Organizational commitment and employee performance impact on: A research on airport employees

The effects of organizational commitment on employees have been researched for a long time, and the results show that employees' sense of belonging to the institution they work for increases employee performance. Companies and firms are not indifferent to this situation and are working to increase organizational commitment. It allocates additional funds such as social rights, high wages, bonuses, and promotions that motivate and financially strengthen the employee. Approaching this issue only from a financial perspective will cause us to reach wrong conclusions. They want to get emotionally close to the employees they have financially empowered and try to make them feel like a part of this organization. An employee who feels that he belongs to the institution he works for will take care of the success of the institution and make extra efforts for this. He will see the interests of the institution he works for as his interests. As a result, his benefit to the company will be much greater than an employee with low commitment to the organization. The concept of organizational commitment, which is the main subject of our study, has started to find a place in the literature since the 1950s. The concept of organizational commitment, which is briefly defined as the feeling of belonging to the organization, consists of subheadings such as emotional commitment, continuance commitment, and normative commitment. The main purpose of our study, which was based on the organizational commitment model developed by Allen and Meyer and consists of three sub-dimensions, is to measure the effects of airport employees' organizational commitment on employee performance and, accordingly, to examine the issues that affect the performance of employees. In this regard, research was conducted using the survey method on 120 volunteer employees working at Van Ferit Melen Airport.