The Effect of Work- Life Balance on Employee Satisfaction and Organizational Commitment

Öz

Due to the rapid developments and changes in the information and communication technologies, and also, in life styles of people, it has been observed that employees can not make a balance between work and personal lives; and therefore in order to cope with this problem organizations have practiced work-life-balance programs. According to the internal marketing approach, to be satisfied of external customers depends on to be satisfied of personnel who are internal customers. If the employers achieve to establish a balance between work and personal lives that would affects their satisfaction and organizational commitments as well. Thus, in order to specify correlations between these concepts is extremely significant in terms of being able to produce various politics related with human resources and managers to better manage the organization’s human resources. In relation to this concept, this study is aimed to explain the correlation between the organizational commitment and employee satisfaction of the worklife balance as well as the effect of the organizational commitment on employee satisfaction by means of structural equation model. For these purposes, in this study, the questionnaire was applied to the white-collar employees working at Turkish Hardcoal Enterprise (TTK) and at the end of this study, it has been found out that there has been a considerable increase in organizational commitment as a result of the work-life balance and that the work-life balance has not been founded a direct and meaningful effect on the employee satisfaction. However, that the organizational commitment has increased the employee satisfaction has been identified

Anahtar Kelimeler

• Work-life balance, organizational commitment, employee satisfaction, structural equation modeling

İş Yaşam Dengesinin Örgütsel Bağlılık Ve Çalışan Memnuniyetine Etkisi

Öz

Bilgi iletişim teknolojisinde ve bireylerin yaşam tarzlarında meydana gelen hızlı gelişmeler nedeniyle çalışanların iş ve kişisel yaşamları arasında bir denge kuramadıkları ve bu sorunu gidermek içinse örgütlerin iş yaşam denge programlarını uygulamaya koydukları görülmektedir. İçsel pazarlama yaklaşımına göre dış müşterilerin memnun edilebilmesi, iç müşteriler olan çalışanların da memnun edilebilmesine bağlıdır. Çalışanların iş ve özel yaşamları arasında denge kurabilmeleri örgüte olan bağlılıklarını dolayısıyla memnuniyetlerini etkilemektedir. Bu nedenle bu kavramlar arasındaki ilişkileri ortaya koymak yöneticilerin örgütün insan kaynağını iyi yönetmesi ve çeşitli insan kaynağı politikaları üretmesi açısından son derece önem taşımaktadır. Bu açıdan bakıldığında bu çalışmanın; iş yaşam dengesinin, örgütsel bağlılık ve çalışan memnuniyeti ile olan ilişkisini aynı zamanda örgütsel bağlılığın da çalışan memnuniyetine olan etkisini yapısal eşitlik modeli yardımıyla ortaya koyması amaçlanmaktadır. Bu amaçla bu çalışma Türkiye Taş Kömürü Kurumu Genel Müdürlüğü’nde çalışan beyaz yakalı çalışanlar üzerinde yapılmış ve çalışmanın sonucunda iş yaşam dengesinin örgütsel bağlılığı arttırdığı, doğrudan çalışan memnuniyeti üzerinde anlamlı bir etkisinin olmadığı ancak örgütsel bağlılığın çalışan memnuniyetini arttırdığı tespit edilmiştir

Anahtar Kelimeler

• İş-yaşam dengesi, örgütsel bağlılık, çalışan memnuniyeti, yapısal eşitlik modeli

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