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Organisational culture and job satisfaction are crucial insofar as human resources are the most valuable resources organisations have in today's business world. Organisational culture encompasses the characteristics that unite and integrate employees of an organisation and distinguish them from employees of other institutions. An employee who has high job satisfaction is an employee who enjoys his/her job and is satisfied with the conditions provided by the organisation. By doing the best that they can do, employees with high job satisfaction ensure that the institution has a competitive advantage and, as a result, extends its life. In this study, questions about organisational culture, levels of job satisfaction and factors influencing them were examined in higher education institutions in Bishkek, Kyrgyzstan. Determining the relationship between organisational culture and job satisfaction in higher education institutions was also one of the objectives of this study. In this study, factors influencing organisational culture and job satisfaction in the case of higher education institutions in the service sector were investigated. In line with the research objective, a questionnaire was conducted in order to be able to explain the factors influencing organisational culture and job satisfaction of university employees and describe the relationship that exists, if any, between organisational culture and job satisfaction. Results showed that there is a significant linear and positive correlation between organisational culture and job satisfaction at a level of 47.2 %, which corresponded to a medium strength. In this case, an improvement in organisational culture will cause an increase in job satisfaction.

The purpose of this study was to explore the indirect and direct relationships of Big-5 and dark personality traits (i.e., extroversion, neuroticism, agreeableness, openness, conscientiousness, narcissism, Machiavellianism, psychopathy, sadism, and spitefulness) with job performance via perfectionism, stress, and social media addiction. A total of 514 private sector employees filled out a query sheet that included the assessment tools for the variables. Path analysis using a multiple mediation model indicated that neuroticism was negatively directly and indirectly related to job performance via stress and social media addiction. Machiavellianism and spitefulness were directly positively associated with job performance, and Machiavellianism-related higher social media addiction diminished the direct positive effect of Machiavellianism on job performance, indicating complex relationships. Furthermore, stress, social media addiction, and perfectionism were related to different personality traits positively and negatively. Findings of the present study suggest that an anti-social personality may promote higher job performance. However, job performance may be adversely affected by the adverse consequences relating to these traits. Professionals and firms that attempt to increase job performance should take anti-social personality traits and their complex effects on job performance into account.