The role of internal motivation in the effect of psychological capital on commitment to

In the business world, which is obliged to constantly develop, change and renew itself, it is a necessity to use human resources effectively in order to increase efficiency and benefit. It is possible to benefit from various management philosophies and methods in order to use human resources effectively. One of these methods is psychological capital, which refers to a set of resources that a person can use to improve their performance and achievements in business life. Employees commitment to their jobs can be identified as one of the most important issues for the organization to be successful. Employee's commitment to his job is the basis of effective use of human resources. Employees who are committed to their jobs do not have difficulty in performing their assigned duties and prioritize the interests of the organization. Organizations should manage their human resources effectively to provide success and continuity. Motivation lies behind the effective use of human resources. The higher the internal motivation of the employees of the organization, the more their commitment to work, their performance and job satisfaction will be. The aim of this study is to reveal the mediating role of intrinsic motivation in the effect of psychological capital on job commitment. The study was designed according to the scanning model in which the relationships between two or more variables were analyzed. A model was established to guide the research and form the hypotheses, and the testing process was carried out with SEM. Questionnaire method was used as a data collection tool in the study. The sample of the study consists of 487 employees created by the random sampling method among the public employees living in Kırşehir. In this study, three scales will be employed. First one is psychological capital scale, which is developed by Luthans et al., and translated into Turkish by Çetin and Basım (2012). The second one is UWES Work Commitment Scale, which is developed by Schaufeli et al. (2002) and translated into Turkish by Eryılmaz and Doğan (2012). The last one is the Internal Motivation Scale, which is developed by Mottaz (1985) and translated to Turkish by Dündar et al. (2007). Exploratory and Confirmatory Factor Analysis Test, Structural Equation Modeling, Independent Samples T Test, One Way Anova analysis were used in the evaluation of the data obtained from the scales. As a result of the analysis, it was concluded that psychological capital and work commitment has a direct effect on intrinsic motivation. It has been implied by the analysis that intrinsic motivation has a partial mediating effect on the interaction between psychological capital and work commitment.