ALGILANAN ÖRGÜTSEL DESTEĞİN, İŞ PERFORMANSI ÜZERİNE ETKİSİNDE ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ

Abstract

Karşılıklılık teorisi ve sosyal değişim teorisine göre organizasyonlarda, çalışanların algıladıkları destek, çalışanların örgütsel özdeşlemelerini ve iş performanslarını etkilemektedir. Bu araştırmada belirtilen kavramlar arasındaki ilişkiler genelinde; algılanan örgütsel desteğin iş performansı ve örgütsel özdeşleşme üzerindeki etkisi belirlenmeye çalışılmıştır. Aynı zamanda örgütsel özdeşlemenin algılanan örgütsel destek ile iş performansı arasındaki aracılık etkisini belirlemek amaçlanmıştır. Araştırma kapsamında, kolayda örnekleme yöntemi ile Gaziantep Organize Sanayi Bölgesi’ndeki 397 tekstil sektörü çalışanından elde edilen veriler ile belirtilen kavramların analizleri gerçekleştirilmiştir. Araştırma modeli yapısal eşitlik modellemesi yöntemlerinden birisi olan PLS-SEM yöntemi ile test edilmiştir. Elde edilen bulgular değerlendirilmiş ve bu kapsamda öneriler sunulmuştur. Bulgular, algılanan örgütsel desteğin örgütsel özdeşleşmeyi ve iş performansını olumlu ve anlamlı olarak etkilediği tespit edilmiştir. Algılanan örgütsel özdeşleşmenin iş performansı üzerinde olumlu etkisi tespit edilmiştir. Aynı zamanda algılanan örgütsel desteğin örgütsel özdeşleşme aracılığıyla iş performansı üzerinde olumlu etkisi tespit edilmiştir. Son olarak araştırma sonucunda ulaşılan bulgular ışığında algılanan örgütsel desteğe ilişkin değerlendirme ve önerilerde bulunulmuştur.

Keywords

• Örgütsel Destek
• İş Performansı
• Çalışan Yönetimi
• Örgütsel Destek, Örgütsel Özdeşleşme, İş Performansı, Çalışan Yönetimi

THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON JOB PERFORMANCE

Abstract

According to the reciprocity theory and the social change theory, the perceived support of employees in organizations affects their organizational identification and job performance. In terms of the relations between the concepts mentioned in this research; The effect of perceived organizational support on job performance and organizational identification was tried to be determined. At the same time, it was aimed to determine the mediating effect of organizational identification between perceived organizational support and job performance. Within the scope of the research, the data obtained from 397 textile sector employees in Gaziantep Organized Industrial Zone with the convenience sampling method and the analysis of the specified concepts were carried out. The research model was tested with the PLS-SEM method, which is one of the structural equation modeling methods. The findings were evaluated and suggestions were presented in this context. Findings revealed that perceived organizational support positively and significantly affects organizational identification and job performance. It has been determined that perceived organizational identification has a positive effect on job performance. At the same time, a positive effect of perceived organizational support on job performance through organizational identification has been identified. In the light of the findings obtained as a result of the research, evaluations and suggestions were made regarding the perceived organizational support.

Keywords

• Organizational Support
• Organizational İdentification
• Job Performance
• Employee Management

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