that performance of workforce is the outcome. On the other hand,
26 respondents refer motivation of employees in the form of corporate culture and majority of
respondents refers that all listed variables such as employees commitment, performance and
motivation as well as satisfaction are important outcome which are extracted with the help of
effective corporate culture. This result demonstrate that mobile companies can develop a strong
culture at the workplace so that, they can attract qualitative and highly committed workers.
Moreover, it is obvious that motivated employees work with greater efficiency as compare to
31

others. Furthermore, it also lead to enhance their satisfaction level, which in turn, companies will
be able to increase their return by having such kind of quality oriented workforce.
5. To what extent do you agree that strong organizational culture helps in
rendering good quality of services to employees?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 49 32.7 32.7 32.7
2 38 25.3 25.3 58.0
3 40 26.7 26.7 84.7
4 13 8.7 8.7 93.3
5 10 6.7 6.7 100.0
Total 150 100.0 100.0
32

According to the collected information, it has been found that 49 participants strongly
agree with strong organizational culture and its impact of service quality. Furthermore, 38
respondents do agree with the same and stated that corporate culture facilitates to meet
expectations of buyers by rendering them good quality of service. On the other hand, 40
respondents neither agree nor disagree with the impact of corporate culture and service quality.
Apart from this, 13 employees disagree with corporate culture and service quality whereas
remaining respondents strongly disagree. It shows that majority of respondents agree and they
find role of corporate culture very important for rendering good quality of service to employees.
This outcome of the findings interpreted that majority of the workers to 32.7% are strongly agree
as they believed that strong culture has a positive influence on them to render quality services to
the clients. The main reason of this result is that, strong culture motivate them to do their work
33

with greater efficiency, which in turn, surely increase the quality of work. So that, customers can
be served effectively and efficiently and the central aim of every mobile company is to deliver
quality services to the customers which can be achieved easily.
1. Do you think that job satisfaction is affected by organizational
commitment and motivation
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 87 58.0 58.0 58.0
2 42 28.0 28.0 86.0
3 21 14.0 14.0 100.0
Total 150 100.0 100.0
According to the collected information, it has been found that 87 respondents do find
impact of organizational commitment and motivation on job satisfaction. It facilitates to work
34

with integration and create strong goodwill of business in the marketplace. Further, 42
respondents do not think that organizational commitment and motivation contribute towards
increasing job satisfaction among workforce. It enables workforce to meet expectations of buyers
and accordingly they will contribute towards increasing overall rate of return in the marketplace.
Apart from this, 21 employees working mobile sector of France did not say any thing. It depicts
that organizational strategies related to motivation do have significant impact on job satisfaction
of personnel. Thus, in this particular investigation, researcher founded that more than 50% of the
sample size believed that their satisfaction level is positively influenced by corporation's
commitment and motivation. It is because, if leaders motivate their workforce by offering high
pay-scale, recognising their performance and providing them more responsibilities than they will
definitely desire to complete their job responsibilities on time. This will enable firm to enhance
overall employee productivity and performance to a major extent.
2. Do you agree that mobile sector of France respect for culture diversity
exist among workforce?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 43 28.7 28.7 28.7
2 61 40.7 40.7 69.3
3 17 11.3 11.3 80.7
4 14 9.3 9.3 90.0
5 15 10.0 10.0 100.0
Total 150 100.0 100.0
35

The above graph reflects the level of acceptance by the organization for cultural diversity.
According to the collected information, it has been found that 43 employees strongly agree that
employees working mobile sector are respected by their employers in term of cultural diversity.
It facilitates to boosts their morale and accordingly they can contribute towards achieving long as
well as short term objectives of business. On the other hand, 61 respondents do agree with the
same and stated that culture diversity exist among workforce is respected by their immediate
supervisors or other related members. However, 17 participants remain neutral as they neither
agree no disagree with stated aspect. Apart from this, 14 participants disagree with the same and
remaining 15 employees strongly disagree. It shows that majority of respondents to 28.7% are
strongly agree with respect they get from their senior in term of cultural diversity. It reveals that
mobile companies are recruiting diversified workforce from both the domestic and foreign
36

countries so that they can get highly committed and talented workforce from distinct nations of
the world and deliver quality services. Moreover, it assist firms to deal with different types of
customers, including both domestic and foreign clients and resolve their conflicts effectively. It
can also be said that employees are getting good work environment and corporate culture is also
effective which proves to be effective for achieving long as well as short term objectives of
corporation where they are working.
3. Do you think that quality culture is implemented in mobile sector of
France?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 78 52.0 52.0 52.0
2 51 34.0 34.0 86.0
3 21 14.0 14.0 100.0
Total 150 100.0 100.0
37

Above graph presents the ratio of the respondents who provide their favorable and
adverse responses with regards to the implementation of quality culture by the mobile sector
companies in France. According to the collected information, it has been found that 78
participants reflects that quality culture is implemented in mobile sector of France. This is the
foremost aspect through which comparative edge of business is created as their expectations of
met effectively. Not only this but workforce get enough information related to quality aspect and
standard which are then used by them in daily business activities. On the other hand, 51
respondents said not for the same and stated that quality culture is not adopted at workplace.
However, they are provided learning regarding the same but culture is a bit different. Owing to
this, they are having issue in managing the quality and meeting expectation of buyers effectively.
Apart from this, remaining employees to 21 respondents do not have any idea about the quality
38

culture and its significance on image of the business. As per the outcome, it can be said that
majority of the mobile sector establishments developed quality culture at the workplace so as to
influence their employees positively and thereby meet their customer expectations.
4. Do you feel that higher level of motivation among employees is the key
to ensure job satisfaction?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 87 58.0 58.0 58.0
2 42 28.0 28.0 86.0
3 21 14.0 14.0 100.0
Total 150 100.0 100.0
39

The information collected from primary data bring forth outcome that 87 respondents feel
higher level of motivation is the key of job satisfaction. It is because when they get enough
motivation then they tend to focus upon quality, customer satisfaction and own development. In
such manner, workforce find it is effective to get higher level of job satisfaction by getting good
motivation. Though, motivation can be in term of monetary or non-monetary reward through
which workforce can be highly dedicated for working towards growth and success of business.
Apart from this, 42 participants do not feel that they are satisfied with job with level of
motivation. In addition to this, remaining 21 participants do not have idea regarding motivation
and its impact on job satisfaction. Through this questioning, researcher gained the result that
58% means majority of the respondents believe that motivation level highly influence their
satisfaction level. It is because, they replied that salary increment, appraisal, reward either
40

monetary or non-monetary, more responsibility, promotion and many other factors motivate
them to give improved efforts to complete their assigned task and duties effectively.
5. What are the job satisfaction factors?
Frequency Percent Valid Percent Cumulative
Percent
Valid
2 18 12.0 12.0 12.0
3 62 41.3 41.3 53.3
4 70 46.7 46.7 100.0
Total 150 100.0 100.0
41

Graph presented the factors which affect the level of job satisfaction in the employees of
mobile sector in France. As per the collected information, it has been found that 18 participants
refers challenging work environment as the most effective aspect of job satisfaction. On the other
hand, 62 stated that good pay scale is the most important aspect for increasing the job
satisfaction among workforce. It enables them to deliver good quality of services to large number
of buyers and accordingly create unique identity of businesses in the marketplace. However, 70
respondents stated all of the stated elements such as good pay scale, appropriate leaders and
challenging work environment facilitates to increase job satisfaction. It shows that employees get
higher level of satisfaction. From this study, it bring came into the fact that all the factors that are
better pay-scale, best leaders and work environment lead to bring improvements in their
satisfaction level. In such respect, leaders influence their team members by encouraging them
through different leadership styles and also resolve their conflicts and working problems. In
addition to this, majority of respondents shows that different factors such as challenging work
environment and good pay scale as well as appropriate leaders aids to ensure greater job
satisfaction among personnel. However, majority of particulars also stated that having
appropriate leaders for good performance in the business.
1. Do you agree that good organizational culture will help in higher level
of job satisfaction?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 32 21.3 21.3 21.3
2 55 36.7 36.7 58.0
3 40 26.7 26.7 84.7
4 13 8.7 8.7 93.3
5 10 6.7 6.7 100.0
Total 150 100.0 100.0
42

As per the collected information, it has been found that 32 participants strongly agree
where 55 do agree. However, 40 respondents neither agree nor disagree with role of
organizational culture helps in higher job satisfaction. Furthermore, 33 participants disagree
whereas remaining 10 respondents strongly disagree with organizational culture and its influence
on job satisfaction. It reflects that organizational culture tend to affect job satisfaction. Owing to
this, corporation can deliver good quality of services to large number of buyers and in turn
expectations of buyers can bet met effectively. The outcome of the survey revealed that
employees satisfaction is greatly affected by the corporate culture of the mobile companies who
are working in France. It indicates that companies must build a strong culture at the workplace to
increase personnel satisfaction while ineffective culture leads to arise dissatisfaction among
them, which in turn, result in lowering the performance. Therefore, participants reflects that good
43

organizational culture aids to ensure job satisfaction as they get motivation from management as
well as their immediate supervisors. For this purpose, business can focus upon delivering or
impacting good working condition and appropriate work environment so that employees can
focus upon their job in an effectual manner.
2. Are you satisfied that employees working in mobile sector of France are
satisfied with their job?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 32 21.3 21.3 21.3
2 49 32.7 32.7 54.0
3 47 31.3 31.3 85.3
4 13 8.7 8.7 94.0
5 9 6.0 6.0 100.0
Total 150 100.0 100.0
44

As per the collected information, 32 respondents are highly satisfied by working in
mobile sector of France as they are having good structure and effective job profile. 49
participants are also satisfied but 47 are neutral. It depicts that majority of respondents who are
working in mobile sector are quite satisfied. On the other hand, 13 respondents are dissatisfied
whereas remaining 9 are highly dissatisfied. According to the findings, it can be stated that
majority of the business staff of mobile corporations are satisfied with their job. Most probably,
it is because of good and strong culture. The outcome showing majority of respondents are
neither satisfied nor dissatisfied reflects that workforce do not think that organizational culture is
very important. They want other factors to be there to enhance their job satisfaction and shifting
their focus towards company's growth and success.
45

3. Do you find corporate culture of your organization fruitful?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 99 66.0 66.0 66.0
2 34 22.7 22.7 88.7
3 17 11.3 11.3 100.0
Total 150 100.0 100.0
According to the collected information, it has been found that 99 participants find
corporate culture of their organization quite fruitful. It is because they get good leaders and their
immense support in completing their task on time. On the other hand, 34 respondents do not find
corporate culture fruitful which might be due to poor employee relationship. In addition to this,
46

remaining 17 participants cannot say anything. The result demonstrated that very huge
proportion of the staff member of mobile companies believe that corporate culture is of great
importance and fruitful for bringing improvements in employee productivity and performance.
Thus, corporate culture tends to bring positively among workforce and in the same manner their
dedication can be observed for accomplishing long as well as short term objectives of business.
Owing to this, business can easily cope up with changing scenario and accordingly expectations
of buyers can be met in an effectual manner.
4. What leads to greater job dissatisfaction?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 61 40.7 40.7 40.7
2 18 12.0 12.0 52.7
3 28 18.7 18.7 71.3
4 43 28.7 28.7 100.0
Total 150 100.0 100.0
47

According to the collected information, it has been found that 61 respondents stated that
poor organizational culture leaders to greater job dissatisfaction. On the other hand, 18
participants refers that ineffective leadership style decreases their motivation and accordingly
they get job dissatisfaction. Furthermore, 28 participants consider inappropriate span of control
and remaining 43 respondents stated that poor communication affect their job satisfaction to a
great extent. This study outlined that culture is the most essential factor which impact workers
job satisfaction. Therefore, as per this, strong culture increase employee satisfaction, which in
turn, improve their performance whilst worst corporate culture lead to arise dissatisfaction and
decline their overall productivity. Apart from this, majority of respondents stated that poor
organizational culture tends to dissatisfies workforce to a great extent. For this purpose, mobile
sector of France should have appropriate organizational culture in order to meet their
expectations. Similarly, poor communication is also the issue behind job dissatisfaction because
48

employees find it difficult to cope up with changing scenario and delivering good quality of
services to end users. Hence, management of mobile sector should focus upon all mentioned
aspect for good performance and greater satisfaction level among employees.
5. Which of the following elements are associated with good
organizational culture?
Frequency Percent Valid Percent Cumulative
Percent
Valid
1 61 40.7 40.7 40.7
3 28 18.7 18.7 59.3
4 61 40.7 40.7 100.0
Total 150 100.0 100.0
49

This particular question has been designed to examine the factor which has high level of
associated with the business culture. The diagram mentioned above, bring forth outcome that 61
respondents consider that quality circle is associated with good organizational culture whereas 28
workforce stated that effective management is considered as the important element of corporate
culture. Apart form this, higher motivation is quoted by 28 workforce and remaining participants
stated that all listed elements contribute equally for making good organizational culture. Thus,
good organizational culture is ensured by having effective management, motivation among
employees and quality circle. This study investigated that quality circle is the most essential
factor which helps mobile corporations of France in building-up the strong organizational
50

culture. It is because, through this, employees will be able to identify various ways to resolve
their working hurdles or difficulties and thereby improve their overall productivity.
Discussion
According to the analysis part, it has been found that Annova test and regression has been
used to assess the relationship between two or more variables. Correlation has been identified
with frequency table that facilitate to extract valid outcome in the direction of aim and objectives
of study. The first alternative hypothesis “a strong organizational culture has positive influence
on employees' performance” is accepted because r value is lying under 60% where only
moderate relationship is found. It reflects that if corporate culture will be good then corporation
can effectively improve the performance of workforce. On the other hand, second alternate
hypothesis “organizational commitment and motivation have positive impact on job satisfaction”
is significant because one way annova test is showing that organizational commitment and
motivation tends to have positive impact on job satisfaction. It is showing that mobile sector
must ensure to give higher level of satisfaction among workforce.
The third hypothesis “The strong correlation between organizational culture and job
satisfaction” It shows that many of respondents remain neutral towards the contribute to wards
organization culture for higher job satisfaction. Similarly, it has been found that job satisfaction
and organizational culture might be related at some point of time but cannot be perfectly related
as job satisfaction is derived from many factors such as appropriate work environment, good pay
scale and incentives as well as other related factors. All this prove to be effective for well being
of mobile sectors and personnel as well. Moreover, one way Annova test is showing that
organizational culture does not affect satisfaction level from job. At the same time, workforce
working in mobile sector of France found that their corporate culture is very effective. It has
been proved with the help of one way annova test where significance value is greater than .01.
Therefore, similarly kind of variables are kept together for extracting exact value and stating the
results of hypothesis in an effectual manner. Moreover, many of the respondents quoted that
effective management and higher motivation tend to determine good organizational culture in the
marketplace. Thus, data analysis chapter reflects that majority of hypothesis are accepted and
accordingly outcome has been drawn.
51

Conclusion
The aforementioned report concludes that corporate culture is very important for
workforce as they get motivation from the positive work culture. It aids to enhance their
satisfaction level and shift their focus towards achieving long as well as short term objectives. It
can also be said that organizational culture defines or decides level of motivation among
workforce. It is also helpful for employees to do their job effective because in case good
corporate culture is there the company can effective contribute towards increasing job
satisfaction. However, inappropriate span of control and inappropriate leadership are the main
reasons behind job dissatisfaction among employees.
Furthermore, employee get higher level of motivation with the help of strong corporate
culture. It is helpful for business to create competitive edge and retain workforce for longer time
span. Owing to this, an organization must have strong corporate culture through which
workforce will be integrated and motivated for performing better to achieve set objectives of
mobile sector. It has been noticed that mobile sector generally relies upon services where it
becomes crucial to have talented and skilled employees. It can also be concluded that in case of
associated of skilled and competent workforce, with effective or strong corporate culture, mobile
sector can easily accomplish the set objectives. It will also be helpful to create competitive edge
with increased rate of return.
Furthermore, mobile sector has effective corporate culture under which employees are
able to concentrate on their work and meeting expectations of buyers in an effectual manner. It
can also be said that current corporate of mobile sector is positively influencing performance of
employees. It has been found that some of the participants are not happy with corporate culture.
It can be critically evaluated that some of the workforce are still not happy with their job and pay
scale as corporate culture has nothing to do with it. In addition to this, wages, working condition
and corporate culture are important which should be focused by mobile sector of France. It aids
to derive greater satisfaction level of workforce and their improved service quality. Lastly,
mobile companies can develop a strong culture at the workplace for attraction of highly
committed, motivated workforce. Hence, cultural diversity of employees is also taken into
account by mobile sector of France for greater satisfaction or motivation among employees.
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This in turn corporation will be able to determine long run growth because retention will be
ensured by focusing all important factors.
53

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Appendix-QUESTIONNAIRE
H1: A strong organizational culture has a positive influence on employees' performance
1. Do you agree that mobile sector of France has effective corporate culture?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
2. Are you satisfied that current corporate culture of mobile sector is positively influencing
performance of employees?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly dissatisfied
3. What is more important for good performance of workforce?
 Appropriate corporate culture
 Higher wage
 Good working condition
 All of the above
4. What is the outcome of different organizational culture for an organization?
 Employee’s commitment
 Employee performance
 Employee motivation
 Job satisfaction
 All of the above
5. To what extent do you agree that strong organizational culture helps in rendering good quality
of services to employees?
 Strongly agree
 Agree
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 Neutral
 Disagree Strongly disagree
H2: Organizational commitment and motivation have a positive impact on job satisfaction
Annova=1 and 4
1. Do you think that job satisfaction is affected by organizational commitment and motivation
 Yes
 No
 Can't say
2. Do you agree that mobile sector of France respect for culture diversity exist among
workforce?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
3. Do you think that quality culture is implemented in mobile sector of France?
 Yes
 No
 Can't say
4. Do you feel that higher level of motivation among employees is the key to ensure job
satisfaction?
 Yes
 No
 Can't say
5. What are the job satisfaction factors?
 Challenging work environment
 Good pay scale
 Appropriate leaders All of the above
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H3: The strong correlation between organizational culture and job satisfaction
5 and others
1. Do you agree that good organizational culture will help in higher level of job satisfaction?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
2. Are you satisfied that employees working in mobile sector of France are satisfied with their
job?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly dissatisfied
3. Do you find corporate culture of your organization fruitful?
 Yes
 No
 Can't say
4. What leads to greater job dissatisfaction?
 Poor organizational culture
 ineffective leadership style
 In appropriate span of control
 Poor communication
5. Which of the following elements are associated with good organizational culture?
 Quality circle
 Effective management
 Higher motivation
 All of the above
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