Assessing The Differences In Organizational Commitment Perception Of Employees With Respect To Individual Demographic Factors

In today?s business world, employees? level of organizational commitment is important to achieve organizational success. Each employee?s organizational commitment differs from one another. There might be several individual demographic factors behind the differing levels of organizational commitment of employees, which is a topic worthy of being investigated. Therefore, the study investigates the differences that might be created by a set of individual demographic variables, such as status, work experience, age, and education level, on the perception of organizational commitment of the employees. As the measurement tool, one of the most well-known tools of the literature, Meyer & Allen (1991)?s Three Component Model of Organizational Commitment Scale, was used. The questionnaires were distributed based on convenience sampling method to the employees working in trade enterprises in Istanbul. A total of 400 questionnaire forms were distributed and 320 were accepted as valid for statistical analysis. Employee organizational commitment perceptions were examined in all sub-dimensions (affective commitment, continuance commitment, normative commitment) of the scale in terms of demographic variables. T-test, ANOVA and Tukey tests were used for the analysis of the variables. As a result of the analyses, it was determined that some of the demographic variables (status and work experience) do not cause any difference in the average organizational commitment scores of employees; while others, namely age and education level lead to a difference. Finally, some suggestions were made for future researchers regarding the analysis of demographic variables and sample selection