THE MEDIATING EFFECT OF ORGANIZATIONAL COMMITMENT ON RELATIONSHIP BETWEEN FLEXIBLE WORKING AND JOB SATISFACTION: A RESEARCH IN LOGISTICS SECTOR

Abstract

The competitive environment caused by globalization lead to logistics companies to increase their service quality and implement best practices in order to meet customer demands and to reduce their supply times. The intensity of working hours and difficult working conditions makes the attracting and retaining of talented employees difficult for logistics firms. Therefore, the effect of flexible working arrangements on increasing job satisfaction and employee loyalty in the logistics sector becomes important. In this study, the effect of flexible working on employee’s job satisfaction and the mediating role of organizational commitment in this effect were investigated. In the research, 82 employees’ data used from 10 leading companies in their sectors implementing flexible working arrangements and the data were analyzed using SPSS 25.0 program. Flexible Working Scale developed by Albion (2004), Organizational Commitment Scale developed by Allen and Meyer (1990), Minnesota Job Satisfaction Scale developed by Weiss et al. (1967) were used to measure the attitudes of the employees. Research results show that there is a positive and meaningful relationship between flexible working and job satisfaction, between job satisfaction and organizational commitment. Furthermore, the results have shown that organizational commitment has a mediating role between flexible working and job satisfaction. In other words, as organizational commitment mediates in the relationship between flexible working and job satisfaction, as organizational commitment increases, job satisfaction also increases.