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

Yıl 2026, Cilt: 17 Sayı: 1 , 11 - 30 , 29.04.2026

Çiğdem Gökçe

https://doi.org/10.54558/jiss.1835335

https://izlik.org/JA43JJ58AJ

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

https://izlik.org/JA43JJ58AJ

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.

Kaynakça

• Abdi, R., Hermanto, H. & Nugraha, I. N., (2020). The effect of affective commitment, normative commitment, and continuance commitments on readiness to change. International Journal of Innovative Science, Engineering & Technology, 7(12), 392-405.
• Ak, M. & Sezer, Ö. (2017). Türk kamu sektöründe örgütsel bağlılığın etkileri. The Journal of International Lingual Social and Educational Sciences, 3(2), 111-119.
• Akdemir, B. & Duman, M. Ç. (2016). Duygusal bağlılık ve işgören performası arasındaki ilişkiye yönelik bir araştırma. The Journal of Academic Social Science Studies, 5(46), 343-343. https://doi.org/10.9761/JASSS3454
• Akduman, G., Demi̇r, B. & Hati̇poğlu, Z. (2019). Babacan liderlik tarzının çalışan görev performansı ve duygusal bağlılık üzerindeki etkisi. Journal of Business Research-Turk, 11(1), 279-292. https://doi.org/10.20491/isarder.2019.599
• Akgemci, T., Tekin, E. & Kalfaoğlu, S. (2019). Yüksek performanslı çalışma sistemleri ile birey-örgüt uyumu arasındaki ilişkide duygusal bağlılığın aracılık rolü. OPUS Uluslararası Toplum Araştırmaları Dergisi, 12(Özel Sayı), 193-217. https://doi.org/10.26466/opus.583814
• Albrecht, S., Breidahl, E. & Marty, A. (2018). Organizational resources, organizational engagement climate, and employee engagement. Career Development International, 23(1), 67-85. https://doi.org/10.1108/CDI-04-2017-0064
• Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
• Alniaçik, E., Alniaçik, Ü., Erat, S. & Akçin, K. (2013). Does person-organization fit moderate the effects of affective commitment and job satisfaction on turnover intentions?. Social and Behavioral Sciences, 99(1), 274-281. https://doi.org/10.1016/j.sbspro.2013.10.495
• Alonso, P. & Lewis, G. B. (2001). Public service motivation and job performance: evidence from the federal sector. The American Review of Public Administration, 31(4), 363-380. https://doi.org/10.1177/02750740122064992
• Anderfuhren-Biget, S., Varone, F., Giauque, D. & Ritz, A. (2010). Motivating employees of the public sector: does public service motivation matter? International Public Management Journal, 13(3), 213-246. https://doi.org/10.1080/10967494.2010.503783
• Andrade, C. (2021). The Inconvenient truth about convenience and purposive samples. Indian Journal of Psychological Medicine, 43(1), 86-88. https://doi.org/10.1177/0253717620977000
• Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the U.S. and Japan. Journal of Business Research, 69(2), 956-963. https://doi.org/10.1016/j.jbusres.2015.08.039
• Bakker, A. B. & Demerouti, E. (2007). The job demands‐resources model: state of the art. Journal of Managerial Psychology, 22(3), 309-328. https://doi.org/10.1108/02683940710733115
• Bakker, A. B. & Demerouti, E. (2014). Job demands-resources theory. In C. Peter Y. Chen and Cary L. Cooper. (Eds.), Work and Wellbeing: Wellbeing: A Complete Reference Guide: Vol. 3 (pp. 1-28). John Wiley. https://doi.org/10.1002/9781118539415.wbwell019
• Bakker, A. B., Demerouti, E. & Sanz-Vergel, A. I. (2014). Burnout and work engagement: the Jd–r approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389-411. https://doi.org/10.1146/annurev-orgpsych-031413-091235
• Bakker, A. B., Demerouti, E. & Sanz-Vergel, A. (2023). Job demands–resources theory: ten years later. Annual Review of Organizational Psychology and Organizational Behavior, 10(1), 25-53. https://doi.org/10.1146/annurev-orgpsych-120920-053933
• Bakker, A. B., Hakanen, J. J., Demerouti, E. & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284. https://doi.org/10.1037/0022-0663.99.2.274
• Bolat, O. İ. & Bolat, T. (2008). Otel işletmelerinde örgütsel bağlılık ve örgütsel vatandaşlık davranışı ilişkisi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(19), 75-94.
• Borman, W. C. & Brush, D. H. (1993). More progress toward a taxonomy of managerial performance requirements. Human Performance, 6(1), 1-21. https://doi.org/10.1207/s15327043hup0601_1
• Borman, W. C. & Motowidlo, S. J. (1997). Task performance and contextual performance: the meaning for personnel selection research. Human Performance, 10(2), 99-109. https://doi.org/10.1207/s15327043hup1002_3
• Boxx, W. R., Odom, R. Y. & Dunn, M. G. (1991). Organizational values and value congruency and their ımpact on satisfaction, commitment, and cohesion: an empirical examination within the public sector. Public Personnel Management, 20(2), 195-205. https://doi.org/10.1177/009102609102000207
• Brewer, G. A. & Selden, S. C. (1998). Whistle blowers in the federal civil service: new evidence of the public service ethic. Journal of Public Administration Research and Theory, 8(3), 413-440. https://doi.org/10.1093/oxfordjournals.jpart.a024390
• Brewer, G. A., Selden, S. C. & Facer Ii, R. L. (2000). Individual conceptions of public service motivation. Public Administration Review, 60(3), 254-264. https://doi.org/10.1111/0033-3352.00085
• Bright, L. (2007). Does person-organization fit mediate the relationship between public service motivation and the job performance of public employees? Review of Public Personnel Administration, 27(4), 361-379. https://doi.org/10.1177/0734371X07307149
• Büyükyılmaz, O. (2018). Relationship between person-organızation fit and organizational citizenship behavior: the mediating role of job satisfaction. International Journal of Management and Administration, 2(4), 135-146. https://doi.org/10.29064/ijma.464856
• Cable, D. M. & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884. https://doi.org/10.1037/0021-9010.87.5.875
• Cable, D. M. & Edwards, J. R. (2004). Complementary and supplementary fit: a theoretical and empirical integration. Journal of Applied Psychology, 89(5), 822-834. https://doi.org/10.1037/0021-9010.89.5.822
• Cable, D. M. & Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67(3), 294-311. https://doi.org/10.1006/obhd.1996.0081
• Cen, C. C., Cahyadi, W., Cahyadi, L., Candrasa, L., Sinurat, M., Ilham, R. N. & Saputra, J. (2021, Mart 7). Factors that affect competence and affective commitment and ıts implication on job performance: a case study of STIE Medan, Indonesia. Proceedings of the International Conference on Industrial Engineering and Operations Management. 11th Annual International Conference on Industrial Engineering and Operations Management, Singapore, Singapore. https://doi.org/10.46254/AN11.20210842
• Chatman, J. A. (1989). Improving interactional organizational research: a model of person-organization fit. The Academy of Management Review, 14(3), 333. https://doi.org/10.2307/258171
• Chordiya, R., Sabharwal, M. & Goodman, D. (2017). Affectıve organizational commitment and job satisfaction: a cross-national comparative study: Affective organizational commitment and job satisfaction. Public Administration, 95(1), 1-18. https://doi.org/10.1111/padm.12306
• Christensen, R. K., Paarlberg, L. & Perry, J. L. (2017). Public service motivation research: lessons for practice. Public Administration Review, 77(4), 529-542. https://doi.org/10.1111/puar.12796
• Cindiloğlu Demirer, M. (2019). Kişi örgüt uyumunun iş performansı üzerine etkisi: mutluluğun aracılık rolü. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 33(1), 283-301.
• Civil Service Careers. (2025). A guide to Civil Service Success Profiles. https://www.civil-service-careers.gov.uk/a-guide-to-civil-service-success-profiles
• Çam, E., Elçi̇, M. & Müceldi̇li̇, B. (2020). Kişi-örgüt uyumunun görev ve bağlamsal performans ile ilişkisi: iş tutumlarının aracılık rolü. International Journal of Management Economics and Business, 16(4), 928-953. https://doi.org/10.17130/ijmeb.853552
• Çankır, B. (2019). Örgütlerde duygusal bağlılık ve performans ilişkisi. İstanbul Gelişim Üniversitesi Sosyal Bilimler Dergisi, 6(Özel Sayı), 155-177. https://doi.org/10.17336/igusbd.620845
• Çöl, G. (2008). Algılanan güçlendirmenin işgören performansı üzerine etkileri. Doğuş Üniversitesi Dergisi, 1(9), 35-46. https://doi.org/10.31671/dogus.2019.220
• Demerouti, E., Bakker, A. B., Nachreiner, F. & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499-512. https://doi.org/10.1037/0021-9010.86.3.499
• Dinh Nguyen, H., My Thi Tran, D., Ba Vu, T. & Thuy Thi Le, P. (2020). An empirical study of affective commitment: the case of machinery enterprises in hochiminh city. Organizations and Markets in Emerging Economies, 11(22), 429-455. https://doi.org/10.15388/omee.2020.11.41
• Etzioni, A. (1961). An evaluation of Complex Organizations: On Power, Involvement, and Their Correlates. Free Press.
• Ezer, M. (2017). Kişi-Örgüt Uyumunun İş Performansı Üzerindeki Etkisini Belirlemeye Yönelik Bir Araştırma Yayınlanmamış Yüksek Lisans. Batman Üniversitesi, Batman.
• Farooqui, Ms. S. & Nagendra, A. (2014). The impact of person organization fit on job satisfaction and performance of the employees. Procedia Economics and Finance, 11, 122-129. https://doi.org/10.1016/S2212-5671(14)00182-8.
• Fernet, C., Austin, S. & Vallerand, R. J. (2012). The effects of work motivation on employee exhaustion and commitment: An extension of the JD-R model. Work & Stress, 26(3), 213-229. https://doi.org/10.1080/02678373.2012.713202
• Gautam, T., Van Dick, R. & Wagner, U. (2004). Organizational identification and organizational commitment: Distinct aspects of two related concepts. Asian Journal of Social Psychology, 7(3), 301-315. https://doi.org/10.1111/j.1467-839X.2004.00150.x
• Giauque, D., Anderfuhren-Biget, S. & Varone, F. (2013). Stress perception in public organisations: expanding the job demands–job resources model by including public service motivation. Review of Public Personnel Administration, 33(1), 58-83. https://doi.org/10.1177/0734371X12443264
• Griffin, M. A., Neal, A. & Parker, S. K. (2007). A new model of work role performance: positive behavior in uncertain and ınterdependent contexts. Academy of Management Journal, 50(2), 327-347. https://doi.org/10.5465/amj.2007.24634438
• Gündüz, M. & Yılmaz, G. (2021). Ekonomik kalkınma ve sosyal sermaye arasındaki ilişkinin yapısal eşitlik modellemesi yöntemi ile analizi. Uşak Üniversitesi Sosyal Bilimler Dergisi, 14(3), 241-260.
• Gürbüz, H., Doğan, R., Görmüş, E., Tokyay, G. P., Özteki̇n, D. & Engi̇z, G. (2014). Kamu çalışanlarının stres düzeylerinin ölçülmesi ve Eskişehir kamu çalışanları üzerine bir araştırma. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 15(1), 113-132. https://doi.org/10.17494/ogusbd.81740
• Hadi, N. & Tentama, F. (2020). Affective commitment, continuance commitment and normative commitment in reflecting organizational commitment. American International Journal of Business Management, 3(8), 148-156.
• Hakanen, J. J., Schaufeli, W. B. & Ahola, K. (2008). The job demands-resources model: a three-year cross-lagged study of burnout, depression, commitment, and work engagement. Work & Stress, 22(3), 224-241. https://doi.org/10.1080/02678370802379432
• Hansen, T., Hope, A. J. & Moehler, R. C. (2012). Managing geographically dispersed teams: from temporary to permanent global virtual teams. Business, Computer, Science SSRN Electronic Journal. https://doi.org/10.2139/ssrn.2143185
• Hermina, U. N. & Yosepha, S. Y. (2019). The model of employee performance. International Review of Management and Marketing, 9(3), 69-73. https://doi.org/10.32479/irmm.8025
• Hodgkinson, I. R., Hughes, P., Radnor, Z. & Glennon, R. (2018). Affective commitment within the public sector: Antecedents and performance outcomes between ownership types. Public Management Review, 20(12), 1872-1895. https://doi.org/10.1080/14719037.2018.1444193
• Hoffman, B. J. & Woehr, D. J. (2006). A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389-399. https://doi.org/10.1016/j.jvb.2005.08.003
• Hofstede, G. (2011). Dimensionalizing cultures: the Hofstede model in context. Online Readings in Psychology and Culture, 2(1), 1-26. https://doi.org/10.9707/2307-0919.1014
• Hu, L. & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. https://doi.org/10.1080/10705519909540118
• Ingram, H., Teare, R., Scheuing, E. & Armistead, C. (1997). A systems model of effective teamwork. The TQM Magazine, 9(2), 118-127. https://doi.org/10.1108/09544789710165563
• Jong, J. & Ford, M. T. (2016). The lagged effects of job demands and resources on organizational commitment in federal government agencies: a multi-level analysis. Journal of Public Administration Research and Theory, 26(3), 475-492. https://doi.org/10.1093/jopart/muv040
• Jufrizen, J., Khair, H., Annisa, N. & Hawariyuni, W. (2023). Person-organization fit and employee performance: mediation role job satisfaction and organizational commitment. Jurnal Organisasi dan Manajemen, 19(2), 345-363. https://doi.org/10.33830/jom.v19i2.5861.2023
• Kahya, C. (2020). Kişi-örgüt uyumunun örgütsel sinizm üzerindekı rolü. Journal Of Social, Humanities And Administrative Sciences, 6(33), 1807-1813. https://doi.org/10.31589/JOSHAS.439
• Kahya, E. (2007). The effects of job characteristics and working conditions on job performance. International Journal of Industrial Ergonomics, 37(6), 515-523. https://doi.org/10.1016/j.ergon.2007.02.006
• Kanter, R. M. (1968). Commitment and social organization: a study of commitment mechanisms in utopian communities. American Sociological Review, 33(4), 499-517. https://doi.org/10.2307/2092438
• Karagöz, Y., Bircan, H. & Beğen, A. (2016). Yapısal eşitlik modellemesi ile öğretim elemanlarının öğrenci başarısına etkisi ölçeğinin geliştirilmesi. Giresun Üniversitesi İktisadi ve İdari Bilimler Dergisi, 2(4), 27-44. https://izlik.org/JA47GK32SL
• Karakaplan Özer, E., Doğan, E. & Güngör, Y. (2020). Duygusal bağlılık ve işgören performansı ilişkisi: Adıyaman ili kamu bankaları çalışanları uygulaması. Bartın Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11(22), 373-391.
• Karakurum, M. (2005). The effects of person-organization fit on employee job satisfaction, performance and organizational commitment in a Turkish Public Organization. Unpublished Master’s Thesis. Middle East Technical University. Ankara. https://open.metu.edu.tr/handle/11511/15115
• Khan, A. J., Bashir, F., Nasim, I. & Ahmad, R. (2021). Understanding affective, normative & continuance commitment through the lens of training & development. iRASD Journal of Management, 3(2), 105-113. https://doi.org/10.52131/jom.2021.0302.0030
• Khan, A. R. & Khandaker, S. (2016). Public and private organizations: how different or similar are they. Journal of Siberian Federal University. Humanities & Social Sciences, 9(12), 2873-2885. https://doi.org/10.17516/1997-1370-2016-9-12-2873-2885
• Kilis, S. & Yıldırım, Z. (2018). Sorgulayıcı öğrenme topluluğu üst biliş ölçeğinin Türkçe'ye uyarlanması: Geçerlik ve güvenirlik çalışması. Ahi Evran Universitesi Kırşehir Eğitim Fakültesi Dergisi, 19(1), 665-679.
• Kim, S. (2004). Individual-level factors and organizational performance in government organizations. Journal of Public Administration Research and Theory, 15(2), 245-261. https://doi.org/10.1093/jopart/mui013
• Kim, S. (2006). Public service motivation and organizational citizenship behavior in Korea. International Journal of Manpower, 27(8), 722-740. https://doi.org/10.1108/01437720610713521
• Kim, S. & Vandenabeele, W. (2010). A strategy for building public service motivation research internationally. Public Administration Review, 70(5), 701-709. https://doi.org/10.1111/j.1540-6210.2010.02198.x
• Kim, S. & Wang, J. (2018). The role of job demands–resources (jdr) between service workers’ emotional labor and burnout: new directions for labor policy at local government. International Journal of Environmental Research and Public Health, 15(12), 1-31. https://doi.org/10.3390/ijerph15122894
• Knoke, D. & Wright-Isak, C. (1982). Individual motives and organizational incentive systems. Research in the Sociology of Organizations, 1, 209-254.
• Kooij, D. T. A. M. & Boon, C. (2018). Perceptions of HR practices, person-organisation fit, and affective commitment: The moderating role of career stage. Human Resource Management Journal, 28(1), 61-75. https://doi.org/10.1111/1748-8583.12164
• Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., De Vet Henrica, C. W. & Van Der Beek, A. J. (2011). Conceptual frameworks of individual work performance: a systematic review. Journal of Occupational & Environmental Medicine, 53(8), 856-866. https://doi.org/10.1097/JOM.0b013e318226a763
• Kristof, A. L. (1996). Person‐organization fit: an integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49. https://doi.org/10.1111/j.1744-6570.1996.tb01790.x
• Kristof‐Brown, A., Schneider, B. & Su, R. (2023). Person‐organization fit theory and research: Conundrums, conclusions, and calls to action. Personnel Psychology, 76(2), 375-412. https://doi.org/10.1111/peps.12581
• Kumari, N. & Afroz, N. (2013). The ımpact of affective commitment in employees life satisfaction. Global Journal of Management and Business Research, 13(7), 24-30.
• Kuvaas, B. (2006). Work performance, affective commitment, and work motivation: The roles of pay administration and pay level. Journal of Organizational Behavior, 27(3), 365-385. https://doi.org/10.1002/job.377
• Lam, L. W. & Liu, Y. (2014). The identity-based explanation of affective commitment. Journal of Managerial Psychology, 29(3), 321-340. https://doi.org/10.1108/JMP-02-2012-0036
• Lim, S., Lee, K.H. & Bae, K.H. (2019). Does person-organization fit mediate the relationship between affect-based work antecedents and public employee job satisfaction? Journal of Public and Nonprofit Affairs, 5(2), 134-154. https://doi.org/10.20899/jpna.5.2.
• Liu, X. & Xie, C. P. (2023). How person-organization fit impacts work performance: evidence from researchers in ten countries during the covid-19. Sustainability, 15(13), 1-18. https://doi.org/10.3390/su15139866
• Loon, N. van, Vandenabeele, W. & Leisink, P. (2015). On the bright and dark side of public service motivation: The relationship between PSM and employee wellbeing. Public Money and Management, 35(5), 349-356.
• Luthans, F., Norman, S. M., Avolio, B. J. & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate-Employee performance relationship. Journal of Organizational Behavior, 29(2), 219-238. https://doi.org/10.1002/job.507
• Mercurio, Z. A. (2015). Affective commitment as a core essence of organizational commitment: an integrative literature review. Human Resource Development Review, 14(4), 389-414. https://doi.org/10.1177/1534484315603612
• Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
• Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52. https://doi.org/10.1006/jvbe.2001.1842
• Morrow, P. C. (2011). Managing organizational commitment: Insights from longitudinal research. Journal of Vocational Behavior, 79(1), 18-35. https://doi.org/10.1016/j.jvb.2010.12.008
• Motowidlo, S. J. (2003). Job performance. In I. B. Weiner, W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of Psychology (pp. 82-103). John Wiley&Sons, Inc.
• Mowday, R. T., Steers, R. M. & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247. https://doi.org/10.1016/0001-8791(79)90072-1
• Muchinsky, P. M. & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31(3), 268-277. https://doi.org/10.1016/0001-8791(87)90043-1
• Naff, K. C. & Crum, J. (1999). Working for America: does public service motivation make a difference? Review of Public Personnel Administration, 19(4), 5-16. https://doi.org/10.1177/0734371X9901900402
• Nakagawa, Y., Inoue, A., Kawakami, N., Tsuno, K., Tomioka, K., Nakanishi, M., Mafune, K. & Hiro, H. (2014). Job demands, job resources, and job performance in japanese workers: a cross-sectional study. Industrial Health, 52(6), 471-479. https://doi.org/10.2486/indhealth.2014-0036
• Noerchoidah, Harjanti, D., Dwiarta, I. M. & Suprapto, W. (2023). Enhancing creativity: the role of affective commitment and knowledge sharing. Journal of Business and Management Review, 4(7), 494-509. https://doi.org/10.47153/jbmr47.7282023
• Noor, S. & Rafiq, M. A. (2021). Discover the employee performance dimensionality in public sector organizations of Pakistan. Palarch’s Journal Of Archaeology Of Egypt/Egyptology, 18(4), 4991-5021.
• OECD. (2021). Public Employment and Management 2021: The Future of the Public Service. OECD. https://doi.org/10.1787/938f0d65-en
• Okur, Y., Aksu, B., Akçakanat, T. & Uzunbacak, H. H. (2021). Kişi-örgüt uyumu ve lider-üye etkileşiminin duygusal bağlılık üzerine etkisi: kolektif şükranın düzenleyici rolü. Uluslararası İktisadi ve İdari Bilimler Dergisi, 7(2), 78-98. https://doi.org/10.29131/uiibd.972942
• O’Reilly, C. A., Chatman, J. & Caldwell, D. F. (1991). People and organizational culture: a profıle comparison approach to assessing person-organizatıon fit. Academy of Management Journal, 34(3), 487-516. https://doi.org/10.2307/256404
• Özdemir, O., Birer, İ. & Akkoç, İ. (2019). Lider desteği ve örgütsel adalet algısının iş performansına etkisinde kişi-örgüt uyumunun aracılık rolü. Toros Ünv. İİSBF Sosyal Bilimler Dergisi, 6(10), 77-106.
• Park, I. J. & Hai, S. (2024). Person-organization fit, person-job fit and organizational commitment among hotel employees: The roles of positive affect and calling. International Journal of Contemporary Hospitality Management, 36(3), 852-872. https://doi.org/10.1108/IJCHM-07-2022-0827
• Paul, A. K. & Anantharaman, R. N. (2003). Impact of people management practices on organizational performance: Analysis of a causal model. The International Journal of Human Resource Management, 14(7), 1246-1266. https://doi.org/10.1080/0958519032000145648
• Perry, J. L. & Hondeghem, A. (2008). Building theory and empirical evidence about public service motivation. International Public Management Journal, 11(1), 3-12. https://doi.org/10.1080/10967490801887673
• Perry, J. L. & Wise, L. R. (1990). The motivational bases of public service. Public Administration Review, 367-373. https://sangyubr.wordpress.com/wp-content/uploads/2012/02/the-motivational-bases-of-public-service.pdf
• Ribeiro, N., Yücel, İ. & Gomes, D. (2018). How transformational leadership predicts employees’ affective commitment and performance. International Journal of Productivity and Performance Management, 67(9), 1901-1917. https://doi.org/10.1108/IJPPM-09-2017-0229
• Ritz, A. (2009). Public service motivation and organizational performance in Swiss federal government. International Review of Administrative Sciences, 75(1), 53-78. https://doi.org/10.1177/0020852308099506
• Ritz, A., Brewer, G. A. & Neumann, O. (2016). Public service motivation: a systematic literature review and outlook. Public Administration Review, 76(3), 414-426. https://doi.org/10.1111/puar.12505
• Rotundo, M. & Sackett, P. R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87(1), 66-80. https://doi.org/10.1037/0021-9010.87.1.66
• Rusu, G., Avasilcăi, S. & Huţu, C.A. (2016). Organizational context factors ınfluencing employee performance appraisal: a research framework. Social and Behavioral Sciences, 221, 57-65. https://doi.org/10.1016/j.sbspro.2016.05.090
• Sahota, G., McLachlan, J., Patterson, F. & Tiffin, P. (2024). Evidence-based appraisal of the role of SJTs in selection. Elsevier Clinical Medicine, 23(6), 641-642.
• Saks, A. M. & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395-426. https://doi.org/10.1111/j.1744-6570.1997.tb00913.x
• Salancik, G. R. (1977). Commitment is too easy!. Organizational Dynamics, 6(1), 62-80. https://doi.org/10.1016/0090-2616(77)90035-3
• Schmidt, K. H. (2007). Organizational commitment: A further moderator in the relationship between work stress and strain? International Journal of Stress Management, 14(1), 26-40. https://doi.org/10.1037/1072-5245.14.1.26
• Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437-453. https://doi.org/10.1111/j.1744-6570.1987.tb00609.x
• Schneider, B., Goldstiein, H. W. & Smith, D. B. (1995). The asa framework: an update. Personnel Psychology, 48(4), 747-773. https://doi.org/10.1111/j.1744-6570.1995.tb01780.x
• Schott, C. & Pronk, J. L. J. (2014). Investigating and explaining organizational antecedents of PSM. Evidence-Based HRM: A Global Forum for Empirical Scholarship, 2(1), 28-56. https://doi.org/10.1108/EBHRM-07-2013-0021
• Sekiguchi, T. (2004). Person-organization fit and person-job fit in employee selection: a review of the literature. Osaka Keidai Ronshu, 54(6), 179-196.
• Sharma, J. & Dhar, R. L. (2016). Factors influencing job performance of nursing staff: Mediating role of affective commitment. Personnel Review, 45(1), 161-182. https://doi.org/10.1108/PR-01-2014-0007
• Shore, L. M. & Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774-780. https://doi.org/10.1037/0021-9010.78.5.774
• Smalskys, V. & Urbanovic, J. (2017). Civil service systems. In Oxford Research Encyclopedia, Politics (pp: 1-18). Oxford University Press. https://doi.org/10.1093/acrefore/9780190228637.013.160
• Sökmen, A. & Bıyık, Y. (2016). Örgütsel bağlılık, örgütsel özdeşleşme, kişi-örgüt uyumu ve iş tatmini ilişkisi: bilişim uzmanlarına yönelik bir araştırma. Bilişim Teknolojileri Dergisi, 9(2), 221-227. https://doi.org/DOI:%252010.17671/btd.99671
• Strateji ve Bütçe Başkanlığı. (2025). Kamu Sektörü İstihdam Sayıları 2025 2. Çeyrek. https://www.sbb.gov.tr/kamu-sektoru-istihdam-sayilari-2025-2-ceyrek/
• Suciati, A. S., Erlina, R. R. & Ahadiat, A. (2021). The effect of person organization fit on employee performance with organizational commitment mediation variables. International Journal of Environmental, Sustainability, and Social Science, 2(3), 337-349. https://doi.org/10.38142/ijesss.v2i3.345
• Szabo, P., Mlkva, M., Vanova, J. & Markova, P. (2017). Employee performance in the context of the problems of measurement and evaluation in practice. Research Papers Faculty of Materials Science and Technology Slovak University of Technology, 25(41), 63-70. https://doi.org/10.1515/rput-2017-0022
• Tabachnick, B. & Fidell, L. (2013). Using Multivariate Statistics (8th Ed.). Pearson.
• Tahir, M. Z., Hadi, N. U. & Awan, T. M. (2021). The role of person-organisation fit and affective commitment in ınspiring citizenship behaviours among banking sector employees of Pakistan. International Journal of Innovation, 15(6), 610-634.
• Taylor, J. & Westover, J. H. (2011). Job satisfaction in the public service: The effects of public service motivation, workplace attributes and work relations. Public Management Review, 13(5), 731-751. https://doi.org/10.1080/14719037.2010.532959
• Toscano, F., González-Romá, V. & Zappalà, S. (2024). The influence of working from home vs. working at the office on job performance in a hybrid work arrangement: a diary study. Journal of Business and Psychology, 40, 1-16. https://doi.org/10.1007/s10869-024-09970-7
• Tremblay, M., Hill, K. & Aubé, C. (2017). A time-lagged investigation of the mediating role of person-organization fit in the relationship between leader–member exchange and employee affective organizational commitment. European Journal of Work and Organizational Psychology, 26(1), 53-65. https://doi.org/10.1080/1359432X.2016.1203306
• Turunç, Ö. & Çelik, M. (2012). İş tatmini -kişi örgüt uyumu ve amire güven- kişi-örgüt uyumu ilişkisinde dağıtım adaletinin düzenleyici rolü. ISGUC, The Journal of Industrial Relations and Human Resources, 14(2), 57-78. https://doi.org/10.4026/1303-2860.2012.0199.x
• Ucar, A. C., Alpkan, L. & Elci, M. (2021). The effects of person-organization fit and turnover intention on employees’ creative behavior: the mediating role of psychological ownership. Sage Open, 11(4), 1-15. https://doi.org/10.1177/21582440211066924
• Uludağ, G. (2018). Örgütsel bağlılık ile işgören performansı ilişkisini incelemeye yönelik bir alan araştırması. Bitlis Eren Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 7(1), 171-193.
• Vandenabeele, W. (2007). Toward a public administration theory of public service motivation: An institutional approach. Public Management Review, 9(4), 545-556. https://doi.org/10.1080/14719030701726697
• Vandenabeele, W. (2009). The mediating effect of job satisfaction and organizational commitment on self-reported performance: More robust evidence of the PSM-performance relationship. International Review of Administrative Sciences, 75(1), 11-34. https://doi.org/10.1177/0020852308099504
• Vandenabeele, W., Ritz, A. & Neumann, O. (2018). Public service motivation: state of the art and conceptual cleanup. In E. Ongaro & S. Van Thiel (Eds.), The Palgrave Handbook of Public Administration and Management in Europe (pp. 261-278). Palgrave Macmillan UK. https://doi.org/10.1057/978-1-137-55269-3_13
• Vandenberghe, C., Bentein, K. & Stinglhamber, F. (2004). Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes. Journal of Vocational Behavior, 64(1), 47-71. https://doi.org/10.1016/S0001-8791(03)00029-0
• Verquer, M. L., Beehr, T. A. & Wagner, S. H. (2003). A meta-analysis of relations between person–organization fit and work attitudes. Journal of Vocational Behavior, 63(3), 473-489. https://doi.org/10.1016/S0001-8791(02)00036-2
• Viswesvaran, C. & Ones, D. S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8(4), 216-226. https://doi.org/10.1111/1468-2389.00151
• Wang, X., Liao, J., Xia, D. & Chang, T. (2010). The impact of organizational justice on work performance: Mediating effects of organizational commitment and leader‐member exchange. International Journal of Manpower, 31(6), 660-677. https://doi.org/10.1108/01437721011073364
• Werbel, J. D. & DeMarie, S. M. (2005). Aligning strategic human resource management and person–environment fit. Human Resource Management Review, 15(4), 247-262. https://doi.org/10.1016/j.hrmr.2005.10.001
• Wiener, Y. (1982). Commitment in Organizations: A Normative View. The Academy of Management Review, 7(3), 418-428. https://doi.org/10.2307/257334
• Wood, R. & Bandura, A. (1989). Social cognitive theory of organizational management. The Academy of Management Review, 14(3), 361-384. https://doi.org/10.2307/258173
• Wood, T. (2010). Hybrid organizations. Rae Sao Paulo, 50(2), 241-247. https://doi.org/10.1590/S0034-75902010000200008
• Wu, T.J., Yuan, K.S., Yen, D. C. & Xu, T. (2019). Building up resources in the relationship between work–family conflict and burnout among firefighters: Moderators of guanxi and emotion regulation strategies. European Journal of Work and Organizational Psychology, 28(3), 430-441. https://doi.org/10.1080/1359432X.2019.1596081
• Wulandari, W. D. (2021). Linking person job fit, person organization fit and organizational culture to employee performance in ıslamic banks: the mediating role of job motivation. Journal of Islamic Economic and Business Research, 1(2), 125-139. https://doi.org/10.18196/jiebr.v1i2.17
• Yahya, K. K., Pangil, F., Yean, T. F. & Othman, S. Z. (2012). The ınfluence of person-job fit and person-organisation fit on employees job performance. Journal of Business Management and Accounting, 2(2), 35-47.
• Yaman, F. & Aslan, M. (2021). Kurumsal değerler olarak kalite, inovasyon, katılımcılık ve işbirliğinin kişi-örgüt uyumu bağlamında çalışanın görev performansına etkisi: konaklama sektöründe bir araştırma. Journal of Business Research - Turk, 13(1), 892-903. https://doi.org/10.20491/isarder.2021.1172
• Yılmaz, F. & Çakıcı, A. (2021). Kamu çalışanlarının liyakat sistemi algısı. MANAS Sosyal Araştırmalar Dergisi, 10(1), 375-386. https://doi.org/10.33206/mjss.783557
• Yücel, İ. & Çetinkaya, B. (2016). Birey-örgüt uyumu ile örgütsel bağlılık arasındaki ilişkide cinsiyetin rolü: Kayseri örneği. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 8(3), 17-30.
• Zemojtel-Piotrowska, M. & Piotrowski, J. (2023). Hofstede’s cultural dimensions theory. In T. K. Shackelford (Ed.), Encyclopedia of Sexual Psychology and Behavior (pp. 1-4). Springer International Publishing. https://doi.org/10.1007/978-3-031-08956-5_1124-1