Kamu Kurumlarında Kişi-Örgüt Uyumu ve Duygusal Bağlılığın Görev Performansı Üzerindeki Etkileri: İş Talepleri ve Kaynaklar Kuramı Çerçevesinden Bir İnceleme

Öz

Amaç: Bu araştırmada, Türkiye’deki kamu kurumlarında kişi-örgüt uyumu ile duygusal bağlılığın, görev performansı üzerindeki etkileri İş Talepleri ve Kaynakları Kuramı kapsamında ele alınarak; kamu kurumlarında örgütsel davranışı şekillendiren unsurların anlaşılması hedeflenmiştir. Yöntem: Bu araştırma, olasılıksız örnekleme yöntemleri ile Balıkesir ilinde çalışan 210 kamu çalışanı ile yürütülmüştür. Elde edilen veriler SPSS ve AMOS programları aracılığı ile analiz edilmiştir. Ölçeklere ilişkin açıklayıcı faktör analizi ve doğrulayıcı faktör analizinin ardından, Yapısal Eşitlik Modellemesi ile kişi-örgüt uyumu ve duygusal bağlılık, kişi-örgüt uyumu ve görev performansı, duygusal bağlılık ve görev performansı ilişkisi araştırılmıştır. Son olarak; Hayes’in (2022) PROCESS makrosu ile yapılan analiz ile duygusal bağlılığın, kişi-örgüt uyumu ile görev performansı arasındaki ilişkide aracılık rolü incelenmiştir. Bulgular: Çalışmanın temel bulgularına göre; Yapısal Eşitlik Modellemesi uyum iyiliği değerleri (χ²/df = 2.03, CFI = .960, RMSEA = .070) hesaplanarak; modelin kabul edilebilir düzeyde uyum gösterdiği bulunmuştur. Kişi-örgüt uyumunun duygusal bağlılık üzerindeki etkisi güçlü ve anlamlı (β = .49, p < .001) bulunurken; kişi-örgüt uyumunun görev performansına doğrudan etkisinin (β = –.01, p = .869) ve duygusal bağlılığın görev performansı üzerindeki doğrudan etkisinin (β = .16, p = .153) anlamlı olmadığı gözlenmiştir. Öte yandan Hayes (2022) PROCESS makrosu ile yapılan aracılık analizinde, duygusal bağlılığın kişi-örgüt uyumu ile görev performansı arasındaki ilişkide aracı bir rol üstlenmediği tespit edilmiştir. Sonuç: Türkiye’de kamu kurumlarında yürütülen bu araştırmada, kişi-örgüt uyumu ile duygusal bağlılığın görev performansı üzerindeki etkileri incelenmiş, söz konusu değişkenlerin doğrudan görev performansı üzerindeki etkilerinin anlamlı olmadığı; ayrıca duygusal bağlılığın, kişi-örgüt uyumu ve görev performansı ilişkisinde bir aracı etki yaratmadığı tespit edilmiştir. Özgünlük: Bu çalışma kamu kurumlarında kişi-örgüt uyumu ve duygusal bağlılığın görev performansı üzerindeki etkilerini İş Talepleri ve Kaynaklar Kuramı çerçevesinden inceleyen ilk çalışmadır. Bununla birlikte, kamu kurumlarının hiyerarşik ve bürokratik yapısının, çalışanların örgütle uyumu ve duygusal bağlılıklarının davranışsal çıktılara dönüşmesi ile görev performansı süreci arasında bir çelişki yarattığı belirlenmiştir. Bu çelişkinin çözümüne yönelik bir model geliştirilmiş ve çeşitli öneriler ortaya konularak önemli bir teorik çerçeve sunulmuştur. Bu bulgular, kamu kurumlarında yönetsel uygulamalara yönelik stratejik karar süreçlerinin geliştirilmesine katkı sağlamakta; kamu yönetimi alanındaki alanyazını kuramsal ve uygulamalı açıdan zenginleştirmektedir.

Anahtar Kelimeler

• Kişi-örgüt uyumu
• duygusal bağlılık
• görev performansı
• iş-talepleri ve kaynaklar kuramı

Etik Beyan

Bu çalışma, Balıkesir Üniversitesi Sosyal ve Beşeri Bilimler Araştırmaları Etik Kurulu’nun 01.09.2025 tarihli ve 2025/08-06 sayılı kararı doğrultusunda etik açıdan uygun bulunmuş olup ilgili kurul onayı çerçevesinde yürütülmüştür. Araştırma sürecinde, bilimsel araştırma ve yayın etiği ilkelerine tamamen uyulmuş, katılımcı haklarının korunması, gizlilik ve gönüllülük esasları titizlikle gözetilmiştir.

Effects of Person-Organization Fit and Affective Commitment on Task Performance in Public İnstitutions: An Examination within the Framework of Job Demands and Resources Theory

Öz

Aim: This study aims to examine the effects of person–organization fit and affective commitment on task performance in public institutions in Turkey within the framework of the Job Demands–Resources Theory, thereby contributing to a deeper understanding of the factors that shape organizational behavior in public-sector settings. Method: The research was conducted with 210 public employees working in the province of Balikesir, selected through non-probability sampling methods. The collected data were analyzed using SPSS and AMOS. Following the exploratory and confirmatory factor analyses of the measurement scales, Structural Equation Modeling was employed to investigate the relationships between person–organization fit and affective commitment, person–organization fit and task performance, as well as affective commitment and task performance. Finally, Hayes’ (2022) PROCESS macro was used to test the mediating role of affective commitment in the relationship between person–organization fit and task performance. Results: According to the main findings, the Structural Equation Modeling fit indices (χ²/df = 2.03, CFI = .960, RMSEA = .070) indicated an acceptable model fit. While person–organization fit had a strong and significant effect on affective commitment (β = .49, p < .001), its direct effect on task performance (β = –.01, p = .869) was not significant, nor was the direct effect of affective commitment on task performance (β = .16, p = .153). Moreover, the mediation analysis conducted with Hayes’ (2022) PROCESS macro revealed that affective commitment did not mediate the relationship between person–organization fit and task performance. Conclusion: This study, carried out in public institutions in Turkey, examined the effects of person–organization fit and affective commitment on task performance and found that neither variable exerted a significant direct effect on task performance. Additionally, affective commitment did not serve as a mediating mechanism in the relationship between person–organization fit and task performance. Originality: This study is the pioneering research to investigate the effects of person-organization fit and affective commitment on task performance within the framework of the Job Demands-Resources (JD-R) Theory in public institutions. However, it has been identified that the hierarchical and bureaucratic structure of public institutions creates a contradiction between employees’ person–organization fit and the translation of their affective commitment into behavioral outcomes within the task performance process. In response to this contradiction, a model has been developed and several practical implications have been proposed, thereby providing a significant theoretical framework. These findings contribute to the development of strategic decision-making processes regarding managerial practices in public institutions and enrich the public administration literature from both theoretical and practical perspectives.

Anahtar Kelimeler

• Person-organization fit
• affective commitment
• task performance
• job demands and resources theory

Etik Beyan

This study was approved on 01.09.2025 by the Ethics Committee for Social and Human Sciences Research at Balıkesir University (Approval No: 2025/08-06) and was conducted in accordance with this approval. Throughout the research process, all principles of scientific research and publication ethics were strictly followed, and the rights of participants—including confidentiality and voluntary participation—were carefully protected.

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