The Effect of the Unique Features of Y Generation on Organizational Commitment / Y Kuşağının Belirleyici Özelliklerinin Örgütsel Bağlılık Üzerindeki Etkisi

Mustafa Emre Civelek, Murat Çemberci, Mehmet Saim Aşçı, Sabri Öz



In this research, the determinants of the generations and unique characteristics of Generation Y are examined and the effect of this unique characteristics on organizational commitment is investigated. In the introduction part of the research, different features separating the generations from each other were mentioned and the studies done in this subject were examined and the studies and findings of different researchers were evaluated. In the final part of the survey, there is the analysis result of the survey collected from overall Turkey from 8 corporations. Sample size of this research is 267.  In order to measure organizational commitment, the scale developed by Allen and Meyer was used (Allen & Meyer, 1993). In order to measure team working, the scale developed by Levi and Slem was used (Levi & Slem, 1995). In order to measure playful spirit at work, the scale developed by Berg was used (Berg, 2011). According to the test results, there is a positive and significant relationship between Workplace fun and Team Working and between Team Working and Organizational Commitment. Contrary to expectation, there is not directly relation between organizational commitment and workplace fun. But work place fun positively effects organizational commitment through team working indirectly. The results of this research are to confirm that employees will be more likely to work in teams if organization environments are established to make them happy and entertained, thereby increasing their organizational commitment.


Bu araştırmada Kuşakların belirleyici özellikleri incelenerek Y kuşağını diğer kuşaklardan ayıran özelliklerin neler olduğu ve bu özelliklerin örgütsel bağlılık üzerinde ne gibi bir etkisi olduğu araştırılmaktadır. Araştırmanın giriş kısmında kuşakları birbirinden ayrıştıran farklı özelliklere değinilmiş ve bu konuda yapılan çalışmalar incelenerek farklı araştırmacıların çalışma ve tespitleri değerlendirilmiştir. Araştırmanın son bölümünde, Türkiye genelinde Y kuşağının örgütsel bağlılık düzeylerini ölçmek üzere 8 kurumda 267 kişiye uygulanan araştırmanın analiz sonuçları bulunmaktadır.  Örgütsel bağlılık düzeyini ölçmek için Allen and Meyer tarafından geliştirlen ölçek kullanılmıştır.Takım çalışmasına yatkınlık düzeyini ölçmek için Levi and Slem tarafından geliştirilen ölçek kullanılmıştır. Eğlenerek çalışma isteğini ölçmek için Berg tarafından geliştirilen ölçek kullanılmıştır. Hipotez testi sonuçlarına göre, eğlenerek çalışma ile takım çalışması arasında ve takım çalışması ile örgütsel bağlılık arasında pozitif ve anlamlı bir ilişki bulunmuştur. Beklenenin aksine, örgütsel bağlılık ile eğlenerek çalışma arasında doğrudan bir ilişki bulunamamıştır. Ancak, eğlenerek çalışma takım çalışması aracılığıyla dolaylı olarak örgütsel bağlılığı olumlu yönde etkiler. Bu araştırmanın sonuçlarına göre, çalışanlar örgüt ortamı daha eğlenci olduğunda takım çalışmasına daha yatkın olmaktadırlar.

Anahtar Kelimeler

Y nesli, Örgütsel bağlılık, Takım çalışması, Eğlenerek çalışma; Generation Y, Organizational commitment, Team working, Workplace fun.

Tam Metin:

PDF (English)


Allen, N. & Meyer, J. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Occupational Psychology, 78, 538-551.

Anderson, J. & Gerbing, D. (1988). Structural Equation Modelling in Practice: A Review and Recommended Two-Step Approach. Psychological Bulletin.

Arsenault, P. M. (2004). Validating Generational Differences. The Leadership and Organizational Development Journal, 25 (2), 315.

Bagozzi, R. P. & Yi, Y. (1990). Assessing Method Variance in Multitrait-Multimethod Matrices: The Case of Self-reported Affect and Perceptions at Work. Journal of Applied Psychology, 75(1), 547-560.

Berg, D. (2011). The power of a playful spirit at work. The Journal for Quality and Participation, 24, 57-62.

Byrne, B. M. (2010). Structural Equation Modeling with AMOS. New York: Routledge Taylor & Francis Group.

Castellano, G. W. (2016). 21. Yüzyıl İşgücü Adanmışlığı İçin Uygulamalar, Değişen İşyerinde Yetenek Yönetiminin Zorlukları, Çev. Ed. Kunday, Ö., Nobel Akademik Yayıncılık, Ankara.

Crossman, A. & Lee-Kelley, L. (2004). Trust, commitment and team working: the paradox of virtual organizations. Global Networks, 4(4), 375-390.

Desimone, R. L. & Harris, D. M. (2002). Human Resource Development, Philadelphia.

Elkind, D. (1978). Understanding the young adolescent. Adolescence, 13, 127-134.

Erikson, E. H. (1980). Identity and the Life Cycle. NewYork: W.W. Norton & Company,Inc.

Fornell, C. & Larcker, D. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50.

Gardner S. F. (2006). Preparing for the Nexters. American Journal of Pharmaceutical Education, 70 (4), 1-10.

Gerke M. L. (2001). Understanding and leading the quad matrix: four generations in the workplace: the Traditional Generation, Boomers, Gen X, Nexters. Seminars for Nurse Managers, 9 (3), 173–181.

Gibbon, B.; Watkins, C.; Barer, D.; Waters, K.; Davies, S.; Lightbody, L. & Leathley, M. (2002). Can staff attitudes to team working in stroke care be improved? Journal of Advanced Nursing, 40(1), 105-111.

Goldberg, L. R. (1990). An Alternative Description of Personality’ the Big Five Factor Structure, Journal of Personality and Social Psychology, 59, 213-227.

Hills C.; Ryan S.; Smith D. R. & Warren H. (2012). The Impact of Generation Y Occupational Therapy Students on Practice Education. Australian Occupational Therapy Journal. 59, 156-163.

Hinsen, P. (2010). The New Normal: Explore the Limits of the Digital World. Gent, Belgium: Mach Media.

Hogg, D. (2012). Application of Groupthink to Generation Y Decision Making Processes within a Professional Services Context in New Zealand. International Journal of Business and Management. 8 (8), 69-79.

Hopkins, D. & Stephenson, J. (2014). Generation Y mobilities through the lens of energy cultures: a preliminary exploration of mobility cultures. Journal of Transport Geography, 38(1), 88–91.

Howe, N. & Strauss, W. (1992). The New Generation Gap, the Atlantic Monthly, 67-89.

Howe, N. & Strauss, B. (2000). Millennials rising: The next greatest generation. New York: Vintage Books.

Hutchinson, D. (2012). Attracting and Maintaining the Y Generation in Nursing: A Literature Review. Journal of Nursing Management, 444–450.

Kelan, E. L.; Gratton, L.; Mah, A. & Walker, L. (2009). The Reflexive Generation: Young Professionals' Perspectives on Work, Career and Gender. London Business School.

Kupperschmdth, B. (2000). Multigeneration employees: Strategies for effective management. The Health Care Manager, 19, 65–76.

Levi, D. & Slem, C. (1995). Team work in R&D organizations: The characteristics of successful teams. International Journal of Industrial Ergonomics, 16, 29-42.

Lissitsa, S. & Kol, O. (2016). Generation X vs. Generation Y – A decade of online shopping. Journal of Retailing and Consumer Services, 31(1), 304-312.

Lower J. (2008). Brace yourself here comes generation Y. Critical Care Nurse 28 (5), 80–85.

Maxwell, G.; Ogden, S. & Broadbridge, A. (2010). Generation Y's Career Expectations and Aspirations: Engagement in the Hospitality Industry. Journal of Hospitality and Tourism Management, 17(1), 53-61.

McCrea & Costa (2003). Personality in Adulthood, New York: Guilford Press.

McEwan, A. M. (2009). Generation Y: Coming to a Workplace near You. The Smart Work Company Ltd.

Mengi, Z. (2011)ürriyet

Morgan, C. N. (2011).Generational Differences in the Workplace. Louisville, KY: Midwest Academy of Management.

Notter J. (2005). Why Generations Matter, and Why They Don’t: The Business Realities of Diversity in the Workplace. Financial Management Symposium

Pekala, N. (2001). Conquering the generational divide. Journal of Property Management. November/December, 30-38

Pew Research Center. (2007). How Young People View Their Lives, Futures and Politics: A Portrait of Generations Next. January 9. Available at http://

Quinn, S. (2010). Generational challenges at the workplace, Ventus Publishing Aps,

Reeves, T. C. & Oh, E. 2008. ‘Generational differences, in Handbook of research on educational communications and technology’, Spector, M.D.Merrill, J.V.Merrienboer, M.P.Driscoll, (Eds.). 3th ed. Athens, Georgia.

Schawbel, D. (2012). Millennials vs. Baby Boomers: Who Would You Rather Hire? (21.02.2014).

Sheahan P. (2005). Generation Y: ThrivingandSurvivingWithGeneration Y at Work. Melbourne: Hardie Grant.

Small G. & Vorgan G., (2009). Modern Beynin Evrimi. (Merve Duygun, Çev.). İstanbul: Omega Yayınları.

Schwartz, S. H.; Melech, G.; Lehmann, A.; Burgess, S.; Haris, M. & Owens, V. (2001). Extending the cross-cultural validity of the theory of basic human with a different method of measurement. Journal of Cross-Cultural Psychology, 32 (5), 519-542.

Twenge J. M. & Campbell S. M. (2008). Generational differences in psychological traits and their impact on the workplace. Journal of Managerial Psychology. 23, 862-877.

Türk, A. (2013). Y Kuşağı. İstanbul: Kafekültür Yayıncılık.

Weston M. (2006). Integrating generational perspectives in nursing. Online Journal of Issues in Nursing, 11 (2).

Wood, J.; Baghurst, T.; Waugh, L. & Lancaster, J. (2008). Engaging students in the academic advising process. An Academic Advising Journal.

Yasa, E. & Bozyiğit, S. (2012). Y Nesli Tüketicilerinin Cep Telefonu ve GSM Operatörleri Tercihi: Mersin İlindeki Üniversite Öğrencilerinin Tercihlerini Belirlemeye Yönelik Pilot Bir Araştırma. Çağ University Journal of Social Sciences, 9(1), 33.

Yüksekbilgili, Z. (2013). Türk Tipi Y Nesli. Elektronik Sosyal Bilimler Dergisi, 12, (45).

Zempke, R.; Raines, C. & Filipczak, B. (2013). Generations at Work: Managing the Clash of Boomers, Gen Xers in the Workplace. 2nd Ed. New York: Amacom. (07.01.2013).



  • Şu halde refbacks yoktur.

Telif Hakkı (c) 2017 Journal of History Culture and Art Research

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.