Analyzing and Explaining the Organizational Culture’s Interactions with Organizational Commitment of Employees (Case Study: Milk Industry Organization of Iran)

  Organizational commitment simply means believing in the organization's values and goals, sense of loyalty and emotional attachment to it, obligation and desire to stay in the organization. On the basis of Allen & Meyer theory (1990), O.C. has three components: Affective, continuance, and Normative Commitment. This study examines relationship between organizational commitment and organizational culture. Accordingly our study is based on a major hypothesis and eight minor hypothesis covering dimensions of the organizational culture: 1- individual initiative & tolerance of risk 2-organizational direction 3- management supporting 4-formal control 5- self control 6- Organizational Identity 7-reward system and 8- participation in decision. The methodology consists in survey research, and the use of a questionnaire for gathering required information. Examining hypothesis was performed by using SPSS soft-ware. The statistical population of the study included 150 employees of Iran Dairy Industrial Co. The sample group of 60 employees has been chosen through the random sampling method. Data were analyzed through Pierson index. Testing of the hypotheses in the confidence level of 95% shows that:   There is a positive relationship between organizational commitment and organizational culture. On the other hand increase of organizational culture leads to growth in organizational commitment.   The eight organizational culture dimensions were compared to determine their impact on the organizational commitment. The dimensions ordered in terms of significance are 1- self control2- organizational direction3- reward system 4- Organizational Identity 5- tolerance of risk6- participation in decision 7- management supporting8- formal control