The Impact of Organizational Commitment and Job Performance in The Context of Self-Construal Theory: An Assessment of Food and Beverage Businesses

Abstract

Purpose – With reference to self-construal theory, this study aimed to examine the correlation between organizational commitment and job performance. Design/Methodology/Approach – The researchers collected the data from employees working in 4- and 5-star hotels in Antalya. Findings – Since the result of the sphericity test (p<0.05) for the suitability of the explanatory factor analysis was significant for the data pertaining to 516 randomly selected participants in the sample group, the researchers found the data set to be suitable for factor analysis. Regarding the scope and number of questions addressed to the sample group, self-construal (Cronbach's alpha= 0.766), organizational commitment (Cronbach's alpha= 0.766), and work performance (Cronbach's alpha= 0.830) achieved high levels of reliability. According to the results of the analysis, the impact of organizational commitment on work performance (B =1.1903, SE= .1746 p<.001, BC 95%, p=0.0000) was positive and significant. In addition, independent self construal (B =-.1156, SE= .0471, p<.001, BC 95%, p=.0145) and interdependent self construal (B =-.0933, SE= .460, p<.001, BC 95%, p=.0430) fully mediated the impact of organizational commitment on job performance. Discussion – In recent years, psychological concepts have contributed to understanding human behavior both theoretically and practically. Findings on workers' psychosocial behaviors were underpinned and corroborated by a variety of studies. While the independent self construal affected the impact of organizational commitment on job performance negatively within the framework of independent self construal, the interdependent self construal affected it positively.