ÖRGÜTSEL BAĞLILIKTA KURUMSAL İTİBARIN ROLÜ

Günümüzde kurumların stratejilerinin belirlenmesi ve uygulanması sürecinde göz önüne alınan parametrelerden biri de kurumsal itibardır. Kurumsal itibarın elde edilmesi ve muhafazası en çok da o kurumun çalışanlarının örgütlerine olan bağlılığına dayanmaktadır. Kurumsal itibarın örgütsel bağlılık üzerinde etkili bir unsur olduğu varsayımına dayalı yapılan bu çalışmada ilk olarak kurumsal itibar ve örgütsel bağlılık kavramlarının ve bileşenlerinin neler olduğu incelenmiştir. Kavram tanımlaması ve bileşenleri üzerinde yapılan çalışmalarda ülkelerin farklı kültürleri olduğundan, dünya çapında, anlaşılabilir ve her yerde uygulanabilir olarak değerlendirilen Fombrun ve arkadaşlarının geliştirmiş oldukları ölçeğin bileşenleri irdelenmiştir. Örgütsel bağlılığın sınıflandırılması konusunda da araştırmacıların literatürde en çok kabul gören ve kullanılan model, Allen ve Meyer'in modeli temel alınmıştır. Kurumun en önemli paydaşlarından biri olan çalışanların örgütlerine olan bağlılığı ile kurumun itibarı arasındaki ilişkileri incelenmiştir Yapılan taramada bu konu üzerinde yapılmış çalışmaların örgütsel bağlılık üzerindeki kurumsal itibarın etkili olduğunu ortaya koyan araştırma sonuçlarında araştırmaya katılanların kurumsal itibar yönetimi algıları ile örgütsel bağlılığı oluşturan her bir boyut (duygusal bağlılık, devam bağlılığı ve normatif bağlılık) arasında pozitif yönlü ve anlamlı bir ilişki olduğu sonucuna ulaşıldığı görülmüştür. Çalışanlar ve kurum arasında oluşan itibar ve bağlılık ilişkisi her iki taraf için aynı yönde artan ve azalan şekilde birbirlerini etkilemektedir. Kurumların başarısı, çalışanların performansı ve elde edilen maddi değerin yanı sıra, nitelikli ve kaliteli personelin çalıştıkları kuruma bağlı kalmasına da bağlıdır.

THE ROLE OF CORPORATE REPUTATION ON ORGANIZATIONAL COMMITMENT

In terms of ınstitution and managers, institutional reputation increasingly stands out as a factor which gains value. The benefits of being reputable to institutions, revealed that the creation of an institution reputation and continuation should be a strategic necessity. At present, identification of institution strategy and implementation in process, any of the parameters taken into account in the implementation is also institution reputation. Obtaining and maintaining institution reputation is mostly based on relationship between the organization and, the employees of that institution. Institution reputation is a result of effective communication with employees and shareholders, employees have an important place in managing the reputation of the institution,. employees of institution play an active role in all the process from the beginning to the presentation of products and services. Attitudes and behaviors in situation which is communicated with employees and shareholders affect perception and assessment against organization. employees who consider himself that part of the institution with high motivation and morale, also make himself valuable plays a positive role in relationship of organization’s shareholder Reputation of institution is what is a mirror of events in this institution. Having qualified management and quality employees makes it different from its competitors. Agency developing the reputation acquired stronger position in their negotiating in the labor market. Institution with high reputation high, reach easier to financial opportunities. they are tolerated in the negativity that may arise in the relationship with shareholders. They have been successful in crisis and risk management. Reputable institutions attract more qualified workforce and provide higher production. They can show skilled labor in institution. They can market higher prices their products or services. Thus, they are able to obtain significant advantages over competitors. In this study it has tried to demonstrated that corporate reputation is an affective element on organizational commitment. With This assumption description of the organizational commitment, institutional reputation, components and their relationships with each other are analyzed in literature. Institution reputation and the concept and components of the organizational commitment was first examined. In studies made the concept definition and component different cultures of the countries, ıt is analyzed that scale is understandable, worldwide, and the components of the scale of assessment that they have developed Fombr and friends. An overall evaluation of the base of reputation is based on trust. Confidence to institution strengthens the credibility and reputation of the institutions. To trust on institution, first of all the activities of the organization should be open. The aim is to declare the vehicle and goals in a transparent manner. It reflects the selfconfidence of institution.. Institutions also should take into criticism from internal and external stakeholders. It must demonstrate a clear and definite principles of the activities in which and should adhere to this principle. ınstitutional trust, represents the belief that comply with the shareholders of the organization's ethics. Reliable to institution is also the credibility of the institutions provided by the employee. The most important element is mutual obligation, oath in the formation of confidence to employees work and mutual obligations. Respect, sympathy, admiration constitute the reputation of an institution so ıt must be qualified product and service. When products are perceived as qualified, the point of view can change for shareholder. For this, it is necessary to offer the high quality products and services. Offered products and services show positive experiences related to the changing viewpoints of the stakeholders in the institution. On the other hand in order to become a pioneer and leader in the same sector, the influence of high power, which can motivate, direct and capable leaders and managers ıt is necessity to be good manager. As an important part of the corporate vision of the large, foreboding are formed by strong leaders who can see the future and institutions. Corporate leaders and an important symbol in terms of attitude and behavior of the institutions they say. The behavior of leaders is very effective in critical situations on the reputation of the institution. It is easier that the idea of a people's organization is with more concrete than abstract object In the study, organizational commitment, researchers revealed within classifications in the literature, the most widely accepted and used model model based on Allen and Meyer's are classified. One of the most important stakeholders of the institution with the relationships between the employees, their commitment to the organization the reputation of the institution were investigated. Each made size scan of studies done on this subject of those surveyed in the research results revealed that effective as of enterprise on the organizational commitment to corporate reputation management perceptions of the organizational commitment (affective commitment, continuance commitment and normative commitment) between the positive and concluded that there is a significant relationship It has been shown to be reached. Employees and the reputation and loyalty relationships between institutions affect the way each ascending and descending in the same direction for both sides. The success of the institution, and the resulting performance of the employees as well as material values depend on the quality and adhere to the organization they work to qualified personnel. Emotional commitment is closely related to the emotional responses to environment. It is stated that emotional binding to the corporation of a person, identifying with corporation and remaining with her own desire and preferences. Commitment is related to satisfaction providing from commitment to the profession and from job. Employees who enhanced their emotional commitment are loyal workers dedicated themselves to the organization. On the other hand employees ongoing to remain in institutions continue to remain because they care about what will be the future location of organization. Because of benefits of remaining in organization or costs of leaving employee make a choice leave or not from corporation. Some other employees feel a necessity to continue to work with the idea that it is the moral and right to to remain in the organization and moral obligation to the organization. There are various factors affecting commitment to the corporation. Definition of the work for the employees and clearly identifying the organizational role of the aim to be open and transparent institutions, the workplace positive working atmosphere, charm and value of the work is important. Meet the expectations of the level of employee participation in decisions, motivation, continuous feedback on performance, factors such as social interaction opportunities increase employee commitment to the organization. The size of the organization, structure, working conditions, wage system, career opportunities, culture, management methods, hierarchical structure are other factors affecting adherence. The relationship between employees and the organization's reputation is bidirectional. As influential in shaping the perceptions of stakeholders agency employees are influenced by the other institutions as perceived by the public. As a result, corporate reputation is connected with commitment of employees that undertake an active role in the acquisition and maintaining of corporate reputation. Be an employee in an institution that has a strong reputation among the public make employee reputable and working longer in the organization. In order to attribution to protection and sustain the organization's reputation, employee should be aware of the responsibility and develop the personal qualities. Indeed, highly respected institutions think about the future of the reputation by keeping talented and equipped people in their structure. To manage the high-reputable institutions are in need of qualified employees as well. Therefore qualified employees and institutions with a strong reputation are dependent on each other. Better quality employees through a high reputation can be maintained at institutions by attractiving and benefit from the knowledge and ability. Institution’s charm and unwillingness to leave of employee provide the motivation of employees more easily. Thus, it should be motivated to more effort by identifying herself emotionally with her work. Institutions, in order to achieve these advantages gained the reputation, should create an emotional bond with stakeholders and create admiration, positive feelings respect and sympathy towards the institution. And service quality standards of the products should be kept stable and high. On the other hand, it is possible to obtain corporate reputation by fulfilling social responsibilities of the institutions, giving importance to public health, environmental protection, and finding solutions to social problems. In addition, a strong corporate reputation organization is related to caring about employees ideas and creation of favorable conditions of work as well as depends on corporate executives’ leadership,. The success of institutions should be measured with not only employees’ performance and competence, but also adherence to organization in which well qualified staff work. Working many years in an organization is a indicator of confidence and stabilty.

___

  • ACQUAAH, M., (2003). Organizational Competence and Firm-Specific Tobin's q: The Moderating Role of Corporate Reputation. Strategic Organization, 1 (4), 383- 411.
  • AGER, D., PİSKORSKİ N.J., (2001). Age audiences and autonomy in the dynamics of organizational prestige. Working Paper. Boston: Harvard Business School.
  • AKALIN, Ş,H., (2011). Türkçe Sözlük. Türk Dil Kurumu. Ankara.
  • AKMEHMET, D., (2006). Kurumsal İtibar Yönetimi Ve Bir Uygulama. Yayınlanmamış Yüksek Lisans Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı Uluslararası Kalite Yönetimi Bilim Dalı, İstanbul.
  • ALİSON, T., (2006). Halkla İlişkiler El Kitabı, Murat Yaz (çev.), MediaCat, İstanbul
  • ALLEN, N. J. ve MEYER, J. P., (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 63, 1-18. Alsop, Ronald (2002). For a Company, Charitable Works Are Best Carried Out Discreetly. The Wall Street Journal, 9-23.
  • ALNIAÇIK, Ü., CİĞERİM, E., AKÇİN, K., BAYRAM, O., (2011). Independent and Joint Effects of Perceived Corporate Reputation, Affective Commitment and Job Satisfaction on Turnover Intentions. Procedia- Social ve Behavioral Sciences, Vol.24, 1177-1189.
  • ALSOP, R., (2002). For a Company, Charitable Works Are Best Carried Out Discreetly. The Wall Street Journal, 9-23.
  • ALTINTAŞ, E., (2005). Kurumsal İtibar ve Anadolu Üniversitesi İ.İ.BF Örneği.Yüksek Lisans Tezi. Anadolu Üniversitesi Sosyal Bilimler Enstitüsü, Eskişehir.
  • ARGON, T. Ve DİLEKÇİ, Ü., (2014). Öğretmenlerin Okul Müdürlerinin Yönetim Tarzları Ve Kurumsal İtibara Yönelik Algıları Arasındaki İlişki. Turkish Studies - International Periodical For The Languages, Literature and History of Turkish or Turkic Volume 9/2 Winter 2014, p. 161-181, ANKARA-TURKEY
  • ATAK, M., (2009). Öğrenen Örgüt ve Örgütsel bağlılık İlişkisi. Doktora Tezi, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı, Erzurum.
  • BALAY, R., (2000). Yönetici ve Ögretmenlerde Örgütsel Baglılık (1.Basım). Ankara: Nobel Yayın Dağıtım.
  • BAŞARAN, İ.E., (1991). Örgütsel Davranış, İnsanın Üretim Gücü (2. Baskı), Ankara: Pegem A Yayıncılık.
  • BAYRAK KÖK, S., (2006). İş Tatmini ve Örgütsel Bağlılığın İncelenmesine Yönelik Bir Araştırma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 20 (1), 291-317.
  • BAYRAM, L., (2005). Yönetimde Yeni Bir Paradigma: Örgütsel Bağlılık. Sayıştay Dergisi. 59, 125-139.
  • CARMELİ, A., (2005). Perceived External Prestige, Affective Commitment, and Citizenship Behaviors, Organization Studies, 26(3), 443-464.
  • CHUN, R., (2005). Corporate reputation: Meaning and Measurement. International Journal of Management Reviews, Vol:7 Iss:2, s:91109.
  • ÇAKIR, B., (2006). SA 8000 Sosyal Sorumluluk Standardının Örgütsel bağlılık ve İş Doyumuna Olan Etkileri. Yüksek Lisans Tezi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Toplam Kalite Yönetimi Anabilim Dalı, İzmir.
  • ÇIMRIN, D. ve UYGUÇ, N., (2004). Dokuz Eylül Üniversitesi Araştırma Ve Uygulama Hastanesi Merkez Laboratuarı Çalışanlarının Örgüte Bağlılıklarını Ve İşten Ayrılma Niyetlerini Etkileyen Faktörler. 1. Dokuz Eylül Üniversitesi İ.İ.B.F.Dergisi; 19 (1), 91-99.
  • ÇİLLİOĞLU, A., (2010). İç ve Dış Paydaşların Değerlendirmelerine Göre Anadolu Üniversitesi’nin Kurumsal İtibarı. Yüksek Lisans Tezi, Anadolu Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı, Eskişehir.
  • ÇÖL, G., (2004). Örgütsel bağlılık Kavramı ve Benzer Kavramlarla İlişkisi. İş-Güç, Endüstri İlişkileri ve İnsan Kaynakları Dergisi. 6 (2), 233.
  • DEMİREL Y., (2009). Örgütsel bağlılık Ve Üretkenlik Karşıtı Davranışlar Arasındaki İlişkiye Kavramsal Yaklaşım. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, Bahar Dönemi,8 (15), 115- 132.
  • DEVİNE, I. ve HALPERN, P., (2001). Implict Claims: The Role of Corporate Reputation in Value Creation. Corporate Reputation Review Journal, 4 (1), 42-49.84
  • DİNÇER, Ö., (1998). Stratejik Yönetim ve İşletme Politikası. Beta Basım Yayım Dağıtım A.Ş., İstanbul.
  • DOĞAN, S. ve KILIÇ, S., (2007). Örgütsel Bağlılığın Sağlanmasında Personel Güçlendirmenin Yeri ve Önemi. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 29, 37-61.
  • DUTTON, J.E., DUKERICH, J. M., (1991). Keeping an eye on the mirror: image and identity in organizational adaptation. Academy of Management Journal, 34(3), 517-554.
  • DUTTON, J.E., DUKERICH, J.M, HARQUAIL C.V., (1994). Organizational Images and Member Identification. Administrative Science Quarterly, 39(2), 239-263.
  • DUYGULU S., ABAAN, S., (2007). Örgütsel bağlılık: Çalışanların Kurumda Kalma ya da Kurumdan Ayrılma kararının Bir Belirleyicisi. Hacettepe Üniversitesi Hemşirelik Yüksek Okul Dergisi, 61-73.
  • ERSOY, S., (2007). Kariyer Geliştirme Programlarının Örgütsel Bağlılığa Etkisi: Tekstil Sektöründe Karşılaştırılmalı Bir Araştırma. Yüksek Lisans Tezi, Sakarya Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı, Sakarya.
  • ERYILMAZ, M.E., (2008). Örgüt İtibarı Kavramı Ve Yönetimi İle İlgili Bazı Sorunlar. Anadolu Üniversitesi Sosyal Bilimler Dergisi, Cilt:8 (1):155-174
  • ERYİĞİT, S., (2000). Kariyer Yönetimi. Kamu İşverenleri Sendikası İş Hukuku ve İktisat Dergisi, Cilt 6, Sayı 1.
  • ETZIONI, A., (1961). A Comparative Analysis of Complex Organizations. New York.: Free Press of Glencoe.
  • FOMBRUN, C.J., (1996). Reputation: Realizing Value From the Corporate Image. Boston, Massachusett: Harvard Business School Press.
  • FOMBRUN, C.J., GARDBERG, N.A. ve SEVER, J.M., (2000). The Reputation Quotient:A Multistakeholder Measure of Corporate Reputation. The Journal of Brand Management, Vol.7 No:4, s.241-255.
  • FOMBRUN, C.J. ve WIEDMANN, K., (2001).“Reputation Quotient (RQ)”, Working Paper, Department of Marketing, University of Hannover, Hannover.
  • FOMBRUN C. J. , VAN RİEL C.B.M., (2004). Fame and Fortune. FT Prentice Hall.
  • GIOIA, D.A. ve THOMAS, J.B., (1996). Identity, Image and Issue Interpretation: Sensemaking During Strategic Change in Academia. Administrative Science Quarterly, 40, 370–403.
  • GROENLAND, E.A.G., (2002). Qualitative Research to Validate the RQ-Dimensions. Corporate Reputation Review, Volume 4, No 4.
  • GRUSKY, O., (1966). Career Mobility and Organizational Commitment. Administrative Science Quarterly. Vol.10, No:4 (Mar.,), 488-503.
  • GÜL, H., (2002). Örgütsel Bağlılık Yaklaşımlarının Mukayesesi ve Değerlendirmesi. Ege Akademik Bakış Dergisi. 2 (1), 37-55
  • GÜMÜŞ, M ve ÖKSÜZ, B., (2009a). Turizm İşletmelerinde Kurumsal İtibar Yönetimi. Ankara: Nobel Yayıncılık.
  • GÜMÜŞ, M ve ÖKSÜZ, B., (2009b). İtibar Sürecinde Kilit Rol: Kurumsal Sosyal Sorumluluk İletişimi. Journal of Yaşar University, 4 (16), 2129-2150.
  • GÜMÜŞTEKİN, G., ÖZTEMİZ, A.B., (2005). Örgütlerde Stresin Verimlilik ve Performansla Etkilesimi. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 14 (1), 271-288.
  • HALL. D.T., SCHNEIDER. B. ve NYGREN. H.T., (1970). Personal Factors Inorganizational Identification. Administrutive Science Quarterly. 15, 176-189.
  • HALL, R., (1992). The Strategic Analysis of Intangible Resources. Strategic Management Journal, Vol:13, No:2.
  • HELM, S., (2007). One Reputation or Many? Comparing Stakeholders’ Perceptions of Corporate Reputation . Corporate Communications: An International Journal, Vol. 12 Iss: 3, pp.238 - 254
  • HELM, S. (2011). Employees Awareness of Their Impact on Corporate Reputation. Journal of Business Research, 64(7) 657-663.
  • HERRBACH, O., MIGNONAC, K., GATIGNON, A., (2004). Exploring the Role of Perceived External Prestige in Managers’ Turnover Intentions. International Journal of Human Resource Management, 15(8), 1390-1407.
  • IOD (Institute of Directors) (1999). Reputation Management:Strategies for Protecting Companies, Their Brands and Their Directors. London.
  • İCİL, A., (2008). Akademik Örgütlerde Kurumsal İtibar ve İletişim İlişkisi Akdeniz Üniversitesi Üzerine Bir Araştırma. Yüksek Lisans Tezi, Sosyal Bilimler Enstitüsü Halkla İlişkiler ve Tanıtım Anabilim Dalı, Antalya.
  • İNCE, M. ve GÜL, H., (2005). Yönetimde Yeni Bir Paradigma: Örgütsel Bağlılık. Konya: Çizgi Kitabevi.
  • KADIBEŞEGİL, S., (2006). İtibar Yönetimi. MediaCat Yayınları, 2. Baskı, İstanbul.
  • KAMAŞAK, R., (2011). The Influence of Perceived External Prestige on Job Satisfaction and Turnover Intentions. Journal of Business and Economics, Vol. 2, No. 3, pp. 209-221.
  • KANTER, R. M., (1968). Commitment and Social Organization: A Study of Commitment Mechanisms in Utopian Communities. American Sociological Review, 449-517.
  • KARATEPE, S., (2008). İtibar Yönetimi: Halkla İlişkilerde Güven Yaratma. Elektronik Sosyal Bilimler Dergisi, 7, 77-97.
  • KAYA, S., AKYÜZ, A.M., (2015). İçsel Pazarlama Temelinde İnsan Kaynakları Uygulamalarının Müşteri Memnuniyetine Etkisini Belirlemeye Yönelik Bir Araştırma. Turkish Studies International Periodical For The Languages, Literature and History of Turkish or Turkic Volume 10/2, Winter 2015. p. 1-30 DOI Number: http://dx.doi.org/10.7827/TurkishStudies.7667 ISSN: 1308-2140, ANKARA-TURKEY
  • MARKHAM, V. (1972). Planning The Corporate Reputation.London: George Allen & Unwin.
  • MEYER, J. P. Ve ALLEN, N. J., (1997). Commitment in the Workplace, Theory, Research and Application. Thousand Oaks, London, New Delhi.
  • MEYER J. P., BECKER, T., VANDENBERGE, C., (2004). Employee Commitment And Motivation, A Conceptual Analysis And Integrative Model. Journal Of Applied Psychology, 89(6).
  • MOWDAY R.T. ve STEERS R.M., (1979). The Measurement of Organizational Commitment. Journal of Vocational Behavior 14, 224-247.
  • MOWDAY, R. T., PORTER, L. ve W.STEERS, R. M., (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press, 20-167.
  • OKAY, A., (2001). Halkla İlişkiler Kavram, Strateji ve Uygulamalar. İstanbul: Der Yayınları.
  • O'REILLY, C. and CHATMAN, J., (1986). Organisational Commitment and Psychological Attachment; The Effects of Compliance, Identification and Internalisation of Pro- Social Behaviour. Journal of Applied Psychology, 71 (5), 492–499.
  • PENLEY, L. E. and GOULD, S., (1988). Etzioni's Model of Organizational Involvement: A Perspective for Understanding Commitment to Organizations. Journal of Organizational Behavior, Vol:9, 43-59, 1988.
  • ROBERTS, P.W., DOWLING G.R., (2002). Corporate reputation and sustained superior financial performance. Strategic Management Journal, Vol:23, No:12.
  • ROSE, C., THOMSEN, S., (2004). The Impact of Corporate Reputation Performance: Some Danish Evidence. European Management Journal, 22 (2), 201–210.
  • RIORDAN, C. M., GATEWOOD, R. D., BILL, J. B., (1997). Corporate image: Employee reactions and implications for managing corporate social performance. Journal of Business Ethics 16 (4):401-412.
  • SAĞLAM ARI, G., (2003). Yöneticiye Duyulan Güven Örgütsel Bağlılığı Artırır Mı?. Gazi Üniversitesi Ticaret ve Turizm Eğitim Fakültesi Dergisi, 2, 17 36.
  • SAKMAN, N.F., (2003). Kurumsal İtibarın Önemi ve Değişkenleri İncelemesi. Yüksek Lisans Tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü Tanıtım ve Halkla İlişkiler Anabilim Dalı, İstanbul.
  • SAYLI, H. ve UĞURLU, Y. (2007). Kurumsal İtibar ve Yönetsel Etik İlişkisinin Analizine Yönelik Bir Değerlendirme. Süleyman Demirel Üniversitesi İİBF Dergisi, 12 (3), 75-96.
  • SEKIGUCHI, T. (2004). A Preliminary Investigation of the Cognitive Process of Japanese Undergradute Job Seekers. Osaka Keidai Ronshu, 55 (3), 123-136.
  • ŞAKAR, A.N., (2010). Örgütsel Güven. (Editör Derya Ergun Özler). Örgütsel Davranışta Güncel Konular. İstanbul: Ekin Yayın Evi, 21-40.
  • TURBAN, D. B., CABLE, D. M. (2003). Firm Reputation and Applicant Pool Characteristics. Journal of Organizational Behavior, 24, 733-751.
  • TURUNÇ, Ö. ve ÇELİK, M., (2010). Çalışanların Algıladıkları Örgütsel Destek ve İş Stresinin Örgütsel Özdeşleşme ve İş Performansına Etkisi. Yönetim ve Ekonomi Dergisi, 17 (2), 183-206.
  • TUTAR, H. (2003). Örgütsel İletişim (1.Baskı). Ankara: Seçkin Yayıcılık.
  • VAN RIEL, C. B. M., (1997). Research In Corporate Communications: An Overview Of An Emerging Field. Management Communications Quarterly, Cilt 11, Sayı 2, s. 288– 309.
  • VAROĞLU, D., (1993). Kamu Sektörü Çalışanlarının İşlerine ve Kuruluşlarına Karşı Tutumları, Bağlılıkları ve Değerleri. Yayınlanmamış Doktora Tezi, Ankara Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
  • WARTICK, S. L. (1992). The Relationship Between Intense Media Exposure and Change in Corporate Reputation. Business & Society, 31, 33-42.
  • WIENER, Y. (1982). Commitment in Organizations: A Normative View. Academy of Management Review, Vol: 7, No.3, 418-428.
  • YALÇIN, A. ve İPLİK, F. N., (2005). Beş Yıldızlı Otellerde Çalışanların Demografik Özellikleri ile Örgütsel bağlılıkları Arasındaki İlişkiyi Belirlemeye Yönelik Bir Araştırma: Adana İli Örneği. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 14 (1), 395-412.
  • YILDIZ, K., (2013). Örgütsel Bağlılık İle Örgütsel Sinizm Ve Örgütsel Muhalefet Arasındaki İlişki. Turkish Studies - International Periodical For The Languages, Literature and History of Turkish or Turkic Volume 8/6 Spring 2013, p. 853-879, ANKARA-TURKEY.
  • YILMAZ, S., (2009). Kurumsal İtibar, Yönetim Yaklaşımlarıyla Kurumsal Sürdürülebilirlik. Editör: Senem Besler, Eskişehir.
  • YURT, İ., (2012). Kurumsal İtibar Yönetimi Algısının Örgütsel Bağlılık Üzerindeki Etkisi: Düzce Üniversitesi Örneği. Yüksek Lisans Tezi, Düzce Üniversitesi Sosyal Bilimler Enstitüsü Turizm ve Otel İşletmeciliği Anabilim Dalı