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Kariyer Bağlılığı, Mesleki Bağlılık ve Örgütsel Bağlılığın Yaşam Tatmini Üzerindeki Etkisi: İş-Aile Çatışmasının Rolü

Year 2007, Issue: 28, - , 01.05.2007

Doç. Dr. Mahmut Özdevecioğlu Arş. Gör. Aylin Aktaş

Abstract

Bu çalışmada bireylerin mesleklerine, kariyerlerine ve örgütlerine bağlı olmalarının onların yaşam tatminlerini nasıl etkilediği ve bu etkileşimde iş-aile çatışmasının aracılık rolü ele alınmıştır. Antalya ve Nevşehir illerindeki turistik tesislerde 406 çalışan ile yapılan araştırmada bu üç bağlılık türünün yaşam tatmini ile pozitif yönlü ilişkiye sahip olduğu belirlenmiştir. Yapılan path analizi ile de üç bağlılık türünün yaşam tatmini üzerindeki dolaylı etkilerinin doğrudan etkilerinden daha yüksek olduğu yani, iş-aile çatışmasının etkileri daha da pozitifleştirici, anlamlı bir aracılık etkisine sahip olduğu tespit edilmiştir. Ayrıca, iş-aile çatışmasının yaşam tatmini ile negatif yönlü bir ilişkiye sahip olduğu ve iş-aile çatışmasının yaşam tatminini negatif yönde etkilediği sonucu da bulgular arasında yer almıştır

Keywords

Kariyer bağlılığı mesleki bağlılık örgütsel bağlılık yaşam tatmini işaile çatışması

References

  • ARTHUR, C.C.; D.T HALL ve B.S. LAWRENCE; (1989), “Generating New Directions in Career Theory: The Case For A Transdisciplinary Approach”, in Arthur, M.B.; D. T. Hall, ve B. S. Lawrence (Eds), Handbook of Career Theory, Cambridge University Press, Cambridge, ss. 7-25.
  • BLAU, G. J.; (1985), “The Measurement and Prediction of Career Commitment”, Journal of Occupational Psychology, 58, ss. 277- 288.
  • BRUCK, Carly S. ve D. A. TAMMY; (2003), “The Relationship Between Big Five Personality Traits, Negative Affectivity, Type A Behavior, and Work-Family Conflict”, Journal of Vocational Behavior, 63, ss.457- 472.
  • CAPPELLI, P. vd.; (1997), Change at Work, Oxford University Press, New York, NY.
  • CARSON, K. ve A. BEDEIAN; (1994). “Career Commitment: Construction of a Measure and Examination of Its Psychometric Properties”, Journal of Vocational Behavior, 44, ss. 237–262.
  • CARSON, K. D.; P. P. CARSON; C. ROE; B. J. BIRKENMEIER ve J. S. PHILIS; (1999), “Four Commitment Profiles and Their Relationships to Empowerment, Service Recovery, and Work Attitudes”, Public Personnel Management, 28, ss. 1-13.
  • CHENG, E.W.L. ve D. C. K. HO (2001), “The Influence of Job and Career Attitudes on Learning Motivation And Transfer”, Career Development International, 6(1), ss. 20-7.
  • COLLARELLI S. ve R. BISOP; (1990), “Career Commitment: Functions, Correlates, and Management”, Group and Organization Studies, 15, ss. 158–176.
  • DASTMALCHIAN, A. B. ve R. ADAMSON; (1991). The Climate of Workplace Relations, London: Routledge.
  • DAVIS, K. ve J. W. NEWSTROM; (1989), Human Behavior at Work: Organizational Behavior (8th ed.), New York: McGraw Hill.
  • DIENER, E.; (1984), “Subjective Well-Being”, Psychologicial Bulletin, 95, No. 3, ss. 542-575.
  • DOCKERY, A.; (2004), Happiness, Life Satisfaction and The Role of Work: Evidence from Two Australian Surveys, Unpublished Mimeo.
  • DONOVAN, N. ve D. HALPERN; (2002), “Life Satisfaction” (Cabinet Office Strategy Unit, London), İnternet Adresi: www.wcfia.harvard.edu/con ferences/socialcapital/papers.asp, Erişim tarihi: 10.11.2005.
  • DUBRIN, A. J.; (1997), Fundamentals of Organizational Behavior, South- Western College Publishing, Cincinnati, Ohio.
  • ERWIN, P. J. ve R. D. IVERSON; (1994), “Strategies in Absence Management”, Asia Pacific Journal of Human Resources, 32(3), ss.13-32.
  • FARREL, D. ve C. E. RUSBULT; (1981), “Exchange Variables as Predictors of Job Satisfaction, Job Commitment and Turnover: The Impact of Rewards, Costs, Alternatives and Investments”, Organizational Behavior and Human Performance, 28, ss. 78-95.
  • FRONE, M. R. ve M. L. COOPER; (1992), “Prevalence of Work-Family Conflict: Are Work and Family Boundraies Asymmetrically Permeable?” Journal of Organizational Behavior, 13(7), December, ss. 723-729.
  • GEORGE, J. M. ve A. P. BRIEF; (1992), “Feeling Good-Doing Good: A Conceptual Analysis of The Mood at Work-Organizational Spontaneity Relationship”, Psychological Bulletin, 112, ss. 310-329.
  • GOULDNER, A. W.; (1957), “Cosmopolitans and Locals: Toward an Analysis of Latent Social Roles – I”, Administrative Science Quarterly, 2, ss. 281-306.
  • GREENHAUS, J. H.; K. M. COLLINS ve J. D. SHAW; (2003), “The Relation Between Work-Family Balance and Quality of Life”, Journal of Vocational Behavior, 63, ss. 510-531.
  • GREENHUAS, JH, G.A. CALLANAN ve V.M. GODSHALK, (2000), Career Management (Third ed.) Orlando FL: The Dryden Press.
  • GÜNEY, S; (2004), Açıklamalı Yönetim-Organizasyon ve Örgütsel Davra- nış Terimler Sözlüğü, Ankara: Siyasal Kitabevi.
  • HALL, D. T. ve J. E. MOSS; (1998), “The New Protean Career Contract: Helping Organizations and Employees Adapt”, Organizational Dynamics, Winter, 26(3), ss. 22 - 37.
  • HANDY, C.; (1994), The Empty Raincoat, Hutchinson, London.,
  • HELLER, D.; T. A. JUDGE ve D. WATSON; (2002), “The Confounding Role of Personality and Trait Affectivity in The Relationship Between Job and Life Satisfaction”, Journal of Organizational Behavior, 23, ss. 815-835.
  • HERSCOVITCH, L. ve J. P. MEYER; (2002), “Commitment to Organizational Change: Extension of a Three-Component Model”, Journal of Applied Psychology, 87, ss. 474–487.
  • HILL, E. J.; (2005), “Work-Family Facilitation and Conflict, Working Fathers and Mothers, Work-family Stressors and Support”, Journal of Family Issues, 26(6,) September, ss. 793-819.
  • IVERSON, R. D. ve P. ROY; (1994), “A Causal Model of Behavioural Commitment: Evidence from a Study of Australian Blue-Collar Employees”, Journal of Management, 20(1), ss.15-41.
  • IVERSON, R. D.; (1992), Employee Intent to Stay: An Ampirical Test of Revision of The Price and Muiller Model, The University of Iowa.
  • IVERSON, R. D.; (1996), “Employees Acceptance of Organizational Change: The Role of Organizational Commitment”, International Journal of Human Resource Management, 7(1), ss.122-149.
  • IVERSON, R. D.; S. J. DEERY ve P. J. ERWIN; (1995), “Absenteeism in the Health Services Sector: A Causal Model and Intervention Strategies”, AGPS, ss.257-294.
  • JUDGE, T. A.; E. A. LOCKE; C. C. DURHAM ve A. N. KLUGER; (1998), “Dispositional Effects on Job and Life Satisfaction: The Role of Core Evaluation”, Journal of Applied Psychology, 83, ss. 17-34.
  • JUDGE, T.A. ve E.A. LOCKE; (1993), “Effect of Dysfunctional Thuoguht Processes on Subjective Well-Being and Job Satisfaction”, Journal of Applied Psychology, 78, ss. 475-490.
  • KHAKOO, I. G.; (2004), University of Michigan, Ann Arbor December 14, Quality of Life: Satısfactıon & Its Subjectıve Determınants: İnternet Adresi: http://www.datafirst.uct.ac.za/saproject/sa_project/workshop/spp_proj ects/project.imraan.khakoo.pdf, Erişim tarihi: 20.04.2007
  • KIESLER, C. A.; (1971), The Psychology of Commitment: Experiments Linking Behavior to Belief, Academic Press, New York, NY.
  • KIM, J. L. S. ve C. S. LING; (2001), “Work-Family Conflict of Women Entrepreneurs in Singapore”, Women in Management Review, 16(5), ss. 204-221.
  • KINNUNEN, U.; S. GEURTS ve S. MAUNO; (2004), “Work-to-Family Conflict and Its Relationship With Satisfaction and Well-Being: A One-Year Longitudinal Study on Gender Differences”, Work & Stres, January-March, 18(1), ss.1-22.
  • KREITNER, R. ve A. KINICKI; (2004), Organizational Behavior, Sixth Edition, Irwin McGraw Hill, New York.
  • LAWLER, E. E. (1971), Pay and Organizaitonal Effectiveness, New York: McGraw-Hill.
  • LEE, K.; J. CARSWELL ve N. ALLEN; (2000), “A Meta-Analytic Review of Occupational Commitment: Relations with Person and Work-Related Variables,” Journal of Applied Psychology, 85(5), ss. 799-811.
  • LEONG, C. S.; A. FURNHAM ve C. L. COOPER; (1996), “The Moderating Effect of Organisational Commitment on The Occupational Stress Outcome Relationship”, Human Relations, 49(10), ss.1345–1363.
  • LO, S.; (2003), “Perceptions of Work-Family Conflict Among Married Female Professionals in Hong Kong”, Personnel Review, 32(3), ss. 376-390.
  • LOHER, B. T.; R. A. NOE; N. L. MOELLER ve M. P. FITZGERALD; (1985), “A Meta Analysis of the Relation of Job Characteristics to Job Satisfaction”, Journal of Applied Psychology, 70(2), ss. 280-289.
  • LORENZ, E.H.; (1992), “Trust and The Flexible Firm: International Comparisons”, Industrial Relations, 31(3), ss. 455-472.
  • LOSCOCCO K. A. ve A. R.ROSCHELLE; (1991), “Influences on the Quality of Work and Nonwork Life: Two Decades in Review”, Journal of Vocational Behavior, 39.
  • MADSEN, S. R.; (2003), “The Effects of Home-Based Teleworking on Work- Family Conflict”, Human Resource Development Quarterly, 14 (1), ss. 35-58.
  • MARCHESE, M. C.; G. BASSHAM ve J. RYAN; (2002), “Work Family Conflict: A Virtue Ethics Analysis”, Journal of Business Ethics, 40, ss. 145-154.
  • MARTIN, T.N.; (1979), “A Contextual Model of Employee Turnover Intentions”, Academy of Management Journal, 22, ss.313-324.
  • MELLOR, S., J.E. MATHIEU, J.L. FARELL ve S.G. ROGELBERG, (2001), Employee’s Nonwork Obligations and Organizational Commitments: A New Way to Look at the Relationships; Human Resources Management, 40(20), ss. 171-184.
  • MEYER, J. P. ve N.J. ALLEN; (1997), Commitment in the Workplace, Sage, Thousand Oaks.
  • MILLER, D.C.; (1991), Handbook of Research Design and Social Measurement, 5.th ed., CA: Sage Publications.
  • MORROW, P. C.; (1983), “Concept Redundancy in Organizational Research: The Case of Work Commitment”, Academy of Management Review, 8, ss. 486-500.
  • MOWDAY, R. T.; R. M. STEERS ve L. W. PORTER; (1979), “The Measurement of Organizational Commitment”, Journal of Vocational Behavior, 14, ss. 244-247.
  • MOWDAY, R.; R. STEERS ve L. PORTER; (1982), “Employee-Organisation Linkages: The Psychology of Commitment”, Absenteeism and Turnover, Academic Press, London.
  • MUELLER, C.W., J.E. WALLACE, ve J.L. PRICE, (1992), "Employee Commitment: Resolving Some İssues", Work and Occupations, 19(3), ss. 211-36.
  • NADKARNI, S. ve B.W. STENING,; (1989), “Human Resource Management in Remote Communities”, Asia Pasific Human Resource Management, 27(3), ss.41-63.
  • NOLLEN, S. ve H. AXEL; (1996), Managing Contingent Workers, American Management, New York, NY.
  • NOOR, N. M.; (2004), “Work-Family Conflict, Work-and Family Role Salience, and Women’s Well-Being”, The Journal of Social Psychology, 144(4), ss. 389-405.
  • PARASURAMAN, S. ve C. A. SIMMERS; (2001), “Type of Employment, Work-Family Conflict and Well-Being: A Comparative Study”, Journal of Organizational Behavior, 22, ss. 551-568.
  • PAVOT, W. ve E. DIENER; (1993), “Review of the Satisfaction with Life Scale”, Psychological Assessment, 5, ss. 164-172.
  • PRICE, J. L. ve C. W. MUELLER,; (1981), “A Causel Model of Turnover for Nurses”, Academy of Management Journal, 24, ss. 543-565.
  • SARIS, W.E.,A.C. SCHERPENZEEL, R. VEENHOVEN, ve B. BUNTING, (eds) (1996), “A Comparative Study of Satisfaction with Life in Europe” Eotvos University Press, Budapest, ss. 201-220.
  • SAVERY, L. K. ve P. D. SYME; (1996), “Organizational Commitment and Hospital Pharmacists”, Journal of Management Development, 15(1), ss. 14-22.
  • STEERS, R. (1977), "Antecedents and Outcomes of Organizational commitment", Administrative Science Quarterly, 22, ss.46-56.
  • VOYDANOFF, P.; (1988), “Work Role Characteristics, Family Structure Demands and Work Family Conflict”, Journal of Marriage and Family, 50, ss. 749-761.
  • VOYDANOFF, P.; (2005), “Work Demands and Work-to-Family and Family- to-Work Conflict: Direct and Indirect Relationships”, Journal of Family Issues, 26(6), September, ss.707-726.
  • WATSON, D.; J. W. PENNEBAKER ve R. FOLGER; (1987), “Beyond Negative Affectivity: Measuring Stress and Satisfaction in The Workplace”, Journal of Organizational Behavior Management, 8, ss. 141-157.
  • WILLIAMS, L. J. ve J. T. HAZER; (1986), “Antecedents and Consequences of Satisfaction and Commitment in Turnover Models: A Reanalysis Using Latent Variable Structural Equation Methods”, Journal of Applied Psychology, 71, ss. 219-231.

Year 2007, Issue: 28, - , 01.05.2007

Doç. Dr. Mahmut Özdevecioğlu Arş. Gör. Aylin Aktaş

Abstract

References

  • ARTHUR, C.C.; D.T HALL ve B.S. LAWRENCE; (1989), “Generating New Directions in Career Theory: The Case For A Transdisciplinary Approach”, in Arthur, M.B.; D. T. Hall, ve B. S. Lawrence (Eds), Handbook of Career Theory, Cambridge University Press, Cambridge, ss. 7-25.
  • BLAU, G. J.; (1985), “The Measurement and Prediction of Career Commitment”, Journal of Occupational Psychology, 58, ss. 277- 288.
  • BRUCK, Carly S. ve D. A. TAMMY; (2003), “The Relationship Between Big Five Personality Traits, Negative Affectivity, Type A Behavior, and Work-Family Conflict”, Journal of Vocational Behavior, 63, ss.457- 472.
  • CAPPELLI, P. vd.; (1997), Change at Work, Oxford University Press, New York, NY.
  • CARSON, K. ve A. BEDEIAN; (1994). “Career Commitment: Construction of a Measure and Examination of Its Psychometric Properties”, Journal of Vocational Behavior, 44, ss. 237–262.
  • CARSON, K. D.; P. P. CARSON; C. ROE; B. J. BIRKENMEIER ve J. S. PHILIS; (1999), “Four Commitment Profiles and Their Relationships to Empowerment, Service Recovery, and Work Attitudes”, Public Personnel Management, 28, ss. 1-13.
  • CHENG, E.W.L. ve D. C. K. HO (2001), “The Influence of Job and Career Attitudes on Learning Motivation And Transfer”, Career Development International, 6(1), ss. 20-7.
  • COLLARELLI S. ve R. BISOP; (1990), “Career Commitment: Functions, Correlates, and Management”, Group and Organization Studies, 15, ss. 158–176.
  • DASTMALCHIAN, A. B. ve R. ADAMSON; (1991). The Climate of Workplace Relations, London: Routledge.
  • DAVIS, K. ve J. W. NEWSTROM; (1989), Human Behavior at Work: Organizational Behavior (8th ed.), New York: McGraw Hill.
  • DIENER, E.; (1984), “Subjective Well-Being”, Psychologicial Bulletin, 95, No. 3, ss. 542-575.
  • DOCKERY, A.; (2004), Happiness, Life Satisfaction and The Role of Work: Evidence from Two Australian Surveys, Unpublished Mimeo.
  • DONOVAN, N. ve D. HALPERN; (2002), “Life Satisfaction” (Cabinet Office Strategy Unit, London), İnternet Adresi: www.wcfia.harvard.edu/con ferences/socialcapital/papers.asp, Erişim tarihi: 10.11.2005.
  • DUBRIN, A. J.; (1997), Fundamentals of Organizational Behavior, South- Western College Publishing, Cincinnati, Ohio.
  • ERWIN, P. J. ve R. D. IVERSON; (1994), “Strategies in Absence Management”, Asia Pacific Journal of Human Resources, 32(3), ss.13-32.
  • FARREL, D. ve C. E. RUSBULT; (1981), “Exchange Variables as Predictors of Job Satisfaction, Job Commitment and Turnover: The Impact of Rewards, Costs, Alternatives and Investments”, Organizational Behavior and Human Performance, 28, ss. 78-95.
  • FRONE, M. R. ve M. L. COOPER; (1992), “Prevalence of Work-Family Conflict: Are Work and Family Boundraies Asymmetrically Permeable?” Journal of Organizational Behavior, 13(7), December, ss. 723-729.
  • GEORGE, J. M. ve A. P. BRIEF; (1992), “Feeling Good-Doing Good: A Conceptual Analysis of The Mood at Work-Organizational Spontaneity Relationship”, Psychological Bulletin, 112, ss. 310-329.
  • GOULDNER, A. W.; (1957), “Cosmopolitans and Locals: Toward an Analysis of Latent Social Roles – I”, Administrative Science Quarterly, 2, ss. 281-306.
  • GREENHAUS, J. H.; K. M. COLLINS ve J. D. SHAW; (2003), “The Relation Between Work-Family Balance and Quality of Life”, Journal of Vocational Behavior, 63, ss. 510-531.
  • GREENHUAS, JH, G.A. CALLANAN ve V.M. GODSHALK, (2000), Career Management (Third ed.) Orlando FL: The Dryden Press.
  • GÜNEY, S; (2004), Açıklamalı Yönetim-Organizasyon ve Örgütsel Davra- nış Terimler Sözlüğü, Ankara: Siyasal Kitabevi.
  • HALL, D. T. ve J. E. MOSS; (1998), “The New Protean Career Contract: Helping Organizations and Employees Adapt”, Organizational Dynamics, Winter, 26(3), ss. 22 - 37.
  • HANDY, C.; (1994), The Empty Raincoat, Hutchinson, London.,
  • HELLER, D.; T. A. JUDGE ve D. WATSON; (2002), “The Confounding Role of Personality and Trait Affectivity in The Relationship Between Job and Life Satisfaction”, Journal of Organizational Behavior, 23, ss. 815-835.
  • HERSCOVITCH, L. ve J. P. MEYER; (2002), “Commitment to Organizational Change: Extension of a Three-Component Model”, Journal of Applied Psychology, 87, ss. 474–487.
  • HILL, E. J.; (2005), “Work-Family Facilitation and Conflict, Working Fathers and Mothers, Work-family Stressors and Support”, Journal of Family Issues, 26(6,) September, ss. 793-819.
  • IVERSON, R. D. ve P. ROY; (1994), “A Causal Model of Behavioural Commitment: Evidence from a Study of Australian Blue-Collar Employees”, Journal of Management, 20(1), ss.15-41.
  • IVERSON, R. D.; (1992), Employee Intent to Stay: An Ampirical Test of Revision of The Price and Muiller Model, The University of Iowa.
  • IVERSON, R. D.; (1996), “Employees Acceptance of Organizational Change: The Role of Organizational Commitment”, International Journal of Human Resource Management, 7(1), ss.122-149.
  • IVERSON, R. D.; S. J. DEERY ve P. J. ERWIN; (1995), “Absenteeism in the Health Services Sector: A Causal Model and Intervention Strategies”, AGPS, ss.257-294.
  • JUDGE, T. A.; E. A. LOCKE; C. C. DURHAM ve A. N. KLUGER; (1998), “Dispositional Effects on Job and Life Satisfaction: The Role of Core Evaluation”, Journal of Applied Psychology, 83, ss. 17-34.
  • JUDGE, T.A. ve E.A. LOCKE; (1993), “Effect of Dysfunctional Thuoguht Processes on Subjective Well-Being and Job Satisfaction”, Journal of Applied Psychology, 78, ss. 475-490.
  • KHAKOO, I. G.; (2004), University of Michigan, Ann Arbor December 14, Quality of Life: Satısfactıon & Its Subjectıve Determınants: İnternet Adresi: http://www.datafirst.uct.ac.za/saproject/sa_project/workshop/spp_proj ects/project.imraan.khakoo.pdf, Erişim tarihi: 20.04.2007
  • KIESLER, C. A.; (1971), The Psychology of Commitment: Experiments Linking Behavior to Belief, Academic Press, New York, NY.
  • KIM, J. L. S. ve C. S. LING; (2001), “Work-Family Conflict of Women Entrepreneurs in Singapore”, Women in Management Review, 16(5), ss. 204-221.
  • KINNUNEN, U.; S. GEURTS ve S. MAUNO; (2004), “Work-to-Family Conflict and Its Relationship With Satisfaction and Well-Being: A One-Year Longitudinal Study on Gender Differences”, Work & Stres, January-March, 18(1), ss.1-22.
  • KREITNER, R. ve A. KINICKI; (2004), Organizational Behavior, Sixth Edition, Irwin McGraw Hill, New York.
  • LAWLER, E. E. (1971), Pay and Organizaitonal Effectiveness, New York: McGraw-Hill.
  • LEE, K.; J. CARSWELL ve N. ALLEN; (2000), “A Meta-Analytic Review of Occupational Commitment: Relations with Person and Work-Related Variables,” Journal of Applied Psychology, 85(5), ss. 799-811.
  • LEONG, C. S.; A. FURNHAM ve C. L. COOPER; (1996), “The Moderating Effect of Organisational Commitment on The Occupational Stress Outcome Relationship”, Human Relations, 49(10), ss.1345–1363.
  • LO, S.; (2003), “Perceptions of Work-Family Conflict Among Married Female Professionals in Hong Kong”, Personnel Review, 32(3), ss. 376-390.
  • LOHER, B. T.; R. A. NOE; N. L. MOELLER ve M. P. FITZGERALD; (1985), “A Meta Analysis of the Relation of Job Characteristics to Job Satisfaction”, Journal of Applied Psychology, 70(2), ss. 280-289.
  • LORENZ, E.H.; (1992), “Trust and The Flexible Firm: International Comparisons”, Industrial Relations, 31(3), ss. 455-472.
  • LOSCOCCO K. A. ve A. R.ROSCHELLE; (1991), “Influences on the Quality of Work and Nonwork Life: Two Decades in Review”, Journal of Vocational Behavior, 39.
  • MADSEN, S. R.; (2003), “The Effects of Home-Based Teleworking on Work- Family Conflict”, Human Resource Development Quarterly, 14 (1), ss. 35-58.
  • MARCHESE, M. C.; G. BASSHAM ve J. RYAN; (2002), “Work Family Conflict: A Virtue Ethics Analysis”, Journal of Business Ethics, 40, ss. 145-154.
  • MARTIN, T.N.; (1979), “A Contextual Model of Employee Turnover Intentions”, Academy of Management Journal, 22, ss.313-324.
  • MELLOR, S., J.E. MATHIEU, J.L. FARELL ve S.G. ROGELBERG, (2001), Employee’s Nonwork Obligations and Organizational Commitments: A New Way to Look at the Relationships; Human Resources Management, 40(20), ss. 171-184.
  • MEYER, J. P. ve N.J. ALLEN; (1997), Commitment in the Workplace, Sage, Thousand Oaks.
  • MILLER, D.C.; (1991), Handbook of Research Design and Social Measurement, 5.th ed., CA: Sage Publications.
  • MORROW, P. C.; (1983), “Concept Redundancy in Organizational Research: The Case of Work Commitment”, Academy of Management Review, 8, ss. 486-500.
  • MOWDAY, R. T.; R. M. STEERS ve L. W. PORTER; (1979), “The Measurement of Organizational Commitment”, Journal of Vocational Behavior, 14, ss. 244-247.
  • MOWDAY, R.; R. STEERS ve L. PORTER; (1982), “Employee-Organisation Linkages: The Psychology of Commitment”, Absenteeism and Turnover, Academic Press, London.
  • MUELLER, C.W., J.E. WALLACE, ve J.L. PRICE, (1992), "Employee Commitment: Resolving Some İssues", Work and Occupations, 19(3), ss. 211-36.
  • NADKARNI, S. ve B.W. STENING,; (1989), “Human Resource Management in Remote Communities”, Asia Pasific Human Resource Management, 27(3), ss.41-63.
  • NOLLEN, S. ve H. AXEL; (1996), Managing Contingent Workers, American Management, New York, NY.
  • NOOR, N. M.; (2004), “Work-Family Conflict, Work-and Family Role Salience, and Women’s Well-Being”, The Journal of Social Psychology, 144(4), ss. 389-405.
  • PARASURAMAN, S. ve C. A. SIMMERS; (2001), “Type of Employment, Work-Family Conflict and Well-Being: A Comparative Study”, Journal of Organizational Behavior, 22, ss. 551-568.
  • PAVOT, W. ve E. DIENER; (1993), “Review of the Satisfaction with Life Scale”, Psychological Assessment, 5, ss. 164-172.
  • PRICE, J. L. ve C. W. MUELLER,; (1981), “A Causel Model of Turnover for Nurses”, Academy of Management Journal, 24, ss. 543-565.
  • SARIS, W.E.,A.C. SCHERPENZEEL, R. VEENHOVEN, ve B. BUNTING, (eds) (1996), “A Comparative Study of Satisfaction with Life in Europe” Eotvos University Press, Budapest, ss. 201-220.
  • SAVERY, L. K. ve P. D. SYME; (1996), “Organizational Commitment and Hospital Pharmacists”, Journal of Management Development, 15(1), ss. 14-22.
  • STEERS, R. (1977), "Antecedents and Outcomes of Organizational commitment", Administrative Science Quarterly, 22, ss.46-56.
  • VOYDANOFF, P.; (1988), “Work Role Characteristics, Family Structure Demands and Work Family Conflict”, Journal of Marriage and Family, 50, ss. 749-761.
  • VOYDANOFF, P.; (2005), “Work Demands and Work-to-Family and Family- to-Work Conflict: Direct and Indirect Relationships”, Journal of Family Issues, 26(6), September, ss.707-726.
  • WATSON, D.; J. W. PENNEBAKER ve R. FOLGER; (1987), “Beyond Negative Affectivity: Measuring Stress and Satisfaction in The Workplace”, Journal of Organizational Behavior Management, 8, ss. 141-157.
  • WILLIAMS, L. J. ve J. T. HAZER; (1986), “Antecedents and Consequences of Satisfaction and Commitment in Turnover Models: A Reanalysis Using Latent Variable Structural Equation Methods”, Journal of Applied Psychology, 71, ss. 219-231.
There are 68 citations in total.

Details

Primary Language Turkish
Journal Section Makaleler
Authors

Doç. Dr. Mahmut Özdevecioğlu This is me

Arş. Gör. Aylin Aktaş This is me

Publication Date May 1, 2007
Published in Issue Year 2007 Issue: 28

Cite

APA Özdevecioğlu, D. D. M., & Aktaş, A. . G. . A. (2007). Kariyer Bağlılığı, Mesleki Bağlılık ve Örgütsel Bağlılığın Yaşam Tatmini Üzerindeki Etkisi: İş-Aile Çatışmasının Rolü. Erciyes Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi(28).

Ethical Principles and Ethical Guidelines

The Journal of Erciyes University Faculty of Economics and Administrative Sciences places great emphasis on publication ethics, which serve as a foundation for the impartial and reputable advancement of scientific knowledge. In this context, the journal adopts a publishing approach aligned with the ethical standards set by the Committee on Publication Ethics (COPE) and is committed to preventing potential malpractice. The following ethical responsibilities, established based on COPE’s principles, are expected to be upheld by all stakeholders involved in the publication process (authors, readers and researchers, publishers, reviewers, and editors).

Ethical Responsibilities of Editors
Make decisions on submissions based on the quality and originality of the work, its alignment with the journal's aims and scope, and the reviewers’ evaluations, regardless of the authors' religion, language, race, ethnicity, political views, or gender.
Respond to information requests from readers, authors, and reviewers regarding the publication and evaluation processes.
Conduct all processes without compromising ethical standards and intellectual property rights.
Support freedom of thought and protect human and animal rights.
Ensure the peer review process adheres to the principle of double-blind peer review.
Take full responsibility for accepting, rejecting, or requesting changes to a manuscript and ensure that conflicts of interest among stakeholders do not influence these decisions.
Ethical Responsibilities of Authors
Submitted works must be original. When utilizing other works, proper and complete citations and/or references must be provided.
A manuscript must not be under review by another journal simultaneously.
Individuals who have not contributed to the experimental design, implementation, data analysis, or interpretation should not be listed as authors.
If requested during the review process, datasets used in the manuscript must be provided to the editorial board.
If a significant error or mistake is discovered in the manuscript, the journal’s editorial office must be notified.
For studies requiring ethical committee approval, the relevant document must be submitted to the journal. Details regarding the ethical approval (name of the ethics committee, approval document number, and date) must be included in the manuscript.
Changes to authorship (e.g., adding or removing authors, altering the order of authors) cannot be proposed after the review process has commenced.
Ethical Responsibilities of Reviewers
Accept review assignments only in areas where they have sufficient expertise.
Agree to review manuscripts in a timely and unbiased manner.
Ensure confidentiality of the reviewed manuscript and not disclose any information about it, during or after the review process, beyond what is already published.
Refrain from using information obtained during the review process for personal or third-party benefit.
Notify the journal editor if plagiarism or other ethical violations are suspected in the manuscript.
Conduct reviews objectively and avoid conflicts of interest. If a conflict exists, the reviewer should decline the review.
Use polite and constructive language during the review process and avoid personal comments.
Publication Policy
The Journal of Erciyes University Faculty of Economics and Administrative Sciences is a free, open-access, peer-reviewed academic journal that has been in publication since 1981. The journal welcomes submissions in Turkish and English within the fields of economics, business administration, public finance, political science, public administration, and international relations.

No submission or publication fees are charged by the journal.
Every submitted manuscript undergoes a double-blind peer review process and similarity/plagiarism checks via iThenticate.
Submissions must be original and not previously published, accepted for publication, or under review elsewhere.
Articles published in the journal can be cited under the Open Access Policy and Creative Commons license, provided proper attribution is given.
The journal is published three times a year, in April, August, and December. It includes original, high-quality, and scientifically supported research articles and reviews in its listed fields. Academic studies unrelated to these disciplines or their theoretical and empirical foundations are not accepted. The journal's languages are Turkish and English.

Submissions are first subject to a preliminary review for format and content. Manuscripts not meeting the journal's standards are rejected by the editorial board. Manuscripts deemed suitable proceed to the peer review stage.

Each submission is sent to at least two expert reviewers. If both reviews are favorable, the article is approved for publication. In cases where one review is positive and the other negative, the editorial board decides based on the reviews or may send the manuscript to a third reviewer.

Articles published in the journal are open access and can be cited under the Creative Commons license, provided proper attribution is made.