Üniversite Çalışanlarının Algıladığı Örgütsel Desteğin İş Tatmini Ve Örgütsel Bağlılık Üzerindeki Etkisi: Kazakistan Örneği
The Effect of Organizational Support Perceived By University Staff on Job Satisfaction and Organizational Commitment: The Case of Kazakhstan

Summary/Abstract: Purpose – The research was conducted to examine the relationship between perceived organizational support, job satisfaction and organizational commitment of university employees in Kazakhstan. Design/Methodology/Approach – The data of the research were obtained through questionnaires sent to all academic and administrative personnel of the universities via e-mail. 811 questionnaires that were accepted as suitable and valid for the analysis constituted the sample of the research. Obtained data with SPSS program; factor analysis, reliability test, correlation and regression models were used. Findings – As a result of factor analysis; In the organizational support dimension, new factors such as "organizational empowerment", "unsupportive organization", and "internalized commitment" in the organizational commitment dimension, which were not previously defined in the literature, were created. As a result of the research, it was found that there is a positive and significant relationship between university employees' perceived organizational support, job satisfaction and organizational commitment. According to the regression analysis, it has been seen that organizational empowerment has a positive effect on job satisfaction, and non-supporting organization has a negative effect on job satisfaction. In addition, it was concluded that while organizational empowerment increased normative commitment, continuance commitment and internalized commitment positively, non-supporting organization decreased the emotional commitment and internalized commitment. Discussion – The result of the research shows that organizational commitment is a multidimensional concept that includes employees' adoption of the goals and values of the organization. In addition, it has been revealed that commitment should be bilateral. In other words, the extent to which the organization is connected to the employees is conveyed through organizational support in this study.

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