The relationship between organizational commitment and organizational dissent; a field study

In this study, which is carried out in order to reveal the differences in the working atmosphere of the business world by taking into account the world conditions that are changing day by day, it is aimed to reveal the level of organizational opposition, which is the voice of the employee as a result of the employee's disagreement with the conditions, environment, and functioning of the organization, affecting organizational commitment, which is the employee's adoption of the organization, in today's conditions, and to examine the relationship between organizational commitment and organizational opposition. Because of this, it is thought that this study will be important to explain the relationship and effect between the ideas of organizational commitment and organizational dissent, to prevent negative results in today's working sector, to help turn problems in the organization into opportunities within the framework of these two ideas, and to add up-to-date information to the literature. When the literature is examined, it is seen that the effect and relationship between these two concepts have not been discussed in detail. Considering that the flexibility of employees in the public sector is less than in the private sector, the population of the study was determined to be public employees in Kastamonu province. In this study, the survey method served as a data collection tool after first conducting a literature review to address the concepts. Using a straightforward random sampling method, 408 employees provided survey data. In light of the data collected through the survey, explanatory factor analysis and correlation analysis were conducted, and structural equation modeling was applied. When the findings obtained are examined, it can be said that there is a relationship between organizational commitment and organizational opposition; organizational opposition has an effect on organizational commitment, and this effect is positive. In addition, it was concluded that constructive opposition, one of the sub-dimensions of organizational opposition, affects organizational commitment positively, while questioning and displaced-horizontal opposition affect organizational commitment negatively.