Dimensions Of Commitment Research Articles

Paternalistic leadership and organizational commitment: Evidence from the information technology sector

This research aims to test the relationship between dimensions of paternalistic leadership and dimensions of organizational commitment in the information technology (IT) sector of Istanbul. Two separate questionnaires were adapted for measuring dimensions of paternalistic leadership (Erben & Güneşer, 2008) and organizational commitment (Allen & Meyer, 1990). Data were collected at two different points in time from such employees of the IT sector of Istanbul who have been working with the same manager for at least six months. In all, 350 pairs of questionnaires were distributed and only 248 pairs of questionnaires were received. Three separate multiple regression analyses were used as the statistical technique. Results indicated that two of the dimensions of paternalistic leadership, namely benevolent leadership and moral leadership, have a significant relationship with the three dimensions of organizational commitment, namely affective, normative, and continuance commitment. However, authoritarian leadership is found to be negatively associated with affective commitment, whereas, it does not have any significant association with normative and continuance commitment. Therefore, it is concluded that benevolent leadership and moral leadership can be instrumental in enhancing the level of organizational commitment among the employees, whereas, authoritarianism can be counterproductive in nature. Hence, the study provides the framework to the managers in the IT sector of Istanbul for enhancing the organizational commitment among the employees.

Relationship between institutional trust, intraorganisational collaboration and commitment to strategic business development

Purpose: The aim of this study is to identify the relationship between the two dimensions of institutional trust and collaboration and their individual and joint impact on the commitment to strategic business development. Design/methodology/approach: The study included employees of innovative companies, in which collaboration is very important to create innovative solutions. The results obtained using structural equation modelling (SEM), confirmed the important role of institutional trust in the process of stimulating collaboration and the influence of both constructs, either directly or indirectly, on the commitment to the strategic enterprise development. Findings: The research indicates that institutional trust, collaboration, and employee commitment to strategic business development are interrelated within organizations. Trust, particularly in terms of organizational assurance and a sense of security, serves as a foundation for collaboration, which, in turn, strongly influences employee commitment to the organization's strategic goals. These findings provide valuable insights for both researchers and practitioners interested in enhancing teamwork and commitment in organizational settings, particularly within innovative companies. Research limitations/implications: By addressing these limitations and pursuing the suggested avenues for future research, scholars can continue to deepen their understanding of the complex interplay between trust, collaboration, and employee commitment in organizational settings. Practical implications: The paper highlights the importance of trust, collaboration, and employee commitment in organizational contexts. Organizations that heed these findings and implement strategies to enhance trust and collaboration may experience positive outcomes in terms of teamwork, commitment, and ultimately, their competitive advantage. Social implications: Research focuses on organisational dynamics. Its societal implications boil down to strengthening the social capital of the organisation and, as a result, strengthening the psychological capital of employees, improving their well-being in the workplace, fostering commitment and, as a result, the innovation and competitiveness of the organisation. Policy makers and organisations can learn from the research in order to implement human resource policies oriented towards building social capital, which can finally contribute to improving the quality of life of employees and society as a whole. Originality/value: The value of the paper lies in its contribution to understanding the relationship between the two identified dimensions of trust, collaboration and commitment in innovative organisations. The findings can also serve as a basis for the formulation of practical guidelines for managers. Keywords: institutional trust, collaboration, commitment to strategic enterprise development, innovative enterprises. Category of the paper: research paper.

Adaptation and Validation of Indonesian Version of the Commitment to Change Scale.

The study aims to adapt and validate the Indonesian version of the commitment to change scale that was initially developed by Herscovitch and Meyer. Data were collected using an online application among faculty members of several universities who have experienced policy changes from the Indonesian government regarding research-related issues. A total of 204 responses were obtained. The data was validated using the Content Validity Index (CVI), the Confirmatory Factor Analysis (CFA), the Convergent and Discriminant correlations as well as the Cronbach's alpha. The results demonstrated that commitment to change could be represented by three dimensions of affective, continuance and normative commitment to change, although there is one item that must be adjusted. The results of the Scale-Content Validity Index (S-CVI) show that the commitment to change scale has excellent content validity (S-CVI/Ave = 0.97). CFA results show a good fit, Cronbach's alpha obtains good results with ACTC (α = 0.71); CCTC (α = 0.83); NCTC (α = 0.77) and Construct Reliability (CR) values obtained are also quite good with ACTC = 0.85; CCTC = 0.86; NCTC = 0.86. From the results of the convergent and discriminant validity tests, it was found that the affective commitment to change positively correlates with job satisfaction and negatively correlates with job stress. However, both continuance and normative commitment to change scale does not correlate with the two variables. The Indonesian version of the commitment to change scale shows good psychometric properties and has proven valid to provide the measurement of commitment to change, especially for the faculty members in Indonesia.

The effect of customer incivility on employees' work effort and intention to quit: Mediating role of job satisfaction

This study investigates the mediating role of job satisfaction in the effect of customer incivility on work effort (including the dimensions of time commitment and work intensity) and the intention to quit. Data were collected via questionnaire from 275 frontline employees working in four- and five-star hotels in Turkey. The research model was tested via partial least squares. Findings indicated that dimensions of customer incivility as frustration and insulting manner reduce employee job satisfaction. While job satisfaction negatively affects the intention to quit, it positively affects time commitment and work intensity. Moreover, job satisfaction mediates the effect of customer incivility on both the intention to quit and work intensity. However, the mediating role of job satisfaction in the relationships between customer incivility dimensions (frustration and insulting manner) and time commitment is not supported. Based on the findings, theoretical contributions and suggestions for practitioners are presented.

Stimulating achievements: The mediating effect of employee commitment between high-performance work practices and employee engagement

Drawing on the social exchange paradigm, this study evaluated the mediating effects of employee commitment (EC) in the relationship between high-performance work practices (HPWP) and employee engagement (EE) in Nigeria. The study used the social exchange theory and this paradigm has been previously used in the works of Blau (1964), Gouldner (1960), and Settoon et al. (1996). The study adopts a cross-sectional survey research design via questionnaire administration. Three employee engagement (vigor, dedication and absorption) and employee commitment (affective, normative and continuance) dimensions, and six high-performance work practices (employee selection process, motivational compensation, job and work design, participative decision-making, information sharing, and training/development) were employed. Data collected from one hundred and sixty-eight employees in selected ministries in Delta State were analyzed via structural equation modeling (SEM). Results showed that engagement positively affects high-performance work practices. The result also indicated that employee commitment mediated the influence of high-performance work practices on employee engagement. The results further suggest that affective commitment does not mediate the link between vigor and high-performance work practices. Notably, the theoretical and managerial inferences have been methodically discussed in this paper.

Natural Kind Realism and Dupré’s Promiscuous Realism

I contend that scientific realism and realism about natural kinds should be given separate treatment because a person could be a scientific realist in general without having key realist commitments about natural kinds. I utilize Chakravartty’s three dimensions of commitment for scientific realism to create three key conditions for realism regarding natural kinds in particular. I find that Dupré’s promiscuous realism fails at least one these conditions, and therefore, for the sake of terminological consistency and clarity, we should classify promiscuous realism as an antirealist view of natural kinds.

The Influence of personal skills for telework on organisational commitment: The mediating effect of the perceived intensity of telework

This study investigated the influence of personal skills for telework on organisational commitment as mediated by the intensity of telework. Data collected from a survey of 320 employees whose organisations provided the option of remote work were analysed. The results reveal that the influence of personal skills for telework on the affective, continuance, and normative organisational commitment dimensions is partly mediated by the perceived intensity of telework. The study revealed that this relationship is mediated at different levels by the intensity of telework. Good personal telework skills have the strongest influence on emotional attachment to the organisation, a somewhat weaker influence on continuance commitment that is linked to the fear of changing jobs, and the weakest influence on normative commitment, which emphasises the sense of responsibility to remain with an organisation. This study fills a research gap and contributes to existing telework intensity studies in the context of crisis (i.e., the COVID -19 pandemic).

Task orientation, knowledge sharing, organizational justice, and organizational commitment among bank employees: Evidence from Nigeria

The challenges facing banking organizations have manifested in low job commitment among employees. This was attributed to poor task orientation, low knowledge sharing, and a lack of organizational justice in these organizations. However, to the researchers' knowledge, only a few studies outside the Ibadan metropolis have investigated the contribution of the identified variables to the current level of organizational commitment among bank employees in Nigeria. The cross-sectional survey polled responses from 406 employees conveniently sampled from selected bank branches in Ibadan using a standardized questionnaire. The results revealed significant positive associations among task orientation, knowledge sharing, organizational justice, and dimensions of organizational commitment. Task orientation, knowledge sharing, and organizational justice significantly influenced organizational commitment. The study recommends more studies be conducted on investing in employees' knowledge capital, training, and promoting justice as these foster high organizational commitments and spur optimum job performance.

Job Design and Employee Engagementof the National Institute of GreaseENAP)

Background: There are many variables that affect the organizational commitment of human resources . One of these variables is jobs design because it is related to tasks, duties and responsibilities that are carried out by individuals Objectives: this study aims at determining the relationship between jobs design and its dimensions of the organizational commitment of human resources, in «the National Foundation of paint making in « Sig state of mascara ». sample and the methods: there are 172 permanent employees in the Foundation they were selected through a stratified random sample that amounted or reached 63 employees ; The Data were collected using a questionnaire and interview tool in accordance with the "job design model (Frederick P. Morgeso, Stephen E. Humphrey,2006 ) and organizational commitment model (Meyer and Allen, 1997), The data of study were analysed according to correlation analysis and multiple regression analysis according to the method of Entrée. Results: There was significant statistical correlation between the jobs design and organizational commitment, ( pearson = 0,639 ** / sig=0.000) ;Also , there is a significance effect of job Context (β =0,333) on the organizational commitment.

The role of leadership perceptions in performance appraisal participation

PurposeThis study aims to explore followers’ perceptions of leaders as predictors of performance appraisal (PA) participation and subsequent outcomes. Prior research has acknowledged the role of Leader–Member Exchange (LMX) quality in predicting PA participation. This study sought to add to this literature by investigating the effects of LMX dimensions (loyalty, affect, contribution and respect) and the effect of perceived leader prototypicality on PA participation and subsequent outcomes.Design/methodology/approachThe hypothesized model proposed that the LMX dimensions and leader prototypicality would predict PA participation, and the effect of PA participation on job and reward satisfaction would be mediated through PA satisfaction. Structure equation modeling using maximum likelihood estimation was used to test these hypotheses in a sample of 216 employees at a public utility company.FindingsAlthough results indicated partial support for the proposed mediated model, they also indicated more complex relationships. Leader prototypicality was related to PA participation, none of the four LMX dimensions had the predicted positive effect on PA participation, though they were differentially and directly related to PA satisfaction and job satisfaction.Research limitations/implicationsEmployees’ perceptions of leader prototypicality is important in engaging employee participation in the PA process, and more important to participation than was the quality of the LMX relationship. The extent to which employees participate in and subsequently experience higher levels of satisfaction with the PA process may be a reflection of how employees perceive their leader. And participation in and satisfaction with the PA process lead to increased reward and job satisfaction. Future research should incorporate supervisor perspectives of these relationships and use longitudinal design to better infer causality.Practical implicationsEmployee perceptions of leader prototypicality are important for encouraging their participation in the PA process, which has implications for reward and job satisfaction. Therefore, supervisors would benefit from understanding the traits (such as sensitivity, confidence and intelligence) that affect their subordinates’ leadership perceptions, and should be trained on successfully demonstrate those traits. Further, exchange relationships built on loyalty and respect affected PA satisfaction directly, which also positively affected job and reward satisfaction. Thus, supervisors should be trained to build trust- and respect-based relationships with employees.Originality/valueThe results of this study make significant contributions to the understanding of the antecedents of employee participation in and satisfaction with the PA process. The data suggest that the effect of perceived leader prototypicality on job and reward satisfaction is mediated through PA participation. Because implicit leadership theory has not previously been studied in the PA context, this new finding makes an important contribution to the PA literature. Further, by taking a multidimensional approach to LMX, these results indicated that the dimensions of loyalty and respect were related to PA satisfaction directly, but not through PA participation.

Before supporting athletes, evaluate your coach–athlete relationship: Exploring the link between coach leadership and coach–athlete relationship

The overall quality of coach–athlete relationship has been shown to positively associate with coach leadership effectiveness on athletes’ outcomes. Nonetheless, others also showed no associations when each subdimension of coach–athlete relationship was separately examined. This study used canonical correlation analysis (CCA) to examine the complete set of correlations between coach transformational leadership (six dimensions) and quality coach–athlete relationship (six dimensions). A total of 213 athletes (122 male; 91 female) from various performance levels and sports completed a multi-section questionnaire. CCA revealed positive, negative and no correlations between the coach transformational leadership and coach–athlete relationship variable sets. For example, the Direct Commitment dimension of the coach–athlete relationship was negatively related to the Individualised Support dimension and positively associated with the High-Performance Expectation dimension of coach transformational leadership. In light of these results, we discuss whether viewing the coach–athlete relationship as an inherent dimension embedded within the conceptualisation of coach leadership is suitable and accurate.

Breaking up with my idol: A qualitative study of the psychological adaptation process of renouncing fanship.

This study aimed to explore the psychological adaptation process of renouncing fanship due to para-loveshock in the context of fandom culture. We adopted netnography to explore social media platforms used by fans in China (Weibo, WeChat, and Douban) as research fields for 3 years. (1) The process of "breaking up with" or renouncing an idol can be divided into three phases: the resistance phase with acute stress, the negotiation phase with bargaining, and the recovery phase with attachment reconstruction. In the resistance phase, fans displayed acute stress responses due to loveshock in psychological, physical, and behavioral aspects. In the negotiation phase, fans faced four barriers to renouncement: cognitive dissonance, emotional attachment, behavioral dependence, and social threat. They bargained within the three types of cognitive framework before deciding to "leave" or "re-follow" their idol. In the recovery phase, fans adopted two types of strategies to promote recovery: healing the past and facing the future. Healing the past involved public outcry, sharing their breakup plans, cognitive reconstruction, and seeking closure to the fan role. Facing the future involved switching environments, seeking new interests, and inhibiting the re-intrusion of trauma cues. (2) Internal factors affecting the psychological adaptation process of renouncement include the level of initiative, attribution styles, experience, attachment status and core belief systems, and alternative lifestyles; external factors include social support, peer pressure from the fan community, life stressors, and types and impact of traumatic events. (3) Based on the two dimensions of orientation and commitment, fans were classified into four types: short-term rational, short-term passionate, bounded loyal, and unconditionally loyal, corresponding to non-traumatic, stressful, accumulated, and traumatic breakup processes, respectively. (4) The post-renouncement growth of fans mainly manifested in the development of mental modes, coping skills toward trauma, emotional adaptation experience, and behavior patterns. This investigation of the recovery process from para-loveshock after renouncement of fanship can provide theoretical and practical insights into the development of psychological resilience for fans, reduction of the psychological distress and negative outcomes, and public governance on social media platform and cyber pop culture industry.

Destination loyalty and pandemic risks: Revisiting the study of tourist loyalty during the covid-19 pandemic

This paper examines how tourist behaviour is conditioned by the COVID-19 pandemic, developing a theoretical framework that considers not only traditional variables such as image, satisfaction, and variety seeking, but also the risks perceived during a pandemic to better explain loyalty towards a tourist destination. Moreover, the paper explores whether the effects of these variables differ in loyalty formation if people who consider visiting a destination in their country again are compared to people who contemplate travelling again to an international destination. Empirical evidence from a survey sample comprising more than 1000 Spanish tourists shows that pandemic-related risks differently influence the tourist loyalty dimensions intention to revisit and recommend both a national destination (441 respondents) and an international destination (600 respondents). Finally, affective image and satisfaction are the main drivers of loyalty in both subsamples.

Impact of E-Service Quality Dimensions on Customer Satisfaction and Loyalty in Online Apparel Shopping in India

This study aimed to assess the impact of the e-service quality dimensions on customer satisfaction and loyalty in the online apparel market in India. The study examined the direct effect of e-service quality dimensions on customer satisfaction and the effect of customer satisfaction as a mediator in the relationship between the e-service quality dimensions of fulfillment, privacy, efficiency, system availability, and customer loyalty. The study used a descriptive design and collected data from 239 respondents in 2020. Data were analyzed using statistical tools such as Statistical Package for Social Sciences (SPSS) and analysis of moment structures (AMOS). A confirmatory factor analysis was carried out to assess model fit, and path analysis using AMOS was used to test the direct relationships. The mediation effect of customer satisfaction between the dimensions of e-service quality with customer loyalty was tested through the PROCESS Macro package. While the e-service quality dimensions of fulfillment and privacy positively influenced customer satisfaction, efficiency and system availability did not lead to customer satisfaction. However, customer satisfaction partially mediated all four dimensions of e-service quality and customer loyalty. This study contributed to the academic literature by testing the E-SERVQUAL model in Indias online apparel shopping context. The study was relevant to online apparel retailers by identifying fulfillment and privacy as key dimensions influencing customer satisfaction amongst online apparel customers in India.

Identity trajectories and narratives during the transition out of undergraduate education among Georgian emerging adults.

The transition out of university education and into the workforce represents a turning point in terms of the evolution of one's goals, roles, responsibilities, relationships, and lifestyle. For this reason, this transition might create important challenges and opportunities for identity formation. The present mixed-method longitudinal study examined identity formation processes in a sample of Georgian final-year undergraduate students over an 11-month period at four different points before and after graduation. At time 1, 369 participants (20% male, mean age = 21.83) completed self-report questionnaires. Life narratives were collected from a subsample of 40 individuals who participated at the last (i.e., fourth) time point. Latent class growth analysis (LCGA) was used to identify developmental typologies of identity formation based on dimensions of commitment and exploration, collected at all four time points. Four trajectory classes-Moratorium, Foreclosure, Troubled Diffusion, and Undifferentiated-were identified. Qualitative results suggest that childhood and family relationships, independence/autonomy/adulthood, education/occupation, and romantic relationships represented salient identity related themes among the study participants. Narratives of trajectory representatives provided insights and the phenomenological accounts of emerging adults' experiences during the transition and highlight specific characteristics of each trajectory class. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

The Organizational Commitment of Different Generations-A Study on Cabin Crew

The aim of this study is to investigate the organizational commitments of flight attendants of different generations who work in airline companies operating in Turkey. The analysis stage of the study, a questionnaire was offered to 351 people, who work as flight attendants in the public and private airline companies operating in Turkey, and a study to identify the levels of organizational commitment in terms of generational differences was conducted.The method of data collection using questionnaire, which was considered the most suitable method for the context of the study based on the literature search, was used. The questionnaire includes, in addition to the demographic information, questions which would support the main and sub-hypotheses and Organizational Commitment Questionnaire by Allen and Meyer (1984) to measure organizational commitment level. With the study, generational differences of the flight attendants who work in airline companies were studied within the scope of affective commitment, continuance commitment and normative commitment dimensions, which are the sub-dimensions of organizational commitment. Data were analysed using SPSS 21.0 software. The concept of organizational commitment is analysed based on these variables: sub-dimensions of organizational commitment, generational differences, gender, marital status, educational status and the duration of working in the industry. In the analyses, in addition to the descriptive statistics, t-test and unidirectional analysis of variance methods were used. At the end of the study, differences were observed among the organizational commitment sub-dimensions of the flight attendants working in airline companies in terms of generational differences.

Correlation between Organizational Culture and Organizational Commitment of Nurses at Hamadan University of Medical Sciences, Iran

Background and Objective: Organizational commitment of employees is one of the important variables in the effectiveness of organizations. One of the effective factors of nurses' organizational commitment is the organizational culture of health centers. The present study aimed to investigate the correlation between the organizational culture and organizational commitment of nurses at Hamadan University of Medical Sciences. Materials and Methods: This descriptive correlational study was conducted based on an analytical design. The statistical population included all nursing staff working in the educational and medical centers of Hamadan. The sample size was calculated at 257 nurses. Data were collected using the Denison Organizational Culture Standard Questionnaire and the Meyer and Allen Standard Organizational Commitment Questionnaire. In this study, SPSS software (version 16) was used for data analysis, and a p-value less than 0.05 was considered statistically significant. Results: Based on the results, the organizational culture showed a significant correlation with organizational commitment (P <0.001,r = 0.56) and its dimensions, including emotional commitment (P<0.001, r =0.5), continuous commitment (P <0.001, r =0.4), and normative commitment (P <0.001, r =0.38). Moreover, the organizational commitment had a significant relationship with the dimensions of organizational culture, including involvement in work (P <0.001, r =0.48), adaptability (P <0.001, r =0.52), compatibility (P <0.001, r =0.5), and mission (P = 0.001, r =0.5). Conclusion: As evidenced by the obtained results, there was a correlation between organizational culture and dimensions of organizational commitment of nurses. Therefore, it is suggested that managers make wise decisions to promote organizational culture and organizational commitment in medical centers.

Employee Effects on Organizational Outcomes: Korean Travel Industry

Purpose: This study aimed to identify the structural relationships among the self-efficacy, job satisfaction, organizational commitment, and customer orientation of travel agency employees in Seoul, Korea.
 Design/methodology/approach: Questionnaires were distributed to 250 potential respondents between February 1 and February 20 of 2020. The 225 valid cases were employees at travel agencies in Seoul. Data from the self-ad- ministered questionnaires were used to perform frequency, factor, and regression analyses.
 Findings: The study devised six hypotheses based on a review of the previous literature. The results found that self-efficacy positively influenced organizational commitment and job satisfaction, job satisfaction positively influenced customer satisfaction and organizational commitment, and self-efficacy and organizational commitment positively influenced customer orientation. Unlike previous studies, the validity and reliability of the constructs measuring the underlying factors were tested, and new measurement items were developed. The variation found among the statistical relationships provides support for strategic implications and fundamental data for personnel policies in the travel industry.
 Research limitations/implications: This study’s respondents’ self-efficacy was positively influenced by job satisfaction, organizational commitment, and customer orientation. Future studies may extend samples across the provinces in Korea for a comparative assessment of the results. Also, because the study focused on emotional commitment and do not consider other types of commitment, future studies should include measures of more of the dimensions of commitment to analyze relationships between organizational effectiveness and organization achievements.
 Originality/value: This study provides original and important results on the relationship between organizations and their employees.

Comparison Analysis of Indomaret Brand Equity With Alfamart (Wiliam Iskandar)

Indomaret and Alfamart are retail businesses that continue to grow in the city of Medan. With retail growth that continues to grow, brand equity will be an important grower because a brand can be declared good if it has strong brand equity.This study aims to determine the difference in brand equity between Indomaret and Alfamart where the study uses the theory of Building strong brands. The research was conducted by comparing the size of the percentage of answers on the questionnaire. For testing the instrument using validity, reliability and normality tests. Meanwhile,The analysis used by the author is percentage analysis and analysis of the Independent Sample Test. Analysis of the Independent Sample Test is a statistical test used to compare the observation data with the expected data to test the hypothesis. The results show that there are differences in Brand Equity between Indomaret and Alfamart in the minds of consumers based on the dimensions of Brand Awareness, Brand Association, Quality Perception and Brand Loyalty. Of the four dimensions of Brand Equity, there are 2 (two) dimensions which state that there are differences between Indomaret and Alfamart. And there are 2 (two) dimensions which state that there is no difference between Indomaret and Alfamart. From these four dimensions, Indomaret is superior to Alfamart.

THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND ORGANIZATIONAL COMMITMENT ACCORDING TO THE OPINIONS OF PRIMARY SCHOOL TEACHERS

Bu çalışmada Millî Eğitim Bakanlığı’na bağlı resmi ilköğretim okullarında çalışan öğretmenlerin görüşlerine göre iş yaşam dengesi düzeyleri, örgütsel bağlılık düzeyleri ve iş yaşam dengesiyle örgütsel bağlılık arasındaki ilişki belirlenmeye çalışılmıştır. Çalışmada nicel araştırma yöntemlerinden ilişkisel (korelasyonel) tarama yöntemi ve ilişkisel tarama yöntemlerinden açımlayıcı model kullanılmıştır. Araştırmanın çalışma evrenini 2019/2020 eğitim öğretim yılında Antalya’nın Muratpaşa, Kepez, Konyaaltı, Aksu ve Döşemealtı ilçelerinde çalışan ilköğretim öğretmenleri oluşturmaktadır. Araştırmanın örnekleminin belirlenmesinde olasılığa dayalı örnekleme yöntemleri kullanılmıştır. Sonuç olarak öğretmenlerin iş yaşam dengelerinin yaşamın işe olumsuz etkisi boyutunda düşük; işin yaşama olumsuz etkisi boyutunda orta, işin yaşama olumlu etkisi boyutunda orta ve yaşamın işe olumlu etkisi boyutunda yüksek düzeyde olduğu belirlenmiştir. Öğretmenlerinin örgütsel bağlılıklarının duygusal bağlılık, devam bağlılığı ve normatif bağlılık boyutlarında orta düzeyde olduğu anlaşılmıştır. İşin yaşama olumsuz etkisi ve yaşamın işe olumsuz etkisi boyutlarıyla devam bağlılığı ve normatif bağlılık boyutları arasındaki ilişki dışında tüm alt boyutlar arasında anlamlı bir ilişki olduğu belirlenmiştir.