<![CDATA[Abstract. This study aims to examine the influence of organizational culture on the organizational commitment of employees at PT X, a medical device manufacturing company located in Padalarang, West Java. The study used a quantitative approach with a non-experimental causality design, and data collection was conducted by distributing questionnaires. The population was 291 employees. From this population, 75 respondents were selected as a sample using convenience sampling. Data analysis was performed using the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The analysis showed that organizational culture significantly influences the three dimensions of organizational commitment: affective commitment (β = 0.506; p = 0.001), continuance commitment (β = 0.654; p = 0.000), and normative commitment (β = 0.638; p = 0.000). Based on the coefficient of determination (R²), the influence of organizational culture on affective commitment is classified as weak (25.6%), while organizational culture on continuance commitment (42.7%) and normative commitment (40.7%) is moderate. The findings indicate that the existence of a strong organizational culture plays a role in shaping and strengthening employee commitment, particularly in the areas of poverty and norms toward the organization. Abstrak. Penelitian ini bertujuan untuk mengkaji seberapa besar pengaruh budaya organisasi terhadap komitmen organisasi karyawan PT X, sebuah perusahaan manufaktur alat kesehatan yang berlokasi di Padalarang, Jawa Barat. Penelitian yang menggunakan pendekatan kuantitatif desain kausalitas non-eksperimental, dan pengumpulan data dilakukan dengan distribusi kuesioner. Total populasi 291 karyawan. Dari populasi tersebut, diperoleh 75 responden sebagai sampel yang ditentukan menggunakan teknik convenience sampling. Analisis data dilakukan memanfaatkan metode Partial Least Square Structural Equation Modeling (PLS-SEM). Analisis menunjukkan budaya organisasi signifikan memengaruhi ketiga dimensi komitmen organisasi, yaitu komitmen afektif (β = 0,506; p = 0,001), komitmen kontinuan (β = 0,654; p = 0,000), komitmen normatif (β = 0,638; p = 0,000). Berdasarkan nilai koefisien determinasi (R²), pengaruh budaya organisasi terhadap komitmen afektif tergolong lemah (25,6%), sementara budaya organisasi terhadap terhadap komitmen kontinuan (42,7%) dan komitmen normatif (40,7%) berada pada kategori sedang. Temuan yang melihatkan keberadaan budaya organisasi kuat berperan dalam membentuk serta memperkuat komitmen karyawan, terutama pada aspek keberlanjutan dan norma terhadap organisasi.]]>
