Organizational commitment in telecommunication sector: Socio-demographic factors and Afghanistan-Turkey analysis in power distance dimension

The survival of organizations depends on creating a competitive advantage. One of the most important factors in creating this advantage is the human resource of the organization. In this perspective, it is very important to have human resources that are committed to the organization, adopt the identity of the organization, in other words, see the general goals of the organization as their own personal goals. This issue is evaluated with the theory of organizational commitment. According to Meyer and Allen's research, organizational commitment is addressed in three basic dimensions: Affective commitment, Continuance commitment and Normative commitment. On the other hand, as we enter the fifth stage of the industrial revolution, communication plays an important and valuable role in the growth of countries and the telecommunication sector has an important place. As far as it's known, this sector is important as well as a sector with a high personnel turnover rate. Therefore, in this study, Afghanistan-Turkey analysis of affective and normative commitment dimension in terms of social-demographic factors and power distance dimension of organizational commitment in telecommunication sector is aimed. Telecommunication workers in Turkey and Afghanistan towards this goal were reached through an Online survey. The collected data were analyzed using Structural Equation Modeling at the end of the data collection process. In the proposed research model, the SEM analysis was evaluated and as a result of the analysis, it was found that education, affective commitment and seniority had a significant effect on normative commitment in Turkey. Gender and power distance had a significant effect on normative commitment in Afghanistan.