Job satisfaction and organizational commitment: Experimental application in Turkish National Police Academy

İli ABSTRACT The purpose of this research is to determine the problems, which the police face while performing their tough task of resolving social conflicts by the measurement of their job satisfaction according to demographic variables. The behavioral characteristics related to job satisfaction and organizational commitment issues, which may cause quitting the job or employee absenteeism, were examined. The research depends on the data received from the application of a 68-question questionnaire to 350 police officers who works for Police Academy. Job satisfaction and organizational commitment criterion were used. First, the research determined the job satisfaction and organizational commitment levels officers, and then these criterions were evaluated by using demographic variables. Some of the significant findings of the research are as follows: the job satisfaction and organizational commitment perceptions of police officers working for Police Academy differ according to their ranks in regard of personal improvement and promotion opportunities, personnel management style, personnel and payment policy, working environment. The total job satisfaction shows significance at adaptation, internalization and identicalness subcategories. Physical environment and workfellow subcategories showed no significance in regard of the job satisfaction. The first level officers received lesser perception of satisfaction and commitment than higher-level officers. There is a significant relationship between job satisfaction and organizational commitment of officers, and their educational levels. The perception of job satisfaction is higher at officers who have a master's degree. 16-20-year experienced officers received a higher level of total job satisfaction in physical environment, personnel and payment policy, workfellow, and working opportunity subcategories, and had a higher level of organizational commitment in internalization and identicalness subcategories than less experienced officers. 1-3-year experienced officers received a higher level of total satisfaction in management style, personnel and payment policy, workfellow and working opportunity subcategories. 26-35-year old officers have a higher satisfaction levelthan officers in 36-45 age group in regard of workfellow subcategory. Married officers have a higher level of job satisfaction in personal improvement and promotion opportunities categories, and a higher level of commitment in identicalness category than single officers. Officers who own their living places have a higher level of organizational commitment in internalization and identicalness subcategories than those who live in rentals.