Effects of presenteeism and organizational commitment on organizational silence in the central organization of Department of Sports Services

Introduction and Objective: One of the prerequisites of effective and efficient provision of sports services, is the working conditions of the personnel and accordingly their outlook on organization. While presenteeism is the compensation for working even in case of illness, organizational commitment corresponds to a number of loyalty states to the institution that are being studied in various sub-dimensions. In addition to this, organizational silence is represented as the silence of employees in the institution due to various reasons. Presenteeism, organizational commitment and organizational silence are ranked as the conditions that affect employee productivity and thereby the work productivity. This study aims to determine the effect of the levels of presenteeism and organizational commitment of the employees of the central organization of Department of Sports Services on their organizational silences. Materials and Methods: A total of 402 people, including 162 women and 240 men, employed in the Central Organization of the Department of Sports Services, participated in the research. Questions to determine their demographic characteristics were asked and "Standford Presenteeism Scale", "Organizational Commitment Scale" and "Organizational Silence Scale" were applied to the employees. The obtained data were analyzed in the SPSS 22.0 for Windows statistical program. Kruskall-Wallis H and Mann-Whitney U tests were used to identify whether the values of the scales differed according to the demographic variables. The connection between the scales was assessed by the Bivariate Spearman correlation test. Findings: It was found that, there were significant differences between presenteeism levels according to age, marital status, education level, title and in-service training status. There was a significant difference among the normative commitment levels according to gender and in-service training participation status, between continuing and normative commitment levels according to their ages and education levels, and according to their titles, between normative and general organizational commitment levels. Significant differences were found among the levels of silence for the benefit of the organization according to gender, and according to their marital status and duration of work in this institution, and among the accepted silence, silence for the benefit of the organization, and general organizational silence levels. Furthermore, significant positive relationships were found among presenteeism, organizational commitment and organizational silence. Conclusion: It was deduced that presenteeism, organizational commitment and organizational silence levels of the employees of the Department of Sport Services differed according to personal factors, and also there were positive relations among presenteism, organizational commitment and organizational silence levels. Key Words: Sport Management, Presenteeism, Organizational Commitment