The purpose of the study is to examine organizational culture and its effects on organizationalrnperformance of Ethiopian Civil Service University/ECSU/ with the mediating role of employees'rnorganizational commitment. Out of 507 employees of ECSU, 108 academic and 111rnadministrative staff selected using Kothari's (2004) sample determination formula. To gatherrnrelevant data survey questionnaire with a five Likert scale was used. The study used descriptivernf o t c e f f e e h t , e r o m r e h t r u F . a t a d d e t c e l l o c e h t e z y l a n a o t n g i s e d y r o t a n a l p x e d n a s c i t s i t a t sornrganizational culture on employee commitment and organizational performance tested withrnstructural equation modeling. The findings of the study portrayed that ECSU employeesrnperceive that organizational culture, employees' organizational commitment, andrnorganizational performance practices of the university were low. The result of the hypothesisrntesting in structural equation modeling portrayed the effect of organizational culture, andrnemployee commitments individually and jointly had a positive and statistically significantrnimpact on organizational performance. The mediating role of employees' organizationalrncommitment was positive and statistically significant on the relationship between organizationalrnculture and organizational performance. The indirect effect of organizational culture throughrnthe employee organizational commitment was significantly higher than the direct one. 61.8rnpercent of the organizational performance of the university was explained by organizationrnculture and employee commitment jointly. From the finding, it is promising to conclude that thernorganization culture, employee commitment, and organizational performance of ECSU werernrated low by the respondents. It is also possible to recommend that if the university wants tornboost its performance, it is significantly necessary to work on both organizational culture andrnemployees' organizational commitment