YETENEK YÖNETİMİ VE ÖRGÜTSEL BAĞLILIK İLİŞKİSİNDE İŞVEREN MARKASININ ARACI ROLÜNÜN İNCELENMESİNE YÖNELİK BİR ARAŞTIRMA

Abstract

Sürdürülebilir rekabet avantajı kaynağı olan çalışanların elde tutulması için yetenek yönetimi uygulamaları ve işveren markası çalışmaları önem arz etmektedir. Bu faaliyetleri dikkate alan organizasyonların, çalışanlarının kurumlarına olan bağlılıklarının artacağı düşünülmektedir. Araştırma, farklı sektörlerde çalışanların yetenek yönetimi uygulamalarına yönelik algılamaları ile örgütsel bağlılıkları arasındaki ilişkide, işveren markasının aracı rolünü incelenmesini amaçlamaktadır. Böylelikle, organizasyonlar açısından rekabet avantajı kaynağı olarak görülen çalışanların, organizasyona çekilmesi ve elde tutulması için olası unsurların neler olabileceği tespit edilebilecektir. Araştırmada, kavramlar arası ilişkiler sosyal değişim ve sosyal kimlik teorileri kapsamında incelenmiştir. Bu çerçevede, insan kaynakları uygulamalarından yetenek yönetimi faaliyetlerinin örgütsel bağlılık ile ilişkisi işveren markasının rolü bağlamında ele alınmıştır. Araştırma kapsamında, 375 çalışana yönelik bir anket çalışması düzenlenmiştir. Anket formu; yetenek yönetimi uygulamaları, işveren markası ve örgütsel bağlılık kavramlarını ölçecek ifadelerle birlikte, demografik nitelikleri belirleyen sorulardan oluşmaktadır. Araştırma sonucunda, çalışanların yetenek yönetimi uygulamalarına yönelik algılamaları ile örgütsel bağlılıkları arasındaki ilişkide, işveren markasının kısmi aracılık rolünün olduğu tespit edilmiştir. Ayrıca yetenek yönetimi uygulamalarının, örgütsel bağlılığa etkisi tespit edilirken aynı zamanda çalışanların işveren markasının algılamalarının örgütsel bağlığa etkisi de bulunmuştur.

Keywords

• Yetenek Yönetimi
• İşveren Markası
• Örgütsel Bağlılık.

Ethical Statement

ÇALIŞMANIN ETİK KURUL İZNİ: Yıldız Teknik Üniversitesi Sosyal ve Beşeri Bilimler Araştırmaları Etik Kurulu’nun 27.05.2021 tarih ve 2021/03 nolu toplantısı ÇALIŞMA DAHA ÖNCE HİÇBİR YERDE DEĞERLENDİRİLMEK ÜZERE SUNULMAMIŞTIR. ÇALIŞMA, İLK YAZARIN İKİNCİ YAZARIN DANIŞMANLIĞINDAKİ YÜKSEK LİSANS TEZİNDEN ÜRETİLMİŞTİR.

A RESEARCH TO EXAMINE THE MEDIATION ROLE OF EMPLOYER BRAND IN THE RELATIONSHIP BETWEEN TALENT MANAGEMENT AND ORGANIZATIONAL COMMITMENT

Abstract

Talent Management (TM) practices and Employer Branding (EB) activities are essential to retain employees, which are a source of sustainable competitive advantage. Organizations that consider these activities will increase their employees’ Organizational Commitment (OC) to their organizations. The research aims to examine the mediating role of the EB in the relationship between employees’ perceptions of TM practices in different sectors and their OC. In this way, it will be possible to determine the elements for attracting and retaining employees, who are seen as a source of competitive advantage for organizations. The research examined the relationships between concepts within the scope of social change and social identity theories. In this context, the relationship between TM activities, one of the human resources practices and OC is discussed in the context of the role of the EB. Within the scope of the research, a survey was conducted for 375 employees. The questionnaire form consists of questions that determine demographic characteristics and statements that will measure the concepts of TM practices, EB, and OC. As a result of the study, it was determined that the EB had a partial mediating role in the relationship between perceptions of TM practices and OC. In addition, while the effect of TM practices on OC was determined, the impact of employees' perceptions of the EB on OC was also found.

Keywords

• Talent Management
• Employer Brand
• Organizational Comitment.

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