Template-Type: ReDIF-Article 1.0 Author-Name: Chamdan PURNAMA Author-Name-First: Chamdan Author-Name-Last: PURNAMA Author-Email: chamdan.p@gmail.com Author-Workplace-Name: School of Economics Al-Anwar Author-Name: Dinda FATMAH Author-Name-First: Dinda Author-Name-Last: FATMAH Author-Email: fatmah.dinda@gmail.com Author-Workplace-Name: School of Economics Al-Anwar Author-Name: Mirhamida RAHMAH Author-Name-First: Mirhamida Author-Name-Last: RAHMAH Author-Email: mirhamidar@gmail.com Author-Workplace-Name: School of Economics Al-Anwar Author-Name: Syaiful HASANI Author-Name-First: Syaiful Author-Name-Last: HASANI Author-Email: syaifulhasani28@gmail.com Author-Workplace-Name: State Malang University Author-Name: Yusriyah RAHMAH Author-Name-First: Yusriyah Author-Name-Last: RAHMAH Author-Email: riyahyus@gmail.com Author-Workplace-Name: University of Brawijaya Author-Name: Zakiyah Zulfa RAHMAH Author-Name-First: Zakiyah Zulfa Author-Name-Last: RAHMAH Author-Email: zrah-mah44@gmail.com Author-Workplace-Name: State Islamic Religious Institute Title: Understanding How Organizational Culture and Job Satisfaction Drive Commitment and Citizenship Behavior in SMEs Abstract: Purpose What is the gap in prior literature this paper fills in? This study addresses a gap in the literature by investigating the relationships between organizational culture (OC), job satisfaction (JS), normative commitment (NC), and organizational citizenship behavior (OCB) within the context of Clothing SMEs in Indonesia. Aims(s) The primary aim is to understand how organizational culture and job satisfaction influence normative commitment and OCB, with a secondary aim of identifying the mediating role of normative commitment in these relationships. Design/methodology/approach Using an explanatory research approach, data was collected from 165 employees of Clothing SMEs across Indonesia through questionnaires utilizing a five-point Likert scale. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4, incorporating a two-stage approach to assess both the outer and inner models. Findings The results show that organizational culture positively influences both normative commitment (? = 0.439, p < 0.000) and OCB (? = 0.223, p < 0.003). Job satisfaction also positively affects normative commitment (? = 0.379, p < 0.000) and OCB (? = 0.318, p < 0.000). Moreover, normative commitment serves as a mediator, enhancing the effects of organizational culture and job satisfaction on OCB. Limitations of the study The cross-sectional design limits the ability to infer causality, and the focus on the textile sector in SMEs may limit generalizability. Future research should explore these relationships in other industries and consider longitudinal designs. Originality/value This study contributes to the literature by empirically demonstrating the causal interactions between organizational culture, job satisfaction, normative commitment, and OCB, with a specific focus on SMEs in a developing country context. Classification-JEL: J24, M14 M12, M14, J28, L26 Keywords: organizational culture, job satisfaction, normative commitment, organizational citizenship behavior, Clothing SMEs Journal: Journal of Human Resource Management Pages: 158-168 Volume: 27 Issue: 2 Year: 2024 File-URL: https://www.jhrm.eu/158-understanding-how-organizational-culture-and-job-satisfaction-drive-commitment-and-citizenship-behavior-in-smes/ File-Format: Application/pdf Handle: RePEc:cub:journl:v:27:y:2024:i:2:p:158-168