The effect of organizational commitment on job performance: The sample of Siirt University

It is known that personnel costs constitute more than 50% of the total cost in service-producing organizations. In addition, considering that the contact between the organization and the target audience is largely provided through personnel, it can be said that the job performance of employees is of vital importance for service-producing organizations. Organizational commitment is one of the basic factors that ensure that employees, whose training requires significant cost and time, remain in the organization. In this context, this research aims to examine the relationship between the organizational commitment levels and job performance of administrative personnel working at Siirt University, a service-producing organization, at the level of sub-dimensions. In the study, the organizational commitment scale consisting of 18 items developed by Allen and Meyer (1990) and adapted to Turkish by Wasti (2000), the job performance scale consisting of 16 items developed by Smith, Organ and Near (1983) and the job performance scale consisting of 8 items developed by Goodman and Svyantek (1999) were combined and simplified by Kanıgür (2009) and reduced to 22 items. The research was conducted with a total of 210 participants among the administrative staff of Siirt University and the obtained data were analyzed by SPSS program. As a result of the analyses, it was determined that the reliability of the scales was sufficient and the data showed a normal distribution. Regression and correlation analyses were performed and the findings revealed that the affective commitment and continuance commitment sub-dimensions of organizational commitment did not have a significant relationship with the task performance and contextual performance sub-dimensions of job performance, while normative commitment did not have a significant relationship with task performance but showed a positive and moderate relationship with contextual performance. In addition, the findings showed that organizational commitment had a significant and positive effect on job performance when analyzed at the general scale level. Keywords: Affective commitment, contextual performance, continuance commitment, job performance , normative commitment, organizational commitment, task performance,