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长期以来，管理者越来越意识到组织文化的概念，正在研究组织文化。一些研究已经在这方面进行解释，不同类型的文化，组织文化可以影响一个组织本身和其他雇员相关的变量，如满意度、承诺的影响方面，在连续的“组织文化与工作满意度”的营销，内华达大学，美国Daulatram B Lund教授进行了衔接和业绩等。在这项研究中，他使用卡梅伦和弗里曼模型的组织文化，确定了四种类型的组织文化。B. Lund教授发现了对员工满意度各文化类型的影响。
本文的实证调查研究组织文化对美国的卡梅伦和Freeman的企业营销人员工作满意度的横截面调查类型的影响组织文化包括宗族，偶发性，层次模型，和市场作为分析的概念框架。结果表明，工作满意度水平不同企业文化类型。在研究的概念框架，工作满意度调用的垂直轴上的文化，代表一个连续的有机过程（强调灵活性和自发性）的机械过程（强调控制，稳定和秩序）。工作满意度是家族和偶发性文化正相关，与市场和层次的文化呈负相关。

For a long time, managers are becoming more and more aware of the concept of organizational culture and are examining it. Several studies have been conducted in this regard explaining different types of cultures and the ways that an organizational culture can affect an organization itself and its impact on other employee-related variables such as satisfaction, commitment, cohesion and performance etc. One such study in that continuum 'Organizational Culture and job satisfaction' was conducted by Daulatram B Lund Professor of marketing, University of Nevada, USA, in 2003. In that study he used Cameron and freeman's (1991) model of organizational culture which identifies four types of organizational cultures. Professor B. Lund spotted out the effect of each culture type on satisfaction of employees.

This empirical investigation examines the impact of organizational culture types on job satisfaction in a survey of marketing professionals in a cross-section of firms in the USA. Cameron and Freeman's (1991) model of organizational cultures comprising of clan, adhocracy, hierarchy, and market was utilized as the conceptual framework for analysis. The results indicate that job satisfaction levels varied across corporate cultural typology. Within the study conceptual framework, job satisfaction invoked an alignment of cultures on the vertical axis that represents a continuum of organic processes (with an emphasis on flexibility and spontaneity) to mechanistic processes (which emphasize control, stability, and order). Job satisfaction was positively related to clan and adhocracy cultures, and negatively related to market and hierarchy cultures.

We are using the same study as a benchmark and replicating the same research project in context of Pakistan (specifically Lahore). We used same Cameron and Freeman's model of organizational culture. The four types of cultures identified by that model are Clan culture, Hierarchy culture, Adhocracy culture and Market culture. Every culture has its own unique attributes and characteristics which are explained later in this project. And how the level of contentment of employees varies in each type of culture is also the part of this study.

Figure I.I Overview of the Relationship

Overview of the Relationship

Market Culture

Hierarchy Culture

Adhocracy Culture

Clan Culture

Job Satisfaction

1.2 Background
1.2.1 Organizational Culture
The Concept of the organizational culture gained recognition in the early 1980s when prominent business periodicals featured articles on Corporate Culture and Organization (Lewis, 1996: Sheridan, 1992. Peters and Waterman (1985) article, in the search of the Excellence was the one of driving force behind the proliferation of this concept. Organizational Culture is extremely broad and inclusive in scope. It comprises a complex, interrelated, comprehensive and ambiguous set of factors (Quinn &