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ALGILANAN ÖRGÜTSEL DESTEK ve PSİKOLOJİK GÜÇLENDİRMENİN ÖRGÜTSEL BAĞLILIK ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA

Year 2021, Volume: 20 Issue: 40, 24 - 43, 25.06.2021
https://doi.org/10.46928/iticusbe.735601

Abstract

Amaç: İşletmeler rekabet koşullarının gün geçtikçe arttığı bu ortamda rekabet üstünlüğü sağlamak için insan sermayesine her zamankinden daha çok önem vermeye başlamıştır. Bu doğrultuda da son yıllarda literatürde üzerinde önemle durulan kavramlardan biri örgütsel bağlılık olmuştur. Yapılan çalışmalarda çalışanların örgütsel bağlılık düzeyi üzerinde etkili değişkenler araştırılmıştır. Bu araştırmanın amacı da algılanan örgütsel destek ve psikolojik güçlendirmenin örgütsel bağlılık üzerindeki etkisini incelemektir.
Yöntem: Araştırma verilerini toplamak için anket tekniğinden yararlanılmıştır. Oluşturulan anket formu özel bir bankanın 310 şube ve genel müdürlük çalışanları üzerinde uygulanmıştır. Araştırmada değişkenler arası ilişkileri belirlemek için korelasyon ve bağımsız değişkenlerin bağımlı değişken üzerindeki etkilerini belirlemek için çoklu regresyon analizlerinden yararlanılmıştır.
Bulgular: Elde edilen bulgulara göre; algılanan örgütsel destek, normatif bağlılık, devam bağlılığı ve duygusal bağlılığı olumlu yönde etkilemektedir. Ayrıca, psikolojik güçlendirmenin alt boyutlarından etki, anlam ve özerklik boyutu normatif bağlılığı ve duygusal bağlılığı olumlu olarak etkilerken, etki boyutu devam bağlılığını olumlu, yetkinlik boyutu ise normatif ve duygusal bağlılığı negatif olarak etkilemektedir.
Özgünlük: Literatürde algılanan örgütsel destek ve psikolojik güçlendirmenin ayrı ayrı örgütsel bağlılık üzerindeki etkilerini inceleyen çeşitli çalışmalara rastlamak mümkündür. Ancak bu iki değişkenin örgütsel bağlılık üzerindeki etkilerini araştıran çok sınırlı sayıda çalışma bulunmaktadır. Bu doğrultuda bu araştırmanın ilgili yazına katkı yapması hedeflenmiştir. Ayrıca bu araştırmanın diğer çalışmalardan farklı olarak banka çalışanları üzerinde yapılmış olması da bir diğer katkısı olarak ifade edilebilir

References

  • Akçakaya, M. (2010). “Örgütlerde uygulanan personel güçlendirme yöntemleri: Türk kamu yönetiminde personel güçlendirme”. Karadeniz Araştırmaları, (25), 145-174.
  • Allen, N. J. ve Meyer, J. P. (1990). “The measurement and antecedents of affective, continuance and normative commitment to the organization”. Journal of occupational psychology, 63(1), 1-18.
  • Aube, C., Rousseau, V. ve Morin, E. M. (2007). “Perceived organizational support and organizational commitment”. Journal of managerial Psychology, 479-495.
  • Aydoğmuş, C., Ergeneli, A. ve Camgöz, S. M. (2015). “The Role of Psychological Empowerment on The Relationship between Personality and Job Satisfaction”, Research Journal of Business & Management, 2 (3), 251-276.
  • Bakan, İ. (2011). Örgütsel Bağlılık, Ankara, Gazi Kitabevi. Balay, R. (2000). Örgütsel Bağlılık, Ankara, Nobel Yayın Dağıtım. Bogler, R. ve Nir, A. E. (2012). “The importance of teachers' perceived organizational support to job satisfaction: What's empowerment got to do with it? ”. Journal of Educational Administration, 50(3), 287-306.
  • Ceylan, A., Çöl, G. Ve Gül, H. (2005). “İşin anlamlılığını belirleyen sosyal-yapısal özelliklerin güçlendirmeye olan etkileri ve sonuçları üzerine bir araştırma”. Doğuş Üniversitesi Dergisi, 6 (1) 2005, 35-51.
  • Commeiras, N. ve Fournier, C. (2001). “Critical evaluation of Porter et al.'s organizational commitment questionnaire: Implications for researchers”. Journal of Personal Selling & Sales Management, 21(3), 239-245.
  • Çalışkan, A. ve Hazır, K. (2012). “Psikolojik Güçlendirmenin İş Tatminine Etkisinde Örgütsel Bağlılığın Aracılık Rolü”. Çağ Üniversitesi Sosyal Bilimler Dergisi, 9(2), 48-76.
  • Demir, M. (2012). “Örgütsel destek, örgütsel bağlılık ve işten ayrılma eğilimi ilişkisi: Havalimanı Yer Hizmetleri İşletmelerine yönelik bir araştırma”. ISGUC The Journal of Industrial Relations and Human Resources, 14(1), 47-64.
  • Devece, C., Palacios-Marqués, D. ve Alguacil, M. P. (2016). “Organizational commitment and its effects on organizational citizenship behavior in a high-unemployment environment”. Journal of Business Research, 69(5), 1857-1861.
  • Doğan, S. ve Demiral, Ö. (2009). “Örgütsel Bağlılığın Sağlanmasında Personel Güçlendirme ve Psikolojik Sözleşmenin Etkisine İlişkin Bir Araştırma”. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 32, 47-80.
  • Eisenberger, R., Cummings, J., Armeli, S. ve Lynch, P. (1997). “Perceived organizational support, discretionary treatment, and job satisfaction”. Journal of applied psychology, 82(5), 812-820.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D. ve Rhoades, L. (2001). “Reciprocation of perceived organizational support”. Journal of applied psychology, 86(1), 42-51.
  • English, B. ve Chalon, C. (2011). “Strengthening affective organizational commitment: The influence of fairness perceptions of management practices and underlying employee cynicism”. The health care manager, 30(1), 29-35.
  • Faulkner, J. ve Laschinger, H. (2008). “The effects of structural and psychological empowerment on perceived respect in acute care nurses”. Journal of nursing management, 16(2), 214-221.
  • Gillet, N., Colombat, P., Michinov, E., Pronost, A. M. ve Fouquereau, E. (2013). “Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: The mediating role of need satisfaction and perceived organizational support”. Journal of Advanced Nursing, 69 (11), 2560-2571.
  • Jha, S. (2011). “Influence of psychological empowerment on affective, normative and continuance commitment”. Journal of Indian Business Research, 263-282.
  • Kazlauskaite, R., Buciuniene, I. ve Turauskas, L. (2006), “Building Employee Commitment in the Hospitality Industry”, Baltic Journal of Management, 1 (3), s. 300-314.
  • Kirkman, B. L. ve Rosen, B. (1999). “Beyond self-management: Antecedents and consequences of team empowerment”. Academy of Management journal, 42(1), 58-74.
  • Krishnan, J. ve Mary, V. S. (2012). “Perceived organisational support–an overview on its antecedents and consequences”. International Journal of Multidisciplinary Research, 2(4), 1-13.
  • Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A. ve Adis, C. S. (2017). “Perceived organizational support: A meta-analytic evaluation of organizational support theory”. Journal of management, 43(6), 1854-1884.
  • Laschinger, H. K. S., Finegan, J. E., Shamian, J. ve Wilk, P. (2004). “A longitudinal analysis of the impact of workplace empowerment on work satisfaction”. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(4), 527-545.
  • Lemons, M. A., & Jones, C. A. (2001). Procedural justice in promotion decisions: using perceptions of fairness to build employee commitment. Journal of managerial Psychology,16(4) 268-280.
  • Makanjee, C. R., Hartzer, Y. F. ve Uys, I. L. (2006). The effect of perceived organizational support on organizational commitment of diagnostic imaging radiographers. Radiography, 12(2), 118-126.
  • Manion, J. (2004). “Strengthening organizational commitment: Understanding the concept as a basis for creating effective workforce retention strategies”. The Health Care Manager, 23(2), 167-176.
  • Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538.
  • Meyer, J.P. ve N.J. Allen (1997), Commitment in the Workplace: Theory, Research and Application, CA: Sage Publications.
  • Moideenkutty, U., Blau, G., Kumar, R. ve Nalakath, A. (2001). “Perceived organisational support as a mediator of the relationship of perceived situational factors to affective organisational commitment”. Applied Psychology, 50(4), 615-634.
  • Ölçüm Çetin, M. (2004). Örgüt Kültürü ve Örgütsel Bağlılık, Nobel Yayın Dağıtım, Ankara.
  • Özdevecioğlu, M. (2013). “Algılanan Örgütsel Destek ile Örgütsel Bağlılık Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma”. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, 18(2), 113-130.
  • Rai, R. ve Prakash, A. (2016). “How do servant leaders ignite absorptive capacity? The role of epistemic motivation and organizational support”. Revista de Psicología del Trabajo y de las Organizaciones, 32(2), 123-134.
  • Rhoades, L., Eisenberger, R. ve Armeli, S. (2001). “Affective commitment to the organization: The contribution of perceived organizational support”. Journal of applied psychology, 86(5), 825-836.
  • Ro, H. ve Chen, P. (2011). “Empowerment in Hospitality Organizations: Customer Orientation and Organizational Support”, International Journal of Hospitality Management, 30 (2), 422-428.
  • Sheikhepoor, Z. ve Sheikhepoor, M. (2015). “Explaining the relationship between empowerment and work life quality: A case study on the staff of social security hospital of Zahedan city”. Journal of Health Management and Informatics, 2(3), 101-107.
  • Sigler, T. H. ve Pearson, C. M. (2000). “Creating an empowering culture: examining the relationship between organizational culture and perceptions of empowerment”. Journal of quality management, 5(1), 27-52.
  • Singh, B. S. ve Malhotra, M. (2015). “The mediating role of trust in the relationship between perceived organizational support and silence”. International Journal of Scientific and Research Publications, 5(9), 1-10.
  • Spreitzer, G. M. (1995). “Psychological empowerment in the workplace: Dimensions, measurement, and validation”. Academy of management Journal, 38(5), 1442-1465.
  • Spreitzer, G.M., Kizilos, M.A. ve Nason, S.W. (1997). “A dimensional analysis of the relationship between psychological empowerment and effectiveness, satisfaction, and strain”. Journal of Management, 23(5), 679-704.
  • Sungu, L. J., Weng, Q. ve Xu, X. (2019). “Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership”. International Journal of Selection and Assessment, 27(3), 280-290.
  • Swailes, S. (2004). Commitment to change. Personnel Review. 33(2), 187-204.
  • Tak, B. ve Aydemir, A. (2002). “İş Tasarım Sistem, Örgütsel Bağlılık Ve Çalışanların Stratejik Oryantasyon Düzeyi Arasındaki Etkileşimin İncelenmesine Yönelik Bir Model Geliştirme Çalışması”. Ulusal Yönetim ve Organizasyon Kongresi Bildiri Kitabı, Akdeniz Üniversitesi İktisadi ve İdari Bilimler Fakültesi Yayınları.
  • Tolay, E., Sürgevil, O. ve Topoyan, M. (2012). “Akademik çalışma ortamında yapısal ve psikolojik güçlendirmenin duygusal bağlılık ve iş doyumu üzerindeki etkileri”. Ege Akademik Bakış, 12(4), 449-465.
  • Üren, S. G. ve Çorbacıoğlu, S. (2012). “Algılanan Örgütsel Desteğin Örgütsel Bağlılığa Etkisi: İmalat Sektöründe Faaliyet Gösteren Bir İşletme Örneği”, Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14(1), 29-52.

THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL EMPOWERMENT ON THE ORGANIZATIONAL COMMITMENT: A RESEARCH ON BANK EMPLOYEES

Year 2021, Volume: 20 Issue: 40, 24 - 43, 25.06.2021
https://doi.org/10.46928/iticusbe.735601

Abstract

Purpose: Businesses have started to give more importance to human capital than ever before in order to gain competitive advantage in this environment where competition conditions are increasing day by day.In this regard, organizational commitment has been one of the important concepts in the literature in recent years. In the studies conducted, the variables that affect the organizational commitment level of the employees were investigated. The purpose of this study is to examine the effect of perceived organizational support and psychological empowerment on organizational commitment.
Method: Questionnaire technique was used to collect research data. The created questionnaire was applied to 310 branch and head office employees of a private bank. In the study, correlation analyse was used to determine the relationships between variables, and multiple regression analyze were used to determine the effects of independent variables on dependent variable.
Findings: As a result of the research; it was seen that perceived organizational support had a positive effect on normative commitment, continuance commitment and affective commitment. In addition, impact, meaning and self-determination dimension of psycholocigal empowerment have a positive effect on normative commitment and affective commitment, while the impact has a positive effect on continuance commitment, while the competency has a negative effect on normative commitment and affective commitment.
Originality: Although there are various studies in the literature that examine the effects of perceived organizational support and psychological empowerment on organizational commitment, there are very few studies investigating the effects of these two variables on organizational commitment. In this direction, it is aimed that this research will contribute to the related article. In addition, the fact that this study, unlike other studies, was conducted on bank employees can be expressed as another contribution.

References

  • Akçakaya, M. (2010). “Örgütlerde uygulanan personel güçlendirme yöntemleri: Türk kamu yönetiminde personel güçlendirme”. Karadeniz Araştırmaları, (25), 145-174.
  • Allen, N. J. ve Meyer, J. P. (1990). “The measurement and antecedents of affective, continuance and normative commitment to the organization”. Journal of occupational psychology, 63(1), 1-18.
  • Aube, C., Rousseau, V. ve Morin, E. M. (2007). “Perceived organizational support and organizational commitment”. Journal of managerial Psychology, 479-495.
  • Aydoğmuş, C., Ergeneli, A. ve Camgöz, S. M. (2015). “The Role of Psychological Empowerment on The Relationship between Personality and Job Satisfaction”, Research Journal of Business & Management, 2 (3), 251-276.
  • Bakan, İ. (2011). Örgütsel Bağlılık, Ankara, Gazi Kitabevi. Balay, R. (2000). Örgütsel Bağlılık, Ankara, Nobel Yayın Dağıtım. Bogler, R. ve Nir, A. E. (2012). “The importance of teachers' perceived organizational support to job satisfaction: What's empowerment got to do with it? ”. Journal of Educational Administration, 50(3), 287-306.
  • Ceylan, A., Çöl, G. Ve Gül, H. (2005). “İşin anlamlılığını belirleyen sosyal-yapısal özelliklerin güçlendirmeye olan etkileri ve sonuçları üzerine bir araştırma”. Doğuş Üniversitesi Dergisi, 6 (1) 2005, 35-51.
  • Commeiras, N. ve Fournier, C. (2001). “Critical evaluation of Porter et al.'s organizational commitment questionnaire: Implications for researchers”. Journal of Personal Selling & Sales Management, 21(3), 239-245.
  • Çalışkan, A. ve Hazır, K. (2012). “Psikolojik Güçlendirmenin İş Tatminine Etkisinde Örgütsel Bağlılığın Aracılık Rolü”. Çağ Üniversitesi Sosyal Bilimler Dergisi, 9(2), 48-76.
  • Demir, M. (2012). “Örgütsel destek, örgütsel bağlılık ve işten ayrılma eğilimi ilişkisi: Havalimanı Yer Hizmetleri İşletmelerine yönelik bir araştırma”. ISGUC The Journal of Industrial Relations and Human Resources, 14(1), 47-64.
  • Devece, C., Palacios-Marqués, D. ve Alguacil, M. P. (2016). “Organizational commitment and its effects on organizational citizenship behavior in a high-unemployment environment”. Journal of Business Research, 69(5), 1857-1861.
  • Doğan, S. ve Demiral, Ö. (2009). “Örgütsel Bağlılığın Sağlanmasında Personel Güçlendirme ve Psikolojik Sözleşmenin Etkisine İlişkin Bir Araştırma”. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 32, 47-80.
  • Eisenberger, R., Cummings, J., Armeli, S. ve Lynch, P. (1997). “Perceived organizational support, discretionary treatment, and job satisfaction”. Journal of applied psychology, 82(5), 812-820.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D. ve Rhoades, L. (2001). “Reciprocation of perceived organizational support”. Journal of applied psychology, 86(1), 42-51.
  • English, B. ve Chalon, C. (2011). “Strengthening affective organizational commitment: The influence of fairness perceptions of management practices and underlying employee cynicism”. The health care manager, 30(1), 29-35.
  • Faulkner, J. ve Laschinger, H. (2008). “The effects of structural and psychological empowerment on perceived respect in acute care nurses”. Journal of nursing management, 16(2), 214-221.
  • Gillet, N., Colombat, P., Michinov, E., Pronost, A. M. ve Fouquereau, E. (2013). “Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: The mediating role of need satisfaction and perceived organizational support”. Journal of Advanced Nursing, 69 (11), 2560-2571.
  • Jha, S. (2011). “Influence of psychological empowerment on affective, normative and continuance commitment”. Journal of Indian Business Research, 263-282.
  • Kazlauskaite, R., Buciuniene, I. ve Turauskas, L. (2006), “Building Employee Commitment in the Hospitality Industry”, Baltic Journal of Management, 1 (3), s. 300-314.
  • Kirkman, B. L. ve Rosen, B. (1999). “Beyond self-management: Antecedents and consequences of team empowerment”. Academy of Management journal, 42(1), 58-74.
  • Krishnan, J. ve Mary, V. S. (2012). “Perceived organisational support–an overview on its antecedents and consequences”. International Journal of Multidisciplinary Research, 2(4), 1-13.
  • Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A. ve Adis, C. S. (2017). “Perceived organizational support: A meta-analytic evaluation of organizational support theory”. Journal of management, 43(6), 1854-1884.
  • Laschinger, H. K. S., Finegan, J. E., Shamian, J. ve Wilk, P. (2004). “A longitudinal analysis of the impact of workplace empowerment on work satisfaction”. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(4), 527-545.
  • Lemons, M. A., & Jones, C. A. (2001). Procedural justice in promotion decisions: using perceptions of fairness to build employee commitment. Journal of managerial Psychology,16(4) 268-280.
  • Makanjee, C. R., Hartzer, Y. F. ve Uys, I. L. (2006). The effect of perceived organizational support on organizational commitment of diagnostic imaging radiographers. Radiography, 12(2), 118-126.
  • Manion, J. (2004). “Strengthening organizational commitment: Understanding the concept as a basis for creating effective workforce retention strategies”. The Health Care Manager, 23(2), 167-176.
  • Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538.
  • Meyer, J.P. ve N.J. Allen (1997), Commitment in the Workplace: Theory, Research and Application, CA: Sage Publications.
  • Moideenkutty, U., Blau, G., Kumar, R. ve Nalakath, A. (2001). “Perceived organisational support as a mediator of the relationship of perceived situational factors to affective organisational commitment”. Applied Psychology, 50(4), 615-634.
  • Ölçüm Çetin, M. (2004). Örgüt Kültürü ve Örgütsel Bağlılık, Nobel Yayın Dağıtım, Ankara.
  • Özdevecioğlu, M. (2013). “Algılanan Örgütsel Destek ile Örgütsel Bağlılık Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma”. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, 18(2), 113-130.
  • Rai, R. ve Prakash, A. (2016). “How do servant leaders ignite absorptive capacity? The role of epistemic motivation and organizational support”. Revista de Psicología del Trabajo y de las Organizaciones, 32(2), 123-134.
  • Rhoades, L., Eisenberger, R. ve Armeli, S. (2001). “Affective commitment to the organization: The contribution of perceived organizational support”. Journal of applied psychology, 86(5), 825-836.
  • Ro, H. ve Chen, P. (2011). “Empowerment in Hospitality Organizations: Customer Orientation and Organizational Support”, International Journal of Hospitality Management, 30 (2), 422-428.
  • Sheikhepoor, Z. ve Sheikhepoor, M. (2015). “Explaining the relationship between empowerment and work life quality: A case study on the staff of social security hospital of Zahedan city”. Journal of Health Management and Informatics, 2(3), 101-107.
  • Sigler, T. H. ve Pearson, C. M. (2000). “Creating an empowering culture: examining the relationship between organizational culture and perceptions of empowerment”. Journal of quality management, 5(1), 27-52.
  • Singh, B. S. ve Malhotra, M. (2015). “The mediating role of trust in the relationship between perceived organizational support and silence”. International Journal of Scientific and Research Publications, 5(9), 1-10.
  • Spreitzer, G. M. (1995). “Psychological empowerment in the workplace: Dimensions, measurement, and validation”. Academy of management Journal, 38(5), 1442-1465.
  • Spreitzer, G.M., Kizilos, M.A. ve Nason, S.W. (1997). “A dimensional analysis of the relationship between psychological empowerment and effectiveness, satisfaction, and strain”. Journal of Management, 23(5), 679-704.
  • Sungu, L. J., Weng, Q. ve Xu, X. (2019). “Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership”. International Journal of Selection and Assessment, 27(3), 280-290.
  • Swailes, S. (2004). Commitment to change. Personnel Review. 33(2), 187-204.
  • Tak, B. ve Aydemir, A. (2002). “İş Tasarım Sistem, Örgütsel Bağlılık Ve Çalışanların Stratejik Oryantasyon Düzeyi Arasındaki Etkileşimin İncelenmesine Yönelik Bir Model Geliştirme Çalışması”. Ulusal Yönetim ve Organizasyon Kongresi Bildiri Kitabı, Akdeniz Üniversitesi İktisadi ve İdari Bilimler Fakültesi Yayınları.
  • Tolay, E., Sürgevil, O. ve Topoyan, M. (2012). “Akademik çalışma ortamında yapısal ve psikolojik güçlendirmenin duygusal bağlılık ve iş doyumu üzerindeki etkileri”. Ege Akademik Bakış, 12(4), 449-465.
  • Üren, S. G. ve Çorbacıoğlu, S. (2012). “Algılanan Örgütsel Desteğin Örgütsel Bağlılığa Etkisi: İmalat Sektöründe Faaliyet Gösteren Bir İşletme Örneği”, Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14(1), 29-52.
There are 43 citations in total.

Details

Primary Language Turkish
Journal Section Research Articles
Authors

Esra Dinç Elmalı 0000-0003-0408-0944

Özlem Öcal Özakar This is me 0000-0003-0834-955X

Publication Date June 25, 2021
Submission Date May 11, 2020
Acceptance Date March 31, 2021
Published in Issue Year 2021 Volume: 20 Issue: 40

Cite

APA Dinç Elmalı, E., & Öcal Özakar, Ö. (2021). ALGILANAN ÖRGÜTSEL DESTEK ve PSİKOLOJİK GÜÇLENDİRMENİN ÖRGÜTSEL BAĞLILIK ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 20(40), 24-43. https://doi.org/10.46928/iticusbe.735601