A case study towards determining the effect of organizational trust and job satisfaction on organizational commitment

The main goal of this study is to examine the effects of several personal qualifications (age, education, gender, department, time amount of working, income, marital status) and organisational trust and job satisfaction dimensions over organisational commitment dimension. Aside from this, another goal of the study is to determine if any differences occur about organisational trust, job satisfaction and organisational commitment variables among staff depending on some of their personal qualifications such as education, occupation, total amount of work and income.All the staff of Bingöl State Hospital working between dates 1-30 June 2011 were taken as basic study group in the study. The universe of the study consists of 667 staff. All of the universe was tried to be reached for the study without picking a sample out of it. 18 questionnaire were excluded out of the collected 534 in total for incomplete and/or miscomplete issues and 516 were included to assess.All of the three dimensions of organisational commitment were found to be above the average. Emotional commitment was slightly higher than the continuity and normative commitment levels. Both cognitive and emotional trust levels within organisational trust dimensions were indicated as above the average. Emotinal trust level happened to be slightly higher than the cognitive one. All of the job satisfaction dimensions were above the average level. The highest job satisfaction dimensions were structure of work, co-workers, administratives consequently whereas the lowest job satisfaction dimensions appeared to be promotion, wage, other supportive opportunities and possible awards.The participants of the study who have both MD/speciality degree in medicine and who hold primary education diplomas seem to have higher cognitive trust, aggregate organisatonal trust and job satisfaction levels when compared to other participants under different educational background categories whereas the organisatonal commitment levels appeared to lower as their education levels elevate. Besides, MD/ speciality in medicine group participants and subcontractor staff participants have higher aggregate organisatonal trust, job satisfaction and aggregate job satisfaction levels other than else occupational participant categories whereas the normative commitment level was the highest among subcontractor staff and lowest among doctors. Organisational trust levels of high and low income participant categories were higher than the median income group of participants and organisatonal commitment level of the lowest income group was the highest among every income groups of participants. It is indicated that doctors/ medical spacialists who happen to fall under the category of high income group seem to have the highest job satisfaction and aggregate job satisfaction levels. The study showed that as long as the time amount spent at work increases, much more the tendency of decreasing the organisational trust and aggregate trust score averages happen to be.In the study, it is determined that organisational trust, job satisfaction dimensions and personal variables could explain the emotional commitment variable by 37,5 % whereas the explanation ratio appears to be 27,2 % for the continuity commitment variable and 39,8% for the normative commitment variable.