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

Year 2023, , 171 - 190, 30.05.2023

Cavidan Sena Döngelci , Sabahat Bayrak Kök , Mehtap Sarıkaya

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

Cited By: 2

Abstract

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.

Keywords

Organizational commitment, demographic variables, private sector

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

Abstract

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.

Keywords

Örgütsel bağlılık, demografik değişkenler, özel sektör

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