Publication: A study on empowerment and its relation with organizational commitment
Abstract
Bu çalışma yüreklendirme ve örgütsel bağlılık arasındaki ilişkiyi araştırmaktadır. Dogmatik olma boyutu bu çalışma içinde moderatör olarak incelenmiştir. 185 denek, yüreklendirme, örgütsel bağlılık ve dogmatizm anketlerini cevaplamıştır. Yüreklendirme, çalışanların işlerini yapmaları için gerekli güce sahip olduklarının farkına varmalarını sağlamak olarak tanımlanırken , 4 ayrı faktör olarak ortaya çıkmaktadır. Bu 4 faktör anlam, kararlılık, yeterlilik ve etki olarak tanımlanmakta ve tek başlarına değil ancak birarada oldukları sürece yüreklendirmeyi oluşturmaktadırlar. Dogmatizm katı ve esnek olmayan düşünceleri belirtmekte ve dogmatik olan kişilerin yüreklendirmeye açık olmaması ve esnek, karar alıcı ve sonuca etki eden yüreklendirici ortamlara karşı çıkması beklenmektedir. Bulgular örgütsel bağlılık ile yüreklendirme arasında anlamlı sayılabilecek ilişki bulamamış, anlam ve örgütsel bağlılık arasında ilişki görülse de, anlamlı bulunmamıştır. Dogmatizmin de yüreklendirme ve örgüte bağlılık ilişkisine etki etmediği görülmüştür. Bunun yanında yüreklendirilen çalışanların cinsiyet veya medeni durum bakımından farkı olmadığı ancak eğitim açısında anlamlı farklılıklar gösterdiği saptanmıştır. Üniversite mezunlarının yüreklendirme düzeyleri daha yüksek ve dogmatik olma düzeyleri lise mezunlarına göre daha düşük bulunmuştur.
This study aims to present a relationship between empowerment and organizational commitment. Dogmatism is also studied in order to find a moderating effect on the relation between empowerment and organizational commitment. 185 subjects have answered 3 questionnaires including empowerment, organizational commitment and dogmatism. Empowerment is the power to control the work life necessities and the ability to perform what the job expects. It is a continuous variable with four dimensions; which does not represent empowerment alone. These dimensions are meaning, self-determination, competence and impact. Since dogmatism results in rigid and intolerant personalities, it is expected that high dogmatic individuals would reject to be empowered. Results present no significance between empowerment and organizational commitment. There was also no interaction found between empowerment and dogmatism. Empowerment was found to be significantly different between university and high school graduates. University graduates' empowerment level was higher and dogmatism level was lower than high school graduates. Empowerment does not differ significantly according to sex or marital status however, significant difference is found between young and old employees.
This study aims to present a relationship between empowerment and organizational commitment. Dogmatism is also studied in order to find a moderating effect on the relation between empowerment and organizational commitment. 185 subjects have answered 3 questionnaires including empowerment, organizational commitment and dogmatism. Empowerment is the power to control the work life necessities and the ability to perform what the job expects. It is a continuous variable with four dimensions; which does not represent empowerment alone. These dimensions are meaning, self-determination, competence and impact. Since dogmatism results in rigid and intolerant personalities, it is expected that high dogmatic individuals would reject to be empowered. Results present no significance between empowerment and organizational commitment. There was also no interaction found between empowerment and dogmatism. Empowerment was found to be significantly different between university and high school graduates. University graduates' empowerment level was higher and dogmatism level was lower than high school graduates. Empowerment does not differ significantly according to sex or marital status however, significant difference is found between young and old employees.