The relationship between organizational commitment and employee motivation: A case study of Yalova University

In the context of the interaction of organizational commitment in business life, the motivation of employees is very important. Accordingly, this study was prepared to determine whether the personal characteristics of the administrative staff working at Yalova University affect their organizational commitment and motivation and to reveal the relationship between them. The universe of the research consists of 211 administrative staff working at Yalova University in 2021. Ramdom sampling approach was not used and a questionnaire was applied to all administrative staff. 151 people participated in the survey and were evaluated. Two scales were used in the study. These are Wasti's (2000) ''Organizational Commitment Scale'' and Şekercioğlu and Çivilidağ's (2017) ''Multidimensional Work Motivation Scale''. Both scales were adapted to Turkish and reliability analyzes were made. The organizational commitment of the administrative staff was at the average level, the normative commitment was at the highest level, and the continuance commitment was at the lowest level. On the basis of the general level, the motivation was at the average level, the highest level of being unmotivated, and the lowest external regulation-material dimension. Binary variables in personality traits Mann Whitney-U test; Three or more variables were analyzed according to the Kruskal Wallis test. There was no significant difference in the organizational commitment levels of the administrative staff in terms of gender, age, professional experience, marital status, working time in the institution and title. There was a significant difference in favor of high school graduates in the sub-dimension of attendance commitment in the educational status variable. The motivation levels of the administrative staff do not differ significantly according to the variables of age, working time in the institution, marital status, education level. In the gender variable, a significant difference was observed in favor of men in the sub-dimension of intrinsic motivation. In the professional experience variable, differentiation was determined in the sub-dimensions of non-motivation and personal regulation of employees who are sixteen years or more. In the title variable, a differentiation was determined in favor of the managers in the sub-dimension of intrinsic motivation. As a result of Spearman-Brown analysis, organizational commitment and motivation of administrative staff were found to be significantly and positively related.