The effects of family-suported organization perception, job satisfaction and intent to turnover on organizational commitment

In this study, organizational commitment of the administrative staff at Zonguldak Bulent Ecevit University is analyzed in terms of their perception of family supported organization, job satisfaction and intent to turnover. The individual's commitment to the organization, continuity, and the identification of the norms of the organization with himself/herself helps the organization to be able to eliminate many problems in achieving the goals and objectives. Individuals with high organizational commitment have high job satisfaction correspondingly and the constructive thinking of the individuals towards the organization makes their feelings on the work positive as well. Furthermore, when the individual manages to balance between work and family life, at first the production of performance-enhancing solutions within the organization and cohesive fundamentals are ensured, and then taking into account all of these, the intention of the individual to quit the job minimizes. For the very reason, this study aims at both measuring the commitment of civil servants and permanent workers in the administrative posts and analyzing their relationship with demographic factors. As a result of the analyses obtained from the sample group consisting of 226 volunteers, it has been clearly comprehended that organizational commitment has various effects on the perception of family supported organization, job satisfaction and intent to turnover.