Psychological Resilience and Organizational Commitment: Mediating Role of Job Satisfaction

Year 2024, , 66 - 74, 20.06.2024

Tülay Avcı Taşkıran , Bülent Gürbüz , Mehmet Doğan

https://doi.org/10.62425/rses.1460229

Abstract

This study examined the relationship between psychological resilience, job satisfaction, and organizational commitment. The study, which was conducted with the relational survey model, was attended by 204 women and 176 men, 380 people in total (MAge=37,87±7,88) working in the Directorate of Youth and Sports. Participants answered the personal information form, "The Brief Resilience Scale (BRS)", "Job Satisfaction Scale (JSS)" and "Organizational Commitment Scale (OCS)". After data collection, the basic assumptions of parametric tests were tested, and a model was created to examine the relationship between "BRS", "JSS" and "OCS" and the causal relationship between the latent variables was analyzed with the Structural Equation Model. The Pearson correlation analysis results showed significant positive correlations between the mean scores of "BRS", "JSS" and "OCS". When the goodness of fit values of the model were examined, it was found that all values were within acceptable limits. SEM results showed that psychological resilience had direct positive significant effects on job satisfaction (βBRS-JSS=0.22; p<0.01) and organizational commitment (βBRS-JSS=0.17; p<0.01), and job satisfaction had direct positive significant effects on organizational commitment (βJSS-OCS=0.48; p<0.01). Simultaneously, it was determined that job satisfaction had an indirect effect on the effect of psychological resilience on organizational commitment (βBRS-JSS-OCS=0.10; p<0.01). According to the results of the current research, psychological resilience and job satisfaction have a direct effect on organizational commitment, and job satisfaction has an indirect effect by assuming a partial mediating role in the relationship between psychological resilience and organizational commitment. Therefore, by increasing the levels of psychological resilience and job satisfaction of individuals, it may be possible to change their attitudes toward the organization and accordingly increase their organizational commitment levels.

Keywords

Psychological resilience, Job satisfaction, Organizational commitment

Psikolojik Sağlamlık ve Örgütsel Bağlılık: İş Tatmininin Aracılık Rolü

Abstract

Bu çalışma psikolojik sağlamlık, iş tatmini ve örgütsel bağlılık arasındaki ilişkiyi incelemek amacıyla gerçekleştirilmiştir. İlişkisel tarama modeli ile gerçekleştirilen çalışmaya Gençlik ve Spor Müdürlüğünde görev yapan 204 kadın, 176 erkek, toplam 380 (Ortyaş=37,87±7,88) kişi katılmıştır. Katılımcılar; kişisel bilgi formu, “Psikolojik Sağlamlık Ölçeği-Kısa form (PSÖ)”, “İş Tatmini Ölçeği (İTÖ)” ve “Örgütsel Bağlılık Ölçeğini (ÖBÖ)” yanıtlamışlardır. Verilerin toplanmasının ardından parametrik testlerin temel varsayımları test edilerek, “PSÖ”, “İTÖ” ve “ÖBÖ” arasındaki ilişkinin incelenmesi adına model oluşturulmuş ve gizil değişkenler arasındaki nedensel ilişki Yapısal Eşitlik Modeli ile analiz edilmiştir. YEM sonuçları; psikolojik sağlamlığın, iş tatmini (βPSÖ-İTÖ=0,22; p<,01) ve örgütsel bağlılık üzerinde (βPSÖ-ÖBÖ=0,17; p<,01), iş tatmininin de örgütsel bağlılık üzerinde doğrudan pozitif anlamlı etkilerinin olduğunu göstermiştir (βİTÖ-ÖBÖ=0,48; p<,01). Aynı zamanda psikolojik sağlamlığın örgütsel bağlılık üzerindeki etkisinde iş tatmininin dolaylı etkiye sahip olduğu belirlenmiştir (βPSÖ-İTÖ-ÖBÖ=0,10; p<,01). Mevcut araştırma sonuçlarına göre psikolojik sağlamlık ve iş tatmininin örgütsel bağlılık üzerinde doğrudan bir etkiye, aynı zamanda psikolojik sağlamlık ile örgütsel bağlılık arasındaki ilişkide iş tatmininin kısmi aracılık rolü üstlenerek dolaylı bir etkiye sahip olduğu tespit edilmiştir. Bu nedenle bireylerin psikolojik sağlamlık ve iş tatmini düzeylerinin artırılmasıyla birlikte örgüte yönelik tutumlarının değişmesi ve bu doğrultuda örgütsel bağlılık düzeylerinin de artırılması söz konusu olabilir

Keywords

Psikolojik sağlamlık, iş tatmini, örgütsel bağlılık

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