The effects of knowledge workers' job satisfaction on organizational commitment and an application study on knowledge workers who are working in a public organization

In this research, the effect of knowledge workers? job satisfaction on organizational commitment is observed.Samples of the research consist of 167 knowledge workers who work in a public organization in Ankara.This study composed of three main parts. First and second parts consist of theoretical framework which explains the concepts of job satisfaction, organizational commitment and knowledge workers. In the third part, a survey aiming to identify the effect of knowledge workers? job satisfaction on organizational commitment in a public organization is examined.In the research, 3 ways of data gathering process are used: in the first section, info about participants; in the second section? Minesota job satisfaction questionnaire consists of 20 statements; in the third section the third part is composed of 28 statements related to commitment dimension to measure knowledge workers? organizational commitment level.In addition to statistical techniques, according to the types of data groups in double-grouped comparison, Mann-Whitney U test is used since the data is not distributed normally. The relation between the variants is observed through Correlation Analysis.The results of application showed that there is positive relationship between knowledge workers? job satisfaction and organizational commitment, that is, an increase in job satisfaction increase organizational commitment. A meaningful difference in points between continuance commitment and organizational commitment is not observed. The meaningful difference in points among organizational commitment, ages and educational groups is observed. women?s rational commitment level is higher than men?s. Primary school and high school graduates have more organizational commitment than others. The meaningful difference in points between status and job satisfaction is not observed. The meaningful difference in points between job satisfaction and intention to leave is observed. The meaningful difference in points between excessive organizational commitment and job satisfaction is observed. Knowledge workers who are dependent on 657 have lower affective commitment than others. Satisfaction which depend on extrinsic factors are more important than intrinsic factors.At the end of this study, level of commitments can be ranked as affective, normative and continuance.