ÖRGÜTSEL HAFIZA KAYBINI ÖNLEMEDE İŞTEN AYRILMA MÜLAKATLARI: BİR MÜLAKAT FORMU ÖRNEĞİ

Abstract

Following the recognition of the fact that knowledge is the most basic element of competitive advantage, the concept of organizational memory which is formed by the knowledge obtained from past experience has gained great importance in recent years. Due to the fact that organizational memory is generally in the minds of individuals, one of the fundamental threats for organizational memory is employee turnover. In this context, the exit interview has vital importance for the protection of the organizational memory. In the exit interview, questions are asked about different dimensions of the problem to employees who are leaving from the organization to reach and register their knowledge, skills and experience. This situation will prevent the organizational amnesia (loss of organizational memory) and will provide benefits for organization and new employees. The purpose of this study is to protect organizational memory and determine diffirent dimensions which come to the fore in the protection of the organizational memory to ensure knowledge transfer. In accordance with the purpose of this study, the exit interview systems dimensions were reviewed at natural gas distribution services of a holding which its headquarters located in Istanbul. Then it was tried to identify required dimensions for effective exit interview system

Keywords

• Exit Interviews, Employee Turnover, Organizatonal Memory, Organizational Amnesia

ÖRGÜTSEL HAFIZA KAYBINI ÖNLEMEDE İŞTEN AYRILMA MÜLAKATLARI: BİR MÜLAKAT FORMU ÖRNEĞİ

Abstract

Bilginin rekabet avantajı sağlayan en temel unsur olarak tanımlanmasıyla birlikte, geçmiş deneyimlerden elde edilen bilgilerin oluşturduğu örgütsel hafıza kavramı büyük önem kazanmıştır. Örgütsel hafızayı tehdit eden en temel tehlikelerden birisi, örgütsel hafızanın daha çok bireylerin zihinlerinde yerleşmesi nedeniyle çalışan devir hızıdır. Bu bağlamda, örgütsel hafızanın korunması için işten ayrılma mülakatları hayati önem taşımaktadır. İşten ayrılma mülakatlarında, ayrılan çalışanlara farklı boyutlarla ilgili sorulan sorular işten ayrılan çalışanın bilgi, beceri ve deneyimlerine ulaşılmasını ve bunların ustalıkla kayıt altına alınmasını sağlayacaktır. Bu durum örgütsel hafıza kaybını engelleyecek, hem örgüt hem de yeni alınacak çalışanlar için yararlı olacaktır. Çalışmanın amacı; örgütsel hafızanın korunması ve bilgi transferini sağlamaya yönelik olarak işten ayrılma mülakatlarında hangi farklı boyutların ön plana çıktığının belirlenmesidir. Çalışmanın amacı doğrultusunda, genel merkezi İstanbul’da bulunan bir holdingin doğal gaz dağıtım hizmeti sunan iştirakindeki işten ayrılma mülakat sisteminin boyutları incelenerek, etkin bir mülakat sistemi için olması gereken boyutlar belirlenmeye çalışılmıştır

Keywords

• İşten Ayrılma Mülakatı, Çalışan Devir Hızı, Örgütsel Hafıza, Örgütsel Hafıza Kaybı

References

1. COLVIN, A.J.S., BATT, R. ve KEEFE, J. (2005). “The Impact of Employee Voice and Compliance Mechanisms on Absenteeism, Discipline and Turnover”, CAHRS Working Paper Series, CAHRS WP05-13 : 1-12.
2. CROASDELL, D.T. (2001). “It’s Role In Organizational Memory and Learning”, Information System Management, Winter : 8- 11.
3. CROSS, R. ve BAIRD, L. (2000). “Technology Is Not Enough: Improving Performance By Building Organizational Memory”, Sloan Management Review, Spring : 69-78
4. DROST, D.A., O’BRIEN, F.P. ve MARSH, S. (1987). “Exit Interviews: Master The Possibilities”, Personnel Administrator, 32 : 104-110.
5. FELDMAN, D.C. ve KLAAS, B.S. (1999). “The Impact of Exit Questionnaire Procedures on Departing Employees Self Disclosure”, Journal of Mangerial Issues, 11 : 13-25.
6. GIACOLANE, R.A. ve DUHON, D. (1991). “Assessing Intended Employee Behaviour in Exit Interviews”, The Journal of Psychology, 125 : 83-90.
7. GIACOLANE, R.A., KNOUSE, S.B. ve MONTAGLIANI, A. (1997). “Motivation for and Prevention of Honest Responding in Exit Interviews and Surveys”, Journal of Psychology, 131: 438–448.
8. GIACOLANE, R.A., KNOUSE, S.B. ve POLLARD, H.G. (1999). “Willingness To Report Unethical Behavior in Exit Surveys”, Teaching Business Ethics, 3 : 309–321.

9. HINRICHS, J.R. (1971). “Employees Coming and Going”, Personnel, 48 : 30–35.
10. KIZILDAĞ, D. (2009). “İşten Ayrılma Mülakatları ve Örgütsel Hafıza İlişkisi: Mülakat Hafıza Kaybını Önler Mi?”, 17.Ulusal Yönetim ve Organizasyon Kongre Kitabı, Osmangazi Üniversitesi Yayını, 440-445.
11. KNOUSE, S.B., BEARD, J.W., POLLARD, H.G. ve GIACOLANE, R.A. (1996). “Willingness to Discuss Exit Interview Topics: The Impact of Attitudes Toward Supervisor and Authority”, The Journal Of Psychology, 130 : 249-261.
12. KRANSDORFF, A. ve WILLIAMS, R. (2000). “Managing Organizational Memory: The New Competitive Imperative”, Organizational Development Journal, 18 : 107-117.
13. KRUSE, S.D. (2003). “Remembering As Organizational Memory”, Journal of Educational Administration, 41 : 332-347.
14. LAHEI, D. (2005), “The Impact of Corporate Memory Loss”, Leadership in Health Services, 18 : 35- 47.
15. LEAHEY, M. ve HENDERSON, G. (1991). “When Nurses Terminate: The Exit Interview/ Questionnaire”, Nursing Economics, 9 : 336-342.
16. LECK, J.D. ve SAUNDERS, D.M. (1992). “Hirschman's Loyalty: Attitude or Behavior?”, Employee Responsibilities and Rights Journal, 5 : 219-230.
17. LEE, J. ve JABLIN, F.M. (1992). “A Cross-Cultural Investigation of Exit, Voice, Loyalty and Neglect as Responses to Dissatisfying Job Conditions”, The Journal Of Business Communication, 29 : 203-228.
18. LEFKOWITZ, J. ve KATZ, M.L. (1969). “Validity of Exit Interviews”, Personnel Psychology, 22 : 445-455.
19. NAHAPIET, J. ve GHOSHAL, S. (1998). “Social Capital, Intellectual Capital, and the Organizational Advantage”, The Academy of Management Review, 23 : 242-266.
20. OTHMAN, R. ve HASHIM, A.N. (2004). “Typologizing Organizational Amnesia”, The Learning Organization, 11 : 273-284.
21. PARKER, L.E. (1997). “Silent Dissenters: A Model For Exploring The Sources and Consequences Of Principled Turnover”, Academy of Management Proceedings, 71-75.
22. POLLITT, C. (2000). “Institutional Amnesia: A Paradox of the Information Age”, Prometheus, 18 : 5-16.
23. ROMHARDT, K. (1997). “Processes of Knowledge Preservation: Away from a Technology Dominated Approach”, www.dfki.uni- kl.de/~aabecker/Freiburg/Final/Romhardt/romhardt.html, 01/07/2009.
24. SPENDER, J.C. (1996). “Organizational Knowledge, Learning and Memory: Three Concepts in Search of A Theory”, Journal of Organizational Change Management, 9 : 63-78.
25. STEIN, E.W. ve ZWASS, V. (1995). “Actualizing Organizational Memory with Information Systems”, Information Systems Research, 6 : 85-117.
26. STIJN, E.V. ve WENSLEY, A. (2001). “Organizational Memory and The Completeness of Process Modeling in ERP Systems: Some Concerns, Methods and Directions for Future Research”, Business Process Management, 7 : 181-194.
27. STOYKO, P. ve FANG, Y. (2007). Lost&Found: A Smart Practice Guide to Managing Organizational Memory, Canada School of Public Service.
28. WALSH, J.P. ve UNGSON, R.G. (1991). “Organizational Memory”, The Academy of Management Review, 16 : 57-91.