THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND EMPLOYEE EMPOWERMENT: RESEARCH IN A PUBLIC INSTITUTION IN KARAMAN CITY CENTER

Yıl 2019, , 1 - 14, 28.02.2019

Ercan Oktay , Muhammet Ali Çelebi

https://doi.org/10.21076/vizyoner.502416

Cited By: 3

Öz

Empowerment is defined as the process by which employees make sense of their work, become aware of their capabilities and competences, and influence other employees. Organizational commitment includes attitudes and behaviors that emphasize the emotional participation of employees into the organization, reduce the intention to leave the organization and enable employees to continue working in the organization. In the study, it is aimed to reveal the importance of the employee empowerment in determining the level of organizational commitment of employees. Besides, the impact of employee empowerment components on organizational commitment components is premediated with the research in the study. The sample of the study consists of 100 people working in a public institution in Karaman. Data is collected by survey method from the participants and then these data are analyzed. According to the results obtained from the data, the perception of employee empowerment and the level of organizational commitment of the participants are determined to be high. Significant relationships are found between the dimensions of empowerment, namely meaning, self-determination and impact, and affective commitment while no relationship is determined at the competence dimension. While no relationship between empowerment and continuance commitment is found, it is revealed that only the competence dimension is related with normative commitment. It is observed that the views of the participants on commitment sub-dimensions do not change according to the gender, but the levels of affective and normative commitment change according to the marital status variable.

Anahtar Kelimeler

Employee Empowerment, Organizational Commitment, Demographic Variables

ÖRGÜTSEL BAĞLILIK VE PERSONEL GÜÇLENDİRME İLİŞKİSİ: KARAMAN İLİ MERKEZİNDE BİR KAMU SEKTÖRÜNDE ARAŞTIRMA

Öz

Güçlendirme çalışanların işlerini anlamlandırmaları, yetenekleri ve yetkinliklerinin farkına varması ve diğer çalışanları etkileme süreci olarak tanımlanmaktadır. Örgütsel bağlılık, çalışanın örgüte duygusal olarak katılımını vurgulayan, örgütten ayrılma niyetini azaltan ve örgütte çalışmaya devam etmesini sağlayan tutum ve davranışları içermektedir. Bu çalışmada, çalışanların örgütsel bağlılık düzeylerinin tespitinde personel güçlendirmenin öneminin ortaya konması amaçlanmaktadır. Çalışmada, personel güçlendirme bileşenlerinin, örgütsel bağlılık bileşenleri üzerindeki etkisi yapılan araştırma ile desteklenmektedir. Çalışmanın örneklemini Karaman’da bir kamu kurumunda çalışan 100 kişi oluşturmaktadır. Araştırmada katılımcılardan anket yöntemiyle veri toplanmış ve analiz edilmiştir. Verilerden elde edilen sonuca göre, katılımcıların personel güçlendirme algıları ile bağlılık düzeyleri yüksek çıkmıştır. Güçlendirme boyutlarından anlam, yetkinlik ve etki düzeyi ile duygusal bağlılık arasında anlamlı ilişkiler tespit edilirken yetenek düzeyinde ilişki tespit edilememiştir. Güçlendirme ile devamlılık bağlılığı arasında bir ilişki bulunamazken normatif bağlılık üzerinde sadece yetkinlik boyutunun ilişkisi olduğu, ortaya çıkarılmıştır. Katılımcıların bağlılık alt boyutlarına ilişkin görüşlerinin cinsiyete göre değişmediği ama medeni durum değişkenine göre duygusal ve normatif bağlılık düzeylerinin değiştiği görülmüştür.

Anahtar Kelimeler

Personel Güçlendirme, Örgütsel Bağlılık, Demografik Değişkenler

Kaynakça

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