Abstract:

It is stated that factors such as exclusion, constant criticism and stress in working life will affect the attitudes and behaviors of individuals toward the organization and may even cause a decrease in organizational commitment levels. From this point of view, the aim of the study is to examine workplace bullying and perceived stress on the predictive power of organizational commitment. The sample group of the study, which is a relational screening model, consists of 394 (Mage=37.96±7.87) people, 212 women and 182 men. Participants of this study answered the “The Negative Act Questionnaire (NAQ-R)”, “Perceived Stress Scale (PSS)” and “Organizational Commitment Scale (OCS)”. ANOVA, MANOVA, t-test, and multiple linear regression analysis were used to analyze the data. According to the results, the participants' mean scores of "NAQ-R" differed significantly according to gender, while their "PSS" scores did not differ significantly. According to the results of the analysis for the gender variable, it was determined that the mean scores of the participants in the "emotional commitment" sub-dimension of the "OCS" differed significantly. The MANOVA results showed that the main effect of the educational status variable on the "OCS" scores was significant and caused a statistically significant difference in all sub-dimensions of the scale. A significant and positive relationship was found between the participants' length of service and their “PSS” mean scores. As a result of multiple regression analysis, workplace bullying and perceived stress were significant predictors of organizational commitment. For these reasons, it is thought that it is possible to reduce perceived stress and increase the level of organizational commitment by improving working conditions.

Keywords: