Zeitschrift für die Welt der Türken 01/2010;
Source: DOAJ


This study was conducted to investigate organizational culture and organizational commitment perceptions of the primary school teachers in Turkey. Two different scales (Organizational Culture Scale and Organizational Commitment Scale) were used as data gathering instrument. Statistical analyses were utilized to examine the organizational culture and commitment perceptions of teachers in terms of their some demographic factors like gender, teaching levels, marital status, and experience. Correlation analysis was also made to describe the links between subscales of organizational culture and subscales of organizational commitment. The results revealed that primary school teachers’ perceptions of organizational culture and organizational commitment vary due to their gender, teaching levels, marital status, and experience. In terms of gender, female teachers perceived more power and supportive culture in their schools. First level teachers expressed more achievement culture and more commitment at identification level than second level teachers. Also, married teachers revealed more achievement and supportive culture and more organizational commitment at identification and internalization levels. Other findings of the study indicated that although more experienced teachers perceived more cultural orientation in all cultural dimensions and more committed to their schools at identification and internalization levels, the less experienced teachers indicated more commitment at compliance level. Finally, as commitment based on compliance positively correlated power and role cultures, and negatively correlated achievement and support culture; commitments based on identification and internalization positively related with achievement and support cultures.

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    • "The marital status in this regard, plays a pivotal role in determining and developing the organizational commitment among the both male and female regarding their behaviors e.g. dedication, loyalty and efficiency (Balay et al, 2010). Qualification is another most important characteristic of the individuals which affect their response concerning the aims and objectives of the organization they are attached with. "
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    ABSTRACT: In the contemporary age where the globalization is taking place in every sphere of life, the academic institutions occupy their place at the helm. The dynamism in the academic institutions in general and the universities in specific is directly proportional to the competence of their employees. The success of the universities depends upon solid functioning, faithfulness and the involved academicians regarding high level of teaching and research. Provision of workforce to the different sectors countrywide is possible only through the universities with high level of educational standards and Organizational Commitment on the part of the staff members especially the academicians. Unlike the developed countries, this role becomes more emphasizing in the developing countries like Pakistan. The sole objective of this ‘Review Article’ is to investigate the impact of demographics (gender, qualification, designation, age, and marital status) on Organizational Commitment (Emotional, Cost-benefited and Obligatory) of employees, working in the public sector universities. Up to some extent, it is a complicated task to come across and deal with the people who are physically, linguistically, culturally, educationally and ethnically diverse. In the light of current research we construct a ‘Theoretical Framework’ on the topic which will subsequently be used as a ‘Research Model’ for the upcoming ‘experimental-study’, using the study of workforce from the universities of Khyber Pakhtunkhwa, Pakistan. It is acknowledged from the present study that the demographics have the significant impact on the organizational commitment.
    06/2013; 2(2):117-130. DOI:10.14207/ejsd.2013.v2n2p117
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    ABSTRACT: Presently, the Higher Education Institutions (HEIs) are facing with a core issue of organizational commitment (OC) among the academicians. It is quite embarrassing for the institutional high ups when the faculty members, due to low commitment level, leave the institutions thus casting a huge financial and academic burden. In the HEIs, the OC holds a prime importance to maintain academic and administrative consistency. In many respect, the longer stay of the academicians in an institution manifests his/her commitment to the institution. In the contemporary scenario, the phenomenon of OC is directly related with the institutional credibility as the competition at every level is high enough. In the developing countries, due to theirweak economies, the HEIs cannot afford to hire the faculty on some high packages and other benefits. Resultantly, the faculty members start losing his/her commitment and look for certain other opportunities more lucrative in many respects. In Pakistan, the HEIs are facing an acute problem of lack of commitment level among the academicians due to various socioeconomic reasons.