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THE ROLE OF JOB ENGAGEMENT AND ORGANIZATIONAL-BASED SELF ESTEEM IN THE EFFECT OF ORGANIZATIONAL COMMITMENT ON JOB SATISFACTION: A STUDY ON INDUSTRIAL ENTERPRISES

Yıl 2022, Cilt: 6 Sayı: 10, 125 - 148, 31.08.2022

Gamze Güner Kibaroğlu , Bircan Güner , H. Nejat Basım

Öz

This study was conducted to examine the role of job engagement and organizational-based self-esteem in the effect of organizational commitment on job satisfaction. The research was carried out with data collected from 315 participants working in enterprises operating in the fields of industry. Since industrial enterprises of employees are groups that can differ in terms of their job satisfaction compared to other sectors employees, the research provides useful outputs for the field of activity. According to the results of the study, it was seen that the effect of organizational commitment on job satisfaction was in the same direction and significant. In addition, it has been revealed that employment has a partial mediator role between these two variables. This result shows that job retention can explain the cause-effect relationship between organizational commitment and job satisfaction Another finding of the study is that organization-based self-esteem has a moderating role in the effect of organizational commitment on job satisfaction. From this point of view, it is possible to say that organizational-based self-esteem can change the strength and level of the effect of organizational commitment on job satisfaction. It has also been determined that organizational-based self-esteem plays a moderator role in the effect of job engagement on job satisfaction.

Anahtar Kelimeler

Job Satisfaction Job Engagement Organizational-Besed Self-Esteem Organizational Commitment

Kaynakça

  • Afşar, S. T. (2011). Çalışma yaşam kalitesinin örgütsel bağlılık düzeyi üzerindeki etkisi: Devlet ve vakıf üniversitelerinde çalışan akademisyenler üzerine nicel bir araştırma. Yayınlanmamış doktora tezi, Hacettepe Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
  • Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational and Organizational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x.
  • Allen, N. J. & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3), 252–276. https://doi.org/10.1006/jvbe.1996.0043.
  • Bakker, A. B. & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P. & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187–200. https://doi.org/10.1080/02678370802393649.
  • Baron, R.M. & Kenny, D.A. (1986). The Moderator-Mediator Variable Distinction in Social Psychology Research: Conceptual, Strategic and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173.
  • Basım, N., & Şeşen, H. (2009). Örgütsel adalet algısı-örgütsel vatandaşlık davranışı ilişkisinde iş tatmininin aracılık rolü. 17 nci Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Eskişehir, 21-23 Mayıs.
  • Brockner J. (1988). Self-esteem at work: Research, theory, and practice. Lexington, MA: Lexington Books.
  • Brockner J. (1983). Low self-esteem and behavioral plasticity: Some implications. In , Wheeler L., Shaver P. R. (Eds.), Review of personality and social psychology, 4, 237–271. Beverly Hills, CA: Sage.
  • Brown, B. B. (2003). Employees’ Organizational Commitment and Their Perception of Supervisors’ Relations-Oriented and Task-Oriented Leadership Behaviors. Doctor of Philosophy, The Faculty of the Virginia Polytechnic Institute, State University.
  • Cao J., & Hamori M. (2015). The impact of management development practices on organizational commitment. Human Resource Management, 55(3), 499–517. https://doi.org/10.1002/hrm.2173.
  • Carver, C. S. & Scheier, M. F. (1982). Control Theory; A useful conceptual framework for personality-social, clinical, and health psychology. Psychological Bulletin, 92(1), 111-135. https://doi.org/10.1037/0033-2909.92.1.111.
  • Chen, F. F. (2007). Sensitivity of goodness of fit indexes to lack of measurement invariance. Structural Equation Modeling, 14(3), 464–504. https://doi.org/10.1080/10705510701301834.
  • Cohen, J. (1988). Statistical power analysis for the behavioral sciences. Mahwah, NJ: Erlbaum.
  • Çarıkçı, İ. H. & Küçükeşmen, E. (2017). Kamu çalışanlarının örgütsel bağlılık düzeylerinin demografik özelliklere göre analizi: Isparta örneği. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 22(3), 745-756.
  • Çetin, F., Basım, H. N. & Aydoğan, O. (2011). Örgütsel Bağlılığın Tükenmişlik ile İlişkisi: Öğretmenler Üzerine Bir Araştırma. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 25(0), 61- 70.
  • Çetin F. & Basım H. N. 2011. The Role of Resilience in the Attitudes of Job Satisfaction and Organizational Commitment. "Is, Güç" Industrial Relations and Human Resources Journal 13(3), 79‐94. https://doi.org/10.4026/1303-2860.2011.184.x.
  • Dağlı, A., Elçiçek, Z., & Hane, B., (2018). Örgütsel bağlılık ölçeğinin Türkçeye uyarlanması: Geçerlilik ve güvenirlilik çalışması. Elektronik Sosyal Bilimler Dergisi, 17(68), 1765-1777.
  • Ergin, C. (1997). Bir iş doyumu ölçümü olarak “iş betimlemesi ölçeği” geçerlik ve güvenirlik çalışması. Türk Psikoloji Dergisi, 12(39), 25–55.
  • Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.2307/3151312.
  • Gardner, D. G., Huang, G.-H., Niu, X., Pierce, J. L. & Lee, C. (2014). Organization‐based self‐esteem, psychological contract fulfillment, and perceived employment opportunities: A Test of self‐regulatory theory. Human Resource Management, 54(6), 933-953. https://doi.org/10.1002/hrm.21648.
  • Gardner D. G., Pierce J. L. 1998. Self-esteem and self-efficacy within the organizational context. Group and Organization Management, 23, 48–70. https://doi.org/10.1177/1059601198231004
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  • Güler, M., Çetin, F. & Basım, H. N. (2017). Duygusal emek-performans ı̇lı̇şkı̇sı̇nde ı̇şe tutulmanın aracılık rolü. 5. Örgütsel Davranış Kongresi Bildiriler Kitabı, 330–338. http://dx.doi.org/10.11611/JMER532.
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ÖRGÜT BAĞLILIĞININ İŞ TATMİNİNE ETKİSİNDE İŞE TUTULMA VE ÖRGÜT TEMELLİ ÖZ SAYGININ ROLÜ: ENDÜSTRİYEL İŞLETMELER ÜZERİNE BİR ARAŞTIRMA

Yıl 2022, Cilt: 6 Sayı: 10, 125 - 148, 31.08.2022

Gamze Güner Kibaroğlu , Bircan Güner , H. Nejat Basım

Öz

Bu çalışma örgütsel bağlılığın iş tatminine etkisinde işe tutulma ve örgüt temelli öz saygının rolünü incelemek için yapılmıştır. Araştırma, Endüstri alanlarında faaliyet gösteren işletmelerde çalışan 315 katılımcıdan toplanan verilerle yürütülmüştür. Endüstri işletmeleri çalışanları, diğer sektör çalışanlarına göre iş tatmini sergilemeleri açısından farklılık gösterebilen gruplar olduğundan araştırma söz konusu faaliyet alanı için faydalı çıktılar sağlamaktadır. Çalışmanın sonuçlarına göre örgütsel bağlılığın iş tatminine etkisinin aynı yönde ve anlamlı olduğu görülmüştür. Bunun yanı sıra söz konusu iki değişken arasında işe tutulmanın kısmi aracı rolü olduğu da ortaya çıkarılmıştır. Bu sonuç, işe tutulmanın, örgütsel bağlılık ile iş tatmini arasındaki etkide neden-sonuç ilişkisini açıklayabileceğini göstermektedir. Çalışmanın bir diğer bulgusu, örgütsel bağlılığın iş tatminine etkisinde örgüt temelli öz saygının düzenleyici rolünün olduğudur. Bu noktadan hareketle örgüt temelli öz saygının, örgütsel bağlılığın iş tatminine yaptığı etkinin gücünü ve şiddetini değiştirebileceğini söylemek mümkündür. Ayrıca örgüt temelli öz saygının, işe tutulmanın iş tatminine olan etkisinde düzenleyici rol üstlendiği de belirlenmiştir.

Anahtar Kelimeler

İş Tatmini İşe Tutulma Örgüt Temelli Öz Saygı Örgütsel Bağlılık

Kaynakça

  • Afşar, S. T. (2011). Çalışma yaşam kalitesinin örgütsel bağlılık düzeyi üzerindeki etkisi: Devlet ve vakıf üniversitelerinde çalışan akademisyenler üzerine nicel bir araştırma. Yayınlanmamış doktora tezi, Hacettepe Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
  • Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational and Organizational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x.
  • Allen, N. J. & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3), 252–276. https://doi.org/10.1006/jvbe.1996.0043.
  • Bakker, A. B. & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P. & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187–200. https://doi.org/10.1080/02678370802393649.
  • Baron, R.M. & Kenny, D.A. (1986). The Moderator-Mediator Variable Distinction in Social Psychology Research: Conceptual, Strategic and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173.
  • Basım, N., & Şeşen, H. (2009). Örgütsel adalet algısı-örgütsel vatandaşlık davranışı ilişkisinde iş tatmininin aracılık rolü. 17 nci Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Eskişehir, 21-23 Mayıs.
  • Brockner J. (1988). Self-esteem at work: Research, theory, and practice. Lexington, MA: Lexington Books.
  • Brockner J. (1983). Low self-esteem and behavioral plasticity: Some implications. In , Wheeler L., Shaver P. R. (Eds.), Review of personality and social psychology, 4, 237–271. Beverly Hills, CA: Sage.
  • Brown, B. B. (2003). Employees’ Organizational Commitment and Their Perception of Supervisors’ Relations-Oriented and Task-Oriented Leadership Behaviors. Doctor of Philosophy, The Faculty of the Virginia Polytechnic Institute, State University.
  • Cao J., & Hamori M. (2015). The impact of management development practices on organizational commitment. Human Resource Management, 55(3), 499–517. https://doi.org/10.1002/hrm.2173.
  • Carver, C. S. & Scheier, M. F. (1982). Control Theory; A useful conceptual framework for personality-social, clinical, and health psychology. Psychological Bulletin, 92(1), 111-135. https://doi.org/10.1037/0033-2909.92.1.111.
  • Chen, F. F. (2007). Sensitivity of goodness of fit indexes to lack of measurement invariance. Structural Equation Modeling, 14(3), 464–504. https://doi.org/10.1080/10705510701301834.
  • Cohen, J. (1988). Statistical power analysis for the behavioral sciences. Mahwah, NJ: Erlbaum.
  • Çarıkçı, İ. H. & Küçükeşmen, E. (2017). Kamu çalışanlarının örgütsel bağlılık düzeylerinin demografik özelliklere göre analizi: Isparta örneği. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 22(3), 745-756.
  • Çetin, F., Basım, H. N. & Aydoğan, O. (2011). Örgütsel Bağlılığın Tükenmişlik ile İlişkisi: Öğretmenler Üzerine Bir Araştırma. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 25(0), 61- 70.
  • Çetin F. & Basım H. N. 2011. The Role of Resilience in the Attitudes of Job Satisfaction and Organizational Commitment. "Is, Güç" Industrial Relations and Human Resources Journal 13(3), 79‐94. https://doi.org/10.4026/1303-2860.2011.184.x.
  • Dağlı, A., Elçiçek, Z., & Hane, B., (2018). Örgütsel bağlılık ölçeğinin Türkçeye uyarlanması: Geçerlilik ve güvenirlilik çalışması. Elektronik Sosyal Bilimler Dergisi, 17(68), 1765-1777.
  • Ergin, C. (1997). Bir iş doyumu ölçümü olarak “iş betimlemesi ölçeği” geçerlik ve güvenirlik çalışması. Türk Psikoloji Dergisi, 12(39), 25–55.
  • Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.2307/3151312.
  • Gardner, D. G., Huang, G.-H., Niu, X., Pierce, J. L. & Lee, C. (2014). Organization‐based self‐esteem, psychological contract fulfillment, and perceived employment opportunities: A Test of self‐regulatory theory. Human Resource Management, 54(6), 933-953. https://doi.org/10.1002/hrm.21648.
  • Gardner D. G., Pierce J. L. 1998. Self-esteem and self-efficacy within the organizational context. Group and Organization Management, 23, 48–70. https://doi.org/10.1177/1059601198231004
  • Greenberg, J. & Baron, R.A. (2000). Behavior in Organizations. Seventh Edition, New Jersey: Prentice Hall.
  • Greenberg, J. & Baron. R. A. (1997). Behavior in Organization. New Jersey: Prentice Hall International. Inc.
  • Güler, M., Çetin, F. & Basım, H. N. (2017). Duygusal emek-performans ı̇lı̇şkı̇sı̇nde ı̇şe tutulmanın aracılık rolü. 5. Örgütsel Davranış Kongresi Bildiriler Kitabı, 330–338. http://dx.doi.org/10.11611/JMER532.
  • Güler, M., Çetin, F., & Basım, N. H. (2019). İşe tutulma ölçeği çok kısa versiyonu (UWES-3) geçerlilik ve Güvenilirlik çalışması: Alternatif bir versiyonu (UWES-6) Önerisi. İş ve İnsan Dergisi The Journal Of Human and Work, 6(2), 189-197. http://doi: 10.18394/iid.516921.
  • Güner Kibaroğlu, G. (2022). Sıkılık ve esneklik bağlamında örgüt kültürünün iş biçimlendirmeye üzerindeki etkisinde örgüt temelli öz saygı ve proaktif kişiliğin rolü. Yayınlanmamış doktora tezi. Ankara. Başkent Üniversitesi Sosyal Bilimler Enstitüsü.
  • Hackman, J.R. & Oldhman, G.R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170. https://doi.org/10.1037/h0076546.
  • Hair, J.F., Hult, G.T.M., Ringle, C.M. & Sarstedt, M. (2017). Primer on partial least square structural equations modeling (PLS-SEM), (2nd Ed.), Sage, Thousand Oaks.
  • Henseler, J., Ringle, C.M. & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in varience-based structural equation modelling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8.
  • Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6(4), 307–324. https://doi.org/10.1037/1089-2680.6.4.307.
  • Huffman, A. H., Casper, W. J., & Payne, S. C. (2014). How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators. Journal of Organizational Behavior, 35(2), 194–212. https://doi.org/10.1002/job.1862.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287.
  • Kanfer, F. H. ve Karoly, P. (1972). Self-control: A behavioristic excursion into the lions's den. Behavior Therapy, 3(3), 398-416. https://doi.org/10.1016/S0005-7894(72)80140-0.
  • Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341–349. https://doi.org/10.1037/0021-9010.67.3.341.
  • Kim,W.G., Jerrold, K.L. & Yong-Ki, L. (2005). Effect of service orientation on job satisfaction, organizational commitment, and intention of leaving in a casual dining chain restaurant. International Journal of Hospitality Management, 24(2), 171-193. https://doi.org/10.1016/j.ijhm.2004.05.004.
  • McALlister, D.C & Bigley, G.A. (2002). Work Context and the Definition of self: How Organizational Care Influences Organization-Basei Self-Esteem. Academy of Management Journal, 45(5), 894-904. https://doi.org/10.5465/3069320.
  • Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551. https://doi.org/10.1037/0021-9010.78.4.538.
  • Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to The Organization: A Meta-Analysis of Antecedents, Correlates and Consequences, Journal of Vocational Behavior, 61(1), 20-52. https://doi.org/10.1006/jvbe.2001.1842.
  • Meyer, J. P., Stanley, D. J., Jackson, T. A., McInnis, K. J., Maltin, E. R. & Sheppard, L. (2012). Affective, normative, and continuance commitment levels across cultures: A meta-analysis. Journal of Vocational Behavior, 80 (2), 225-245. https://doi.org/10.1016/j.jvb.2011.09.005.
  • Meyer, J. P., Stanley, L. J. & Parfyonova, N. M. (2012). Employee commitment in context: The nature and implication of commitment profiles. Journal of Vocational Behavior, 80 (1), 1-16. https://doi.org/10.1016/j.jvb.2011.07.002.
  • Morrow, P. (1983). Concept Redundancy in Organizational Research: The Case of Work Commitment, Academy of Management Review, 8(3), 486-500. https://doi.org/10.5465/amr.1983.4284606.
  • Mowday, R. T., Steers, R. M. & Porter, L. W. (1979). The Measurement of Organizational Commitment, Journal of Vocational Behavior, 14 (2), 224-247. https://doi.org/10.1016/0001-8791(79)90072-1.
  • Pierce, J. L., Gardner, D. G., Cummings, L. L. & Dunham, R. B. (1989). Organization-based self-esteem: Construct definition, measurement, and validation. Academy of Management Journal, 32(3), 622-648. https://doi.org/10.2307/256437.
  • Pierce, J. L., Gardner, D. G., Dunham, R. B. & Cummings, L. L. (2017). Moderation by organization-based self-esteem of role condition-employee response relationships. Academy of Management Journal, 36(2), 271-288. https://doi.org/10.5465/256523.
  • Ringle, C.M., Wende, S. ve Becker, J.M. 2015. Smart PLS 3. http://www.smartpls.com.
  • Saari, L. M. & Judge, T. A. (2004). Employee attitudes and job satisfaction. Human Resource Management, 43(4), 395-407. https://doi.org/10.1002/hrm.20032.
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  • Saks, AM. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7):600-19. http://dx.doi.org/10.1108/02683940610690169.
  • Schaufeli, W. B. & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248.
  • Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V. & Bakker, A. B. (2002). The measurement of engagement and burnout: a two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3 (1), 71–92. https://doi.org/10.1023/A:1015630930326.
  • Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The measurement of work engagement with a short questionnaire a cross-national study. Educational and Psychological Measurement, 66(4), 701-716. https://doi.org/10.1177/0013164405282471.
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  • Starnes, B. J. & Truhon, S. (2006). A Primer on organizational commitment. Human Development an Leadership Division. http://asqhdandl.org/index.html.
  • Steers, R. M. (1977). Antecedents and Outcomes of Organizational Commitment, Administrative Science Quarterly, 22 (3), 46-56. http://dx.doi.org/10.2307/2391745.
  • Testa, M. R. (2001). Organizational Commitment, Job Satisfaction, and Effort in the Service Environment. The Journal of Psychology, 135(2), 226–236. http://doi:10.1080/00223980109603693.
  • Tschopp, C., Grote, G. & Gerber, M. (2014). How career orientation shapes the job satisfaction–turnover intention link. Journal of Organizational Behavior, 35(2), 151–171. https://doi.org/10.1002/job.1857.
  • Yıldız, E. (2020). SmartPLS ile Yapısal Eşitlik Modellemesi Reflektif ve Formatif Yapılar. Ankara: Seçkin Yayıncılık.
  • Yürür, Ş. (2011). Öğrenilmiş güçlülük, kıdem ve medeni durumun duygusal tükenmedeki rolü: kaynakların korunması teorisi kapsamında bir analiz. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(1), 107-126.
  • Wen, X., Gu, L. & Wen, S. (2018). Job satisfaction and job engagement: Empirical evidence from food safety regulators in Guangdong, China. Journal of Cleaner Production. 65(26), 1-27. http://doi:10.1016/j.jclepro.2018.10.089
  • Wiener Y. & Vardi Y. (1980). Relationships Between Job, Organization, and Career Commitments and Work Outcomes - An Integrative Approach. Organizational Behavior and Human Performance, 26 (1), 81–96. https://doi.org/10.1016/0030-5073(80)90048-3.
  • Zhao, X, Lynch, J.G. & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and Truths about Mediation Analysis, Journal of Consumer Research Inc., 37(2), 197-206. https://doi.org/10.1086/651257.
  • Zhao, J., Li, X. & Shields, J. (2022). Optimizing the relationship between job autonomy and knowledge workers’ satisfaction: The roles of crafting and value congruence. Asia Pacific Journal of Human Resources, 60(3), 608-631. https://doi.org/10.1111/1744-7941.12278.
  • Zhang, R., Kang, H., Jiang, Z. & Niu, X. (2022). How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization-based self-esteem as a moderator. Applied Psychology, Early view, 71(3), 1-20. https://doi.org/10.1111/apps.12374.
Toplam 64 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Araştırma Makalesi
Yazarlar

Gamze Güner Kibaroğlu 0000-0001-6187-4607

Bircan Güner 0000-0001-5505-4522

H. Nejat Basım 0000-0002-2605-9962

Erken Görünüm Tarihi 31 Ağustos 2022
Yayımlanma Tarihi 31 Ağustos 2022
Yayımlandığı Sayı Yıl 2022 Cilt: 6 Sayı: 10

Kaynak Göster

APA Güner Kibaroğlu, G., Güner, B., & Basım, H. N. (2022). THE ROLE OF JOB ENGAGEMENT AND ORGANIZATIONAL-BASED SELF ESTEEM IN THE EFFECT OF ORGANIZATIONAL COMMITMENT ON JOB SATISFACTION: A STUDY ON INDUSTRIAL ENTERPRISES. EUropean Journal of Managerial Research (EUJMR), 6(10), 125-148.
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