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dc.contributor.authorAltınöz, Mehmet
dc.contributor.authorÇakıroğlu, Demet
dc.contributor.authorÇöp, Serdar
dc.date.accessioned2020-02-28T12:34:07Z
dc.date.available2020-02-28T12:34:07Z
dc.date.issued2012
dc.identifier.issn1877-0428
dc.identifier.urihttps://doi.org/10.1016/j.sbspro.2012.09.1007
dc.identifier.urihttp://hdl.handle.net/11655/22225
dc.description.abstractIn recent years, the issue of job satisfaction and organizational commitment is ever becoming more important in working life. Considering as being responsible from the consequences of the work, but unable to participate in its processes is seen as one of the major obstacles before job satisfaction. With the industrialization period, rules regarding the job and the working place started to replace the traditional ties and the individual's taking a place in the society to the extent of its abilities led the individual's abilities become individualize and enter into the process of alienation far from its surrounding. This process led the individual to fall into a life far from not only the social values but also the society itself and then to present the result of autonomy and isolation of the individual. Job satisfaction is considered as a pleasurable or positive emotional state resulting from the evaluation of individual's jobs and work experience. Developments with regard to the commitment bring the commitment based on the job satisfaction forward when the conditions beyond the traditional practices have been met. This situation that becomes prominent nowadays depends also on the sense of satisfaction from the job done among the will of commitment of the talented employees to a specific working place. These attitudes that measure the organizational commitment and ensure the employees to remain constantly at work are considered as the concepts that are emphasized in recent years. Within the scope of the research, scales of organizational commitment and job satisfaction were applied, the acquired data were analyzed statistically. It was found out in the analysis that was carried out by using the non-parametric tests, organizational commitment and job satisfaction perceptions of the ones participating in the research and their gender, marital status, age and working hours which are their personal characteristics have showed a significant difference. Regression analysis was carried out in order to measure to which extent the job satisfaction is effective on the formation of the organizational commitment. With a view to contribute to the process of this discussion, the relationships between the job satisfaction of the talented employees and their organizational commitments were examined. Results taken at the end of the study were interpreted by basing upon these data.tr_TR
dc.language.isoentr_TR
dc.publisherElsevier Science Bvtr_TR
dc.relation.isversionof10.1016/j.sbspro.2012.09.1007tr_TR
dc.rightsinfo:eu-repo/semantics/openAccesstr_TR
dc.subjectJob satisfactiontr_TR
dc.subjectOrganizational commitmenttr_TR
dc.subjectEmotional commitmenttr_TR
dc.subjectContinuing commitmenttr_TR
dc.subjectNormative commitmenttr_TR
dc.subjectTalented employeetr_TR
dc.subject.lcshH- Sosyal bilimlertr_TR
dc.titleThe Effect of Job Satisfaction of the Talented Employees on Organizational Commitment: A Field Researchtr_TR
dc.typeinfo:eu-repo/semantics/articletr_TR
dc.typeinfo:eu-repo/semantics/publishedVersion
dc.relation.journal8Th International Strategic Management Conferencetr_TR
dc.contributor.departmentBüro Yönetimi ve Yönetici Asistanlığıtr_TR
dc.identifier.volume58tr_TR
dc.identifier.startpage322tr_TR
dc.identifier.endpage330tr_TR
dc.description.indexWoStr_TR
dc.fundingYoktr_TR


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