Abstract

Bu çalışma 1) çalışma yaşam kalitesinin örgütsel bağlılık üzerindeki etkisini incelemeyi 2) çalışma yaşam kalitesi, akademik unvan, ücret, örgütteki çalışma yılı, şimdiki unvanda çalışma yılı, görevlendirme tipi, çalışma şekli (full-time, part-time, etc.) ve fazla mesai, örgütün koruyucu olup olmadığına yönelik algı ile yaş, cinsiyet ve medeni durum gibi demografik özelliklerin hangisinin örgütsel bağlılık üzerinde daha fazla etkiye sahip olduğunu ortaya koymayı amaçlamaktadır. Örgütsel bağlılık, Meyer and Allen (1991; 1997) tarafından yapılan 3 boyutlu örgütsel bağlılık sınıflaması (duygusal, normatif ve devam bağlılığı) bağlamında incelenmiştir. Çalışmada Ankara’daki 2 devlet ve 2 vakıf üniversitesinde çalışan akademisyenlerden toplam 570 anket ve ölçek formu toplanmıştır. Çalışma sonucunda hem devlet hem de vakıf üniversitelerinde çalışan akademisyenlerin duygusal ve normatif bağlılıkları üzerinde çalışma yaşam kalitesinin pozitif yönde, devam bağlılığı üzerinde ise negatif yönde bir etki gösterdiği sonucuna ulaşılmıştır. Her iki üniversite türünde de tüm değişkenlerin (çalışma yaşam kalitesi, akademik unvan, ücret, örgütteki çalışma yılı, şimdiki unvanda çalışma yılı, kadro durumu, çalışma şekli ve fazla mesai, örgütün koruyucu olup olmadığına yönelik algı ile yaş, cinsiyet ve medeni durum) hep birlikte örgütsel bağlılık üzerindeki etkisi incelendiğinde, devlet üniversitesinde çalışan akademisyenlerin duygusal, normatif ve devam bağlılığı üzerinde en yüksek etkiyi çalışma yaşam kalitesinin gösterdiği, vakıf üniversitesinde ise duygusal ve normatif bağlılık üzerinde yine en yüksek etkiyi çalışma yaşam kalitesinin gösterdiği ancak devam bağlılığı üzerinde örgütte çalışma yılının en yüksek etkiye sahip olduğu ortaya konmuştur.

Keywords

• Çalışma Yaşam Kalitesi, Örgütsel Bağlılık, Duygusal Bağlılık, Normatif Bağlılık, Devam Bağlılığı, Akademik Personel

Impact of the Quality of Work-Life on Organizational Commitment: A Comparative Study on Academicians Working for State and Foundation

Abstract

This study aims 1) to examine the impact of the quality of work life on organizational commitment, and 2) to reveal which of the following factors has an impact most on organizational commitment most: quality of work life, academic title, salary, years in organization, years in current position, type of employment, work arrangement type (full time, part time, etc.) and overtime, perceived organizational protectiveness, and demographic characteristics such as age, gender and marital status. For the purposes of this study, organizational commitment is dealt with in the context of three-dimensioned organizational commitment classification encompassing affective, normative, and continuance organizational commitment by Meyer and Allen (1991; 1997). A total of 570 questionnaires and survey forms were received back from academicians working in two state and two foundation universities in Ankara. The findings of the study reveal that the quality of work-life has a positive impact on affective and normative commitment of the academicians working for both state and foundation universities whereas it has a negative impact on the continuance commitment. An examination of all the variables (quality of work life, academic title, salary, years in organization,years in current position, type of employment, work arrangement type and overtime, perceived organizational protectiveness, and demographic characteristics such as age, gender and marital status) on organizational commitment for both types of the university shows that the highest impact on affective, normative and continuance commitment of the academicians working for state universities is by the quality of work life, while the highest impact on affective and normative commitment of the academicians working for foundation universities is by the quality of work life, yet years in organization has the highest impact on the continuance commitment for them.

Keywords

• Quality of work life, Organizational Commitment, Affective Commitment, Normative Commitment, Continuance Commitment, Academic staff

References

1. Allen, N.J. & Meyer, J.P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational & Organizational Psychology, 63 (1), 18-38.
2. Angle, H. L. & Perry, J. L. (1981). An Empirical Assessment of Organizational Commitment and Organizational Effectiveness. Administrative Science Quarterly, 26, 1-14.
3. Anuradha, S. & Pandey, P.N. (1995). Organizational Commitment and QWL: Perception of Indian Managers. Abbigyan, Summer, 39-77.
4. Aranya, N. & Jacobson, D. (1975). An Empirical Study of Theories of Organizational and Occupational Commitment. The Journal of Social Psychology, 97, 15-22.
5. Aven, F., Parker, B. & Glen M. Mc E. (1993). Gender and Attitudinal Commitment to Organizations: A Meta-Analysis, Journal of Business Research, 26 (1), 63-73.
6. Becker H. (1960). Notes on the Concept of Commitment. American Journal of Sociology, 66:32-42.
7. Behson, S.J. (2002). Which dominates? The Relative İmportance of Work-Family Organizational Support and General Organizational Context on Employee Outcomes. Journal of Vocational Behavior, 61, 53–71.
8. Benkhoff, B. (1997). Disentangling organizational Commitment. Personnel Review, 26(1/2), 114-131.

9. Boisvert, M. P. (1977). The Quality of Working Life: An Analysis. Human Relations, 30 (2), 155-160.
10. Buchanan, B. II. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19 (4), 533-546.
11. Chan, K. W. & Wyatt, T. A. (2007). Quality of Work Life: A Study of Employees in Shanghai, China. Asia Pacific Business Review, 13 (4), 501-517.
12. Chisholm R. F. (1983). Quality Of Working Life: Critical Issue for the 80’s. Public Productivity Review, 7 (1), 10-25.
13. Cohen, A. (1993). Age and Tenure in Relation to Organizational Commitment: A Meta-Analysis. Basic and Applied Social Psychology, 14 (2): 143–159.
14. Davis, L. E., & Cherns, A. B. (1975) The quality of working life: Problems, Prospects, and the State of the Art (Vol. 1). New York: The Free Press.
15. Efraty, D. & Sirgy, M. J. (1990). The Effects of Quality of Working Life (QWL) on Employee Behavioral Responses. Social Indicators Research, 22(1), 31-47.
16. Efraty, D., Sirgy, M. J. & Claiborne C. B. (1991). The Effects of Personal Alienation on Organizational Identification: A Quality-of-Work-Life Model. Journal of Business and Psychology, 6 (1), 57-78.
17. Efraty, D., Sirgy, M. J. & Siegel P. (2000). The job/life satisfaction relationship among Professional accountants: psychological determinants and demographic differences. E. Diener and D. Rahtz. (Ed). Advances in Quality of Life Theory and Research (pp. 129-157). Klumer Academic Publishers, Social Indicators Research Series, Volume, 4.
18. Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71 (3), 500-507.
19. Eisenberger, R., Fasolo, P. & Lamastro V. D. (1990). Perceived Organizational Support and Employee Diligence, Commitment, and Innovation. Journal of Applied Psychology, 75 (1), 51-59.
20. Eisenberger, R. Cummings, J., Armeli, S. & Lynch P. D. (1997). Perceived Organizational Support, Discretionary Treatment and Job Satisfaction, Journal of Applied Psychology, 82 (5), 812-820.
21. Eisenberger, R., Stephen A., Rexwinkel B., Lynch P. D. & Rhoades, L. (2001). Reciprocation of Perceived Organizational Support. Journal of Applied Psychology, 86, 42–51.
22. Feather, N.T., & Rauter, K.A. (2004). Organizational citizenship behaviors in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values. Journal of Occupational and Organizational Psychology, 77, 81-94.
23. Fields, M. W. & Thacker J. (1992). Influence of Quality of Work Life on Company and Union Commitment. Academy of Management Journal, 35(2), 439-450.
24. Goulet, L.R. & Frank, M. L. (2002). An Examination of Organizational Commitment across Three Sectors: Public, Non-profit, and For-profit. Public Personnel Management. 31(2), http://sysu.schoolblog.cn/apple/UpFile/200606300915433340.pdf Accessed 15 June 2009.
25. Gündoğan, T. (2009). Örgütsel Bağlılık: Türkiye Cumhuriyet Merkez Bankası Uygulaması. Uzmanlık Yeterlilik Tezi, Türkiye Cumhuriyet Merkez Bankası: Ankara.
26. Hannif Z., Burgess, J. & Connell J. (2008). Call Centres and the Quality of Work Life: Towards a Research Agenda. Journal of Industrial Relations, 50(2), 271–284.
27. Havlovic, S. J. (1991). Quality of work life and human resource outcomes. Industrial Relations. 30 (3), 469-479.
28. Huang, T.C., Lawler, J. & Lei C.Y. (2007). The Effects of Quality of Work Life on Commitment and Turnover Intention. Social Behavior and Personality, 2007, 35 (6), 735-750.
29. Kahtz, D. & Kahn, R. L. (1977). Örgütlerin Toplumsal Psikolojisi (The Social Psychology of Organizations) (Çev. Halil Can & Yavuz Bayar), Ankara: Türkiye & Orta Doğu Amme İdaresi Enstitüsü Yayınları (Institute of Public Administration for Turkey and Middle East).
30. Karahan, A. (2008). Çalışma Ortamındaki Statü Farklılıklarının Örgütsel Bağlılığa Etkisi (Effects of Statute Differences in Working Area on Organizational Commitment). Sosyal Bilimler Dergisi (Journal of Social Science), X, 3:232-246.
31. Koonmee, K. & Virakul, B. (2007). Ethics, Quality of Work life, and Employee job-related outcomes: A survey of HR and Marketing managers in Thai business. Presented at The 2007 ISQOLS Conference (From QOL Concepts to QOL Performance Measures), December 6-9, 2007, San Diego Marriott Mission Valley, San Diego, California.
32. Kotze, M. (2005). The Nature and Development of the Construct Quality of Work Life. Acta Academia, 37(2), 96-122.
33. Lee D.J., Singhapakdi A. & Sirgy, M. J. (2007). Further Validation of a Need-based Quality of Work Life (QWL) Measure: Evidence From Marketing Practitioners. Applied Research Quality of Life, 2, 273-287.
34. Leong, C.S., Furnham, A. & Cooper, C.L. (1996). The Moderating Effect of Organizational Commitment on the Occupational Stress Outcome Relationship. Human Relations, 49 (10), 1345-1361.
35. Lok, P., & Crawford, J. (2001). Antecedents of organizational Commitment and the mediating role of job satisfaction. Journal of Managerial Psychology, 16, 594–613.
36. Martel, J. P. & Dupuis, G. (2006). Quality Of Work Life: Theoretical and Methodological Problems, And Presentation Of A New Model And Measuring Instrument. Social Indicators Research,. 77, 333–368.
37. Martin, R. (1995). The roles of organizational support and justice during a layoff. Academy of Management Journal, 89-93.
38. Mathieu, J. E. & Zajac D.M. (1990). A Review And Meta-Analysis Of The Antecedents, Correlates, And Consequences Of Organizational Commitment, Psychological Bulletin, 108 (2), 171-194.
39. Meyer, J. P. & Allen, N. J. (1984). Testing the Side Bet Theory of Organizational Commitment: Some Methodological Considerations. Journal of Applied Psychology, 69, 372-378.
40. Meyer, J. P. & Allen N. J. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1), 61-89
41. 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.
42. Meyer, J. P. and Allen N. J. (1997). Commitment in the Workplace Theory, Research and Application, Sage Publications.
43. Meyer, J.P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance and normative commitment to the organization: A metaanalysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52.
44. Mottaz C. J. (1987). An Analysis Of The Relationship Between Work Satisfaction and Organizational Commitment. The Sociological Quarterly, 28 (4), 541-558.
45. Mowday, R. T., Steers, R. M. & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behaviour, 14, 224-227.
46. Mowday, R. T., Porter, L. W. & Steers, R. M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover, New York: Academic Press.
47. Mirvis, P. H. & Lawler, E. E. (1984). Accounting For the Quality of Work Life. Journal of Occupational Behavior, 5, 197-212.
48. Nadler, D. A. & Lawler, E. E. (1983). Quality of work life: Perspectives and directions. Organizational Dynamics, 11(3), 20-30.
49. Obeng, K. & Ugboro, I., (2003). Organizational commitment among public transit employees: An Assessment Study. Journal of The Transportation Research Forum, 57(2), 83-98.
50. O’Reilly, C. & Chatman, J. (1986). Organizational Commitment and Psychological Attachment: The Effects of Compliance, Identification and Internalization on Prosocial Behaviour. Journal of Applied Psychology, 71(3), 492-499.
51. Ortiz, D. C. (2010). Organizational Commitment & Its Antecedents: Empirical Evidence From a Developing Country. http://www.swdsi.org/swdsi2010/SW2010_Preceedings/papers/PA157.pdf Accessed 14 May 2010.
52. Öngen, T. (1999). Toplumsal Sınıflar, Sınıf Mücadelesi & Kamu Çalışanları, http://e-kutuphan.egitimsen.org.tr/pdf/1643.pdf Accessed 14 May 2010.
53. Özdevecioğlu, M. (2003). Algılanan Örgütsel Destek İle Örgütsel Bağlılık Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma. Dokuz Eylül Üniversitesi İ.İ.B.F.Dergisi, 18 (2) 113 -130.
54. Porter, L.W., Steers, R.M., Mowday, R.T. & Boulian, P.V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59, 603-609.
55. Rethinam G. S. & Maimunah I. (2008). Constructs of Quality of Work Life: A Perspective of Information and Technology Professionals. European Journal of Social Sciences, 7(1), 58-70.
56. Rhoades, L. & Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature. Journal of Applied Psychology, 87 (4), 698–714.
57. Roehling P.V., Roehling, M.V. & Moen P. (2001). The relationship between work-life policies and practices and employment loyalty: A life course perspective. Journal of Family and Economic Issues, 22, 141–170.
58. Rose, R. C., Beh, L. Uli J. & Idris. K. (2006). Quality Of Work Life: Implications of Career Dimensions. Journal of Social Sciences, 2 (2), 61-67.
59. Schermerhorn, J. R., Hunt, J. G. & R. N. Osborn. (1994). Managing Organization Behavior. New York: John Willey & Sons.
60. Scobel, D. N. (1975). Doing away with the factory blues. Harvard Business Review, 53, Nov-Dec., 132-142.
61. Shamir, B. & Salomon, I. (1985). Work at Home and Quality of Working Life. The Academy of Management Review, 10 (3), 455-464
62. Shore, L. M. & Wayne S. J. (1993). Commitment and Employee Behavior: Comparison of Affective Commitment and Continuance Commitment With Perceived Organizational Support. Journal of Applied Psychology, 78 (5), 774-780.
63. Sığrı, Ü. (2007). İş Görenlerin Örgütsel Bağlılıklarının Meyer & Allen Tipolojisiyle Analizi: Kamu & Özel Sektörde Karşılaştırmalı Bir Araştırma (An Analysis of Organizational Commitment Using Meyer And Allen’s Typology: A Comparative Study on Public and Private Sector Employees). Anadolu Üniversitesi Sosyal Bilimler Dergisi (Anadolu University Journal of Social Sciences), 7(2), 261-278.
64. Sikorka-Simmons, E. (2005). Predictors of Organizational Commitment Among Staff in Assisted Living. The Gerontologist, 45(2), 196-205.
65. Sirgy, M. J., Efraty, D., Siegel, P. & Lee, D. J. (2001). A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories. Social Indicators Research, 55, 241-302.
66. Sirgy, M. J., Reilly, N., Wu J. & Efraty, D. (2008). A Work-Life Identity Model of Well-Being: Towards a Research Agenda Linking Quality-of-Work-Life (QWL) Programs with Quality of Life (QOL). Applied Research in Quality of Life, 3(3), 181-202.
67. Steers, R. M. (1977). Antecedents and Outcomes of Organizational Commitment. Administrative Science Quarterly, 22 (1), 46-56.
68. Suliman, A & Iles, P. (2000). Is continuance commitment beneficial to organizations? commitment-performance relationship: a new look, Journal of Managerial Psychology, 15 (5), 407-426.
69. Uyguç, N. & Çımrın, D. (2004) DEÜ Araştırma & Uygulama Hastanesi Merkez Laboratuvarı Çalışanlarının Örgüte Bağlılıklarını & İşten Ayrılma Niyetlerini Etkileyen Faktörler. D.E.Ü.İ.B.F. Dergisi, 19 (1), 91–99.
70. Walton, R.E. (1975). Criteria for Quality of Working Life. L.E. Davis and A.B. Cherns (Ed.), The Quality of Working Life (pp.93-97), Free Press, New York.
71. Wiener, Y. (1982). Commitment in Organizations: A Normative View. Academy of Management Review, 7(3), 418-428.
72. Whyte, W. (1956). The Organization Man. NY: Garden City, Doubleday Anchor Books.
73. Wurf J. (1982). Labor's View of Quality of Working Life Programs. Journal of Business Ethics, 1 (2), 131-137.
74. Yalçın, A. & İplik, F. N. (2005). Beş Yıldızlı Otellerde Çalışanların Demografik Özellikleri İle Örgütsel Bağlılıkları Arasındaki İlişkiyi Belirlemeye Yönelik Bir Araştırma: Adana İli Örneği. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 4 (1), 395-412.
75. Yousef, D. A (1998). Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment. International Journal of Manpower. 19 (3), 184 -194.
76. Yükseköğretim Kurulu. (2005) Vakıf Yükseköğretim Kurumları Yönetmeliği, YÖK: Ankara. http://www.yok.gov.tr/content/view/490/183/lang,tr/ Accessed 6 July 2010.
77. Yükseköğretim Kurulu. (2007a). Türkiye’nin Yükseköğretim Stratejisi. YÖK: Ankara. http://www.yok.gov.tr/component/option,com_docman/task,doc_download/gid,78/Itemid,215/lang ,t Accessed 6 July 2010.
78. Yükseköğretim Kurulu. (2007b). Vakıf Üniversiteleri Raporu. YÖK: Ankara. http://www.univder.org/vakif_rap.pdf Accessed 6 July 2010.
79. Yüceler, A. (2009). Örgütsel Bağlılık & Örgüt İklimi İlişkisi: Teorik & Uygulamalı Bir Çalışma (The Relationship Between Organizational Commitment and Organizational Climate: A Theoretical and Practical Study). Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (Selcuk University Journal of Graduate School of Social Sciences ), 22, 445-458.