Örgütsel Bağlılık, Örgütsel Özdeşleşme, Kişi-Örgüt Uyumu ve İş Tatmini İlişkisi: Bilişim Uzmanlarına Yönelik Bir Araştırma

Çalışanların örgütleriyle uyumları, özdeşleşmeleri, bağlılıkları ve iş tatminleri bireysel başarı ve performansı, bununla birlikte örgütsel başarı ve performansı dolaylı veya doğrudan önemli ölçüde etkilemektedir. Dolayısıyla örgütler hedeflerine ulaşmak ve yaşamlarını devam ettirmek için çalışanların tutum ve davranışlarını bilerek ve anlayarak olumluları pekiştirmek, olumsuzları ise gidermek durumundadırlar. Bu nedenlerle örgütsel bağlılık, örgütsel özdeşleşme, kişi-örgüt uyumu ve iş tatmini kavramları örgütsel davranış alanındaki araştırmacıların ilgisini çeken başlıca kavramlar arasında yer almaktadır. Ancak araştırmaların büyük bir kısmı genel veya rastgele çalışan gruplarına yönelik olarak yapılmakta ve belirgin özellikteki çalışan gruplarına yönelik araştırmaların sayısı oldukça kısıtlı olmaktadır. Bu çalışmada söz konusu kavramlar bir bakanlığın merkez teşkilatı birimlerinde çalışan bilişim uzmanları yani özel olarak seçilmiş bir çalışan grubu örnekleminde araştırma değişkenleri olarak kullanılmış ve aralarındaki ilişki ortaya konmuştur. Ayrıca örgütsel bağlılığın örgütsel özdeşleşme, kişi-örgüt uyumu ve iş tatminine etkisi de incelenmiştir. Araştırma sonucunda elde edilen bulgulara göre örgütsel bağlılık ile hem örgütsel özdeşleşme hem kişi-örgüt uyumu hem de iş tatmini arasında pozitif yönde anlamlı bir ilişki olduğu görülmektedir. Diğer taraftan örgütsel bağlılığın örgütsel özdeşleşme, kişi-örgüt uyumu ve iş tatmini üzerinde anlamlı etkisi olduğu ve örgütsel bağlılığın artması durumunda örgütsel özdeşleşme, kişi-örgüt uyumu ve iş tatmininin artacağına ilişkin bulgular elde edilmiştir.

The Relationship between Organizational Commitment, Organizational Identification, Person-Organization Fit, and Job Satisfaction: A Research on IT Specialists

The person-organization fit, organizational identification, organizational commitment and job satisfaction have both direct and indirect effect not only on personal success and performance but also on organizational success and performance. Therefore, organizations should know and understand the attitudes and behaviors of the employees to reach their goals and to survive. By that way, organizations should encourage the good attitudes and behaviors while improving with the negative ones. For that reason the organizational identification, organizational commitment, personorganization fit and job satisfaction are popular issues attracting researchers. Most of the studies focus on general and random employee groups while the number of studies on specific working groups is limited. This study was conducted among the information technology specialists in the central organization of a ministry to reveal the relationship between these concepts. Moreover, the effect of organizational commitment on the organizational identification, personorganization fit and job satisfaction was analyzed. The results provided that organizational commitment have statistically significant relation with organizational identification, person organization-fit and job satisfaction. Moreover, it was showed that organizational commitment has significant effect on organizational identification, personorganization fit and job satisfaction. We concluded that increasing organizational commitment means increasing organizational identification, person-organization fit and job satisfaction.

Keywords:

— organizational commitment, organizational identification person-organization fit, job satisfaction,

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