Abstract

This qualitative study explored the relationship between the work environment and organizational commitment among staff members of the General Directorate of Customs and Excise (DGDA) in the Katanga province of the Democratic Republic of Congo (DRC). The analysis focused on three specific dimensions of commitment; affective, normative, and continuance; in connection with key elements of the work environment, such as hierarchical relationships, perceptions of organizational justice, and material working conditions. Using an interpre3tivist approach based on 30 semi-structured interviews analyzed through the iramuteq software (ACL, AFC, ADS), the study identified six lexical classes and several structuring discourse clusters. The findings reveal that agents whose supervisors adopt a participatory, fair, and recognized management style exhibit stronger affective and normative commitment. Conversely, a climate characterized by hierarchical distance, favoritism, or lack of recognition is associated with withdrawal or disengagement behaviors. Although less frequently verbalized, material working conditions significantly influence continuance commitment by affecting employees’ perceptions of comfort, value, and future prospects within the organization. Beyond the expected results, several emerging factors were identified, such as the importance of peer solidarity, the symbolic weight of public service, and institutional mistrust in response to perceived injustices.