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İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma

Year 2006, Volume: 8 Issue: 2, 153 - 168, 01.06.2006

Hülya Çekmecelioğlu

Abstract

Örgütsel bağlılık ve iş tatmini, örgütsel etkililik, verimlilik ve iş performansının önemli belirleyicileri olup işten ayrılma niyeti ve devamsızlığı etkileyebilirler. Bu çalışmada, 1- örgütsel bağlılık ve iş tatmininin işten ayrılma niyeti üzerindeki etkileri 2- iş ile ilgili tutumların (örgütsel bağlılık unsurları, iş tatmini, işten ayrılma niyeti) verimlilik üzerindeki etkileri 3- örgütsel bağlılığın üç bileşeni ile iş tatmini arasındaki ilişkiler incelenmiştir. Araştırma Gebze’de, kimya sektöründe faaliyet gösteren dört büyük ölçekli işletmede yapılmış, elde edilen veriler SPSS 11.0 programı ile değerlendirilmiştir. Araştırma sonuçları duygusal bağlılık ile iş tatmini arasında pozitif yönde bir korelasyon olduğunu göstermektedir. Çoklu regresyon analizi duygusal bağlılık ve iş tatmininin işten ayrılma niyetini negatif yönde etkilediğini göstermektedir. Aynı zamanda, araştırma sonuçları duygusal bağlılık, iş tatmini ve normatif bağlılığın verimliliği pozitif yönde etkilediğini, iş tatmininin verimlilik üzerindeki etkisinin ise diğer değişkenlerin etkisinden daha güçlü olduğunu göstermektedir.

Keywords

iş tatmini örgütsel bağlılık işten ayrılma niyeti ve verimlilik

References

  • ALLEN, N. (2001), “Examining Organizational Commitment In China”, Journal of Vocational Behavior, 62 , 511-515.
  • ALNAJJAR, A. (1999); “The Impact Of Selected Psycho- Social Variables Upon Employees’ Organizational Commitment In The United Arap Emitates”, Social Behavior And Personality, 27,5.
  • BATLIS, N. (1980), “The Effects Of Organizational Climate On Job Satisfaction, Anxiety And Propensity To Leave”, The Jornal Of Psychology, 104, 233-240.
  • BECKER T. (1992), “Foci and Bases Of Commitment: Are They Distinctions Worh Ma”, Academy Of Management Journal; 35,1, 232-244.
  • CHEN, L.Y. (2004), “Examining The Effect Of Organization Culture And Leadership Behaviors On Organizational Commitment,Job Satiasfaction And Job Performance At Small And Middle Sized Firms Of Taiwan”, Jounal Of American Academy Of Business, 5, ½ 432-438.
  • CLUGSTON, M. (2000), “Does Cultural Socialization Predict Multiple Bases and Foci of Commitment”, Journal of Management.
  • ÇÖL, G. (2004), Güçlendirme ve Örgütsel Bağlılık İlişkisi Üzerine Bir Araştırma, GYTE Yayınlanmamış Doktora Tezi.
  • DEMİRCAN, N. (2003), Örgütsel Güvenin Bir Ara Değişken Olarak Örgütsel Bağlılık Üzerindeki Etkisi: Eğitim Sektöründe Bir Uygulama, Doktora Tezi, 2003.
  • ERDOĞAN, İ. (1991), İşletmelerde Davranış, İstanbul: İşletme Fakültesi Yayın No: 242.
  • HACKETT, BYCIO & HAUSDORF (1994), “Further Assessments Of Meyer And Allen’s (1991) Three Component Model Of Organizational Commitment”, Jornal Of Applied Psychology, 79(1), 15-24.
  • HACKMAN, R.J.; OLDHAM, G. (1973), “Devolepment Of The Diagnostic Survey,” Journal Of Applied Psychology, 60(2), 159-170.
  • LAW, K., (1999), “Multidimensional constructs in structural equation analysis: an illustration using the job perception and job satisfaction constructs” Journal of Management, March-April.
  • LUTHANS, F., (1994), Organizational Behavior, Newyork: McGraw-Hill, Inc.
  • MARCHIORI, D.; HENKIN, A. (2004), “Organizational commitment of health profession faculty: dimensions, correlates and conditions”, Medical Teacher, Vol.26, no.4 pp. 353-358.
  • MEYER, J.P., & ALLEN N..J. (1991), “A Three Component Conceptualization Of Organizational Commitment”, Human Resource Management Review, 1 ,ss. 61-89.
  • MEYER, J., BECKER, T. & VANDENBERGHE, C. (2004), “Employee Commitment and Motivation: A conceptual analysis and Integrative Model”, Journal of Applied Pschology, 991-1007.
  • MEYER, J., STANLEY, .D., HERSCOVİTCH & TOPOLNYTSKY, L. (2001), ”Affective, Continuance, And Normative Commitment To The Organization: Meta Analysis Of Antecedents,Correlates, And Consequences”, Journal of Vocational Behavior, 61, ss. 20-52.
  • MULLİNS, L.J. (1993), Management and Organizational Behavior, Sixth Edition, Prentice Hall, s.651.
  • ORGAN, D.W. (1988). “ A Meta analytic review of attidunal and dispositional predictors of organizational citienship behavior”, Personel Psychology, 48, 775- 802.
  • ÖZKALP, E. & KIREL, Ç. (2001), Örgütsel Davranış, Eskişehir: Anadolu Üni. Eğitim, Sağlık ve Bilimsel Araştırma Çalışmaları Vakfı Yayın No:149.
  • PORTER, L., STEERS, R., MOWDAY, R. & BOULIAN, P. (1973), “Organizational Commitment, Job Satisfaction, and Turnover among Psychıatric Technicians”, Journal of Applied Psychology, Vol.59, No 5, ss. 603- 609
  • PRITCHARD, R. D., & KARASICK, B.W. (1973), “The Effects Of Organizational Climate On Managerial Job Performance And Job Satisfaction”, Organizational Behavior And Human Performance, 9, 126-146.
  • RUSBELT; FARRELL; ROGERS & MAİNOUS, (1988) “Impact Of Exchange Variables On Exit, Voice, Loyalty And Neglect: An Integrative Model Of Responses To Decline Job Satisfaction”, Academy Of Management Journal, 31(3), 599-627.
  • SAARI, L. & JUDGE, T. (2004), “Employee Attitudes and Job Satisfaction”, Human Resorce Management, Vol.43, no.4pp.395-407.
  • SCHNEIDER, B., & SNYDER, R. (1975), “Some Relationships Between Job Satisfaction And Organizational Climate”, Journal Of Applied Psychology, 60(3), 318-328.
  • SHAW, J. (2000), “The Moderating Of Positive Affectivity: Empirical Evidence From Bank Employees In The United Arab Emirates”, Journal Of Management.
  • STEERS, R.M. (1977) Antecedents and outcomes of organizational commitment,.Administrative Science Quarterly,22,pp.46-56.
  • STONER, J. & WANKEL, C. (1986), Management, Prestige Hall Press, New Jersey.
  • TEPPER, B.; DUFFY, M.; HOOBLER, J. & ENSLEY, M., (2004) ‘Moderators of the relationships between coworkers’ Organizational citienzenship Behaviorand Fellow employees’ attitudes”, Journal of Applied Psychology, vol.89, no.3 455-465.
  • YOUSEFF, D. (2000), “ Organizational commitment as a mediator of the relationship between ..”, Human Relations, 53,4, 513-537
  • WITT, A. (1989), “Sex Differences Among Bank Employees İn The Relationships Of Commitment With Psychological Climate And Job Satisfaction”, Journal Of General Psychology, 116 (4), ss. 419-426.

Year 2006, Volume: 8 Issue: 2, 153 - 168, 01.06.2006

Hülya Çekmecelioğlu

Abstract

Organizational commitment and job satisfaction are important aspects of organizational effectiveness, productivity and job performance, and may impact on intention to leave, absenteeizm. In this research (1) the effects of three components of organizational commitment and job satisfaction on intention to leave (2) the effects of employees work related attitudes (organizational commitment, job satisfaction, intention to leave) on productivity and (3) relationship among job satisfaction, organizational commitment are examined. Survey is conducted on 4 large scale firms operating in chemical ındustry in Gebze and data are analyzed through the SPSS 11.0 statistical packet program. The results of research revealed that there are positive correlation between job satisfaction and affective commitment.. Multiple regression analysis indicated that job satisfaction and affective commitment have negatif effect on intention to leave. The results further indicated that job satisfaction, affective commitment and normative commitment have significant effect on productivity, and the effect of job satisfaction on productivity is stronger than the other variables

Keywords

job satisfaction intention to leave organizational commitment productivity

References

  • ALLEN, N. (2001), “Examining Organizational Commitment In China”, Journal of Vocational Behavior, 62 , 511-515.
  • ALNAJJAR, A. (1999); “The Impact Of Selected Psycho- Social Variables Upon Employees’ Organizational Commitment In The United Arap Emitates”, Social Behavior And Personality, 27,5.
  • BATLIS, N. (1980), “The Effects Of Organizational Climate On Job Satisfaction, Anxiety And Propensity To Leave”, The Jornal Of Psychology, 104, 233-240.
  • BECKER T. (1992), “Foci and Bases Of Commitment: Are They Distinctions Worh Ma”, Academy Of Management Journal; 35,1, 232-244.
  • CHEN, L.Y. (2004), “Examining The Effect Of Organization Culture And Leadership Behaviors On Organizational Commitment,Job Satiasfaction And Job Performance At Small And Middle Sized Firms Of Taiwan”, Jounal Of American Academy Of Business, 5, ½ 432-438.
  • CLUGSTON, M. (2000), “Does Cultural Socialization Predict Multiple Bases and Foci of Commitment”, Journal of Management.
  • ÇÖL, G. (2004), Güçlendirme ve Örgütsel Bağlılık İlişkisi Üzerine Bir Araştırma, GYTE Yayınlanmamış Doktora Tezi.
  • DEMİRCAN, N. (2003), Örgütsel Güvenin Bir Ara Değişken Olarak Örgütsel Bağlılık Üzerindeki Etkisi: Eğitim Sektöründe Bir Uygulama, Doktora Tezi, 2003.
  • ERDOĞAN, İ. (1991), İşletmelerde Davranış, İstanbul: İşletme Fakültesi Yayın No: 242.
  • HACKETT, BYCIO & HAUSDORF (1994), “Further Assessments Of Meyer And Allen’s (1991) Three Component Model Of Organizational Commitment”, Jornal Of Applied Psychology, 79(1), 15-24.
  • HACKMAN, R.J.; OLDHAM, G. (1973), “Devolepment Of The Diagnostic Survey,” Journal Of Applied Psychology, 60(2), 159-170.
  • LAW, K., (1999), “Multidimensional constructs in structural equation analysis: an illustration using the job perception and job satisfaction constructs” Journal of Management, March-April.
  • LUTHANS, F., (1994), Organizational Behavior, Newyork: McGraw-Hill, Inc.
  • MARCHIORI, D.; HENKIN, A. (2004), “Organizational commitment of health profession faculty: dimensions, correlates and conditions”, Medical Teacher, Vol.26, no.4 pp. 353-358.
  • MEYER, J.P., & ALLEN N..J. (1991), “A Three Component Conceptualization Of Organizational Commitment”, Human Resource Management Review, 1 ,ss. 61-89.
  • MEYER, J., BECKER, T. & VANDENBERGHE, C. (2004), “Employee Commitment and Motivation: A conceptual analysis and Integrative Model”, Journal of Applied Pschology, 991-1007.
  • MEYER, J., STANLEY, .D., HERSCOVİTCH & TOPOLNYTSKY, L. (2001), ”Affective, Continuance, And Normative Commitment To The Organization: Meta Analysis Of Antecedents,Correlates, And Consequences”, Journal of Vocational Behavior, 61, ss. 20-52.
  • MULLİNS, L.J. (1993), Management and Organizational Behavior, Sixth Edition, Prentice Hall, s.651.
  • ORGAN, D.W. (1988). “ A Meta analytic review of attidunal and dispositional predictors of organizational citienship behavior”, Personel Psychology, 48, 775- 802.
  • ÖZKALP, E. & KIREL, Ç. (2001), Örgütsel Davranış, Eskişehir: Anadolu Üni. Eğitim, Sağlık ve Bilimsel Araştırma Çalışmaları Vakfı Yayın No:149.
  • PORTER, L., STEERS, R., MOWDAY, R. & BOULIAN, P. (1973), “Organizational Commitment, Job Satisfaction, and Turnover among Psychıatric Technicians”, Journal of Applied Psychology, Vol.59, No 5, ss. 603- 609
  • PRITCHARD, R. D., & KARASICK, B.W. (1973), “The Effects Of Organizational Climate On Managerial Job Performance And Job Satisfaction”, Organizational Behavior And Human Performance, 9, 126-146.
  • RUSBELT; FARRELL; ROGERS & MAİNOUS, (1988) “Impact Of Exchange Variables On Exit, Voice, Loyalty And Neglect: An Integrative Model Of Responses To Decline Job Satisfaction”, Academy Of Management Journal, 31(3), 599-627.
  • SAARI, L. & JUDGE, T. (2004), “Employee Attitudes and Job Satisfaction”, Human Resorce Management, Vol.43, no.4pp.395-407.
  • SCHNEIDER, B., & SNYDER, R. (1975), “Some Relationships Between Job Satisfaction And Organizational Climate”, Journal Of Applied Psychology, 60(3), 318-328.
  • SHAW, J. (2000), “The Moderating Of Positive Affectivity: Empirical Evidence From Bank Employees In The United Arab Emirates”, Journal Of Management.
  • STEERS, R.M. (1977) Antecedents and outcomes of organizational commitment,.Administrative Science Quarterly,22,pp.46-56.
  • STONER, J. & WANKEL, C. (1986), Management, Prestige Hall Press, New Jersey.
  • TEPPER, B.; DUFFY, M.; HOOBLER, J. & ENSLEY, M., (2004) ‘Moderators of the relationships between coworkers’ Organizational citienzenship Behaviorand Fellow employees’ attitudes”, Journal of Applied Psychology, vol.89, no.3 455-465.
  • YOUSEFF, D. (2000), “ Organizational commitment as a mediator of the relationship between ..”, Human Relations, 53,4, 513-537
  • WITT, A. (1989), “Sex Differences Among Bank Employees İn The Relationships Of Commitment With Psychological Climate And Job Satisfaction”, Journal Of General Psychology, 116 (4), ss. 419-426.
There are 31 citations in total.

Details

Other ID JA24JU79SE
Journal Section Articles
Authors

Hülya Çekmecelioğlu This is me

Publication Date June 1, 2006
Published in Issue Year 2006 Volume: 8 Issue: 2

Cite

APA Çekmecelioğlu, H. (2006). İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma. ISGUC The Journal of Industrial Relations and Human Resources, 8(2), 153-168.
AMA Çekmecelioğlu H. İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma. isguc. June 2006;8(2):153-168.
Chicago Çekmecelioğlu, Hülya. “İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma”. ISGUC The Journal of Industrial Relations and Human Resources 8, no. 2 (June 2006): 153-68.
EndNote Çekmecelioğlu H (June 1, 2006) İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma. ISGUC The Journal of Industrial Relations and Human Resources 8 2 153–168.
IEEE H. Çekmecelioğlu, “İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma”, isguc, vol. 8, no. 2, pp. 153–168, 2006.
ISNAD Çekmecelioğlu, Hülya. “İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma”. ISGUC The Journal of Industrial Relations and Human Resources 8/2 (June 2006), 153-168.
JAMA Çekmecelioğlu H. İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma. isguc. 2006;8:153–168.
MLA Çekmecelioğlu, Hülya. “İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma”. ISGUC The Journal of Industrial Relations and Human Resources, vol. 8, no. 2, 2006, pp. 153-68.
Vancouver Çekmecelioğlu H. İş Tatmini Ve Örgütsel Bağlılık Tutumlarının İşten Ayrılma Niyeti Ve Verimlilik Üzerindeki Etkilerinin Değerlendirilmesi: Bir Araştırma. isguc. 2006;8(2):153-68.