ORGANIZATIONAL CULTURE AND EMPLOYEE COMMITMENT IN SELECTED SUPERMARKETS IN ABEOKUTA, OGUN STATE

### **Abstract** This study examines the relationship between organizational culture and employee commitment in the supermarket sector in Abeokuta, Ogun State. Employees are widely recognized as critical assets whose commitment significantly influences organizational performance, productivity, and sustainability. However, in the dynamic and highly competitive retail environment, maintaining a committed workforce remains a major challenge. Organizational culture, defined as the shared values, beliefs, and norms that shape employees’ behavior, has been identified as a key factor influencing employee attitudes and levels of commitment. The study explores the three dimensions of employee commitment—affective, continuance, and normative commitment—and how they are shaped by elements of organizational culture such as recognition, fairness in management practices, interpersonal relationships, and employee involvement. In the context of supermarkets, where customer satisfaction and service delivery are essential, a positive organizational culture is expected to foster stronger employee attachment, loyalty, and motivation. Furthermore, the research considers the impact of contemporary challenges such as globalization, technological advancements, and changing consumer preferences, which demand adaptive and supportive workplace cultures. By focusing on supermarkets in Abeokuta, this study aims to provide empirical insights into how organizational culture influences employee commitment and, consequently, organizational effectiveness. The findings are expected to offer practical recommendations for managers and stakeholders in the retail sector on how to develop and sustain a culture that enhances employee commitment, reduces turnover, and improves overall performance.