Level Of Organizational Commitment Research Articles

ORGANIZATIONAL COMMITMENT LEVELS OF PRESCHOOL TEACHERS AND ADMINISTRATORS' LEADERSHIP STYLES

The organizational commitment levels of preschool teachers are crucial to have an effective early childhood education. One of the most influential factors affecting organizational commitment is administrators' leadership style. This research explored the correlation between administrators' leadership styles and organizational commitment levels of preschool teachers. The correlational survey design was used as one of the quantitative research models in this study. Participants in the study were preschool teachers in Istanbul's Küçükçekmece district. The research was conducted during the 2017-2018 academic year. There are 237 teachers in the study sample. The 5-point Likert type Organizational Commitment Scale with 27 items and the Leadership Style Scale with 35 items were used to collect data. It was found that teachers generally identified with their organizations and internalized the organization’s values, while school administrators were perceived as using a transformational leadership style. The study found a statistically significant correlation between the leadership styles of administrators and the levels of organizational commitment of preschool teachers. In preschool institutions, teachers' institutional commitment is essential for the development of students. Therefore, administrators should be sensitive to their leadership styles to make the commitment levels of preschool teachers high. The research has limitations like being a local one, done in a relatively short time, and the participants were only teachers working in public schools. Keywords: leadership style, organizational commitment, preschool teacher, correlational survey, educational leadership

Supervisor Knowledge Sharing and Employee Knowledge Sharing: The Moderating Roles of Learning Goal Orientation and Affective Organizational Commitment

Recognizing the importance of knowledge sharing, this study adopted social learning and social exchange perspectives to understand when employees may engage in knowledge sharing. Using data collected from 192 employees in various South Korean organizations, the findings demonstrate that there is a positive relationship between supervisor knowledge sharing and employee knowledge sharing. As employees perceive a high level of supervisor knowledge sharing, they are likely to engage in knowledge sharing based on social learning and social exchange theories. Furthermore, the study explores the moderating effects of learning goal orientation and affective organizational commitment in the relationship between supervisor knowledge sharing and employee knowledge sharing. The result supports the hypothesis that the relationship between supervisor knowledge sharing and employee knowledge sharing is strengthened when there is a high level of affective organizational commitment. Employees who obtain valuable knowledge from their supervisors are likely to engage in knowledge sharing when they are emotionally attached to their organization. However, in contrast to the hypothesis, the positive relationship between supervisor knowledge sharing and employee knowledge sharing was stronger at the lower levels of learning goal orientation (LGO) than at the higher levels of LGO.

Investigation of the Organizational Commitment and Psychological Well-being Levels of Academicians

In this research, which aims to investigate the organizational commitment and psychological well-being of academicians, the quantitative research method was employed. The research was designed in the relational screening model. The sample of the research consisted of 132 academicians at the Erzincan Binali Yıldırım University located in the Eastern Anatolia Region of Turkey in the 2018-2019 academic year. The research data were collected with the organizational commitment and psychological well-being scales. The data of the research were analyzed with the SPSS package program. The frequency, t-test, one-way (ANOVA) analysis, correlation and regression analysis were applied in the analysis of the data. According to the results reached in the study, the psychological well-being levels of the academicians were found to be high, their organizational commitment levels were at a moderate level. As it was analyzed in terms of the sub-dimensions of the organizational commitment, the emotional commitment of the academicians was found to be high, normative and the attendance commitment was at a moderate level. According to another result reached in the study, a positive significant relationship was encountered between the psychological well-being levels of the academicians and their organizational commitment levels. According to another result, the psychological well-being levels of the academicians were a significant predictor on the emotional and normative commitment, which are sub-dimensions of the organizational commitment, but was not a significant predictor of the attendance commitment.

Effect of organizational identification on organizational commitment among primary Omani schools: Empirical study: أثر التماثل التنظيمي في الالتزام التنظيمي لدى معلمي مدارس التعليم الأساسي في سلطنة عمان: دراسة ميدانية

The current research amid to examine the effect of organizational identification on organizational commitment of the primary school teachers, Sultanate of Oman. The researchers adopted the descriptive survey method which is the appropriate approach that suits the objectives of this study. Based on the nature of this quantitative study, the researcher used the cross-sectional method to collect its data. A questionnaire of 50 items was distributed randomly to 846 teachers (419 males and 427 females) in seven educational governorates. The results from the descriptive analysis revealed high level of organizational identification and organizational commitment among the primary school teachers, the mean was (4.296) and (3.978) respectively. The results from structural equation modeling showed a direct impact of organizational identification on organizational commitment, Where the size of the effect came (3.69). In addition, teachers’ qualification (diploma, bachelor, and master) showed a moderating effect on the relationship between organizational identification and organizational commitment was 0.41, 0.55 and 0.64, however no moderating effect was found for both teachers’ gender and years of experience in this relationship. The research included a number of recommendations, including supporting the teachers financially and emotionally, creating the conducive learning environment by providing the requirements of the educational process. The current research also recommended supporting the professional development and scientific scholarship as well as the participation in various educational activities. Finally, this study recommended granting the teachers special privileges from both government and private sector as well as enhancing their social status.

The Relationship of Work Satisfaction with Nurse Commitments in the Organization of Hospital

Nurses play an essential thing in patient caring because they are the first who deal with the patient. Patient satisfaction is a crucial concern in a hospital, so the nurses, who are at the forefront in meeting the demands of the patient, must have a certain level of organizational commitment and excellent job satisfaction. The researcher conducted this study to analyze the job satisfaction and corporate loyalty of nurses in the Premier Hospital of Surabaya and seek the correlation between that two variables. This study used a descriptive-analytic design with cross-sectional. Samples were a nurse at the hospital in Surabaya and were 132 respondents. The instrument used was the Job Descriptive Index, which modified to analyze job satisfaction and Allen and Meyer’s questionnaire to analyze organizational commitment. Analysis of the relationship between the two variables used the Spearman Rank Correlation analysis. The results showed that 88.6 % of respondents have moderate job satisfaction, 9.1 % have higher job satisfaction, and 2.3 % had low job satisfaction. While the organizational commitment of 97.7 % of respondents at a moderate level, 1.5 % at a weak level, and 0.8 % at stable levels. Analysis scored p=0.018. It means that there is a weak correlation between job satisfaction and organizational commitment. The conclusion that there is a weak correlation between job satisfaction and corporate loyalty of nurses in Premier Hospital of Surabaya. Further study should add more factors, which correlates with job satisfaction and organizational commitment.

조절초점과 적응수행의 관계에서 조직유효성의 영향

This study examined the effect of regulatory focus on adaptative performance for pilots and co-pilots engaged in domestic civil airlines, and verified the moderating effect of organizational commitment in the process of regulatory focus on adaptative performance. For study, the scale developed by Lockwood Penelope and others validated and developed to measure the regulatory focus was adapted to suit the aviation scene and examined through this. As a result of the study, among the sub-variables of the regulatory focus scale, the promotion focus had a statistically significant and positive effect on the adaptative performance. and derived that the prevention focus had a statistically significant negative effect on the adaptative performance. In order to examine the moderating effect of organizational commitment in the relationship between regulatory focus and adaptative performance, the results of hierarchical regression analysis were conducted after controlling the rank, background, and career. Organizational commitment showed a statistically significant positive moderating effect in the relationship of adaptative performance. In addition, as a result of the verification according to the level of organizational commitment, prevention focus and adaptative performance showed statistically significant negative effects when organizational commitment was high.

درجة ممارسة قادة مدراس التعليم العام بمحافظة الحجرة للقيادة الأخلاقية وعلاقتها بالالتزام التنظيمي للمعلمين

هدفت الرسالة الکشف عن درجة ممارسة قادة مدارس التعليم العام في محافظة الحجرة للقيادة الأخلاقية، ودرجة الالتزام التنظيمي لدى المعلمين من وجهة نظرهم، وکذلک الکشف عما إذا کانت هناک علاقة ارتباطية دالة إحصائيا بين درجة ممارسة القادة للقيادة الأخلاقية ومستوى الالتزام التنظيمي لمعلمي مدارس التعليم العام بمحافظة الحجرة، والکشف عن الفروق ذات الدلالة الإحصائية بين متوسطات استجابات المعلمين حول تقديرهم درجة ممارسة قادة مدارس التعليم العام في محافظة الحجرة للقيادة الأخلاقية، ومستوى التزامهم التنظيمي والتي تعزى لاختلاف المتغيرات الشخصية (التخصص، المرحلة التعليمية، المؤهل العلمي، سنوات الخدمة، الدورات التدريبية).تم استخدام المنهج الوصفي بأسلوبيه المسحي والارتباطي، واعتمد الباحث لقياس درجة القيادة الأخلاقية على استبانة من إعداده تکونت من 40 عبارة مقسمة على ثلاثة أبعاد هي الصفات الشخصية الأخلاقية، العلاقات الإنسانية، السلوکات الإدارية الأخلاقية. وللالتزام التنظيمي مقياس (Allen, Meyer and Smith,1993 ) مع إجراء بعض التعديلات حتى يناسب الميدان التربوي.تم اختيارها بطريقة العينة العشوائية البسيطة، وبلغت نسبتها (53.45%) من مجتمع الدراسة. ومن أبرز نتائج الدراسة : - أن درجة ممارسة قادة التعليم العام في محافظة الحجرة للقيادة الأخلاقية جاءت بدرجة (عالية) من وجهة نظر المعلمين. - أن درجة الالتزام التنظيمي للمعلمين مدارس التعليم العام في محافظة الحجرة جاءت بدرجة (عالية) من وجهة نظرهم. - توجد علاقة ارتباطية (طردية) متوسطة القيمة وذات دلالة إحصائية عند مستوى دلالة (0.01) بين درجة ممارسة قادة مدارس التعليم العام في محافظة الحجرة للقيادة الأخلاقية ودرجة الالتزام التنظيمي للمعلمين. - لا توجد فروق ذات دلالة إحصائية عند مستوى دلالة (0.05) بين متوسطات استجابات معلمي مدارس التعليم العام في محافظة الحجرة حول درجة ممارسة القادة في مدارسهم تعزى إلى اختلاف متغيرات الدراسة. - لا توجد فروق ذات دلالة إحصائية عند مستوى دلالة (0.05) بين متوسطات استجابات معلمي مدارس التعليم العام في محافظة الحجرة حول درجة الالتزام التنظيمي لديهم تعزى إلى اختلاف متغيرات الدراسة. توصي الدراسة بتعزيز الوعي بمفهومي القيادة الأخلاقية والالتزام التنظيمي بمدارس التعليم العام من خلال برامج التنمية المهنية التي تقدم لقادة المدارس ووکلاءها والمعلمين فيها من أجل تکوين بيئات مدرسية تسودها درجات عالية من القيادة الأخلاقية والالتزام . Abstract Study Objectives Finding out the leaders application level of ethical leadership in public education schools and finding out the level of the organizational commitment of the teachers from the leaders' point of view in AL- Hajrah Governorate. In addition, finding out whether there is an engaging significant statistical relationship between the leaders application level of the ethical leadership and the level of organizational commitment of the teachers in public education schools in AL- Hajrah Governorate. Also, finding out the significant statistical differences between the means of teachers responses about the estimation of the leaders application level of ethical leadership in public education schools and the level of their organizational commitment which is attributed to the differences in their personal variables ( specialization, educational degree, academic degree, years of experience, training courses ).Descriptive approach ( along with its survey and co- relational styles ) was used in this study. The researcher depended on his own questionnaire that contained 40 statements divided into three dimensions (personal ethical traits, human relationships and the ethical management behaviors) to measure the level of the ethical leadership. and for organizational commitment used Allen, Meyer and Smith,1993 scale, with some appropriate modifications to be convenient for the educational field, was used in this study, too.It was chosen by using the simple random sample method. Its percent size was ( 53,45% ) of the total sample size. Results of the Study: - From teachers' point of view the leaders application level of the ethical leadership in AL- Hajra governorate was (high) - The organizational commitment level of teachers, who teach in public educational schools in AL- Hajra governorate, was (high) according to their point of view. - There is a direct relationship with average value and statistical significance at a level of (0,01) between the leaders application level of ethical leadership in public education schools and the organizational commitment of the teachers - There are no significant statistical differences at a level of (0,05) significance between the means of responses of public educational schools teachers about leaders application level of ethical leadership in their schools. Those differences were attributed to study variables. - There are no significant statistical differences at a level of (0,05) significance between the means of responses of public educational schools teachers about the organizational commitment level of the teachers which were attributed to study variables. The study recommends Enhancing the perception of ethical leadership and the organizational commitment concepts at public educational schools through professional development which provided to schools leaders and their staff in order to create educational environment which is prevailed with high levels of ethical leadership and commitment.

Pengaruh persepsi peluang karier terhadap keinginan berhenti kerja karyawan yang dimediasi oleh komitmen organisasi

Pemutusan kerja yang diinisiasi oleh karyawan sangat penting untuk bisa diidentifikasi karena dapat berpotensi menurunkan produktivitas perusahaan. Persepsi positif karyawan terhadap peluang kariernya memungkinkan karyawan untuk mengevaluasi kesesuaian antara pekerjaan dan minat mereka, sehingga dapat menurunkan intensi berhenti bekerja. Penelitian ini dilakukan pada perusahaan retail yang menghadapi pemutusan hubungan kerja yang diinisiasi karyawan (24.75% per tahun) dan bertujuan untuk menguji pengaruh persepsi kesempatan karir terhadap intensi untuk berhenti yang dimediasi oleh tingkat komitmen organisasi karyawan. Sebanyak 148 karyawan berpartisipasi dalam survei yang datanya diolah dengan analisis mediasi sederhana. Hasil penelitian menunjukkan bahwa komitmen afektif dan berkelanjutan secara parsial memediasi pengaruh antara persepsi karyawan tentang peluang karier terhadap intensi untuk berhenti bekerja. Penelitian ini dapat memberikan informasi kepada organisasi yang menghadapi tingginya tingkat pemutusan hubungan kerja yang diinisisasi oleh karyawan dengan menyediakan peluang karir yang memungkinkan karyawan untuk meningkatkan komitmen organisasi mereka.

Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment

Employees’ job satisfaction is a leading factor in determining their organizational commitment. The organizational commitment level affects the employees’ decision to leave or remain in their organization. The banking sector of Nepal has been facing a problem of high employee mobility from one bank to another. In the backdrop of this context, this survey intends to examine the effect of satisfaction with colleagues, promotion, and the nature of work on the three dimensions of organizational commitment using the Ordinary Least Squares model in the context of private bank employees in Nepal. This study used a survey method to collect data from 199 employees working in private banks in Nepal, using a standardized questionnaire. The collected data were coded, entered, and processed in Statistical Package for Social Sciences version 25. The outcomes of the study – satisfaction with the colleagues, promotion, and the nature of the work – had a significant positive impact on the affective and normative commitment of the employees, but the regressors had an insignificant effect on continuance commitment. The employees’ satisfaction from their colleagues, promotion, and the nature of work positively improves their affective and normative commitment. Nevertheless, this study found the predictor variables as irrelevant factors for explaining the continuance commitment of the employees in the context of the study. This study’s contribution is the idea of how satisfaction with colleagues, promotion, and work nature contribute to the three dimensions of organizational commitment among Nepalese private bank employees.

Administrative empowerment and its relationship to the organizational commitment of middle school assistants in Wasit Governorate, Iraq, from their point of view: التمكين الإداري وعلاقته بالالتزام التنظيمي لمعاوني المدارس المتوسطة في محافظة واسط بالعراق من وجهة نظرهم

The study aimed to reveal the level of both administrative empowerment and organizational commitment of middle school assistants in Wasit Governorate, Iraq, and the relationship between them from their point of view, and the research adopted the relational, descriptive approach. The study tool consisted of a questionnaire of (29) items, which were distributed to a random sample of (80) assistants in middle schools affiliated to the General Directorate of Education in Wasit Governorate. The results of the research data were analyzed using the (SPSS) program. The results of the research showed that the level of administrative empowerment of middle school assistants obtained an overall average (3.38 out of 5) with a rating of (good). This result reflects the presence of a positive trend towards administrative empowerment within the school. After participating in decision-making an average of (3.62), then after the mandate, an average was obtained (3.15), and the organizational commitment obtained an overall average (3.92 out of 5) with a rating of (good) among the sample members, and at the level of dimensions, after the responsibility towards work, an average was obtained (4.26) After the desire to continue working on average (3.59), as well as the existence of a statistically significant correlational relationship between the administrative empowerment of service assistants and the level of organizational commitment, it reached (0.65) with a rating of (medium) and based on the research results, the researcher presented a set of recommendations and proposals for expansion in Administrative empowerment in a way that raises the organizational commitment of middle school assistants in Wasit Governorate, all of Iraq and Arab countries.

Satisfacción laboral y compromiso organizacional en docentes de la amazonía peruana

La presente investigación buscó establecer la relación entre la satisfacción laboral y el compromiso organizacional en los docentes de educación básica regular de la amazonía peruana. El enfoque de investigación fue cuantitativo, el diseño no experimental y el tipo correlacional. La muestra estuvo conformada por 185 docentes a quienes se les aplicó la Escala de Satisfacción Laboral y el Cuestionario de Compromiso Organizacional, instrumentos con la validez y confiabilidad requerida. Los hallazgos indican que el nivel de satisfacción laboral y compromiso organizacional de los docentes es regular y se determinó la existencia de una relación directa y significativa entre la satisfacción laboral y el compromiso organizacional (rs=0,539; p=0,000<0,05). Se concluye que cuanto más satisfechos estén los docentes en sus centros de labores, su nivel de compromiso hacia la institución será mayor.

Zaangażowanie organizacyjne w instytucjach edukacyjnych – wyniki badań empirycznych

Objective: To present organisational commitment as a key research category and the results of original research aimed at identifying the level of organisational commitment in educational institutions.Research Design & Methods: A literature review and empirical research conducted with the use of quantitative and qualitative methods.Findings: The empirical research showed a high level of organisational commitment among survey respondents for three components: affective, continuance and normative commitment.Implications / Recommendations: Organisational commitment enjoys growing interest in the world today. Thanks to the benefits it offers, strong organisational commitment is important for the organisations themselves and their management teams as well as science.Contribution: The level of organisational commitment was identified in three components: affective, continuance and normative commitment among employees of educational institutions.

The Effect of Quality of Life Work on Organizational Commitment: A Comparative Analysis on School Administrators and Teachers

Quality of life work (QWL) attracts the attention of both employers and researchers in order to increase the organizational commitment and performance of employees. In this sense, the aim of this study is to compare the effect of the perception of the quality of work-life on the organizational commitment of the administrators and teachers. The research was designed according to the predictive correlation pattern which is one of the quantitative research designs. In the 2018-2019 and 2019-220 academic year, 782 educators, 591 teachers and 191 administrators working in public schools in Tuzla and Sultanbeyli districts participated in the study. In this study, data were collected using the Quality of Life Scale and Organizational Commitment Scale, and t-test, correlation and regression analyzes were performed. According to the results of the analysis, administrators' perceptions of quality of work-life and organizational commitment are higher than teachers. The relationship between administrators' perception of the quality of work-life and organizational commitment levels is lower than the relationship between teachers' perception of the quality of work-life and organizational commitment levels. According to the regression analysis, the quality of work-life predicts 52% of teachers' organizational commitment and 33% of administrators' organizational commitment.

An analysis of commitment among college teachers

The study 'An analysis of commitment among college teachers' was carried out in Nagercoil at Kanyakumari District. The study helps to understand the commitment level of college teachers. The study was conducted with a sample size of 158 teaching staff, and data has been collected through questionnaire. This research paper is analysed with primary data which was collected through convenience sampling techniques. This study investigated the commitment among college teachers. The findings from the analysis indicated that the level of organisational commitment is high among the college teachers in Nagercoil at Kanyakumari District. One-way analysis is used to find variance between the category of appointment and the three commitments level (affective, continuance and normative) and find variance between the designation and commitment. Majority of government aided respondents have high level of affective and normative commitment while self-finance respondents have high level of continuance commitment. Assistant professors have high level of affective and continuance commitments, while associate professors are having high level of normative commitment. In order to maintain this level, the management should take various initiatives which will motivate the faculty to remain committed towards their job and responsibilities.

Impact of HRM practices on organisational commitment: evidence from school educators' in Indian context

The study measures the impact of selected HRM practices on organisational commitment among educators' based in Northern region of India. An online questionnaire was designed which was duly answered by 428 respondents of Northern India by applying Partial least squares Structural equation modelling (PLS-SEM) version 2.0. The study revealed that educators' gave highest preference to compensation and rewards (β = 0.409, p<0.000) followed by performance appraisal (β = 0.388, p<0.000) towards their organisational commitment levels and are not concerned by HR practices of employment security, training and development and recruitment and selection. The paper presents a very important insight for the administrators and HR experts in educational organisations to redefine their HR strategies so that higher levels of organisational commitment are achieved. The paper proposes a critical dimension of educators' working in school education level in Indian context and depicts reality of Indian education system based in the Northern region.

Investigation of the Effect of Sociodemographic and Occupational Factors on Fatigue, Organizational Commitment and Job Satisfaction among Employees in the Pharmaceutical Industry

Working conditions in modern times are a key factor related to organizational commitment, job satisfaction and fatigue among employees in pharmaceutical companies. The aim of this study was to explore the effect of socio-demographic and work factors on the levels of fatigue, organizational commitment and job satisfaction in employees of pharmaceutical companies. Participants of varied sectors (N = 102) completed the Fatigue Assessment Scale (FAS), the Meyer and Allen Organizational Commitment Questionnaire as well as the Employee Satisfaction Inventory (ESI). The results showed that factors such as age, holding or not a position of responsibility, education, marital status, staff specialization, working hours per week, the total working experience as well as the years of work in the department in which the employees are now occupied, have a statistically significant effect on fatigue, organizational commitment and job satisfaction. In conclusion, it seems that there is an effect of various socio-demographic and work factors on the variables under investigation.

Do Orthodontists and Orthodontic Residents Perceive that Work-Life Balance and Work-Family Conflicts Affect Their Organizational Commitment?

AbstractObjectives Two of lives’ most important domains may be in conflict with each other. This study investigated the association between perceived work-life balance (WLB), work interference with family (WIF), family interference with work (FIW), and organizational commitment (OC) of Nigerian orthodontists and orthodontic residents.Materials and Methods Consultant orthodontists (n = 37) as well as orthodontics residents (n = 33) responded to an electronic questionnaire.Statistical Analysis Multivariate analysis of variance assessed significant differences among demographic and career features on WLB, WIF, and FIW. Spearman’s correlation coefficient and then multiple regression analysis examined relationships among perception of WLB, WIF, FIW, and OC.Results Perceived WLB and WIF had statistically significant negative correlation with OC among Nigerian orthodontic practitioners. However, the study finds a positive, but not statistically significant correlation of perception of FIW and OC.Conclusion Perceived WLB and WIF are significant contributors to levels of OC among Nigerian orthodontists and orthodontic residents. Multiple regression analysis identified a model that includes perceived WLB, WIF, and FIW that accounts for 16.7% of the variation in OC.

The Influence Factors that Affect Employee Retention (A Case Study in One of the Tops Electricity Organization in Thailand)

This research aimed to determine factors that affect to employee retention, a case study in one of the top electricity organization. The objectives of this research were: 1) study the factors that can affect to the employee retention in an organization; 2) Explain the influences factors that affect to the employee retention in an organization. The questionnaires were used as a data collection instrumental for 400 sets. The data analysis was used the descriptive statistic such as frequency, percentage, mean, standard deviation (S.D.), and the hypothesis testing in this research was multiple linear regression analysis (MRA) at significant level of .05. In this research, the results presented that 1) the overall level of Employee retention was neutral, when considering of independent variables from high to low, the results revealed that deeply high level of organizational commitment were highest; then followed by the job satisfaction; and the job satisfaction in the work was the least, 2) the results from the hypothesis testing of the Influence Factors that impact affect to employee retention, a case study in one of the top electricity organization. The most influencing factor was organizational commitment, followed by job satisfaction and organizational culture respectively at significant level of 0.05. Keywords: Organizational Culture, Job satisfaction, Organizational Commitment, Employee Retention, State Enterprise in Thailand.

Organizational Commitment Is Negatively Associated with Burnout Among Nephrology Nurses

This study examines the association between burnout and organizational commitment in nephrology nurses working in hemodialysis. A cross-sectional study of all nurses working in a hospital hemodialysis unit was conducted. Low to medium level of burnout and a high level of organizational commitment were documented. A significant negative correlation was found between burnout and organizational commitment. Burnout was significantly higher among nurses who had made a career shift in the past, and lower levels of burnout were documented among married nurses. In a multivariate analysis, lower levels of burnout and a higher number of children were significantly associated with higher organizational commitment. Burnout is a negative independent predictor for organizational commitment. Inter ventions focused on reducing burnout among nurses should be implemented to improve organizational commitment.

Hemşirelerin Örgütsel Sinizm ve Örgütsel Bağlılık Düzeyleri Arasındaki İlişkinin İncelenmesi*

Aim: This research was conducted to determine the relationship between organizational cynicism and organizational commitment of the nurses Method: This study was conducted in a descriptive -correlational design. “Personal Information Form, Organizational Cynicism Scale (OCS) and Organizational Commitment Questionnaire (OCQ)” were used as the data collection tools. The research was conducted by the researcher by applying a questionnaire to 280 nurses working in state hospitals. Data were analysed using SPSS 23.0 package program, independent Student’s t-test, One-Way ANOVA, Mann- Whitney U, Kruskal- Wallis, Pearson and Spearman correlation tests. Results: It was determined that there was a significant difference as a result of the comparisons made with the variables of nurses’ feeling comfortable in their workplaces, the unit in which they were working and their feeling of belonging to their workplace (p&lt;,05). The mean total score of the Organizational Cynicism scale was 37.98±10.71, and the Organizational Commitment scale was 52.60±8.40. A relationship was determined between the organizational cynicism scale total score and affective, continuance and normative commitment subdimensiions in the organizational commitment scale. Conclusion: The results of the study revealed that nurses who were feeling comfortable in their workplaces and had feeling of belonging to their workplaces had lower levels of organizational cynicism, while nurses who were working in the intensive care units had higher levels of organizational cynicism. The organizational commitment levels of the nurses working in the operating room, feeling comfortable in their workplaces, and feeling of belonging to their workplaces were relatively higher. A negative relationship was found between the organizational cynicism scale total score and affective and continuance commitment subscales. On the other hand, a weak positive relationship was found between the organizational cynicism scale total score and normative commitment.