Örgütsel Tutum Ve Davranışların İş Performansı ve İşten Ayrılma Niyetine Etkisi: İlişkisel Psikolojik Sözleşmelerin Aracılık Rolü

Year 2017, Issue: 12, 239 - 270, 01.07.2017

Reyhan Başaran

Abstract

Çalışanların örgütsel tutum ve davranışlarının, iş performansı ve işten ayrılma niyeti üzerindeki etkisinde ilişkisel psikolojik sözleşmelerin aracılık rolü olup olmadığının bu çalışmada değerlendirilmesi amaçlanmaktadır. Örgütsel tutum ve davranışların olumlu yönde geliştirilmesiyle, işletmenin istihdam sürecine katkı sağlanması ve varılan sonuçlara göre önerilerde bulunulması hedeflenmektedir. 868 çalışanın cevaplarından toplanan veriler analize uygun bulunmuştur. Çalışmanın nicel kısmında, verilerin analizi için güvenilirlik ve geçerlilik analizleri, açımlayıcı ve doğrulayıcı faktör analizi ile birlikte korelasyon analizleri yapılmıştır. Önerilen hipotetik model ve elde edilen veriler niceliksel olarak yapısal eşitlik modeli ile analiz edilmiştir. Elde edilen bulgulara göre, örgütsel özdeşleşmenin iş performansı üzerinde olumlu etkisi olduğu bulunurken, çalışmaya tutkunluğun iş performansı ve işten ayrılma niyeti üzerinde etkisinin olumlu olduğu görülmektedir. Araştırmanın bulguları ayrıca ilişkisel psikolojik sözleşmelerin, çalışmaya tutkunluk ve örgütsel özdeşleşme ile işten ayrılma niyeti arasında aracı rolü bulunduğuna dikkat çekmektedir.

Keywords

Çalışmaya Tutkunluk, Örgütsel Özdeşleşme, İş Performansı, İşten Ayrılma Niyeti.

The Impact of Organizational Attitudes and Behaviors on Job Performance and Intention to Leave: The Mediating Role of Relational Psychological Contracts

Abstract

The main purpose of this study to evaluate the impact of employees’ organizational attitudes and behaviors on job performance and intention to leave and mediating role of relational psychological contracts on the relationship. By developing organizational attitudes and behaviors in a positive way, it is aimed to contribute to the recruitment process and provide recommendations based on the conclusions reached. The sample data consisting of responses from 868 employees was considered suitable for the analysis. In quantitative part of the study, reliability and validity analysis, exploratory and confirmatory factor analysis, correlation analysis were used for the analysis of the data. The proposed hypothetical model and the data obtained were analyzed quantitatively using Structural Equation Modeling SEM . The findings indicated that work engagement has a positive impact on job performance and intention to leave while organizational identification only has a significant impact on job performance. The findings of the study also highlight that the relational psychological contracts have mediating effect on the relationship between work engagement, organizational identification and intention to leave.

Keywords

Work Engagement, Organizational Identification, Job Performance, Intention to Leave.

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