Organizational culture and commitment have been studied more frequently in recent decades, based on the assumption that an organization's culture can influence its workers' commitment. This current study had as its general objective analyzing the relationship between organizational culture and the commitment of employees at the Núcleo de Educação da Infância (Childhood Education Center/NEI/CAp/UFRN), a teaching institution working in Basic Education and linked to the Federal University. For this, it had the following specific objectives: a) Identify the level of perception of the dimensions of organizational culture predominant in the NEI/CAp; b) Identify the level and dimensions of the predominant commitment of the organization's workers; and c) Identify the relationships between culture and organizational commitment in the studied institution. It is understood that a study on the relation between organizational culture and commitment in a sector until then so poorly explored, but quite important, can contribute to the success of the organization, add knowledge to the literature and work as support for its administration on future works in other schools in Brazil. For this purpose, an exploratory and descriptive study, of a quantitative nature, was carried out with the organization's teaching and technical-administrative staff. As data collection methods, two questionnaires were used: the Organizational Culture Assessment Instrument by Cameron and Quinn (2006) and the Organizational Commitment Base Scale, by Medeiros (2003). Data were analyzed using exploratory factor analysis and Pearson's correlation techniques. As for the results, the perception level of the predominant dimensions of culture (innovative culture), as well as the predominant dimension of commitment of the workers (affective-affiliative), were identified, confirming the general objective of the work that the type of predominantly culture found in the NEI - the innovative culture - exerts a strong and positive influence on the predominant organizational commitment of the employees of the organization under study – affective-affiliative.