İş Yaşam Dengesinin Örgütsel Bağlılık ve Çalışan Memnuniyetine Etkisi

Algilanan Örgütsel Destek İle Örgütsel Bağlilik İli̇şki̇si̇nde İş-Yaşam Dengesi̇ni̇n Aracilik Rolü Üzeri̇ne Bi̇r Araştirma

“…W the relationship between work-life balance and organizational commitment is examined, it is seen that work-life balance positively affects organizational commitment. These results are consistent with the literature (Vatansever, 2008;Sakthivel and Jayakrishnan, 2012;Gupta and Gupta, 2013;Azeem and Akhtar, 2014;Korkmaz and Erdoğan, 2014;Nayak and Sahoo, 2015;Dhammika, 2016;Wijaya ve Dewi, 2017;Oyewobi et al, 2019;Hutagalunga, Soeltonb and Octavianic, 2020;Kesumayani et al, 2020;Wardana et al, 2020). Again, according to the findings of the study, it is seen that work-life balance is sufficient on emotional, normative and continuation commitment.…”

Role of Emotional Intelligence and Work-Life Balance in Relationship between Workplace Happiness and Perceived Performance in Academic Setting

“…Guest (2002) defends the opinion that WLB is the perceived balance between private life and work-life, which means sources should be divided optimally as far as satisfying all needs while Greenhaus et al (2003) claim that the sources (time, commitment, and satisfaction) of oneself should be divided into private life and work-life equally. WLB was first used in practical life in the 1930s by Kellog Company in shifting (Korkmaz and Erdoğan, 2014) and then in literature 30 years later in 1965 with Rapoport and Rapoport (Nizam and Kam, 2018). Increasing demands in both family and work-lives (Oyewobi, Oyekunle, Adeneye and Jimoh (2019) and increasing competition made the sources (energy and time) of humans insufficient (Foy, Dwyer, Nafarrete, Hammoud and Rockett, 2018).…”

The Effect of Happiness of Employees and Commitment to Work on Organizational Performance

“…Bu çalışmanın bulguları ise, kamu kurumlarında dindarlık ve işe bağlılık arasında pozitif bir ilişkinin var olduğu, yani dini duygu ve davranışlara sahip kamu personelinin işine daha bağlı olarak bir performans sergileyeceği yönünde ortaya çıkmıştır. Korkmaz ve Erdoğan (2014) ise çalışmalarında; genel anlamıyla sağlık, kariyer ve özel yaşamda memnuniyet olarak nitelendirilen iş yaşam dengesinin örgütsel bağlılığa ve çalışan memnuniyetine etkisinin olup olmadığını araştırmıştır. Sonuç olarak da, iş yaşam dengesinin örgütsel bağlılığı arttırdığı fakat çalışan memnuniyeti üzerinde doğrudan anlamlı bir etkisinin olmadığı ortaya konulmuştur.…”