Research Summary
This research was implemented to a whether a relationship exists, connecting job satisfaction by theoretical use of work-related and organizational commitments, and how it relates towards age, gender, knowledge or skill, marital status, and designated variances. Organizational commitment essentially evaluates an employee’s commitment to their place of work where a company’s success is what drives the individual. Throughout the years, this term has been broken up into 3 multi-dimensional themes: affective, continuance, and normative commitment. These significant multi-dimensional areas of commitment are crucial for the reason that the more that is known about these areas, the more accurate an evaluation of the individual’s work relationships can be.
In the study, Professor Cetin analyzed data from an N-value of 132 academics across 4 universities in Turkey. To acquire his data, Professor Cetin sent out a personal data form, along with a 3 scale test consisting of a job satisfaction questionnaire, occupational commitment scale, and an organizational commitment scale. He utilized the t-test, one-way ANOVA, and the Pearson Moments Multiple Correlation Techniques to analyze his collected data from the previously stated methods. In our group project, we will concentrate on the ANOVA test; it is a much simpler technique to use when the means of three or more populations are being analyzed. For example, the t-test can only analyze two means at any given time, whereas the F-test can analyze more than three simultaneously with a more precise result. The more means which are in a population can lead to a miscalculation in the t-test, resulting in a rejection of a null ...