ORGANIZATIONAL COMMITMENT AND LOYALTY OF GENERATION Y: AN EXAMINATION ON POLITICAL PARTIES

Yıl 2021, Cilt: 20 Sayı: 4, 1951 - 1969, 29.10.2021

Işıl Usta Kara Sedef Zeyrekli Yaş

https://doi.org/10.21547/jss.880038

Öz

The aim of the study is to evaluate commitment and loyalty of individuals in the Generation Y to political party in the content of various variables. The scale created by Uygur and Koç (2010) and applied political parties is used in order to determine the organizational commitment and loyalty of the Generation Y members. Survey method is used in this study. Questionnaire was applied through social media platforms (facebook, twitter, instagram) and face to face by pollsters between September- December 2019. In this study, those born between 1981 and 1999 are accepted as members of Generation Y. The sample of the study consist of three hundred and eighteen people. The data obtained from research were analyzed by SPSS and STATA programs. As a result of the analysis, it was observed that there were statistically significant relationships between the organizational commitment and loyalty of individuals in Generation Y to political party and the variables of gender, age, education level, profession, party membership and voting party. In addition, it was determined reverse relationships between organizational commitment and loyalty of the generation Y to the political parties they support.

Anahtar Kelimeler

Generation, Generation Y, Organizational commitment, Organizational loyalty, Political party

Y KUŞAĞININ ÖRGÜTSEL BAĞLILIK VE SADAKATİ: SİYASİ PARTİLER ÜZERİNE BİR İNCELEME

Öz

Bu çalışmanın amacı Y kuşağında yer alan bireylerin siyasi partiye bağlılık ve sadakatlerinin çeşitli değişkenler bağlamında değerlendirilmesidir. Y kuşağı üyelerinin örgütsel bağlılık ve sadakatini belirlemek amacı ile Uygur ve Koç (2010) tarafından oluşturulan ve siyasi partiler üzerinde uygulanmış olan ölçekten yararlanılmıştır. Çalışmada anket yöntemi kullanılmıştır. Anket çalışması 2019 yılının Eylül-Aralık ayları arasında sosyal medya platformları (facebook, twitter, instagram) aracıılığıyla ve anketörler tarafından aracılığıyla yüz yüze olarak yapılmıştır. Çalışmada 1981 ile 1999 yılları arasında doğanlar Y kuşağının üyesi olarak kabul edilmiştir. Araştırmanın örneklemi üç yüz on sekiz kişiden oluşmaktadır. Araştırmada toplanan veriler SPSS ve STATA programları aracılığıyla analiz edilmiştir. Yapılan analizler sonucunda Y kuşağında yer alan bireylerin siyasi partiye örgütsel bağlılığı ve sadakati ile cinsiyet, yaş, eğitim durumu, meslek, parti üyeliği ve oy verdiği partiyi belirtme değişkenleri arasında istatistiksel olarak anlamlı ilişkiler olduğu görülmüştür. Ayrıca Y kuşağının destekledikleri siyasi partilere örgütsel bağlılıkları ile sadakatleri arasında ters yönlü bir ilişkinin olduğu tespit edilmiştir.

Anahtar Kelimeler

Kuşak, Y kuşağı, Örgütsel bağlılık, Örgütsel sadakat, Siyasi parti

Kaynakça

• Aytaç, Ö. (2004). Örgütler: sosyolojik bir perspektif. Fırat Üniversitesi Sosyal Bilimler Dergisi, 14(1), 189-217.
• Açıkkol, F. & Salepçioğlu, M. A. (2019). Organizasyonlarda Y kuşağı’nın davranış, liderlik ve örgütsel bağlılık açısından incelenmesi: Perakende sektöründe bir araştırma. Kurumsal Yönetim ve Sürdürülebilirlik Sempozyumu Yönetimde Inovatif Yaklaşımlar, 8 Mayıs, İstanbul, doi.org/10.11611/yead.234393.
• Aka, B. (2018). Bebek patlaması, X ve Y kuşağı yöneticilerin örgütsel bağlılık düzeylerinin kamu ve özel sektör farklılıklarına göre incelenmesi: Bir Araştırma. Süleyman Demirel Üniversitesi Vizyoner Dergisi, 9(20), 118-135, DOI: 10.21076/vizyoner.341626.
• Aka, B. (2017). Kamu ve özel sektörde çalışan yöneticilerin kuşak farklılıkları ve örgütsel bağlılık düzeyleri arasındaki ilişkinin incelenmesi: İzmir ilinde bir araştırma. Basılmamış Doktora Tezi, İzmir Kâtip Çelebi Üniversitesi Sosyal Bilimler Enstitüsü, İzmir.
• Andrea, B., Gabriella, HC., & Timea, J. (2016). Y and Z generations at workplace. Journal of Competitiveness, 8(3), 90-106, DOI: 10.7441/joc.2016.03.06
• Argawi, S. M., Al hila, A. A., Abu Naser, S. S. & Al Shobaki (2018). The effect of procedural justice on the organizational loyalty of faculty staff in universities. International Journal of Academic Management Science Research, 2(10), 30-44.
• Berkup, B. S. (2014). Working with generations X and Y in generation Z period: Management of different generations in business life. Mediterranean Journal of Social Sciences, 5(19), 218-229, DOI:10.5901/mjss.2014.v5n19p218
• Broadbridge, Adelina M., Maxwell, G.A. & Ogden, S.M. (2007). Experiences, perceptions and expectations of retail employment for generation Y. Career Development International, 12(6) 523-544, DOI: 10.1108/13620430710822001
• Cennamo, L. & Gardner, D. (2008). Generational differences in work values, outcımes and person-organization values fit. Journal of Managerial Psychology, 23(8), 891-906, DOI 10.1108/02683940810904385
• Civelek, M. E., Çemberci, M., Aşçı, M. S. & Öz, S. (2017). The effect of the unique features of Y generation on organizational commitment. Journal of History Culture and Art Research, 6(6), 336-349, DOI: http://dx.doi.org/10.7596/taksad.v6i6.1353
• Constanza, D.P., Badger, J. M., Fraser, R. L., Severt, J. B. & Gade, P. A. (2012). Generational differences in work-related attitudes: A meta-analysis. Journal of Business and Psychology, 27, 375-394, DOI: 10.1007/s10869-012-9259-4
• Çetin Aydın, G. & Başol, O. (2014). X ve Y kuşağı: Çalışmanın anlamında bir değişme var mı? Electronic Journal of Vocational Colleges, 4(4), 1-15, DOI:org/10.17339/ejovoc.41369
• Damayanti, N., Yahya, K. K. & Yean T. F. (2019). Work values, emotional ıntelligence, work environment and career commitment among generation Y: A proposed framework. Sains Humanika, 11(2-2), 53-58, doi.org/10.11113/sh.v11n2-2.1655.
• Deloitte, (2020). Erişim tarihi: 08.01.2021, https://www2.deloitte.com/tr/tr/pages/human-capital/articles/millennialsurvey-2020.html#
• Deloitte, (2020). Erişim tarihi: 08.01.2021, https://www2.deloitte.com/tr/tr/pages/human-capital/articles/generation-y-innovation-survey-article.html#
• Erden Ayhün, S. (2013). Kuşaklar arasındaki farklılıklar ve örgütsel yansımaları. Yönetim ve Ekonomi Araştırmaları Dergisi, 2(1), 93-112, doi.org/10.11611/yead.452483
• Erer, B. (2020). Örgütsel sessizlik davranışının X, Y, Z kuşağı açısından değerlendirilmesi. Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi, 23(2), 577-589, DOI: 10.29249/selcuksbmyd.629203.
• Fenzel, J. L. (2013). Examining generational differences in the workplace: work centrality, narcissism, and their relation to employee work engagement. These and Dissertations. 350, University of Wisconsin-Milwaukee, ABD, https://dc.uwm.edu/etd/350/? utm_source=dc.uwm.edu%2Fetd%2F350&utm_medium=PDF&utm_campaign=PDFCoverPages
• Fettahlıoğlu, Ö. O., Birin, C. & Akdoğan, Z. (2017). Critical overview of organizational citizenship and organizational loyalty and empiric study for two concept. International Journal of Academic Research in Business and Social Sciences, 7(3), 150-165.
• Glazer, S., Mahoney, A. C. & Randall, Y. (2019). Employee development’s role in organizational commitment: a preliminary investigation comparing generation X and Millennial employees. Industrial and Commercial Training, 51(1), 1-12, https://doi.org/10.1108/ict-07-2018-0061
• Gökçe, A. F. (2013). Siyasi partilerde parti içi demokrasi ve disiplin algısı: Türkiye. Akademik Araştırmalar ve Çalışmalar Dergisi, 5(9), 65-79, https://doi.org/10.20990/aacd.40387.
• Gursoy, D., Maier, T. A. & Chi, C. G. (2008). Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27, 448-458, DOI: 10.1016/j.ijhm.2007.11.002
• Gursoy, D., Geng-Qing Chi, C. & Karadag, E. (2013). Generational differences in work values and attitudes among frontline and service contact employees. International Journal of Hospitality Management, 32, 40-48, http://dx.doi.org/10.1016/j.ijhm.2012.04.002
• Güllüpunar, H. & Güllüoğlu Ö. (2013). Voters’ loyalty to a political party in terms of organizational commitment factor: A research on voters living in big cities in Turkey. E-Journal of New World Sciences Academy NWSA-Humanities, 8(1), 82-99.
• Güven, S. (2016). Türkiye'de siyasal hayatta dönüşüm ve lider odaklı siyaset. Selçuk İletişim Dergisi, 9(3), 90-118, https://doi.org/10.18094/si.80705
• Husted, E. (2020). ‘Some have ideologies we have values’: The relationship between organizational values and commitment in the political party. Culture and Organization, 26(3), 175-195, https://doi.org/10.1080/14759551.2018.1518325
• Jamaludin, Z. (2012). Transformational leadership dimensions and affective commitment: A study on political workers. 2nd International Conference On Management, 11-12 June 2012, Malaysia, 1029-1032.
• Jauhari, H. & Singh, S. (2013). Perceived diversity climate and employees’ organizational loyalty, equality, diversity and inclusion. An International Journal, 32(3), 262-276. https://doi.org/10.1108/edi-12-2012-0119.
• Jena, R. K. (2016). Effect of generation gap on organizational commitment: A case study of ferro-alloy industries in India. Global Business Review, 17(35), 76S-89S, https://doi.org/10.1177/0972150916631085.
• Jiri, B. (2016). The employees of baby boomers generation, generation X, generation Y and generation Z in selected Czech corporations as conceivers of development and competitiveness in their Corporation. Journal of Competitiveness, 8(4), 105-123, DOI: 10.7441/joc.2016.04.07
• Islam, A., Cheong, T.W., Yusuf, H. & Desa, H. (2011). A study on generation at workplace in Penang. Journal of Applied Sciences Research, 7(11), 1802-1805.
• İlhan, Ü. D., Kümbül Güler, B. Ve Aksaraylı, M. (2019). Çalışma değerleri ve örgüte duygusal bağlılık: X ve Y kuşağı mavi yakalı çalışanlar üzerine bir çalışma. Journal of Yasar University, 14(56), 379-406.
• Koç, H. (2009). Örgütsel bağlılık ve sadakat ilişkisi. Elektronik Sosyal Bilimler Dergisi, 8(28), 200-211.
• Köksal, M. H. (2019). Differences among baby boomers, generation X, Millennials, and generation Z wine consumers in Lebanon. International Journal of Wine Business Research, 31(3), 456-472, DOI 10.1108/IJWBR-09-2018-0047.
• Ladhari, R., Gonthier, J. & Lajante, M. (2019). Generation Y and online fashion shopping: orientations and profiles. Journal of Retailing and Consumer Services, 48, 113–121, https://doi.org/10.1016/j.jretconser.2019.02.003
• Mainwaring, S. (1998). Party systems in the third wave. Journal of Democracy. 9(3), 67-80.
• Mccrindle Research (2006). New generations at work: attracting, recruiting, retraining and training generation Y. New South Wales.
• Mert Haydari, S., Kocaman, G. &Tokat, M. A. (2016). Farklı kuşaklardaki hemşirelerin işten ve meslekten ayrılma niyetleri ile örgütsel ve mesleki bağlılıklarının incelenmesi. Sağlık ve Hemşirelik Yönetimi Dergisi, 3(3), 119-131, https://doi.org/10.5222/shyd.2020.75046.
• Meyer, J. P., Allen, N. J. & Smith, C. A. (1993). Commitment to organizations and occupations: extension and test of a three companent conceptualization. Journal Of Psychology, 78(4), 538-551, https://doi.org/10.1037/0021-9010.78.4.538.
• Meyer, J. P. & Allen, N. J. (1991). A three companent conceptualization of organizational commitment. Human Resource Management, 1, 61-98, https://doi.org/10.1016/1053-4822(91)90011-Z
• Muskat, B. & Reitsamer B. F. (2019). Quality of work life and generation Y. Personnel Review, 49(1), 265-283, DOI 10.1108/PR-11-2018-0448.
• Na-nan, K. & Saribut, S. (2019). Development and validation of an organisational commitment ınstrument for generation Y employees in small and medium-sized enterprises in Thailand. Industrial And Commercial Training, 51(4), 244-255, DOI:10.1108/ICT-11-2018-0091.
• Naim, M. F. & Lenka, U. (2017). Linking knowledge sharing, competency development, and affective commitment: evidence from Indian gen Y employees. Journal of Knowledge Management, 21(4), 885-906, https://doi.org/10.1108/jkm-08-2016-0334.
• Putri, S., Sjbadhyni, B. & Mustika, M. D. (2018). “Making generation Y stay”: The mediating role of organizational commitment. Psikohumaniora: Jurnal Penelitian Psikologi, 3(2), 141–152, https://doi.org/10.21580/pjpp.v3i2.2513.
• Puspita, N., Nugroho, M. N. & Banun, A. (2020). The influence of organizational culture and work engagement over employee performance mediated by employee loyalty. Science, Engineering and Social Science Series, 4(5), 289-294.
• Ramli, Y. & Soelton, M. (2019). The millennial workforce: How do they commit to the organızation? International Journal of Business, Economics and Law, 19(5), 7-18.
• Raosoft. Sample Size Calculator. 05.02.2021, http://www.raosoft.com/samplesize.html.
• Rony, Z. T. (2019). Generation Y challenges in becoming ınnovative leaders at organization in the 21st century. International Journal of Recent Technology and Engineering, 8(2S9), 789-794., DOI:10.35940/ijrte.B1164.0982S919.
• TDK, Erişim tarihi: 02.01.2021, https://sozluk.gov.tr/.
• TÜİK, (2021). İstatistik veri portalı, il, tek yaş ve cinsiyete göre nüfus. 08.02.2021, https://data.tuik.gov.tr/Kategori/GetKategori?p=nufus-ve-demografi-109&dil=1.
• Twenge, J. M., Campbell, S. M., Hoffman, B. J. & Lance C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 117-1142, DOI: 10.1177/0149206309352246.
• Uygur, A. & Koç, H. (2010). Örgütsel sadakat ve örgütsel bağlılık: Siyasi partiler açısından bir analiz. İşletme Araştırmaları Dergisi, 2(4), 79-94, https://doi.org/10.26466/opus.621947.
• Wibovo, M. H. I., Wakito, H. & Sanny, L. (2018). Millenial worker loyalty in Indonesia. Asia Proceedings of Social Sciences, 2(3), 164-167.
• Widiyati, C. C. & Fatimah, F. (2017). Influence of work stress, self efficiacy and organizational commitment to turnover intention. European Journal of Business and Management, 10(3), 18-28, https://doi.org/10.31580/apss.v2i3.366.