Araştırma Makalesi
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JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT

Yıl 2019, Cilt 12, Sayı 2, 7 - 22, 30.12.2019
https://doi.org/10.18221/bujss.491812

Öz

Bu çalışmanın amacı Türkiye’deki Y kuşağı çalışanlarının işten beklentilerini incelemektir. Ayrıca, bu çalışmada Y kuşağı çalışanlarının iş beklentileri ile iş tatmini ve kurumsal bağlılıkları arasındaki ilişki irdelenmektedir. Y kuşağı çalışanlarının artmasıyla, bu çalışanların iş beklentilerini bilmek, yetenekli Y kuşağı bireylerini kurumlarda tutmak için önemli hale gelmiştir. Niceliksel araştırma tasarımı çerçevesinde 251 Y kuşağı çalışanına anket uygulanmıştır. Ankette, Y kuşağı çalışanlarına iş beklentileri, mevcut iş memnuniyetleri ve kurumsal bağlılıkları ile ilgili sorular sorulmuştur. Yapılan istatistik analizler sonucunda Y kuşağı çalışanlarının işten beklentileriyle ilgili memnuniyet seviyelerinin yüksek olduğu ancak ek güdüleyicilere ve düzenlemelere de açık oldukları bulunmuştur. Buna ek olarak, güdüleyici faktörlerinden memnun olanların (hijyen faktörlerden memnun olanlara oranla) daha yüksek kurumsal bağlılık seviyesine sahip oldukları ortaya konmuştur. 

Kaynakça

  • Adıgüzel, Orhan, Batur, Zeynep ve Ekşili, Nisa (2014). Kuşaklarındeğişen yüzü ve y kuşağı ile ortayaçıkan yeni çalışma tarzı: Mobilyakalılar. Süleyman Demirel Üniversitesi Sosyal Bilimler EnstitüsüDergisi. 2014/1 (19):165-182.
  • Altunışık, Remzi, Coşku, Recai, Yıldrım, Engin (2010). Sosyal bilimlerde araştırma yöntemleri spss uygulamalı. 6. Baskı. Sakarya: Sakarya Yayıncılık.
  • Baltaş, Acar (2009). İnsana ve işe değer katan yeni İK. İstanbul: Remzi Kitabevi.
  • Benson, Tracy (2016). Motivating millenials takes more than flexibleWork policies. Harvard Business Review. 94 (2):15-17
  • Burnett, Judith (2008). Generations: The time machine in theory and practice. Farnham, Surrey: Ashgate Publishing Group.
  • Cohen, Aaron and Golan, Ronit (2007). Predicting absenteeism andTurnover intentions by past absenteeism and work attitudes. CareerDevelopment International. 12 (5):416-432.
  • Coomers, D. Michaeland DeBard, Robert (2004). Serving the millennial generation: New directions for student services. San Francisco: Jossey – Bass.
  • Curtis, R. Catherine and Upchurch, S. Randall (2009). Employeemotivation and organizational commitment: A comparison of tipped andnon-tipped restaurant employees. International Journal of Hospitality &Tourism Administration. 10 (3) :253 –269.
  • Deery, Margaret, Jago, Leo (2015). Revisiting talent management, worklife balance and retention strategies. International Journal ofContemporary Hospitality Management. 27 (3):453-472.
  • Dickinson, Julie and Emler, Nicholas( 1992). Developing conceptions ofwork. Cambridge: Blackwell.
  • Ekwutosi O. C. Moses (2013). Internalization of organizationalculture: A theoretical perspective. International Journal of BusinessTourism and Applied Sciences. 1 (2) :77-96.
  • Espinoza, Chip, Ukleja, Mick and Rusch, Craig (2010). Managing the millennials: Discover the core competencies for managing today's workforce. New Jersey: John Wiley & Sons Inc.
  • Fields, Bea (2008). Millennial leaders. Issue no: 4. New York: Morgan James Pub.
  • Goldgehn, A. Leslie (2004). Generation who, what, y? What you need toknow about generation Y. International Journal of EducationalAdvancement. 5(1) : 24-34.
  • Herzberg, Frederick (1959). The motivation to work. Issue no: 2. New Jersey: John Wiley & Sons Inc.
  • Hewlett, S. A. Sherbin, L.and K.Sumberg (2009). How gen y & boomerswill reshape your agenda. Harvard Business Review. 87 (4) :71-76.
  • Hobart, Buddy and Sendek, Herb (2014). Gen Y now. San Francisco: Wiley.
  • Howe, Neil and Strauss, William (2009). Millennials rising: The next great generation. New York: Random House Digital.
  • Huang, Tung-Chun, Lawler, John and Lei, Ching-Yi (2007). The effectsof quality of work life on commitment and turnover intention. SocialBehavior and Personality. 35 (6):735-750.
  • Ince, Mehmet ve Gül, Hasan (2005). Yönetimde yeni bir paradigma: örgütsel bağlılık, Konya: Çizgi Kitapevi.
  • Jurkiewicz, L. Carole (2000). Generation X and the public employee.Public Personnel Management.29 (1) : 55-74.
  • Karp, Hank, Fuller Connie and Sirias, Danilo (2002). Bridging the boomer Xer gap: Creating authentic teams for high performance at work. Palo Alto: Davies-Black Pub.
  • Kaya, Harun (2008). Kamu ve özel sektör kuruluşlarının örgütselKültürünün analizi: Görgül bir araştırma. Maliye Dergisi. (155) :119143.
  • Kuranchie-Mensah, Elizabeth, B. and Amponsah-Tawiah, Kwesi (2015). Employee motivation and work performance: A comparative study ofMining companies in Ghana. Journal of Industrial Engineering andManagement. 9 (2) :255 – 309.
  • Lancaster, C.Lynne and Stillman, David (2002). When generations collide, who they are, why they clash, how to solve the generational puzzle at work. New York: Collins Business.
  • Lancaster, Lynne, C. and Stillman, David (2010). The M-factor: How the millennial generation is rocking the workplace. New York: Harper Collins.
  • Lipkin, A. Nicole and Perrymore, J. April (2009). Y in the workplace. Franklin Lakes: The Career Press.
  • Locke, A. Edwin (1976). The nature and causes of job satisfaction. Chicago: Rand-McNally.
  • McClelland, C. David(1961). The achieving society. Princeton: Pickle Partners Publishing.
  • McClelland, C. David (1988). Human motivation. Cambridge: Cambridge University Press.
  • Meyer, P. John and Allen, J.Natalie(1991). A three-componentconceptualization of Organizational commitment. Human ResourceManagement Review. 1(1): 61-89.
  • Meyer, P. John and Allen, J.Natalie (1997). Commitment in the workplace. California: Sage.
  • Morrow, C. Paula (1993). The theory and measurement of work commitment. Greenwich: JAI Press Inc.
  • Mowday, T. Richard, Porter, W. Lyman and Steers, M. Richardi, (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. San Diego: Academic Press.
  • Mullins, J.Laura (2006). Essentials of organizational behavior. England: Prentice Hall.
  • O’Reilly, Charles (2001). Corporations, culture and commitment:Motivation and social control in organizations. California ManagementReview. 31 (4):9-25.
  • Osabiya, Babatunde, Joseph (2015). The effect of employees’ motivationOn organizational performance. Journal of Public Administration and Policy Research. 7 (4): 62 – 75.
  • Ott, J. Steven (1989). Classic readings in organizational behavior. California: Brooks/Cole Publishing Company.
  • Pfau, N. Bruce (2016). What do millenials really want at work? TheSame things the rest of us do. Harvard Business Review. 94 (4): 20-22.
  • Pink, H.Daniel (2010). Drive: The surprising truth about what motivates us. New York: Riverhead Books.
  • Price, L. James (1977). The study of turnover. Ames: Iowa State University Press.
  • Queiri, Abdelbaset and Dwaikat, Nizar (2016). Factors affectinggeneration Y employees’ intention to quit in Malaysian’s businessprocess outsourcing sector. Journal of Sustainable Development. 9 (2):78-92.
  • Ramlall, Sunil (2004). A review of employee motivation theories andtheir implications for employee retention within organizations. TheJournal of American Academy of Business. 5 (1/2) :52-63.
  • Rawlins, C. Indvik and Johnson, R. P.(2008). Understanding the newgeneration: What the millennial cohort absolutely, positively must have atwork. Journal of Organizational Culture. 12 (2) : 1-8.
  • Reeves, C. and Oh, Eunjung(2008). Generational differences, in handbook of research on educational communications and technology. Issue no: 4. Springer: Athens.
  • Sheahan, Peter (2005). Generation Y. London: Hardie Grant Books.
  • Shore, L. M. and Tetrick, L. E., (1994). The psychological contract as an explanatory framework in the employment relationship. New York: Wiley.
  • Simons, L.Tony and Enz, Cathy (1995). Motivating hotel employees.Cornell Hotel and Restaurant Administration Quarterly. 36 (1): 20-27.
  • Sipahi, Beril, Yurtkoru, Serra, Çinko Murat ( 2008). Sosyal Bilimlerde SPSS’le Veri Analizi. İstanbul: Beta Yayın.
  • Smith, C. Patricia, Kendall, M.Lorne and Hulin, L.Charles (1969). The measurement of satisfaction in work and in retirement: A strategy for the study of attitudes. Chicago: Rand McNally.
  • Solinger, N. Omar, Van Olffen, Woody and Roe, Robert (2008). BeyondThe Three component model of organizational commitment. Journal ofApplied Psychology. 93 (1):70–83.
  • Solnet, David, Kralj, Anna (2011). Generational differences in workattitudes: Evidence from the Hospitality Industry. Hospitality Review. 29(2):37-51.
  • Spiegel, E. Diane (2013). The gen Y handbook: Applying relationshipleadership to engage millennials. New York: SelectBooks.
  • Sujansky, Joanne and Ferri-Reed, Jan (2009). Keeping the millennials: Why companies are losing billions in turnover to this generation- and what to do about it. New York: Wiley.
  • Türk, Aycan (2000). Y kuşağı. İstanbul: Kafekültür Yayınları.
  • Vijaya, T.G. and R.Hemamalini (2012). Impact of work life balance onOrganizational commitment among bank employees. Journal of AsianResearch Consortium. 2(2):159-171.
  • Wiedmer, Terry (2015). Generations do differ: Best practices in leadingtraditionalists, boomers, and generations x, y, and z. Delta Kappa GammaBulletin. 82 (1):51-58.
  • Yüksekbilgili, Zeki (2013). Türk tipi y kuşağı. Elektronik Sosyal BilimlerDergisi. 12 (45) :342-353.
  • Yüksekbilgili, Zeki (2015). Türkiye’de y kuşağının yaş aralığı. ElektronikSosyal Bilimler Dergisi. 14 (53) :259-267.
  • Zemke, Ron, Raines, Claire and Filipczak, Bop (2000). Generations at work: Managing the clash of veterans, voomers, Xers and nexters in your workplace. New York: American Management Association.

Yıl 2019, Cilt 12, Sayı 2, 7 - 22, 30.12.2019
https://doi.org/10.18221/bujss.491812

Öz

Kaynakça

  • Adıgüzel, Orhan, Batur, Zeynep ve Ekşili, Nisa (2014). Kuşaklarındeğişen yüzü ve y kuşağı ile ortayaçıkan yeni çalışma tarzı: Mobilyakalılar. Süleyman Demirel Üniversitesi Sosyal Bilimler EnstitüsüDergisi. 2014/1 (19):165-182.
  • Altunışık, Remzi, Coşku, Recai, Yıldrım, Engin (2010). Sosyal bilimlerde araştırma yöntemleri spss uygulamalı. 6. Baskı. Sakarya: Sakarya Yayıncılık.
  • Baltaş, Acar (2009). İnsana ve işe değer katan yeni İK. İstanbul: Remzi Kitabevi.
  • Benson, Tracy (2016). Motivating millenials takes more than flexibleWork policies. Harvard Business Review. 94 (2):15-17
  • Burnett, Judith (2008). Generations: The time machine in theory and practice. Farnham, Surrey: Ashgate Publishing Group.
  • Cohen, Aaron and Golan, Ronit (2007). Predicting absenteeism andTurnover intentions by past absenteeism and work attitudes. CareerDevelopment International. 12 (5):416-432.
  • Coomers, D. Michaeland DeBard, Robert (2004). Serving the millennial generation: New directions for student services. San Francisco: Jossey – Bass.
  • Curtis, R. Catherine and Upchurch, S. Randall (2009). Employeemotivation and organizational commitment: A comparison of tipped andnon-tipped restaurant employees. International Journal of Hospitality &Tourism Administration. 10 (3) :253 –269.
  • Deery, Margaret, Jago, Leo (2015). Revisiting talent management, worklife balance and retention strategies. International Journal ofContemporary Hospitality Management. 27 (3):453-472.
  • Dickinson, Julie and Emler, Nicholas( 1992). Developing conceptions ofwork. Cambridge: Blackwell.
  • Ekwutosi O. C. Moses (2013). Internalization of organizationalculture: A theoretical perspective. International Journal of BusinessTourism and Applied Sciences. 1 (2) :77-96.
  • Espinoza, Chip, Ukleja, Mick and Rusch, Craig (2010). Managing the millennials: Discover the core competencies for managing today's workforce. New Jersey: John Wiley & Sons Inc.
  • Fields, Bea (2008). Millennial leaders. Issue no: 4. New York: Morgan James Pub.
  • Goldgehn, A. Leslie (2004). Generation who, what, y? What you need toknow about generation Y. International Journal of EducationalAdvancement. 5(1) : 24-34.
  • Herzberg, Frederick (1959). The motivation to work. Issue no: 2. New Jersey: John Wiley & Sons Inc.
  • Hewlett, S. A. Sherbin, L.and K.Sumberg (2009). How gen y & boomerswill reshape your agenda. Harvard Business Review. 87 (4) :71-76.
  • Hobart, Buddy and Sendek, Herb (2014). Gen Y now. San Francisco: Wiley.
  • Howe, Neil and Strauss, William (2009). Millennials rising: The next great generation. New York: Random House Digital.
  • Huang, Tung-Chun, Lawler, John and Lei, Ching-Yi (2007). The effectsof quality of work life on commitment and turnover intention. SocialBehavior and Personality. 35 (6):735-750.
  • Ince, Mehmet ve Gül, Hasan (2005). Yönetimde yeni bir paradigma: örgütsel bağlılık, Konya: Çizgi Kitapevi.
  • Jurkiewicz, L. Carole (2000). Generation X and the public employee.Public Personnel Management.29 (1) : 55-74.
  • Karp, Hank, Fuller Connie and Sirias, Danilo (2002). Bridging the boomer Xer gap: Creating authentic teams for high performance at work. Palo Alto: Davies-Black Pub.
  • Kaya, Harun (2008). Kamu ve özel sektör kuruluşlarının örgütselKültürünün analizi: Görgül bir araştırma. Maliye Dergisi. (155) :119143.
  • Kuranchie-Mensah, Elizabeth, B. and Amponsah-Tawiah, Kwesi (2015). Employee motivation and work performance: A comparative study ofMining companies in Ghana. Journal of Industrial Engineering andManagement. 9 (2) :255 – 309.
  • Lancaster, C.Lynne and Stillman, David (2002). When generations collide, who they are, why they clash, how to solve the generational puzzle at work. New York: Collins Business.
  • Lancaster, Lynne, C. and Stillman, David (2010). The M-factor: How the millennial generation is rocking the workplace. New York: Harper Collins.
  • Lipkin, A. Nicole and Perrymore, J. April (2009). Y in the workplace. Franklin Lakes: The Career Press.
  • Locke, A. Edwin (1976). The nature and causes of job satisfaction. Chicago: Rand-McNally.
  • McClelland, C. David(1961). The achieving society. Princeton: Pickle Partners Publishing.
  • McClelland, C. David (1988). Human motivation. Cambridge: Cambridge University Press.
  • Meyer, P. John and Allen, J.Natalie(1991). A three-componentconceptualization of Organizational commitment. Human ResourceManagement Review. 1(1): 61-89.
  • Meyer, P. John and Allen, J.Natalie (1997). Commitment in the workplace. California: Sage.
  • Morrow, C. Paula (1993). The theory and measurement of work commitment. Greenwich: JAI Press Inc.
  • Mowday, T. Richard, Porter, W. Lyman and Steers, M. Richardi, (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. San Diego: Academic Press.
  • Mullins, J.Laura (2006). Essentials of organizational behavior. England: Prentice Hall.
  • O’Reilly, Charles (2001). Corporations, culture and commitment:Motivation and social control in organizations. California ManagementReview. 31 (4):9-25.
  • Osabiya, Babatunde, Joseph (2015). The effect of employees’ motivationOn organizational performance. Journal of Public Administration and Policy Research. 7 (4): 62 – 75.
  • Ott, J. Steven (1989). Classic readings in organizational behavior. California: Brooks/Cole Publishing Company.
  • Pfau, N. Bruce (2016). What do millenials really want at work? TheSame things the rest of us do. Harvard Business Review. 94 (4): 20-22.
  • Pink, H.Daniel (2010). Drive: The surprising truth about what motivates us. New York: Riverhead Books.
  • Price, L. James (1977). The study of turnover. Ames: Iowa State University Press.
  • Queiri, Abdelbaset and Dwaikat, Nizar (2016). Factors affectinggeneration Y employees’ intention to quit in Malaysian’s businessprocess outsourcing sector. Journal of Sustainable Development. 9 (2):78-92.
  • Ramlall, Sunil (2004). A review of employee motivation theories andtheir implications for employee retention within organizations. TheJournal of American Academy of Business. 5 (1/2) :52-63.
  • Rawlins, C. Indvik and Johnson, R. P.(2008). Understanding the newgeneration: What the millennial cohort absolutely, positively must have atwork. Journal of Organizational Culture. 12 (2) : 1-8.
  • Reeves, C. and Oh, Eunjung(2008). Generational differences, in handbook of research on educational communications and technology. Issue no: 4. Springer: Athens.
  • Sheahan, Peter (2005). Generation Y. London: Hardie Grant Books.
  • Shore, L. M. and Tetrick, L. E., (1994). The psychological contract as an explanatory framework in the employment relationship. New York: Wiley.
  • Simons, L.Tony and Enz, Cathy (1995). Motivating hotel employees.Cornell Hotel and Restaurant Administration Quarterly. 36 (1): 20-27.
  • Sipahi, Beril, Yurtkoru, Serra, Çinko Murat ( 2008). Sosyal Bilimlerde SPSS’le Veri Analizi. İstanbul: Beta Yayın.
  • Smith, C. Patricia, Kendall, M.Lorne and Hulin, L.Charles (1969). The measurement of satisfaction in work and in retirement: A strategy for the study of attitudes. Chicago: Rand McNally.
  • Solinger, N. Omar, Van Olffen, Woody and Roe, Robert (2008). BeyondThe Three component model of organizational commitment. Journal ofApplied Psychology. 93 (1):70–83.
  • Solnet, David, Kralj, Anna (2011). Generational differences in workattitudes: Evidence from the Hospitality Industry. Hospitality Review. 29(2):37-51.
  • Spiegel, E. Diane (2013). The gen Y handbook: Applying relationshipleadership to engage millennials. New York: SelectBooks.
  • Sujansky, Joanne and Ferri-Reed, Jan (2009). Keeping the millennials: Why companies are losing billions in turnover to this generation- and what to do about it. New York: Wiley.
  • Türk, Aycan (2000). Y kuşağı. İstanbul: Kafekültür Yayınları.
  • Vijaya, T.G. and R.Hemamalini (2012). Impact of work life balance onOrganizational commitment among bank employees. Journal of AsianResearch Consortium. 2(2):159-171.
  • Wiedmer, Terry (2015). Generations do differ: Best practices in leadingtraditionalists, boomers, and generations x, y, and z. Delta Kappa GammaBulletin. 82 (1):51-58.
  • Yüksekbilgili, Zeki (2013). Türk tipi y kuşağı. Elektronik Sosyal BilimlerDergisi. 12 (45) :342-353.
  • Yüksekbilgili, Zeki (2015). Türkiye’de y kuşağının yaş aralığı. ElektronikSosyal Bilimler Dergisi. 14 (53) :259-267.
  • Zemke, Ron, Raines, Claire and Filipczak, Bop (2000). Generations at work: Managing the clash of veterans, voomers, Xers and nexters in your workplace. New York: American Management Association.

Ayrıntılar

Birincil Dil İngilizce
Konular Sosyal
Yayınlanma Tarihi Güz
Bölüm Makaleler
Yazarlar

Gül Selin Erben (Sorumlu Yazar)
BEYKENT ÜNİVERSİTESİ
0000-0003-0976-3445
Türkiye


Gizem Akıncı Büyüktaş Bu kişi benim
0000-0003-1053-4076
Türkiye

Yayımlanma Tarihi 30 Aralık 2019
Yayınlandığı Sayı Yıl 2019, Cilt 12, Sayı 2

Kaynak Göster

Bibtex @araştırma makalesi { bujss491812, journal = {Beykent Üniversitesi Sosyal Bilimler Dergisi}, issn = {1307-5063}, eissn = {2667-4955}, address = {}, publisher = {Beykent Üniversitesi}, year = {2019}, volume = {12}, pages = {7 - 22}, doi = {10.18221/bujss.491812}, title = {JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT}, key = {cite}, author = {Erben, Gül Selin and Akıncı Büyüktaş, Gizem} }
APA Erben, G. S. & Akıncı Büyüktaş, G. (2019). JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT . Beykent Üniversitesi Sosyal Bilimler Dergisi , 12 (2) , 7-22 . DOI: 10.18221/bujss.491812
MLA Erben, G. S. , Akıncı Büyüktaş, G. "JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT" . Beykent Üniversitesi Sosyal Bilimler Dergisi 12 (2019 ): 7-22 <https://dergipark.org.tr/tr/pub/bujss/issue/50670/491812>
Chicago Erben, G. S. , Akıncı Büyüktaş, G. "JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT". Beykent Üniversitesi Sosyal Bilimler Dergisi 12 (2019 ): 7-22
RIS TY - JOUR T1 - JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT AU - Gül Selin Erben , Gizem Akıncı Büyüktaş Y1 - 2019 PY - 2019 N1 - doi: 10.18221/bujss.491812 DO - 10.18221/bujss.491812 T2 - Beykent Üniversitesi Sosyal Bilimler Dergisi JF - Journal JO - JOR SP - 7 EP - 22 VL - 12 IS - 2 SN - 1307-5063-2667-4955 M3 - doi: 10.18221/bujss.491812 UR - https://doi.org/10.18221/bujss.491812 Y2 - 2019 ER -
EndNote %0 Beykent Üniversitesi Sosyal Bilimler Dergisi JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT %A Gül Selin Erben , Gizem Akıncı Büyüktaş %T JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT %D 2019 %J Beykent Üniversitesi Sosyal Bilimler Dergisi %P 1307-5063-2667-4955 %V 12 %N 2 %R doi: 10.18221/bujss.491812 %U 10.18221/bujss.491812
ISNAD Erben, Gül Selin , Akıncı Büyüktaş, Gizem . "JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT". Beykent Üniversitesi Sosyal Bilimler Dergisi 12 / 2 (Aralık 2019): 7-22 . https://doi.org/10.18221/bujss.491812
AMA Erben G. S. , Akıncı Büyüktaş G. JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT. BÜSBD. 2019; 12(2): 7-22.
Vancouver Erben G. S. , Akıncı Büyüktaş G. JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT. Beykent Üniversitesi Sosyal Bilimler Dergisi. 2019; 12(2): 7-22.
IEEE G. S. Erben ve G. Akıncı Büyüktaş , "JOB SATISFACTION PREFERENCES OF GENERATION Y;THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT", Beykent Üniversitesi Sosyal Bilimler Dergisi, c. 12, sayı. 2, ss. 7-22, Ara. 2019, doi:10.18221/bujss.491812

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