Research Article
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A proposal of the structural equation model for review of the effect of organizational commitment and organizational support on employee performance

Year 2016, Volume: 2 Issue: 1, 286 - 301, 05.01.2016

Ömer Çınar Salih Yeşil

https://doi.org/10.24289/ijsser.279105
Cited By: 2

Abstract

Gaining a competitive advantage, attaining a learner identity, and keeping pace around of an organization depend on the support of the organization for the employees as well as loyalty, performance, commitment, and dedication of the employee. In this context, employees must feel the support of organization in order to feel them valued, to have ownage of the business, to be permanent, and to improve their performance. The aim of this study is that to examine the effects of variables of organizational commitment and organizational support which are made by organizational behavior on the employee performance. Showing a high performance and desiring to keep working on the organization of the employees in the banking sector, which is found the high-level competition, will increase the success of themselves as well as the organization. As a result of national and international literature for variables and structural equation model in the study; the relationship of organizational commitment which is a variable from individual behavior and organizational support which is a variable from organizational behavior on employee's performance are proposed for the structural equation model. A selected universe for the field research is that about 575 employees in where 39 branch of 18 Banks in Kahramanmaraş. The studied sample is composed of 306 surveys which are suitable for analysis. In the survey, the measures which are their validity and reliability confirmed by international studies have been used belong to the variables which are "organizational commitment", "organizational support" and "employee performance" that are situated in the research model. According to the obtained data, research hypotheses are tested by using of SPSS and AMOS. As a research result, the hypothesis which states “Organizational commitment of Bank's employees positively affects the employee performance.” The organizational commitment of employees makes a positive contribution the organizational citizenship behaviors; so that the opinion of their increased performance are supported by this study. Hypothesis of “Organizational support provided by the Bank positively affects their employee performance”, which are founded between organizational support and employee performance, is also accepted. In this context, noticing of employee ideas and supporting them everything about business or non-business increase their performance. Consequently, these points are recommended below; considering employee’s ideas seriously, giving priority to health and happiness, taking into account the objectives and values of them, forgiving a mistake which are made unintentionally, and feeling that the organization would assist them in any issues of employee.


Keywords

Organizational Commitment Organizational Support Employee Performance Structural Equation Model

References

  • 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), ss.1-18.
  • Allen, N.J. ve Meyer, J.P., (1997). Commitment in the Workplace, Thousand Oaks, CA; Sage Publications.
  • Armstrong, M., (1996). Employee Reward, Institute of Personnel and Development IPD House, London.
  • Avant, L.L., ve Lyman, P.J. (1975). Stimulus familiarity modifies perceived duration in pre-recognition visual processing. Journal of Experimental Psychology: Human Perception and Performance, 1, ss.205-213.
  • Baron, R.M. ve Kenny, D.A. (1986). “The Moderator–Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations”, Journal of Personality & Social Psychology 51 (6): ss.1173-1182.
  • Bayram, L., (2005). “Yönetimde Yeni Bir Paradigma, Örgütsel Bağlılık”, Sayıştay Dergisi, Ekim-Aralık, 59. ss.125-139.
  • Bentler, Peter M. (1990), “Comparative Fit Indices in Structural Models”, Psychological Bulletin, 107(2), 238-246.
  • Bentler, Peter M. ve Douglas G. Bonnet (1980), “Significance Tests and Goodness of Fit in the Analysis of Covariance Structures”, Psychological Bulletin, 88(3), 588-606.
  • Bhanthumnavin, D., (2001). “Supervisory Social Support and the Multi-Level Performance in Thai Health Centers”, University of Minnesota, Yayınlanmamış Doktora Tezi, Minnesota. ABD.
  • Buchanan, B., (1974). “Building Organizational Commitment: The Socialization of Managers in Work Organizations”, Administrative Science Quarterly, 19, ss. 533-538.
  • Caruana, A., Ewing, M. ve Ramaseshan, B., (1999). “Organizational Commitment and Performance: The Australian Public Sector Experience, School Research Series, School of Marketing, Curtin University, Perth
  • Casper, W. ve Buffardi, L., (2004). “Work-life Benefits and Job Pursuit Intentions: The Role of POS”, Journal of Vocational Behaviour, 65, ss. 391-410.
  • Celep, C., (2000). Eğitimde Örgütsel Adanma ve Öğretmenler, Anı Yayıncılık, Ankara.
  • Chiang, C.F. ve Hsieh, T.S., (2012). “The Impacts of Perceived Organizational Support and Psychological Empowerment on Job Performance: the Mediating Effects of Organizational Citizenship Behavior”, International Journal of Hospitality Management, 31 (1), ss. 180-190.
  • Demirkan, T., (2004). “Özel Eğitim Okullarında Çalışan Öğretmenlerin İş Tatminleri İle Örgütsel Bağlılıkları Arasındaki İlişkinin İncelenmesi”, Yayınlanmamış Yüksek Lisans Tezi, Marmara Üniversitesi, Eğitim Bilimleri Enstitüsü, İstanbul.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P.D. ve Rhoades, L., (2001). “Reciprocation of Perceived Organizational Support”, Journal of Applied Psychology, 86 (1), ss. 42- 51.
  • Eisenberger, R., Huntington, R., Hutchison, S. ve Sowa, D., (1986). “Perceived Organizational Support”, Journal of Applied Psychology, 71 (3), ss. 500–507.
  • Fan, Xitao ve Stephen A. Sivo; (2005), “Sensitivity of Fit Indexes to Misspecified Structural or Measurement Model Components: Rationale of Two-Index Strategy Revisited”, Structural Equation Modeling: A Multidisciplinary Journal, 12(3), 343-367.
  • Fornell, C. ve Larcker, D. L. (1981). “Evaluating Structural Equation Models with Unobservable Variables and Measurement Error”. Journal of Marketing Research 18 (1): 39-50.
  • Gakovic, A. ve Tetrick, L.E., 2003. “Perceived Organizational Support and Work Status: A Comparison of The Employment Relationships of Part-Time and Full Time Employees Attending University Classes”, Journal of Organizational Behavior, 24 (5), ss. 649-666.
  • Gümüştekin, G., Eren, A. ve Öztemiz, B., (2005). “Örgütlerde Stresin Verimlilik ve Performansla Etkileşimi”, Çukurova Üniveritesi, Sosyal Bilimler Enstitüsü Dergisi, 14 (1), ss. 271-288.
  • Hackett, R., Bycio, P. ve Hausdoref, P., (1994). “Futher Assessments of Meyer and Allen’s Three-Component Model of Organizational Commitment”, Journal of Applied Psychology, 79, ss. 15-23.
  • Hair, Joseph F., William C. Black, Rolph E. Anderson ve Ronald L. Tatham (2009). Multivariate Data Analysis. New Jersey: Prentice Hall.
  • Hu, Li-Tze ve Peter M. Bentler (1998), “Fit Indices in Covariance Structure Modeling: Sensitivity to Underparametrized Model Misspecification”, Psychological Methods, 3(4), 424-453.
  • Hu, Li-Tze ve Peter M. Bentler (1999) “Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria Versus New Alternatives”, Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
  • Hunt, S.D. ve Morgan, R.M.,(1994). “The Commitment-Trust Theory of Relationship Marketing”, Journal of Marketing, 58 (3), ss. 20-38.
  • Ifinedo, P. (2011). “Examining The Influences of External Expertise and In-House Computer/IT Knowledge on ERP System Success”. Journal of Systems and Software 84 (12): 2065-2078.
  • Johlke, M.C., Stamper, C.L. ve Shoemaker, M.E., (2002). “Antecedents to Boundary-Spanner Perceived Organizational Commitment”, Journal of Managerial Psychology, 17 (2), ss. 116-128.
  • Jöreskog, Karl ve Dag Sörbom (1989), Lisrel 7: User’s Reference Guide, Scientific Software International Inc., Mooresville
  • Kenny, David A. ve D. Betsy Mccoach (2003), “Effect of the Number of Variables on Measures of Fit in Structural Equation Modeling”, Structural Equation Modeling: A Multidisciplinary Journal, 10(3), 333-351.
  • Khan, M.R., Ziauddin, J.F.A. ve Ramay, M.I., (2010). “The Impacts of Organizational Commitment on Employee Job Performance”, European Journal of Social Sciences, 15 (3), ss. 292-298.
  • Laschinger, K.S., Purdy, N., Cho, J. ve Almost, J., (2006). “Antecedents and Consequences of Nurse Managers' Perceptions of Organizational Support”, Nursing Economics, 24 (1), ss. 20-29.
  • Lebas, M. ve Euske, K., (2005). “A Conceptual and Operational Delineation of Performance”, Ed.: A. Neely, In Business Performance Measurement, Cambridge University Press, Cambridge, UK. ss. 65-79.
  • Luchak, A.A. ve Gellatly, I.R., (2007). “A Comparison of Linear and Nonlinear Relations Between Organizational Commitment and Work Outcomes”, Journal of Applied Psychology, 92 (3), ss. 786-793.
  • Meyer, J.P. ve Allen, N.J., (1996). “Affective, Continuance and Normative Commitment to The Organization: An Examination of Construct Validity”, Journal of Vacational Behavior, 49, ss. 252-276.
  • Meyer, J.P., Paunonen, S.V., Gellatly, I.R., Goffin, R.D. ve Jakson, D.N., (1989). “Organizational Commitment and Job Performance: It’s the Nature of Commitment That Counts”, Journal of Applied Psychology, 74 (1), ss. 152-156.
  • Miller, V.D., Allen, M., Casey, M.K. ve Johnson, J.R., 2000. “Reconsidering the Organizational Identification Questionnaire”, Management Communication Quarterly, 13 (4), ss. 626-658.
  • Mowday, R.T, Porter, L.W. ve Steers, R.M., (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism and Turnover, Academic Press, New York, 253s.
  • Noe, R.A., Hollenbeck, J.R., Gerhart, B. ve Wright, P.M., (1997). Human Resource Management, “Gaining A Competitive Advantage”, Second Edition, McGraw-Hill, Irwin, Chicago, ss.238-242.
  • Nunnally, J.C. (1978). Psychometric Theory. New York: McGraw Hill.
  • Parasuraman, S., Greenhaus, J.H. ve Granrose, C.S., (1992). “Role Stressors, Social Support and Well-being Among Two-Career Couples”, Journal of Organizational Behaviour, 13 (4), ss. 339-356.
  • Qaisar, M.U., Rehman, M.S. ve Suffyan, M., (2012). “Exploring Effects of Organizational Commitment on Employee Performance” Implication for Human Resource Strategy, Interdisciplinary Journal of Contemporary Human Resource in Business, 3 (11), ss. 248-255.
  • Randall, M.L., Cropanzano, R., Bormann, C.A. ve Birjulin, A., (1999). “Organizational Politics and Organizational Support as Predictors of Work Attitudes, Job Performance, and Organizational Citizenship Behavior”, Journal of Organizational Behavior, 20 (2), ss. 159-174.
  • Rhoades, L. ve Eisenberger, R., (2002). “Perceived Organizational Support: A Review of The Literature”. Journal of Applied Psychology, 87 (4), ss. 698-714.
  • Rhoades, L., Eisenberger R. ve Armeli,, S., (2001). “Affective Commitment to the Organization: The Contribution of Perceived Organizational Support”, Journal of Applied Psychology, 86 (5), ss. 825-836.
  • Samancı, S., (2006). “Örgütsel İklim ve Örgütsel Vatandaşlık”, Yayınlanmamış Yüksek Lisans Tezi, Afyon Kocatepe Üniversitesi, Sosyal Bilimler Enstitüsü, Afyonkarahisar.
  • Schermelleh-Engel, K., Moosbrugger, H. ve Muler, H., (2003). “Evaluating The Fit of Structural Equation Models: Tests of Significance and Descriptive Goodness-of-Fit Measures”, Methods of Psychological Research Online, 8 (2), ss.23-74.
  • Schermerhorn, J.R., Hunt, J.G. ve Osborn, R.N. (1994). Managing Organizational Behavior, 5. Baskı, John Wiley & Sons., New York, USA, 332s.
  • Shaffer, M.A., (2001). “Struggling For Balance Amid Turbulence on Internation Assignments, Work-Family Conflict, Support and Commitment”, Journal of Management, 27 (1), ss. 99-121.
  • Shore, L.M., Barksdale, K. ve Shore, T.H., (1995). “Managerial Perceptions of Employee Commitment to The Organization”, The Academy of Management Journal, 38 (6), ss. 1593-1615.
  • Silbert, L.T., (2005). “The Effect of Tangible Rewards on Perceived Organizational Support”, Dissertation of Master of Applied Science in Management Sciences, University of Waterloo, Ontario, Canada.
  • Speetor, P.E., (1996). Industrial and Organizational Psychology, John Wiley and Sons Inc., New York, 480s.
  • Suliman, A. ve Iles, P., (2000). “Is Continuance Commitment Beneficial to Organizations? Commitment-Performance Relationship”, A New Look Journal of Managerial Psychology, 15 (5), ss. 407-426.
  • Wheaton, Blair; Bengt Muthen; Duane F. Alwin; Gene F. Summers (1977), “Assessing Reliability and Stability in Panel Models”, In David R. HEISE (Ed.), Sociological Methodology Jossey-Bass, San Francisco, 84-136.
  • Yoshimura, K.E., (2003). “Employee Traits, Perceived Organizational Support, Supervisory Communication, Affective Commitment, and Intent to Leave: Group Differences” Degree of Masters of Science, North Carolina State University, USA.

Örgütsel bağlılık ve örgütsel desteğin çalışan performansı üzerindeki etkisini inceleyen bir yapısal eşitlik model önerisi

Year 2016, Volume: 2 Issue: 1, 286 - 301, 05.01.2016

Ömer Çınar Salih Yeşil

https://doi.org/10.24289/ijsser.279105
Cited By: 2

Abstract

Bir örgütün rekabet avantajı elde etmesi, öğrenen bir kimliğe kavuşması, çevresine ayak uydurabilmesi hem örgütün çalışanlarına vereceği desteğe hem de çalışanların sadakatine, performansına, bağlılıklarına ve özverisine bağlıdır. Bu bağlamda çalışanların kendilerini değerli hissetmesi, işi sahiplenmesi, kalıcı olması ve performanslarını artırması için örgütün desteğini arkasında hissetmesi gerekmektedir. Bu çalışmanın amacı örgütsel bağlılık ve örgütsel destekten oluşan örgütsel davranış değişkenlerinin, çalışan performansına etkilerini incelemektir. Üst düzey rekabetin bulunduğu bankacılık sektöründe çalışanların yüksek performans göstermeleri ve bulundukları organizasyonda çalışmaya devam etmek istemeleri hem kendilerinin hem de organizasyonlarının başarısını artıracaktır. Araştırmada kullanılan değişkenler ve yapısal eşitlik modeli için ulusal ve uluslararası literatür taraması sonucunda; bireysel davranış değişkenlerinden olan örgütsel bağlılık ve kurumsal davranış değişkenlerinden olan örgütsel desteğin çalışan performansı ile olan ilişkisinin birlikte ele alındığı bir yapısal eşitlik modeli önerilmiştir. Alan araştırması için seçilen evren, Kahramanmaraş’ta faaliyet gösteren 18 bankanın toplam 39 şubesinde çalışan yaklaşık 575 personelden oluşmaktadır. Çalışılan örneklem ise, analize elverişli 306 anketten oluşmaktadır. Ankette, araştırma modelinde yer alan “örgütsel bağlılık”, “örgütsel destek” ve “çalışan performansı” değişkenlerine ilişkin uluslararası çalışmalarla geçerliliği ve güvenilirliği onaylanmış ölçekler kullanılmıştır. Elde edilen veriler ışığında, SPSS ve AMOS programları kullanılarak araştırma hipotezleri sınanmıştır. Araştırma sonucunda “örgütsel bağlılık ile çalışan performansı arasında” ve “örgütsel destek ile örgütsel bağlılık arasında” olumlu ve anlamlı bir ilişki olduğu belirlenmiştir. “örgütsel destek ile çalışan performansı arasında” anlamlı bir ilişki bulunmamıştır. Ancak, örgütsel destek ile çalışan performansı arasında örgütsel bağlılık değişkeninin aracı etkisi olduğu belirlenmiştir. Örgütsel destek ve örgütsel bağlılık arasında kabul edilen söz konusu etkinin güçlülüğü, aracılık etkisinin de gücünü arttırmıştır. Bu çerçevede, çalışanların fikirlerinin önemsenmesi ve kendisine işle ilgili veya iş dışı her konuda destek olunması performanslarını artıracaktır. Çalışanların düşüncelerini ciddiye almak, sağlık ve mutluluğuna önem vermek, amaçlarını ve değerlerini dikkate almak, kasıtlı olarak yapmadığı hatalarını affetmek ve sorunu olduğunda örgütün kendilerinin yanında olduğunu hissettirmek hususları önerilmektedir.

Keywords

Örgütsel bağlılık Örgütsel destek Çalışan performansı Yapısal eşitlik modellemesi

References

  • 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), ss.1-18.
  • Allen, N.J. ve Meyer, J.P., (1997). Commitment in the Workplace, Thousand Oaks, CA; Sage Publications.
  • Armstrong, M., (1996). Employee Reward, Institute of Personnel and Development IPD House, London.
  • Avant, L.L., ve Lyman, P.J. (1975). Stimulus familiarity modifies perceived duration in pre-recognition visual processing. Journal of Experimental Psychology: Human Perception and Performance, 1, ss.205-213.
  • Baron, R.M. ve Kenny, D.A. (1986). “The Moderator–Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations”, Journal of Personality & Social Psychology 51 (6): ss.1173-1182.
  • Bayram, L., (2005). “Yönetimde Yeni Bir Paradigma, Örgütsel Bağlılık”, Sayıştay Dergisi, Ekim-Aralık, 59. ss.125-139.
  • Bentler, Peter M. (1990), “Comparative Fit Indices in Structural Models”, Psychological Bulletin, 107(2), 238-246.
  • Bentler, Peter M. ve Douglas G. Bonnet (1980), “Significance Tests and Goodness of Fit in the Analysis of Covariance Structures”, Psychological Bulletin, 88(3), 588-606.
  • Bhanthumnavin, D., (2001). “Supervisory Social Support and the Multi-Level Performance in Thai Health Centers”, University of Minnesota, Yayınlanmamış Doktora Tezi, Minnesota. ABD.
  • Buchanan, B., (1974). “Building Organizational Commitment: The Socialization of Managers in Work Organizations”, Administrative Science Quarterly, 19, ss. 533-538.
  • Caruana, A., Ewing, M. ve Ramaseshan, B., (1999). “Organizational Commitment and Performance: The Australian Public Sector Experience, School Research Series, School of Marketing, Curtin University, Perth
  • Casper, W. ve Buffardi, L., (2004). “Work-life Benefits and Job Pursuit Intentions: The Role of POS”, Journal of Vocational Behaviour, 65, ss. 391-410.
  • Celep, C., (2000). Eğitimde Örgütsel Adanma ve Öğretmenler, Anı Yayıncılık, Ankara.
  • Chiang, C.F. ve Hsieh, T.S., (2012). “The Impacts of Perceived Organizational Support and Psychological Empowerment on Job Performance: the Mediating Effects of Organizational Citizenship Behavior”, International Journal of Hospitality Management, 31 (1), ss. 180-190.
  • Demirkan, T., (2004). “Özel Eğitim Okullarında Çalışan Öğretmenlerin İş Tatminleri İle Örgütsel Bağlılıkları Arasındaki İlişkinin İncelenmesi”, Yayınlanmamış Yüksek Lisans Tezi, Marmara Üniversitesi, Eğitim Bilimleri Enstitüsü, İstanbul.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P.D. ve Rhoades, L., (2001). “Reciprocation of Perceived Organizational Support”, Journal of Applied Psychology, 86 (1), ss. 42- 51.
  • Eisenberger, R., Huntington, R., Hutchison, S. ve Sowa, D., (1986). “Perceived Organizational Support”, Journal of Applied Psychology, 71 (3), ss. 500–507.
  • Fan, Xitao ve Stephen A. Sivo; (2005), “Sensitivity of Fit Indexes to Misspecified Structural or Measurement Model Components: Rationale of Two-Index Strategy Revisited”, Structural Equation Modeling: A Multidisciplinary Journal, 12(3), 343-367.
  • Fornell, C. ve Larcker, D. L. (1981). “Evaluating Structural Equation Models with Unobservable Variables and Measurement Error”. Journal of Marketing Research 18 (1): 39-50.
  • Gakovic, A. ve Tetrick, L.E., 2003. “Perceived Organizational Support and Work Status: A Comparison of The Employment Relationships of Part-Time and Full Time Employees Attending University Classes”, Journal of Organizational Behavior, 24 (5), ss. 649-666.
  • Gümüştekin, G., Eren, A. ve Öztemiz, B., (2005). “Örgütlerde Stresin Verimlilik ve Performansla Etkileşimi”, Çukurova Üniveritesi, Sosyal Bilimler Enstitüsü Dergisi, 14 (1), ss. 271-288.
  • Hackett, R., Bycio, P. ve Hausdoref, P., (1994). “Futher Assessments of Meyer and Allen’s Three-Component Model of Organizational Commitment”, Journal of Applied Psychology, 79, ss. 15-23.
  • Hair, Joseph F., William C. Black, Rolph E. Anderson ve Ronald L. Tatham (2009). Multivariate Data Analysis. New Jersey: Prentice Hall.
  • Hu, Li-Tze ve Peter M. Bentler (1998), “Fit Indices in Covariance Structure Modeling: Sensitivity to Underparametrized Model Misspecification”, Psychological Methods, 3(4), 424-453.
  • Hu, Li-Tze ve Peter M. Bentler (1999) “Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria Versus New Alternatives”, Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
  • Hunt, S.D. ve Morgan, R.M.,(1994). “The Commitment-Trust Theory of Relationship Marketing”, Journal of Marketing, 58 (3), ss. 20-38.
  • Ifinedo, P. (2011). “Examining The Influences of External Expertise and In-House Computer/IT Knowledge on ERP System Success”. Journal of Systems and Software 84 (12): 2065-2078.
  • Johlke, M.C., Stamper, C.L. ve Shoemaker, M.E., (2002). “Antecedents to Boundary-Spanner Perceived Organizational Commitment”, Journal of Managerial Psychology, 17 (2), ss. 116-128.
  • Jöreskog, Karl ve Dag Sörbom (1989), Lisrel 7: User’s Reference Guide, Scientific Software International Inc., Mooresville
  • Kenny, David A. ve D. Betsy Mccoach (2003), “Effect of the Number of Variables on Measures of Fit in Structural Equation Modeling”, Structural Equation Modeling: A Multidisciplinary Journal, 10(3), 333-351.
  • Khan, M.R., Ziauddin, J.F.A. ve Ramay, M.I., (2010). “The Impacts of Organizational Commitment on Employee Job Performance”, European Journal of Social Sciences, 15 (3), ss. 292-298.
  • Laschinger, K.S., Purdy, N., Cho, J. ve Almost, J., (2006). “Antecedents and Consequences of Nurse Managers' Perceptions of Organizational Support”, Nursing Economics, 24 (1), ss. 20-29.
  • Lebas, M. ve Euske, K., (2005). “A Conceptual and Operational Delineation of Performance”, Ed.: A. Neely, In Business Performance Measurement, Cambridge University Press, Cambridge, UK. ss. 65-79.
  • Luchak, A.A. ve Gellatly, I.R., (2007). “A Comparison of Linear and Nonlinear Relations Between Organizational Commitment and Work Outcomes”, Journal of Applied Psychology, 92 (3), ss. 786-793.
  • Meyer, J.P. ve Allen, N.J., (1996). “Affective, Continuance and Normative Commitment to The Organization: An Examination of Construct Validity”, Journal of Vacational Behavior, 49, ss. 252-276.
  • Meyer, J.P., Paunonen, S.V., Gellatly, I.R., Goffin, R.D. ve Jakson, D.N., (1989). “Organizational Commitment and Job Performance: It’s the Nature of Commitment That Counts”, Journal of Applied Psychology, 74 (1), ss. 152-156.
  • Miller, V.D., Allen, M., Casey, M.K. ve Johnson, J.R., 2000. “Reconsidering the Organizational Identification Questionnaire”, Management Communication Quarterly, 13 (4), ss. 626-658.
  • Mowday, R.T, Porter, L.W. ve Steers, R.M., (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism and Turnover, Academic Press, New York, 253s.
  • Noe, R.A., Hollenbeck, J.R., Gerhart, B. ve Wright, P.M., (1997). Human Resource Management, “Gaining A Competitive Advantage”, Second Edition, McGraw-Hill, Irwin, Chicago, ss.238-242.
  • Nunnally, J.C. (1978). Psychometric Theory. New York: McGraw Hill.
  • Parasuraman, S., Greenhaus, J.H. ve Granrose, C.S., (1992). “Role Stressors, Social Support and Well-being Among Two-Career Couples”, Journal of Organizational Behaviour, 13 (4), ss. 339-356.
  • Qaisar, M.U., Rehman, M.S. ve Suffyan, M., (2012). “Exploring Effects of Organizational Commitment on Employee Performance” Implication for Human Resource Strategy, Interdisciplinary Journal of Contemporary Human Resource in Business, 3 (11), ss. 248-255.
  • Randall, M.L., Cropanzano, R., Bormann, C.A. ve Birjulin, A., (1999). “Organizational Politics and Organizational Support as Predictors of Work Attitudes, Job Performance, and Organizational Citizenship Behavior”, Journal of Organizational Behavior, 20 (2), ss. 159-174.
  • Rhoades, L. ve Eisenberger, R., (2002). “Perceived Organizational Support: A Review of The Literature”. Journal of Applied Psychology, 87 (4), ss. 698-714.
  • Rhoades, L., Eisenberger R. ve Armeli,, S., (2001). “Affective Commitment to the Organization: The Contribution of Perceived Organizational Support”, Journal of Applied Psychology, 86 (5), ss. 825-836.
  • Samancı, S., (2006). “Örgütsel İklim ve Örgütsel Vatandaşlık”, Yayınlanmamış Yüksek Lisans Tezi, Afyon Kocatepe Üniversitesi, Sosyal Bilimler Enstitüsü, Afyonkarahisar.
  • Schermelleh-Engel, K., Moosbrugger, H. ve Muler, H., (2003). “Evaluating The Fit of Structural Equation Models: Tests of Significance and Descriptive Goodness-of-Fit Measures”, Methods of Psychological Research Online, 8 (2), ss.23-74.
  • Schermerhorn, J.R., Hunt, J.G. ve Osborn, R.N. (1994). Managing Organizational Behavior, 5. Baskı, John Wiley & Sons., New York, USA, 332s.
  • Shaffer, M.A., (2001). “Struggling For Balance Amid Turbulence on Internation Assignments, Work-Family Conflict, Support and Commitment”, Journal of Management, 27 (1), ss. 99-121.
  • Shore, L.M., Barksdale, K. ve Shore, T.H., (1995). “Managerial Perceptions of Employee Commitment to The Organization”, The Academy of Management Journal, 38 (6), ss. 1593-1615.
  • Silbert, L.T., (2005). “The Effect of Tangible Rewards on Perceived Organizational Support”, Dissertation of Master of Applied Science in Management Sciences, University of Waterloo, Ontario, Canada.
  • Speetor, P.E., (1996). Industrial and Organizational Psychology, John Wiley and Sons Inc., New York, 480s.
  • Suliman, A. ve Iles, P., (2000). “Is Continuance Commitment Beneficial to Organizations? Commitment-Performance Relationship”, A New Look Journal of Managerial Psychology, 15 (5), ss. 407-426.
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There are 55 citations in total.

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Journal Section Makaleler
Authors

Ömer Çınar

Salih Yeşil

Publication Date January 5, 2016
Published in Issue Year 2016 Volume: 2 Issue: 1

Cite

APA Çınar, Ö., & Yeşil, S. (2016). A proposal of the structural equation model for review of the effect of organizational commitment and organizational support on employee performance. International Journal of Social Sciences and Education Research, 2(1), 286-301. https://doi.org/10.24289/ijsser.279105
AMA Çınar Ö, Yeşil S. A proposal of the structural equation model for review of the effect of organizational commitment and organizational support on employee performance. International Journal of Social Sciences and Education Research. January 2016;2(1):286-301. doi:10.24289/ijsser.279105
Chicago Çınar, Ömer, and Salih Yeşil. “A Proposal of the Structural Equation Model for Review of the Effect of Organizational Commitment and Organizational Support on Employee Performance”. International Journal of Social Sciences and Education Research 2, no. 1 (January 2016): 286-301. https://doi.org/10.24289/ijsser.279105.
EndNote Çınar Ö, Yeşil S (January 1, 2016) A proposal of the structural equation model for review of the effect of organizational commitment and organizational support on employee performance. International Journal of Social Sciences and Education Research 2 1 286–301.
IEEE Ö. Çınar and S. Yeşil, “A proposal of the structural equation model for review of the effect of organizational commitment and organizational support on employee performance”, International Journal of Social Sciences and Education Research, vol. 2, no. 1, pp. 286–301, 2016, doi: 10.24289/ijsser.279105.
ISNAD Çınar, Ömer - Yeşil, Salih. “A Proposal of the Structural Equation Model for Review of the Effect of Organizational Commitment and Organizational Support on Employee Performance”. International Journal of Social Sciences and Education Research 2/1 (January 2016), 286-301. https://doi.org/10.24289/ijsser.279105.
JAMA Çınar Ö, Yeşil S. A proposal of the structural equation model for review of the effect of organizational commitment and organizational support on employee performance. International Journal of Social Sciences and Education Research. 2016;2:286–301.
MLA Çınar, Ömer and Salih Yeşil. “A Proposal of the Structural Equation Model for Review of the Effect of Organizational Commitment and Organizational Support on Employee Performance”. International Journal of Social Sciences and Education Research, vol. 2, no. 1, 2016, pp. 286-01, doi:10.24289/ijsser.279105.
Vancouver Çınar Ö, Yeşil S. A proposal of the structural equation model for review of the effect of organizational commitment and organizational support on employee performance. International Journal of Social Sciences and Education Research. 2016;2(1):286-301.

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