Examining the effects of knowledge management, organizational learning and motivation tools on affective commitment and organizational performance with alternative estimation techniques: A structural equation model approach

The most commonly used estimation technique for SEM is the maximum likelihood estimation technique. The purpose of this study is to measure the effects of attitudinal factors towards knowledge management, organizational learning and motivational tools on affective commitment and organizational performance of state bank employees in DOKA region with SEM using different estimation techniques (Maximum Likelihood, Robust Maximum Likelihood, Unweighted Least Squares, Robust Weighted Least Squares and Generalized Least Squares) and to compare the results with the help of fit indices. The research hypotheses of this study were tested with structural equation modeling. In the study, convenience sampling method, one of the non-probability sampling methods, and questionnaire, one of the data collection tools, were used. The research data were obtained from 570 participants selected among bank employees in the DOKA region by non-probability convenience sampling method. The results of the research show that shared vision, knowledge generation and sharing, vision inspiration, intrinsic motivation factors have significant relationships with both affective commitment and organizational performance at 5% significance level. In addition, commitment to organizational learning, extrinsic motivation factors are directly related to only affective commitment at 5% significance level. On the other hand, shared vision and intrinsic motivation factors have significant indirect effects on organizational performance through emotional commitment factor. The findings of this study and the findings of the studies in the field generally coincide with the hypotheses in the theory. When the effects in the model are considered, it is seen that the latent variables Motivational Instruments (IM, DM and VIS), Shared Vision (PV), Commitment to Organizational Learning (OB) and Generation and Sharing of Knowledge (BUP) have a significant effect, while the latent variables Open Mindedness (AF), Acquisition of Knowledge (BE) and Storage of Knowledge (BD) have an insignificant effect.