The current study has been conducted to understand the organizational commitment levels of the teachers, who are currently working at the Libyan schools, which are operating in Turkey based on their different personal factors (gender, marital status, age and length of service). This data set has been collected by asking 116 teachers to fill-in questionnaires. The mentioned teachers are currently working for 10 Libyan schools operating in Turkey. The questionnaire includes the first part consisting of demographic questions while its second part deals with the questions pertaining to the teachers’ organizational commitment levels. In order to measure the teachers’ personal factors like seniority, gender, age, and marital status, the first part has been carefully designed. In the second part, eighteen organizational commitment assessment items were selected for measuring the teachers’ organizational commitment levels. For this purpose, we applied an already tried and tested scale, which was originally developed by Allen, Smith and Meyer (1993), so as to test the four hypotheses. According to our one-way variance analysis, the mean scores obtained for the teachers showed significant differences in organizational commitment when variables like marital status and age were taken as independent variables.

This study has been conducted to evaluate the effect of employee training programmes on prosocial organizational behaviors. Empirical research was performed with the employees of Arabian Gulf Oil Company (AGOCO). Questionnaire technique was used for gathering the data. At this juncture, accepted scales in the literature related to variables were utilized. Prosocial organizational behaviors were identified in the literature as prosocial organizational behavior, role-prescribed prosocial behavior, and prosocial individual behavior while employee training programmes were examined in terms of motivation for training, benefits of training, and support for training.Variables of this study were accepted using these classifications and hypotheses were tested through correlation and regression analyses. All the hypotheses were supported and the findings that have been obtained provide that motivation for training, benefits of training, and support for training have a significantly positive effect on prosocial organizational behaviors of employees working at Libyan oil sector and specifically employees of AGOCO. The findings of the study will be beneficial for the Libyan oil sector and other sectors to improve their strategy regarding employee training programmes and prosocial organizational behaviors.

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