• ISSN: 2010-023X
    • Frequency: Bimonthly
    • DOI: 10.18178/IJTEF
    • Editor-in-Chief: Prof.Tung-Zong (Donald) Chang
    • Executive Editor: Ms. Cherry L. Chen
    • Abstracting/ Indexing: Engineering & Technology Digital Library, ProQuest, Crossref, Electronic Journals Library , EBSCO, and Ulrich's Periodicals Directory
    • E-mail: ijtef@ejournal.net
IJTEF 2016 Vol.7(3): 56-61 ISSN: 2010-023X
DOI: 10.18178/ijtef.2016.7.3.499

Organizational Identification and Psychological Contract Relationship between Public Employees

Ayhan Bayram and Ece Zeybek
Abstract—The aim of this research to determine which factors are affecting the relationship between psychological contract and to organizational identify in public employees.
   In face to face interviews with 128 government employees were interviewed and easy research using sampling methods. After failing ones have screened a total of 123 surveys analyzed and subjected survey analysis. In order to measure the psychological contract by Millward and Hopkins (1998) it was developed by and by Mimaroğlu (2008) Turkish version, tested the validity and reliability of the psychological contract questionnaire was used. The scale consists of two dimensions. There are 17 items on the scale. By Mael and Ashforth to measure to organizational identification (1992) developed by Plug and by Aydemir (2004) Turkish version, the validity and reliability of the scale tested organizational identification was used. The scale consists of single sub-dimensions. There are 7 items in the scale. Kolmogorov-Smirnov test was determined to be in accordance with the normal distribution of data. Therefore, Mann-Whitney U and Kruskal-Wallis H test was used to compare variables which are the non-parametric tests.
   Psychological contract and organizational identification shall gender, age and education variables vary and operational with relational dimensions between significant positive at the level of 22.2% (p=,013<.05) was determined to be a very weak relationship.
   Psychological contract and organizational identification levels may vary based on factors such as the personal perception, the severity of the expectations and beliefs towards the meeting. In the evaluation of the psychological contract and organizational identification levels of public employees, gender, age and education level should be taken into consideration and this work should be done by the developer.

Index Terms—Confusion, organizational productivity, relational and transactional.

The authors are with Istanbul Arel University, Turkey (e-mail: ayhan_bayram1987@hotmail.com.tr, ecezeybek@arel.edu.tr).

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Cite: Ayhan Bayram and Ece Zeybek, "Organizational Identification and Psychological Contract Relationship between Public Employees," International Journal of Trade, Economics and Finance vol.7, no.3, pp. 56-61, 2016.

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