Impact of work values on organizational commitment and job performance: A study at Osmaniye Korkut Ata Universty

This study examines the impact of work values on organizational commitment and job performance. For this purpose, it examines the relationship between the subdimensions of work values ? ?comfort and security,? ?competence and growth? and ?status and independence? ? on the one hand, and on the other, the subdimensions of organizational commitment ? ?emotional loyalty,? ?attachment to continuity? and ?normative loyalty? ? as well as job performance. It then explains the relationship between demographic variables and dependent and independent variables as well as their subdimensions. The questionnaire was prepared after a broad literature review. Items related to work values were developed by Manhardt (1972). This measure comprised of twenty one items was handled in three dimensions, faithful to Manhardt?s original. In creating the organizational commitment measure, the organizational commitment measure developed by Meyer and Allen was utilized. For employee job performance measurement, the job performance measure used first by Kirkman and Rosen (1999) and then later by Sigler and Pearson (2000) was used. The study sample is comprised of academic officials and administrative staff personnel at Osmaniye Korkut Ata University. The findings obtained as a result of the survey study were analyzed using structural equation modeling. In the wake of the analysis, the ?comfort and security? work value subdimension affected the ?emotional loyalty? and ?attachment to continuity? subdimensions of our organizational commitment dependent variable in a negative way, and affected job performance in a positive way, while having no significant relationship with ?normative loyalty?. No relationship was encountered between the ?competence and growth? work value subdimension and the ?emotional loyalty,? ?attachment to continuity? and ?normative loyalty? subdimensions of our organizational commitment dependent variable, yet it was established that the ?competence and growth? subdimension has a positive relationship with employee performance. No relationship was encountered between the ?status and independence? work value subdimension and the ?emotional loyalty? and ?attachment to continuity? subdimensions of our organizational commitment dependent variable or job performance, however it was established that the ?status and independence? subdimension has a positive relationship with ?normative loyalty. Key Words: Work Values, Organizational Commitment, Job Performance.