The relationship between organizational commitment and job satisfaction differentiation from a study of generation X and Y

In this study organizational commitment and job satisfaction have been reviewed in the context of differences between X and Y Generations. Thus 'affective commitment', 'maintenance commitment' and 'normative commitment' which are three subtitles of organizational commitment have been explained separately. According to the data which have found ,relations between demographic variables, dependent and independent variables, and their sub dimensions. For this goal our study has been made among the foundations that have different size and structure in both public and private sectors. 569 people who are in different positions have been participated for the study. As well as Minnesota Job Satisfaction Measure, as an organizational commitment measurement Allen and Meyer's three component commitment measure which was developed in 1990 and personal information form have been applied to the participations. The question survey has been prepared after a comprehensive literature study had been done. Minnesota Job Satisfaction Survey is a measurement which has been developed in accordance with Minnesota Job Fit Theory (Lofquist and Dawis, 1978) and Herzberg's Double Factor Theory (1965). For the study, some data have been collected from different sectors such as banking-finance, education, food, chemistry, retail, electronic, automotive, tourism, IT, and textile. The differences between X and Y Generations have been viewed by considering some factors such as gender, educational level, marital status, title, positions, sector's structure, and industrial form. To find and compare the factors which affect organizational commitment and job satisfaction have been aimed. It is one of the limitations that the study has been prepared in Istanbul; that's why the data might not be generalized. As an important consequence of the study, it has been found that maintenance commitment of X and Y Generations has a positive and meaningless effect on job satisfaction of X Generations, and it has a negative and meaningful effect on Y Generation. Keywords: Generation X, generation Y, organizational commitment, job satisfaction