Özet:

Earlier studies on motivation have all showed that there is a strong correlation between the organizational commitments and motivations of the workers. The purpose of this study is to investigate the effects of organizational commitment on individual’s extrinsic and intrinsic motivation which are effective factors of job motivation. With this purpose Explanatory Factor Analysis and Structural Equation Modelling (SEM) used to determine the effects of three sub factors of organizational commitment (affective commitment, continuance commitment and normative commitment) on extrinsic motivation and the effects of extrinsic motivation on intrinsic motivation. The data set is obtained from academicians at Afyon Kocatepe University-Turkey, by using “Organizational Commitment Questionnaire” which is modified form of Meyer and Allen’s (1997) organizational commitment scale (OCS) and the “Motivation Questionnaire” which is developed based on Mottaz (1985), Brislin et al. (2005), and Mahaney and Lederer’s (2006) motivation works. The results indicate that the intrinsic motivations of the academicians are more than their extrinsic motivation and much experienced academicians’ intrinsic and extrinsic motivations are higher than the others. The most effective organizational commitment on extrinsic motivation found as affective commitment while there is no significant effect of continuance commitment on extrinsic motivation. The effect of extrinsic motivation on intrinsic motivation is also found significant as expected. Because there were no statistically significant effects of organizational commitments on instrinsic motivation, structural equation modelling for this analysis is not given in the application part.

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