Impact of the Quality of Work-Life on Organizational Commitment: A Comparative Study on Academicians Working for State and Foundation

Bu çalışma 1) çalışma yaşam kalitesinin örgütsel bağlılık üzerindeki etkisini incelemeyi 2) çalışma yaşam kalitesi, akademik unvan, ücret, örgütteki çalışma yılı, şimdiki unvanda çalışma yılı, görevlendirme tipi, çalışma şekli (full-time, part-time, etc.) ve fazla mesai, örgütün koruyucu olup olmadığına yönelik algı ile yaş, cinsiyet ve medeni durum gibi demografik özelliklerin hangisinin örgütsel bağlılık üzerinde daha fazla etkiye sahip olduğunu ortaya koymayı amaçlamaktadır. Örgütsel bağlılık, Meyer and Allen (1991; 1997) tarafından yapılan 3 boyutlu örgütsel bağlılık sınıflaması (duygusal, normatif ve devam bağlılığı) bağlamında incelenmiştir. Çalışmada Ankara’daki 2 devlet ve 2 vakıf üniversitesinde çalışan akademisyenlerden toplam 570 anket ve ölçek formu toplanmıştır. Çalışma sonucunda hem devlet hem de vakıf üniversitelerinde çalışan akademisyenlerin duygusal ve normatif bağlılıkları üzerinde çalışma yaşam kalitesinin pozitif yönde, devam bağlılığı üzerinde ise negatif yönde bir etki gösterdiği sonucuna ulaşılmıştır. Her iki üniversite türünde de tüm değişkenlerin (çalışma yaşam kalitesi, akademik unvan, ücret, örgütteki çalışma yılı, şimdiki unvanda çalışma yılı, kadro durumu, çalışma şekli ve fazla mesai, örgütün koruyucu olup olmadığına yönelik algı ile yaş, cinsiyet ve medeni durum) hep birlikte örgütsel bağlılık üzerindeki etkisi incelendiğinde, devlet üniversitesinde çalışan akademisyenlerin duygusal, normatif ve devam bağlılığı üzerinde en yüksek etkiyi çalışma yaşam kalitesinin gösterdiği, vakıf üniversitesinde ise duygusal ve normatif bağlılık üzerinde yine en yüksek etkiyi çalışma yaşam kalitesinin gösterdiği ancak devam bağlılığı üzerinde örgütte çalışma yılının en yüksek etkiye sahip olduğu ortaya konmuştur.

Anahtar Kelimeler:

Çalışma Yaşam Kalitesi, Örgütsel Bağlılık, Duygusal Bağlılık, Normatif Bağlılık, Devam Bağlılığı, Akademik Personel

Impact of the Quality of Work-Life on Organizational Commitment: A Comparative Study on Academicians Working for State and Foundation

This study aims 1) to examine the impact of the quality of work life on organizational commitment, and 2) to reveal which of the following factors has an impact most on organizational commitment most: quality of work life, academic title, salary, years in organization, years in current position, type of employment, work arrangement type (full time, part time, etc.) and overtime, perceived organizational protectiveness, and demographic characteristics such as age, gender and marital status. For the purposes of this study, organizational commitment is dealt with in the context of three-dimensioned organizational commitment classification encompassing affective, normative, and continuance organizational commitment by Meyer and Allen (1991; 1997). A total of 570 questionnaires and survey forms were received back from academicians working in two state and two foundation universities in Ankara. The findings of the study reveal that the quality of work-life has a positive impact on affective and normative commitment of the academicians working for both state and foundation universities whereas it has a negative impact on the continuance commitment. An examination of all the variables (quality of work life, academic title, salary, years in organization,years in current position, type of employment, work arrangement type and overtime, perceived organizational protectiveness, and demographic characteristics such as age, gender and marital status) on organizational commitment for both types of the university shows that the highest impact on affective, normative and continuance commitment of the academicians working for state universities is by the quality of work life, while the highest impact on affective and normative commitment of the academicians working for foundation universities is by the quality of work life, yet years in organization has the highest impact on the continuance commitment for them.

Keywords:

Quality of work life, Organizational Commitment, Affective Commitment, Normative Commitment, Continuance Commitment, Academic staff,

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