Örgütsel bağlılık ve iş tatmininin iş performansı üzerine etkileri: Gümrük muhafaza teşkilatı örneği
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Tarih
2019
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info:eu-repo/semantics/openAccess
Özet
Örgütsel bağlılığın iş tatmini ile olan ilişkisi kurumsal başarıda belirleyici bir rol oynamaktadır. İş tatmininin yüksek olduğu çalışanlara sahip örgütler, çalışanlar tarafından benimsenerek kişisel hedef ve amaçların örgütsel hedef ve amaçlarla bağdaştırılması ve bu yolla kurumsal başarının bireysel başarı gibi görülmesi sağlanabilmektedir. Bu empatiyi sağlama başarısı göstermiş örgütler başarıyı yakalarken, işgörenler ise oluşan iş tatminiyle birlikte bireysel hedeflerini gerçekleştirerek daha mutlu olmaktadırlar. Bunun sebebi olarak performans kavramının çalışan ile doğrudan bağlantılı bir kavram olması gösterilebilir. Teknolojik gelişmeler ve yenilenen üretim tekniklerini emek faktöründen bağımsız düşünmek zordur. Örgütlerin çalışanlarından yeterli verimi alamaması diğer üretim faktörlerinin atıl hale gelmesi sonucunu doğura bilmektedir. Verimden uzak iş görenlerin iş tatmin düzeylerinde azalma ve bununla beraber içerisinde bulundukları örgüte karşı bağlılıklarında zayıflama ortaya çıkabilir. Bunun önlenmesi bağlamında örgütlerin çalışanlarını yakın takibe alması ve ihtiyaçlarını cevaplandırabilmesi gerekmektedir. Bu yönde başarı sağlayabilen örgütlerde gelecek kaygısı diğer örgütlerden çok daha az olmakta ve işletmelerin temel hedefi olan “kârlılık, büyüme ve faaliyette süreklilik” gerçekleştirilebilecektir. Bu çalışmanın amacı da, Gümrük Muhafaza Teşkilatı çalışanlarının örgütsel bağlılık ve iş tatmininin iş performansına ne derecede etki ettiğini ortaya çıkarmaktır. Çalışmanın örneklemini Ticaret Bakanlığı bünyesinde faaliyet gösteren Gümrük Muhafaza Teşkilatı çalışanları oluşturmaktadır. Çalışmada veriler anket tekniği kullanılarak toplanmış ve sonuç olarak 480 anket formu analize tabi tutulmuştur. Çalışmada güvenirlik, faktör, aritmetik ortalama, standart sapma, frekans, yüzde, korelasyon ve regresyon analizleri yapılmıştır. Çalışma sonucunda duygusal bağlılığın görev performansı ve bağlamsal performansa olan etkisinin negatif yönlü, devamlı bağlılığın görev performansı ve bağlamsal performansa olan etkisinin doğrusal ve pozitif yönlü olduğu, normatif bağlılığın ise yalnız bağlamsal performansa olan etkisinin doğrusal ve pozitif yönlü olduğu sonucu ortaya çıkmaktadır. Bunun yanı sıra içsel tatminin görev performansı ve bağlamsal performansa olan etkisinin doğrusal ve pozitif yönlü olduğu, dışsal tatminin ise görev performansı ve bağlamsal performansa anlamlı herhangi bir etkisinin olmadığı görülmektedir.
The relationship between organizational commitment and job satisfaction plays a decisive role on corporate success. Organizations with higher job satisfaction are embraced by their employees who accommodate personal goals and objectives with organizational goals and objectives and in this way the consideration of corporate success as personal success can be provided. Organizations that can achieve to provide such an emphaty reach to success, while employees become more happy by achieving their personal goals with higher job satisfaction since the concept of performance is directly associated with employees. Nowadays, it is not plausible to consider technological developments and renewed production techniques independent from the labor factor. When organizations cannot get expected efficiency from their employees, other production factors may become inactive. The decrease on employees job satisfaction levels may also lead a decrease on their organizational commitment. In order to overcome such issues, emphasis should be placed on employees and their needs should be responded. In organizations which succeed in such a direction, future anxiety is relatively low and organizations main goals including “profitability, growth and operational sustainability can be established. The main objective of this study is to determine employees’ organizational comment and job satisfaction on the impact of job performance who currently work at Customs Enforcement Organizations. The sample of the present study involves employees working at Customs Enforcement Organizations under the responsibility of the Minister of Commerce. The data were collected using a questionnaire technique and 480 completed questionnaires were analyzed. In this study; reliability, factor, mean, standard deviation, frequency, percentage, correlation and regression analyzes were performed. The results of this study revealed that emotional commitment was negatively associated with job performance and contextual performance, continuous performance was positively associated with job performance and contextual performance, normative performance was only positively associated with contextual performance. On the other hand, the empirical evidence also indicated that internal satisfaction was positively associated with job performance and contextual performance, whereas external satisfaction was not associated with job performance and contextual performance.
The relationship between organizational commitment and job satisfaction plays a decisive role on corporate success. Organizations with higher job satisfaction are embraced by their employees who accommodate personal goals and objectives with organizational goals and objectives and in this way the consideration of corporate success as personal success can be provided. Organizations that can achieve to provide such an emphaty reach to success, while employees become more happy by achieving their personal goals with higher job satisfaction since the concept of performance is directly associated with employees. Nowadays, it is not plausible to consider technological developments and renewed production techniques independent from the labor factor. When organizations cannot get expected efficiency from their employees, other production factors may become inactive. The decrease on employees job satisfaction levels may also lead a decrease on their organizational commitment. In order to overcome such issues, emphasis should be placed on employees and their needs should be responded. In organizations which succeed in such a direction, future anxiety is relatively low and organizations main goals including “profitability, growth and operational sustainability can be established. The main objective of this study is to determine employees’ organizational comment and job satisfaction on the impact of job performance who currently work at Customs Enforcement Organizations. The sample of the present study involves employees working at Customs Enforcement Organizations under the responsibility of the Minister of Commerce. The data were collected using a questionnaire technique and 480 completed questionnaires were analyzed. In this study; reliability, factor, mean, standard deviation, frequency, percentage, correlation and regression analyzes were performed. The results of this study revealed that emotional commitment was negatively associated with job performance and contextual performance, continuous performance was positively associated with job performance and contextual performance, normative performance was only positively associated with contextual performance. On the other hand, the empirical evidence also indicated that internal satisfaction was positively associated with job performance and contextual performance, whereas external satisfaction was not associated with job performance and contextual performance.
Açıklama
Anahtar Kelimeler
Örgütsel Bağlılık, İş Tatmini, İş Performansı, Gümrük Muhafaza Teşkilatı, Organizational Commitment, Job Satisfaction, Job Performance, Customs Enforcement
