The purpose of this paper is to provide a structured review of the fruitful amount of organizational culture literature that has accumulated in the past two decades. The second purpose is statistically analyzing the contents of the studies to identify commonalities as well as gaps, in order to suggest directions for future research. The contents of 69articles are analyzed using different approaches. This paper first classifies whether the studies address the measure of organizational culture or relationship between organizational culture with organizational effectiveness. Next, the theoretical model, type of organizational culture, measurement and relationship, etc. are further described in each classification. Additional relevant contents such as sector, the location, and methodology of the studies are also considered. Descriptive analysis is conducted for categorizing the studies in the previous literature. It is found that Competing Values Framework (CVF) is the most widespread model in conducting research on organizational culture during the last two decades. The relationship between organizational culture and organizational effectiveness is strongly supported by numerous empirical studies. However, there is still mechanism in hide as the inconsistent of the size effects and direction of the relationship. This issue requires more consideration on mediators, moderators and control variables for better understanding the role of organizational culture toward organizational effectiveness.