Effects of organizational commitment and job satisfaction on job performance: The case of customs enforcement

The relationship between organizational commitment and job satisfaction plays a decisive role on corporate success. Organizations with higher job satisfaction are embraced by their employees who accommodate personal goals and objectives with organizational goals and objectives and in this way the consideration of corporate success as personal success can be provided. Organizations that can achieve to provide such an emphaty reach to success, while employees become more happy by achieving their personal goals with higher job satisfaction since the concept of performance is directly associated with employees. Nowadays, it is not plausible to consider technological developments and renewed production techniques independent from the labor factor. When organizations cannot get expected efficiency from their employees, other production factors may become inactive. The decrease on employees job satisfaction levels may also lead a decrease on their organizational commitment. In order to overcome such issues, emphasis should be placed on employees and their needs should be responded. In organizations which succeed in such a direction, future anxiety is relatively low and organizations main goals including "profitability, growth and operational sustainability can be established. The main objective of this study is to determine employees' organizational comment and job satisfaction on the impact of job performance who currently work at Customs Protection Organization. The sample of the present study involves employees working at Customs Protection Organization under the responsibility of the Minister of Commerce. The data were collected using a questionnaire technique and 480 completed questionnaires were analyzed. In this study; reliability, factor, mean, standard deviation, frequency, percentage, correlation and regression analyzes were performed. The results of this study revealed that emotional commitment was negatively associated with job performance and contextual performance, continuous performance was positively associated with job performance and contextual performance, normative performance was only positively associated with contextual performance. On the other hand, the empirical evidence also indicated that internaş satisfaction was positively associated with job performance and contextual performance, whereas external satisfaction was not associated with job performance and contextual performance.