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Abstract


THE EFFECT OF ORGANIZATIONAL COMMITMENT ON JOB PERFORMANCE: MEDIATING EFFECT OF ORGANIZATIONAL JUSTICE THE MODERATING OF JOB INSECURITY

Employees' motivations, behaviours, emotions and attitudes play a critical role for companies. Organizational commitment facilitates the responsibilities of employees in line with the goals and objectives of the organization with motivation and volunteering. The main determinant of organizational commitment is the organizational justice. The perception of justice regarding the extent to which employees are treated or not treated fairly in the evaluation of their gains in their activities reveal the importance of the perception of justice in the increase or decrease of the performance of employees. Another important factor affecting the performance of employees is the job insecurity. Depending on its evaluation as a negative perception, job insecurity is likely to have negative consequences in terms of individual and organization. This study investigates the regulatory effect of organizational justice, job insecurity, on the effect of organizational commitment on contextual and task performance. For this purpose, data were collected through a questionnaire with 100 participants from the province of Elazig fire brigade workers. Confirmatory factor analysis was performed for scale validity, and relationships between variables were determined. In order to test the mediation and regulatory role, the significance of the indirect effects was examined and the boostrap method was used for this. As a result of the research, the mediating effect of organizational justice on the effect of normative commitment on contextual performance was determined. The regulatory effect of job insecurity in the effect of organizational commitment (normative, emotional, attendance) on functional and contextual performance has not been determined.



Keywords
Organizational commitment, Contextual performance, task performance, Organizatıonal Justice, Job Insecurity



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