İş tatmini ve örgütsel bağlılık: Bir insan kaynakları bölümünde uygulama
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Date
2010
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Sosyal Bilimler Enstitüsü
Abstract
Having employees satisfied from the job and committed to the organization is one of the most important factors to the effectiveness of an organization. Employees with high level of job satisfaction and organizational commitment embrace the objectives and values of their organization, put high level of effort for the organization, and desire more to stay with their organization. Several research data show that job satisfaction and organizational commitment of its employees has influence on an organization to survive and to develop. However, various results have obtained about the several factors that affect job satisfaction and organizational commitment as well as which of those factors have more effect on job satisfaction and organizational commitment.For the Central Bank of the Republic of Turkey, it is extremely important to have well-qualified and committed employees in order to achieve its ultimate goal of sustaining the price stability. In this sense, ?to develop corporate governance? is determined as one of the strategic objectives of the Central Bank of the Republic of Turkey, and in order to achieve this objective, the goal of the Central Bank of the Republic of Turkey is prescribed as follows: ?To maintain a functional, safe, and flexible job environment in our Bank. To serve as a model of corporate governance by increasing transparency and accountability. To create the organizational culture that will allow the employees to contribute to the processes effectively, and to improve the feeling of corporate ownership.?This study aims to analyze the job satisfaction and commitment of the HR Department employees of the Central Bank of the Republic of Turkey to the organization in terms of demographic and business-related information. The sub-components of job satisfaction scale; ?wage?, ?promotion?, ?supervisor?, ?benefits?, ?rewarding?, ?work conditions?, ?colleagues?, ?job nature?, and ?communication?, developed by Spector, as well as the scale of three-component model of organizational commitment which consists of ?affective commitment?, ?continuance commitment?, and ?normative commitment?, developed by Allen and Meyer, has been examined in this research. Interrelations between components of job satisfaction and that of organizational commitment are also included into the scope of the analysis.In this sense, it is expected that the findings of this research will specifically enlighten the critical points to be paid attention on pursuing the human resource policies at the Central Bank of the Republic of Turkey.The participation rate of the survey done among the 64 employees working at the Human Resource Department is 37.6%. Statistical Package for Social Sciences, a software package, has been used to analyze the data collected in this research. In determining the relationships between variables, the statistical methods of correlation analysis, t-test, variance analysis, and Scheffe test have been used. Moreover, descriptive statistics have been used in interpretation of some questions.Analysis of job satisfaction related questions shows medium level job satisfaction for the participants. Some meaningful relationships have been discovered between wage and gender and marital status. Also there are significant relationships between; benefits and seniority; rewarding and marital status; work conditions and education; job nature and education; job nature and seniority on the job title. When the general average of job satisfaction is analyzed, the single meaningful relationship is found to be with marital status. On the other hand, there are significant relationships among the different sub-components of job satisfaction.As a result of the analysis of the survey data regarding the organizational commitment-related questions, affective and continuance commitment levels of the participants have been found to be medium, whereas normative commitment levels are low. No significant relationship has been determined between affective commitment and any demographic or business-related feature. On the other hand, continuance commitment is found to be meaningful for gender and marital status. Normative commitment has a meaningful relationship only with gender. However, there is no significant relationship among the three components of commitment.A positive relationship is discovered between affective commitment and job satisfaction, whereas a negative one is found between continuance commitment and job satisfaction. On the other hand, no meaningful relationship is determined between normative commitment and job satisfaction.In the light of research findings, some suggestions have been developed in order to increase the job satisfaction and organizational commitment levels of the Central Bank of the Republic of Turkey employees. The importance of the match between competencies of the job and the person has been highlighted in the recruiting process. Also, the necessity of increasing corporate communication has been stressed. In this sense, it is crucial to prepare action plans according to the results of the ?Employee Satisfaction Survey?, to implement those plans and to monitor the processes. It is suggested to restructure the different job titles that perform the same tasks. In addition, it is proposed to review the compensation and promotion systems. Finally, it is indicated that the amendment about the rotation system could be updated according to the circumstances, and some suggestions have been proposed to the department managers in order to increase the satisfaction and commitment of employees.
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Keywords
İş tatmini, örgütsel bağlılık