ÖRGÜT KÜLTÜRÜ, ÇALIŞANLARIN ÖRGÜTSEL BAĞLILIK VE MOTİVASYON DÜZEYLERİ İLE PERFORMANS ARASINDAKİ İLİŞKİ ÜZERİNE BİR DEĞERLENDİRME

In line with the data obtained as a result of the literature review, it can be said that the commitment that employees develop towards their businesses makes significant contributions to the competitive advantage of businesses. In fact, this result is an expected result. It can be said that the organizational commitment levels of employees working in enterprises change depending on their motivation levels. On the contrary, the motivation levels of employees working in enterprises and their willingness to do their jobs may also differ depending on their level of organizational commitment. Both assumptions may be valid according to the situation and conditions. On the other hand, it is also assumed that organizational culture has an effect on organizational commitment. The positive development of organizational culture and its effect on organizational commitment can actually increase the performance of the business and employees. Organizational culture can have direct and indirect effects on performance and organizational commitment. On the other hand, it can be seen in the literature that the motivation levels of employees have an effect on performance. However, ensuring employee motivation and increasing employees' willingness to do their jobs may differ according to organizational culture and organizational commitment levels. In other words, it can be said that employees' motivation is affected by organizational culture and organizational commitment levels.The purpose of this study is to conceptually examine the impact of organizational culture on the level of employee motivation and organizational commitment of employees on business performance and to provide a framework for understanding this relationship. This framework emphasizes the importance of motivational factors and organizational culture on business performance as well as employee engagement level. Because it is assumed that employees with high motivation levels show more commitment to their jobs. In addition, the existence of a positive organizational culture in the business makes it easier for businesses to achieve their goals. Therefore, understanding and increasing the level of organizational commitment of employees is a critical step in improving the performance of the business. The focus of the study is to understand the relationship between organizational culture, employee motivation and organizational commitment and business performance and to provide recommendations to businesses in this regard. On the other hand, as a result of the evaluations made within the scope of the study, it is aimed to propose a model for a future applied research. This research involves an in-depth review of the existing literature and an evaluation of previous research. The data collected from various academic sources and the findings obtained using various research methods form the basis of the study. As a result of the in-depth literature review and evaluations, it can be said that employees' organizational commitment and positive organizational culture positively affect business performance. Employees who are committed to the organization have higher levels of job satisfaction and motivation. In addition, it has been determined that there are various strategies that businesses can implement to increase organizational commitment. This study emphasizes the importance of organizational culture and organizational commitment of employees in terms of business performance and offers suggestions to businesses on how they can make improvements in this area. Increasing employee engagement can help businesses achieve sustainable success and provide competitive advantage. It is important for businesses to implement various strategies to increase employees' organizational commitment. These include human resource management, open communication, fair management practices, work-life balance policies, policies that provide job satisfaction and practices that encourage employee participation. It is also important to invest in leadership training and employee development.