Özet:

As a result of globalization, competition and developing technology, one of the important capital of the organizations was employees. It makes it easier for organizations that care and value their employees to their goals and goals. In this facilitation role, employees trust their managers and organizations and accept the objectives and values of the organization. With this acceptance, organizational commitment is provided and the performance is reflected. This reflection ensures that the working factor in the business life is developed by ideas rather than a normal production factor, that creativity is appreciated, that competition is in the forefront, and that innovation is seen as a value. This situation increases the performance, productivity and satisfaction of employees by strengthening their organizational commitment. The purpose of this work in this context is to determine the interaction of organizational commitment on work performance. In the framework of the work; from 112 Emergency Service employees in the Adana province center, 208 volunteers have been reached. The correlation analysis results and the findings that we obtained have identified the organizational commitment and (r=0.253) sub-factors (R=0.298, Continuous r=0.057, Normative r=0.276) and the work performance very weak and low-level positive significant relationships. Regression analysis found that organizational commitment (β=0.278 p<0.05) and subfactors Emotional commitment (β=0.257 p<0.05), normative commitment (β=0.204 p<0.05) have a positive impact on work performance. Also the under factor of organizational commitment is the continued commitment (β= 0.038 p>0. 5) It is not affected by the performance of the work.

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