The study examined cultural practices and employee commitment in Small and Medium-Sized Enterprises (SMEs) in Delta State Communities, Nigeria, with specific objectives to determine the effect of organisational values and norms on employee commitment and evaluate the influence of communication practices on employee commitment. The study adopted a descriptive survey research design, and data were collected from a sample size of 372 employees, out of which 351 valid responses were used for analysis, representing a 94.4% response rate. Data were analysed using descriptive statistics, correlation, and multiple regression analysis. The findings revealed that organisational values and norms have a significant positive effect on employee commitment (β = 0.48, p = 0.000), indicating that fairness, integrity, respect, and shared beliefs enhance employees’ emotional attachment to SMEs. The study also found that communication practices significantly influence employee commitment (β = 0.36, p = 0.000), showing that openness, feedback systems, and clear communication channels improve employee engagement and loyalty. The regression model further indicated that cultural practices jointly explained 58% of the variation in employee commitment (R² = 0.58). The study concluded that cultural practices are critical determinants of employee commitment in SMEs in Delta State, as both organisational values and communication practices significantly shape employees’ attitudes and behaviour in the workplace. It was recommended that SME owners and managers should strengthen organisational values by promoting fairness and ethical standards, and improve communication systems by ensuring transparency, feedback, and employee participation in decision-making processes. These actions will enhance employee commitment and organisational stability.

Keywords: Cultural practices, employee commitment, organisational values, communication practices, SMEs, Delta State.