This study arisen from the basic hypothesis that employees with high job satisfaction also have high organizational\ncommitment analyzed the importance of leadership behavior for institutions through different sub-dimensions. For\nthat purpose, while analyzing the effects of leadership behavior upon organizational commitment and job satisfaction,\neffects of commitment level upon employee satisfaction were also evaluated. Within the scope of the study, 234 valid\nquestionnaires were collected from different public institutions, and the data obtained from these questionnaires\nwere evaluated through multiple regression analyses. The analysis results indicated that leadership behaviors had a\nsignificant effect upon organizational commitment and job satisfaction; however, this effect was lower than expected.\nPracticing this research to the public sector where employees have been accepted as a mechanical factor of the state\nboth provided a contribution upon the relevant literature and offered important suggestions for the practitioners.
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