EĞİTİM, ÖRGÜTSEL BAĞLILIK VE İŞTEN AYRILMA NİYETİ ARASINDAKİ İLİŞKİLERİN İNCELENMESİ

Year 2007, Volume: 7 Issue: 2, 613 - 628, 01.10.2007

Ebru Tolay Sabuncuoğlu

Abstract

Bu çalışmanın amacı, bireylerin, çalıştıkları örgütteki eğitim faaliyetlerine ilişkin algılamaları, örgütsel bağlılıkları ve işten ayrılma niyetleri arasındaki ilişkilerin incelenmesidir. Bu doğrultuda, değişkenler arasındaki neden-sonuç ilişkilerini incelemek için bir model kurulmuş ve modeli test etmek için yol (path) analizinden yararlanılmıştır. Türkiye‟nin 500 büyük işletmesinde çalışan 637 kişi üzerinde yapılan araştırma sonuçları, “amir ve çalışma arkadaşlarının desteği” dışındaki tüm eğitim değişkenlerinin, işten ayrılma niyetini örgütsel bağlılık aracılığı ile etkilediğini; doğrudan etkilerinin ise, dolaylı etkilerinden daha düşük olduğunu göstermiştir

Keywords

Eğitim, Örgütsel Bağlılık, İşten Ayrılma Niyeti

ANALYSING OF THE RELATIONSHIPS BETWEEN TRAINING, ORGANIZATIONAL COMMITMENT AND INTEND TO LEAVE

Abstract

The purpose of this study is to analyse the relationships between perceptions of individuals about the training activities in their organizations, organizational commitment and intend to leave. To examine the cause-effect relationships of these variables, a model is developped and benefit from path analysis to test the model. The results of research which is applied individuals who are working in Turkey‟s Top 500 Industrial Enterprise show that, all training variables, exception of “support from supervisor and colleagues”, effect intend to leave, with the mediation of organizational commitment; also the direct effects are lower than indirect effects

Keywords

Training, Organizational Commitment, Intend to Leave

References

• Allen, N. J. ve Meyer, J. P. (1990): “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, 63: 1-18.
• Alliger, G. M. ve Janak, E. A. (1989): “Kirkpatrick‟s Levels of Training Criteria: Thirty Years Later”, Personnel Psychology, 42(2): 331-342.
• Aycan, Z. ve Balcı, H. (2001): “Hizmetiçi Eğitimin Etkililiğini Yordayan Bireysel ve Kurumsal Faktörler”, Türk Psikoloji Dergisi, 16(48): 13-31.
• Backeberg, Pamela Dawn. (2000): The Effects of Level of Training on Employee Perceived Empowerment, Commitment and Job Performance, Master of Science Degree, University of Nevada, LasVegas.
• Bartlett, Kenneth Russell. (1999): The Relationship Between Training and Organizational Commitment In The Health Care Field, The Degree of Doctor of Philosophy, The University of Illınois, Urbana.
• Becker, H.S. (1960): “Notes On the Concept of Commitment”, American Journal of Sociology, 66: 32-42.
• Clugston, M. (2000): “The Mediating Effects of Multidimensional Commitment on Job Satisfaction and Intent to Leave”, Journal of Organizational Behavior, 21(4): 477-486.
• Erol, Vedat. (1998): İş Tatmini ve Örgütsel Bağlılık, Yayınlanmamış Yüksek Lisans Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
• Love, T. (1998): “Training Can Reduce Employee Turnover”, Nation‟s Business. 86(8).
• Mathieu, J. E. (1991) : “A Cross-Level Nonrecursıve Model of the Antecedents of Organizational Commitment and Satisfaction”, Journal of Applied Psychology, 76(5): 607-618.
• Mathieu, J. E., Tannenbaum, S. I., Salas, E. (1992): “Influences of Individual and Situational Characteristics on Measures of Training Effectiveness”, Academy of Management Journal, 35(4): 828-847.
• Maurer, T. J. ve Tarulli, B. A. (1994): “Investigation of Perceived Environment, Perceived Outcome, and Person Variables in Relationship to Voluntary Development Activity by Employees”, Journal of Applied Psychology, 79(1): 3- 14.
• Meyer, J. P. ve Allen, N. J. (1991): “A Three-Component Conceptualization of Organizational Commitment”, Human Resource Management Review, 1(1): 61- 89.
• Meyer, J. P., Allen, N. J., Smith, C. A. (1993): “Commitment to Organizations and
• Conceptualization”, Journal of Applied Psyhology, 78(4): 538-551. Extension and Test of a
• Three-Component Meyer, John P. ve Allen, Natalie J. (1997): Commitment in the Workplace, Theory, Research and Application. Sage Publications, Inc.: London.
• Meyer, J. P. ve Smith, C. A. (2000): “HRM Practises and Organizational Commitment: Test of a Mediation Model”, Canadian Journal of Administrative Sciences, 17(4): 319-332.
• Mowday, R. T., Steers, R. M., Porter, L. W. (1979): “The Measurement of Organizational Commitment”, Journal of Vocational Behavior, 14: 224-247.
• Mowday, Richard T., Porter, Lyman W., Steers, Richard M. (1982): Employee- Organization Linkages, The Psychology of Commitment, Absenteeism and Turnover. Academic Press, Inc.: New York.
• Noe, R. A. ve Schmitt, N. (1986): “The Influence of Trainee Attitudes on Training Effectiveness: Test of a Model”, Personnel Psychology, 39(3): 497-523.
• Noe, R. A. ve Wilk, S. L. (1993): “Investigation of the Factors That Influence Employees‟ Participation in Development Activities”, Journal of Applied Psychology, 78(2): 291-302.
• Noe, Raymond A. (2002): Employee Training and Development. McGraw-Hill Companies, Inc.: USA.
• Porter, L. W., Steers, R. M., Mowday, R. T., Boulian, P. V. (1974): “Organizational Commitment, Job Satisfaction, and Turnover Among Psychıatric Technicians”, Journal of Applied Psychology, 59(5): 603-609.
• Smith, Catherine A. (1995): Human Resource Practices and Policies as Antecedents of Organizational Commitment, The Degree of Doctor of Philosophy, The University of Western Ontario, Canada.
• Tannenbaum, S. I., Mathieu, J. E., Salas, E., Cannon-Bowers, J. A. (1991) : “Meeting Trainees‟ Expectationas: The Influence of Training Fulfillment on the Development of Commitment, Self-Efficacy, and Motivation”, Journal of Applied Psychology, 76(6): 759-769.
• Wiener, Y. (1982): “Commitment in Organizations: A Normative View”, Academy of Management Review, 7(3): 418-428.