Relationship between public employment and affective organizational commitment (Adana Social Security Institution example)

As employee alienation and affective organizational commitment is a cognitive psychological condition, the results can affect an individual's work and social life. The duties imposed on the person in the business life can create a sense of meaninglessness in the individual. In other words, the employee cannot comprehend the meaning and importance of work for the organization. At this point, the individual who has a sense of meaninglessness leads to the alienation problem of the employee. This situation may negatively affect the physiological and psychological well-being and organizational commitment of the employee and as a result, the employee's intention to quit may increase. Employees who are emotionally attached to the organization tend to remain in the organization. Therefore, in this study, it is aimed to investigate the relationship between employee alienation and affective organizational commitment, which have very important results in individual and organizational sense. In addition, employee alienation and affective organizational commitment were examined in terms of sociodemographic characteristics. The study group consisted of 332 white-collar workers of the Social Security Institution of Adana. As data collection tool, Alienation Scale (Dean, 1961; Güğerçin and Aksay, 2017) Affective Organizational Commitment Scale (Meyer and Allen, 1991; Wasti, 2000) and Personal Information Form prepared by the researcher were used. Data obtained from 332 white collar were analyzed using SPSS 21.0 statistical package program. In the analysis of the data; descriptive statistics; independent samples t-test for two-variable groups; one-way analysis of variance (Anova) was used for three and more variable groups. Correlation analysis was used to determine the relationship between employee alienation and affective organizational commitment. According to the results of the study, no statistically significant relationship was found between the alienation and affective organizational commitment of SGK employees. However, the alienation of SGK employees according to the variables of monthly income; affective organizational commitment showed significant differences according to age, education, monthly income, total working life time, working life time at the current workplace and position in the institution. Keywords: Employee alienation, affective organizational commitment, sociodemographic variables, industry 4.0