Organizational Culture and Employee Job Satisfaction of Local Government Unit of Boston

Abstract

This study examined organizational culture and employee job satisfaction in the Local Government Unit (LGU) of Boston using a descriptive-correlational design. All employees with at least six months of service were surveyed through adapted standardized questionnaires to ensure reliable data and adequate familiarity with the organizational environment. The results showed that organizational culture in the LGU was consistently practiced across four key dimensions: involvement, consistency, adaptability, and mission with mean scores ranging from 4.25 to 4.38. Regarding job satisfaction, employees expressed high levels of satisfaction with their supervision, co-worker relationships, and working conditions with mean scores ranging from 4.32 to 4.45. However, satisfaction levels were relatively lower regarding salary and promotion opportunities with mean scores of 3.64 and 3.82, respectively. A moderate positive correlation (r = 551) was found between organizational culture and job satisfaction, suggesting that as organizational culture improves, so does employee satisfaction. Regression analysis showed that organizational culture explained 31.9% of the variance in job satisfaction, with only involvement and adaptability having significant effects, while consistency and mission had no statistically significant impact. The study enriches organizational behavior literature by linking participatory and adaptive cultures to higher employee satisfaction, providing useful insights to strengthen local governance.