Abstract:

In this study, the relationship between organizational commitment and work satisfaction was studied at the level of differences between X and Y generations. For this purpose, the relationships between “emotional commitment”, “continuous commitment” and “normative commitment” and “work satisfaction”, which are the underdimensions of organizational commitment, have been explained separately. Then the relationships between demographic variables, dependent and independent variables and the subdimensions of these variables are indicated. Our research was conducted in the private sector and public institutions, organizations of different sizes and structures, and 569 people participated in the research. The researchers used the three-component (emotional, continuous and normative) commitment scale and personal information forms developed by Allen and Meyer in 1990 as the Minnesota Business Satisfaction Scale as well as the Organizational Responsibility Scale. When working satisfaction survey was created; Minnesota’s work satisfaction scale was used. This scale is a scale developed according to Herzberg's Double Factor Theory (1965) and Minnesota's Business Compliance Theory (Lofquist and Dawis, 1978) . The organization’s commitment survey was developed by Allen and Meyer (1990) and the three-dimensional organization’s commitment scale. In the framework of the study, data from various sectors such as banking-finance, education, food, chemistry, retail, electronics, automotive, tourism, information, textile have been collected. The fact that the research was carried out in Istanbul is one of the limitations; therefore the results obtained may not be generalized. As an important conclusion of the study, the continuity of the X and Y generations has a positive but meaningless effect on work satisfaction in the X generations, while in the Y generations it has a negative and meaningful effect.

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