A case study on organizational commitment in the context of psychological capital and personality

The purpose of the thesis is to investigate the effects of psychological capital and personality on organizational commitment. Because of the limited number of studies on psychological capital and personality relations it's also aimed to investigate the relations between these concepts. In this framework a survey research is conducted on 217 blue and white collar employees in a manufacturing enterprises by gathering data from the whole employees. For the questionnare, as psychological capital measurement, the scale which is developed by Luthans et al. (2007: 541-572) and translated by Cetin and Basim (2012: 121-137) is used. For the personality measurement, the scale which is developed by Benet-Martínez and John (1998: 729-750) and translated by Nebi Sumer in the extent of the research of Schmitt et al. (2007: 173-212) is used. As the measurement of organizational commitment, it's used the scale which is developed by Meyer, Allen and Smith (1993: 538-551) and translated by Wasti (2000: 401-410). The questionnare is pretested on 10 blue and white collar employees with different demographic characteristics; some words are revised for better understanding and prepared the questionnare for the survey. The data is gathered by face to face communication in the survey. The data is analyzed with SPSS 21 and Lisrel 8.51. In the extent of the study conducted as a case study, a qualitative research is carried out to get the opinions and thoughts of the managers about the concepts of the study. The findings of the content analysis are presented at the research chapter. The results of the survey research find out that psychological capital effects the employees' affective, continuance and normative commitment. It's also found out that personality characteristics have meaningful effects on organizational commitment. Extraversion, conscientiousness, agreeableness and openness to experience effect organizational commitment positively. It's seen unexpectedly the neuroticism has a positive effect on organizational commitment. The relation between psychological capital and personality is also found significantly. It's found that psychological capital has a positive and meaningful relations with conscientiousness, agreeableness, openness to experience and negative and meaningful relation with neuroticism. It's also seen that there is a negative and meaningful relation between psychological capital and extraversion unexpectedly. According to the qualitative research, managers think that both psychological capital and personality have important contribution to employees' works and organization and agree that these qualifications have an effect on employees' organizational commitment.