THE EFFECT OF PERFORMANCE APPRASIAL ERRORS ON INTENTION TO LEAVE AND TRUST TO MANAGER

Abstract

The purpose of this research is determining the correlations between performance appraisal errors, intention to leave and trust to manager with employees’ perceptions. The research population is workers in the food chain markets that is between member companies of the Turkish Retailers Federation. The sample of the research is 6.000 employees who work in the food chain markets in various cities of Turkey. During this analysis process, measures of central tendency, basic descriptive statistics, correlation, regression and mutiple regression analysis methods were used. It has been found that employees in the food chain markets trust to manager high level, have moderate intention to leave and have moderate perception of performance apprasial errors. It has been found that in the food chain markets made errors when in the process of performance apprasial increase, employees’ intention to leave increase and their trust to manager decrease. Also it has seen that when employees’ trust to manager decreases, their intention to leave increase

Keywords

• Performance Apprasial Errors,Intention to Leave,Trust to Manager,Employee Perception,Retail Industry

PERFORMANS DEĞERLENDİRME HATALARININ ÇALIŞANLARIN İŞTEN AYRILMA NİYETLERİ VE YÖNETİCİLERİNE GÜVENLERİ ÜZERİNDEKİ ETKİSİ

Öz

Bu araştırmanın amacı performans değerlendirme hataları, işten ayrılma niyeti ve yöneticiye güven arasındaki ilişkileri çalışanların algısıyla incelemektir. Araştırmanın evrenini, Türkiye Perakendeciler Federasyonu’na üye şirketler arasında bulunan gıda zincir marketlerindeki çalışanlar oluşturmaktadır. Araştırmanın örneklemini ise Türkiye’nin çeşitli illerinde faaliyet gösteren ve Türkiye Perakendeciler Federasyonu’na üye gıda zincir marketlerindeki 6.000 çalışan oluşturmaktadır. Değerlendirmelerde merkezi eğilim ölçüleri, temel belirleyici istatistikler, korelasyon, regresyon ve çoklu regresyon analizleri kullanılmıştır. Gıda zincir marketlerindeki çalışanların yöneticilerine yüksek düzeyde güven duydukları, işten ayrılma niyetlerinin orta düzeyde olduğu ve performans değerlendirme hatalarına ilişkin algılarının orta düzeyde olduğu belirlenmiştir. Gıda zincir marketlerinde performans değerlendirme sürecinde yapılan hatalar arttıkça, çalışanların işten ayrılma niyetlerinin de arttığı ve yöneticilerine olan güvenlerinin azaldığı tespit edilmiştir. Ayrıca çalışanların yöneticilerine güven düzeyleri azaldıkça, işten ayrılma niyetlerinin arttığı görülmüştür.

Anahtar Kelimeler

• Performans Değerlendirme Hataları,İşten Ayrılma Niyeti,Yöneticiye Güven, Çalışan Algısı, Perakende Sektörü.

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