The moderating effect of social capital on the relationship between perception of difference management and affective commitment

In this thesis, the moderating effect of social capital on the relationship between employees' perceptions of diversity management and their affective commitment is investigated. This study focuses on the direct effects of difference management perception and social capital variables, as well as the moderator effect of the interaction between these variables on affective commitment. The relationships discussed here were analyzed through a sample of 317 academic staff working at Osmaniye Korkut Ata University, Kahramanmaraş Sütçü Imam University and Hatay Mustafa Kemal University. In this study, first of all, based on social identity theory, it was determined that the perception of difference management has a positive effect on emotional commitment. In the second stage, starting from Bourdieu's theory of social capital, the effect of the dimensions of social capital on affective commitment was investigated. While the value of life dimension had a significant and negative effect on affective commitment, no statistically significant relationship was found between other dimensions and affective commitment. In the third stage, in which social identity theory and social capital theory were discussed together in the study, the negative regulatory effect of socio-proactivity, family and friendship relations, tolerance and work relations on the relationship between individual difference management perception and affective commitment was revealed. On the other hand, the positive regulatory effect of trust and life value was determined in the relationship between organizational difference management perception and affective commitment. Keywords: Affective commitment, Diversity management perception, Social capital