The relationship between perceived organizational support and organizational identification within the framework of new public administration: The case of Mani̇sa Provincional Foresty and Agriculture Administration

With the transition from traditional public management to new public management, changes have been experienced in the public sector in terms of structural, organizational and personnel system. In this process, while the focus shifted from policy to management, the hierarchy was replaced by the horizontal institutional structure; result-oriented, flexibility in service and the importance of saving resources. With this structure, the public personnel regime has been replaced by human resources management. Within the framework of this change in the use of human resources, measures have been taken to increase the organizational identification of public personnel and policies have been started to increase the perception of organizational support of personnel. In this study, it is aimed to investigate the effect of the perception of organizational support on organizational identification within the framework of the human resources management approach created by the new public management effect. For this purpose, the data collection tool consisting of Sociodemographic Information Form, Perceived Organizational Support Scale and Organizational Identification Scale were administered to 423 people working in T.C. Manisa Provincial Directorate of Agriculture and Forestry, Ministry of Agriculture and Forestry. SPSS 23.00 was used for the analysis of the research data, and descriptive statistics, Pearson correlation, regression, t-test and ANOVA techniques were used in the data analysis. The findings were evaluated at 95% confidence interval and 5% significance level. According to the findings of the research, the perception of organizational support among public personnel increases the organizational identification. However, it was determined that organizational support perception and organizational identification were low in small age groups and individuals with low public and business experience in general. The level of organizational identification is high among the employees who are married and have more children. In terms of educational status, it was determined that organizational identification levels of undergraduate graduates were higher in graduate and high school graduates together with primary and high school graduates.