THE MEDIATING EFFECT OF ORGANIZATIONAL COMMITMENT ON RELATIONSHIP BETWEEN FLEXIBLE WORKING AND JOB SATISFACTION: A RESEARCH IN LOGISTICS SECTOR

The competitive environment caused by globalization lead to logistics companies to increase their service quality and implement best practices in order to meet customer demands and to reduce their supply times. The intensity of working hours and difficult working conditions makes the attracting and retaining of talented employees difficult for logistics firms. Therefore, the effect of flexible working arrangements on increasing job satisfaction and employee loyalty in the logistics sector becomes important. In this study, the effect of flexible working on employee’s job satisfaction and the mediating role of organizational commitment in this effect were investigated. In the research, 82 employees’ data used from 10 leading companies in their sectors implementing flexible working arrangements and the data were analyzed using SPSS 25.0 program. Flexible Working Scale developed by Albion (2004), Organizational Commitment Scale developed by Allen and Meyer (1990), Minnesota Job Satisfaction Scale developed by Weiss et al. (1967) were used to measure the attitudes of the employees. Research results show that there is a positive and meaningful relationship between flexible working and job satisfaction, between job satisfaction and organizational commitment. Furthermore, the results have shown that organizational commitment has a mediating role between flexible working and job satisfaction. In other words, as organizational commitment mediates in the relationship between flexible working and job satisfaction, as organizational commitment increases, job satisfaction also increases.

Anahtar Kelimeler:

Flexible Working, HRM in Logistics Sector, Job Satisfaction, Organizational Commitment

PDF

___

Akat, İ., & Budak, G. (2002). İşletme Yönetimi. İzmir.
Albion, M. (2004). A Measure of Attitudes Towards Flexible Work Options,. Australian J. of Management 29(2) , 275-294.
Altunışık, R. (2010). Sosyal Bilimlerde Araştırma Yöntemleri: SPSS uygulamalı. Sakarya Yayıncılık.
Ardıç, K., & Baş, T. (2001). Kamu ve Vakıf Üniversitelerindeki Akademik Personelin İs Tatmin Düzeyinin Karşılaştırılması. 9.Ulusal Yönetim ve Organizasyon Kongresi. İstanbul.
Atkinson, J. (1987). Flexibility or Fragmentation? The United Kingdom Labour Market in the Eighties. Labour and Society , 87-105.
Bartel, A. (1981). Race Differences in Job Satisfaction: A Reappraisal, The Journal of Human Resources , 294-303.
Beer, M. (1964). Organizational Size and Job Stisfaction. The Academy of Managment Journal , 34-44.
Benner, C. (2002). Works in the New Economy: Flexible Labour Markets in Silicon Valley, London: Basil Blackwell, p. 23. London: Basil Blackwell.
Bennett, R. (1994). Organisational Behaviour. London: Pitman Yayınları.
Boyer, R. (1990). The Capital Labor Relations in OECD Countries: from the Fordist "Golden Age" to Contrasted National Trajectories. Paris: Working Paper Cepremap.
Burchell, B., Ladipo, D., & Wilkinson. (2002). Job Insecurity and Work Intensification. London: Routledge Publ.
Büyüköztürk, Ş. (2011). Sosyal Bilimler İçin Veri Analizi El Kitabı. Ankara: Pegem Akademi.
Davis, K. (1988). İşletmede İnsan Davranışı:Örgütsel Davranış, Çev:Kemal. İstanbul: İstanbul Üniversitesi İşletme .
Ekin, N. (1999). Esneklik Çağı. Mercek Özel Sayı , 6-16.
Gilmore, S., & Williams, S. (2009). Human Resource Management. New York: Oxford University Press.
Günay, İ. (2004). Çalışma Sürelerinde Esneklik. Kamu İş Dergisi , 18. Gündoğan, T. (2009). Örgütsel Bağlılık. Uzmanlık Yeterlilik Tezi, Türkiye Cumhuriyet Merkez Bankası. Ankara.
Kalleberg, A. (1977). Work Values and Job Rewards: A Theroty of Job Satisfaction. American Sociological Review, 124-143.
Karakoyunlu, E. (1999). Esneklik. MESS Mercek Dergisi, Esneklik Özel Sayısı , 23-24. Karcıoğlu, F., Timuroğlu, M., & Çınar, O. (2009). Örgütsel İletişim ve İş Tatmini İlişkisi, Bir Uygulama. Yönetim Dergisi , 63.
Koçel, T. (2007). İşletme Yöneticiliği. İstanbul: Arıkan Basım Yayın.
Mathieu, J., & Zajac, D. (1990). A Review and Meta- Analysis of the Antecedents, Correlates, and Consequences of Organizational Commitment. Psychological Bulletein, 108(2), 171-194.
Meral, Y. (2018). İşletme Birleşmelerinde Özdeşleşme, Güven, İletişim Kültür ve Süreç Adaletinin, İş Doyumu Ve Banka Birleşmesi Sonrası Yeni Özdeşleşme Üzerindeki Etkileri. İstanbul: Beta Basım Yayım Dağıtım A.Ş.
Meulders, D., & Wilkin, L. (1987). Labor Market Flexibility: Critical Introduction to the Analysis of a Concept. Labor and Society , 8.
Michon, F. (1987). Time and flexibility- Working time in the debate on flexibility.
Rubery, J., Tarling, R., & Wilkinson, F. (1987). "Flexibility, Marketing the Organization of Production". Labour and Society, 131-156.
Schermerhorn, J., & Bond, M. (1997). Cross-Cultural Leadership Dynamics in Collectivism and High Power Distance Settings. Leadership and Organization Development Journal , 187-193.
Seyyar, A., & Öz, C. (2007). İnsan Kaynakları Terimleri Ansiklopedik Sözlük. İstanbul: Değişim Yayınları.
Steers, R., & Black, S. (1994). Organizational Behavior. New York: Harper Collins College Yayınları.
Stone, K. (2004). From Widget to Digits: Employment Regulation for the Changing Workplace. Cambridge: Cambridge University Press.
Weiss, D., Dawis, R., England, G., & Lofquist, L. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minnesota Studies in Vocational Rehabilitation XII.
Yavuz, A. (1995). Esnek Çalışma ve Endüstri İlişkilerine Etkisi. Ankara.