Investigation of Organizational Commitment in Terms of Demographic Variables: An Implication on Private Sector Employees

Yıl 2023, Cilt: 10 Sayı: 1-Prof. Dr. Feyzullah EROĞLU Armağan Sayısı, 171 - 190, 30.05.2023

Cavidan Sena Döngelci , Sabahat Bayrak Kök , Mehtap Sarıkaya

https://doi.org/10.47097/piar.1284397

Cited By: 2

Öz

Today, the nature of working life is becoming more complex, dynamic, flexible, and virtual. In such an environment, organizations need the commitment of their employees in order to gain competitive advantage. Research has shown that employees who are committed to their organization tend to perform at an average or above-average level, have lower rates of absenteeism, and are less likely to want to quit their job. It is necessary to define the antecedents of organizational commitment, which has been the focus of attention of both researchers and practitioners for years due to its important outcomes. In this context, the purpose of this study is to analyze whether organizational commitment levels (affective, continuance, normative) differ according to demographic variables (gender, age, marital status, tenure, education level). In addition, it is to examine the organizational commitment levels of the sample in terms of affective commitment, continuance commitment and normative commitment dimensions. The data of the study conducted on a total of 151 private sector employees operating in Denizli province were analyzed. According to the results of the study, it was concluded that affective and normative commitment differed according to age and education level variables; the commitment levels of employees between the ages of 31-40 and university graduates were higher. When the organizational commitment levels in the sample are examined, it can be said that employees are generally committed to their organizations.

Anahtar Kelimeler

Organizational commitment, demographic variables, private sector

Örgütsel Bağlılığın Demografik Değişkenler Açısından İncelenmesi: Özel Sektör Çalışanları Üzerine Bir Uygulama

Öz

Günümüzde çalışma hayatının doğası daha karmaşık, dinamik, çok daha esnek ve sanal hale dönüşmektedir. Böyle bir ortamda kurumların rekabet avantajı elde edebilmek için çalışanlarının bağlılığına ihtiyacı vardır. Yapılan araştırmalarda örgütüne bağlı çalışanların, ortalama ya da ortalamanın üzerinde performans gösterdikleri, daha az devamsızlık yaptıkları ve daha az işten ayrılmayı istedikleri sonuçlarına ulaşılmıştır. Önemli çıktıları nedeniyle yıllardır hem araştırmacıların hem de uygulayıcıların ilgi odağında olan örgütsel bağlılığının öncüllerini iyi tanımlamak gerekir. Bu bağlamda çalışmanın amacı, örgütsel bağlılık düzeylerinin demografik değişkenlere (cinsiyet, yaş, medeni durum, kıdem, eğitim düzeyi) göre farklılaşıp farklılaşmadığını analiz etmektir. Ayrıca örneklemin örgütsel bağlılık düzeylerini, duygusal bağlılık, devam bağlılığı ve normatif bağlılık boyutları açısından incelemektir. Denizli ilinde faaliyet gösteren toplam 151 özel sektör çalışanı üzerinde yapılan araştırma sonucunda elde edilen veriler analiz edilmiştir. Araştırmanın sonuçlarına göre duygusal ve normatif bağlılığın yaş ve eğitim düzeyi değişkenlerine göre farklılaştığı; 31-40 yaş arası ve üniversite mezunu çalışanların bağlılık düzeylerinin daha yüksek olduğu sonucuna ulaşılmıştır. Örneklemdeki örgütsel bağlılık düzeyleri incelendiğinde, çalışanların genel olarak örgütlerine bağlı oldukları söylenebilir.

Anahtar Kelimeler

Örgütsel bağlılık, demografik değişkenler, özel sektör

Kaynakça

• Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A. & Rastogi, S. (2022). Gen Z entering the workforce: Restructuring HR policies and practices for fostering task performance and organizational commitment. Journal of Public Affairs, 22(3), 1-18.
• Akmaz, A.ve Erbaşı, A. (2016). Psikolojik kontrat ile örgütsel bağlılık ve örgütsel güven ilişkisi: Mersin ilindeki 4 ve 5 yıldızlı otel işletmelerinde bir uygulama. Bolu Abant İzzet Baysal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, XVII(4), 125-154.
• Al-Jabari, B. ve Issam Ghazzawi (2019). Organizational commitment: A review of conceptual and empirical literature and a research agenda. International Leadership Journal, 11(1), 78-119.
• Allen, N. J. ve Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
• Angle, H. L. ve Perry, J. L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 1-14.
• Angle, H. L. ve Perry, J. L. (1983). Organizational commitment: Individual and organizational influences. Work and Occupations, 10(2), 123-146.
• Avcı, A. ve Erdem, R. (2022). The role of demographic factors in predicting organizational commitment among security employees. European Journal of Multidisciplinary Studies, 7(1), 138-146.Zhang, L. F., and Xie, Z. (2022). Research agendas and organizational commitment among academics in mainland China. Higher Education, 1-20.
• Bailey, A. A., Albassami, F. & Al-Meshal, S. (2016). The roles of employee job satisfaction and organizational commitment in the internal marketing-employee bank identification relationship. The International Journal of Bank Marketing, 34(6), 821–840.
• Bakotić, D. (2022). How do demographic characteristics relate to organizational commitment? Evidence from Croatia. Economic Research-ekonomska istraživanja, 35(1), 3551-3570.
• Balfour, D. L. ve Wechsler, B. (1996). Organizational commitment: Antecedents and outcomes in public organizations. Public Productivity & Management Review, 256-277.
• Berberoğlu, A. (2018). Impact of organizational climate on organizational commitment and perceived organizational performance: Empirical evidence from public hospitals. BMC health services research,18, 1-9.
• Cahyono, Y., Novitasari, D., Sihotang, M., Aman, M., Fahlevi, M., Nadeak, M., ... & Purwanto, A. (2020). The effect of transformational leadership dimensions on job satisfaction and organizational commitment: Case studies in private university Lecturers. Solid State Technology, 63(1s), 158-184.
• Cho, S. ve Mor Barak, M. E. (2008). Understanding of diversity and inclusion in a perceived homogeneous culture: A study of organizational commitment and job performance among Korean employees. Administration in Social Work, 32(4), 100-126.
• Cohen, A. (1993). Age and tenure in relation to organizational commitment: A meta-analysis. Basic and Applied Social Psychology, 14(2), 143-159.
• Çetin, E. (2010). Örgütsel bağlılığın sağlanmasında psikolojik sözleşmenin rolüne ilişkin bir araştırma, Yayınlanmamış Yüksek Lisans Tezi, Dumlupınar Üniversitesi Sosyal Bilimler Enstitüsü, Kütahya.
• Chughtai, A. A. ve Zafar, S. (2006). Antecedents and consequences of organizational commitment among Pakistani university teachers. Applied HRM research, 11(1), 39.
• Çöl, G. ve Gül, H. (2005). Kişisel özelliklerin örgütsel bağlılık üzerine etkileri ve kamu üniversitelerinde bir uygulama, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, XVIIII(1), 291-306.
• Hartmann, L. C. ve Bambacas, M. (2000). Organizational commitment: A multi method scale analysis and test of effects. The International Journal of Organizational Analysis, 8(1), 89-108.
• İhtiyaroğlu, N. (2018). Analysis of relationship between teachers’ coping styles with stress and the level of organizational commitment, International Online Journal of Educational Sciences, X(2), 192-206.
• Iqbal, A., Kokash, H. A., & Al-Oun, S. (2011). The impact assessment of demographic factors on faculty commitment in the Kingdom of Saudi Arabian universities. Journal of College Teaching & Learning (TLC), 8(2), 1-13.
• Jailapdeen, S. (2015). An investigation of organizational commitment and education level among employees. Physical Education, V(12), 115-117.
• Jena, R. K. (2015). An assessment of demographic factors affecting organizational commitment among shift workers in India. Management-Journal of Contemporary Management Issues, XX(1) , 59-77.
• Joiner, T. A. ve Bakalis, S. (2006). The antecedents of organizational commitment: the case of Australian casual academics. International journal of educational management, 20(6), 439-452.
• Kashefi, M. A., Adel, R. M., Abad, H. R. G., Aliklayeh, M. B. H., Moghaddam H. K. & Nadimi, G. (2013). Organizational commitment and its effects on organizational performance. Interdisciplinary Journal of Contemporary Research in Business, IV(12), 501-510.
• Khalili, A. ve Asmawi, A. (2012). Appraising the impact of gender differences on organizational commitment: Empirical evidence from a private SME in Iran. International Journal of Business and Management, 7(5), 100-110.
• Kurşunoğlu, A., Bakay, E. & Tanrıöğen, A. (2010). İlköğretim okulu öğretmenlerinin örgütsel bağlılık düzeyleri”, Pamukkale Üniversitesi Eğitim Fakültesi Dergisi, XXVIII(2), 101-115.
• Mathieu, J. ve Zajac, D. (1990). A review of meta-analyses of the antecedents, correlates andconsequences of organizational commitment. Psychological Bulletin,108(2), 171–194.
• Meyer, J. P. ve Allen, N. J. (1984). Testing the" side-bet theory" of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(3), 372-378.
• Meyer, J. P. ve Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
• Meyer, J. P. ve Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage publications.
• Meyer, John P. (2015). Organizational Commitment, Personnel Psychology and Human Resources Management: A Reader for Students and Practitioners içinde (289-342). Almanya: Wiley.
• Mowday, R. T. (1998). Reflections on the study and relevance of organizational commitment. Human Resource Management Review, 8(4), 387-401.
• Morrow, P. C. (2011). Managing organizational commitment: Insights from longitudinal research. Journal of Vocational Behavior, 79(1), 18-35.
• Nguyen, H. N., Le, Q. H., Tran, Q. B., Tran, T. H. M., Nguyen, T. H. Y., & Nguyen, T. T. Q. (2020). The impact of organizational commitment on employee motivation: A study in Vietnamese enterprises. The Journal of Asian Finance, Economics and Business, 7(6), 439-447.
• Radosavljević, Ž., Ćilerdžić, V., & Dragić, M. (2017). Employee organizational commitment. International Review, (1-2), 18-26.
• Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. The Academy of Management Review, 10(3), 465–476.
• Ridwan, M., Mulyani, S. R., & Ali, H. (2020). Improving employee performance through perceived organizational support, organizational commitment and organizational citizenship behavior. Systematic Reviews in Pharmacy, 11(12), 839-849.
• Robbins, S. P. ve Judge, T. (2015). Organizational behavior. 15. Edition, South Africa: Pearson Education.
• Rocha, F. D. S., Cardoso, L. & Tordera, N. (2008). The importance of organizational commitment to knowledge management, . Comportamento Organizacional E Gestão, 14(2), 211-232.
• Rowden, R. W. (2000). The relationship between charismatic leadership behaviors and organizational commitment. Leadership & Organization Development Journal, 21(1), 30-35.
• Sagituly, G. ve Guo J. (2023). Job satisfaction and organizational commitment: comparing generations X and Y. Innovation: The European Journal of Social Science Research , 1-20.
• Sağcan, A. (2013). Özel Dershanelerde Görev Yapan Öğretmenlerin İş Tatminleri ve Örgütsel Bağlılıkları Arasındaki Etkileşim ile İlgili Bir Araştırma, Yayınlanmamış Yüksek Lisans Tezi, Uşak Üniversitesi Sosyal Bilimler Enstitüsü, Uşak.
• Salami, S. O. (2008). Demographic and psychological factors predicting organizational commitment among industrial workers. Anthropologist, 10(1), 31-38.
• Sungu, L. J., Weng, Q., & Xu, X. (2019). Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership. International Journal of Selection and Assessment, 27(3), 280-290.
• Tansky, J. W., Gallagher, D. G., & Wetzel, K. W. (1997). The effect of demographics, work status, and relative equity on organizational commitment: looking among part‐time workers. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 14(3), 315-326.
• Tayfun, A., Palavar, K. & Yazıcıoğlu, İ. (2008). Otel işletmelerinde çalışan iş görenlerin örgütsel bağlılık düzeylerinin çeşitli değişkenlere göre incelenmesi, Kamu-İş Dergisi, IX(4), 1-22.
• WeiBo, Z., Kaur, S. & Jun, W. (2010). New development of organizational commitment: A critical review (1960-2009). African Journal of Business Management, 4(1), 12.
• Walumbwa, F. O., Orwa, B., Wang, P., & Lawler, J. J. (2005). Transformational leadership, organizational commitment, and job satisfaction: A comparative study of Kenyan and US financial firms. Human Resource Revelopment Quarterly, 16(2), 235-256.
• Yahaya, R. ve Ebrahim, F. (2016), "Leadership styles and organizational commitment: literature review", Journal of Management Development, 35 (2), 190-216.
• Yüce, A. ve Kavak, O. (2017). İçsel pazarlama faaliyetlerinin örgütsel bağlılık ve işten ayrılma niyeti üzerindeki etkisi: bir araştırma, Cataloging-In-Publication Data, III(3), 79-96.
• Zhang, L. F. ve Xie, Z. (2022). Research agendas and organizational commitment among academics in mainland China. Higher Education, 1-20.