The effect of organizational commitment on job satisfaction and tendency to leave of bank employees: Case of Ağri

In this study, it is mainly aimed to determine the effect of organizational commitment on job satisfaction and tendency to leave, in public and private bank employees operating in Ağrı. A field study was carried out on bank employees operating in the city center of Ağrı. Another purpose of this study is to examine whether job satisfaction and tendency to leave are affected according to demographic characteristics of banking sector employees such as gender, marital status, age, education level, duty, length of service in the current institution, length of service in the sector, monthly income level and legal status of the bank. Bank employees participating in the research were selected by simple random sampling method. Face-to-face survey technique was used as a data collection tool. The questionnaires were distributed to 165 bank employees, and the study was carried out with the data of 110 questionnaires that were answered and found suitable for analysis. In the analysis of the data obtained within the scope of the research, arithmetic mean, standard deviation, frequency distribution, reliability analysis, normality analysis, factor analysis, independent sapmle t-test, analysis of variance, correlation analysis, and regression analysis were used. SPSS 26 statistical package program was used for analysis. As a result of the regression analysis, it was determined that organizational commitment had a positive effect on job satisfaction and a negative effect on turnover intention. Likewise, it has been determined that the emotional commitment and continuance commitment of the bank employees, which are the dimensions of organizational commitment, affect their job satisfaction positively and their tendency to leave negatively. It has been determined that the results obtained largely support the results in the literature. However, it has been determined that the normative commitment of bank employees do not affect their job satisfaction and tendency to leave. In addition, as a result of the t-tests and variance analyzes applied, the job satisfaction levels of the bank employees show a significant difference according to their monthly income, while the level of tendency to leave differs according to their marital status and age. In line with the findings of this study, suggestions were made to managers, employees and researchers in the banking sector who will work on this issue.