İşe tutkunluğun, yapısal güçlendirme, örgütsel özdeşleşme ve hedeflerin içselleştirilmesi yoluyla geliştirilmesi

Year 2017, Volume: 3 Issue: 4, 1258 - 1273, 01.10.2017

Nurdan Özarallı

https://doi.org/10.24289/ijsser.321522

Cited By: 2

Abstract

Amacımız, araştırmamızın odak noktası olan işe
tutkunluk  pozitif ruh halinin güdüsel
bir süreç olarak gelişmesinde etkili olan faktörleri incelemektir. Çalışmamızda
işe tutkunluk düzeyini yordayacağını düşündüğümüz yapısal güçlendirme, örgütle
özdeşleşme ve hedefi içselleştirme arasındaki ilişkileri incelemeyi amaçladık. 260
MBA öğrencisinden elde edilen verilerin analizi yapısal güçlendirme olarak
kavramsallaştırılan fırsat, destek, bilgi, kaynaklara ulaşım, biçimsel ve biçimsel
olmayan güç yönetsel uygulamalarının, örgüte yönelik birlik ve aidiyet
algılarını arttırdığını göstermiştir. 
Kendilerini örgütleriyle sosyal anlamda özdeşleştiren çalışanlar
örgütün hedeflerini içselleştirmekte yani enerjilerini örgütün amaçlarına
ulaşması yönünde yoğunlaştırma istekleri artmaktadır. Örgütsel ve bireysel hedeflerin
uyumlu hale gelmesi sonucunda ise, çalışanların işe tutkunluk düzeyleri
artmaktadır. Araştırmamızın sonuçları, örgütlerin çalışanlarına etkin çalışma
koşulları sunmasının önemine dikkat çekmektedir.    

Keywords

Yapısal güçlendirme, Örgütle özdeşleşme, Hedefin içselleştirilmesi, İşe tutkunluk

Enhancing job engagement through structural empowerment, organizational identification and goal internalization

Abstract

The purpose of this study is
to examine those factors which lead to job engagement- a positive mood- to
emerge as a motivational process. We aimed to investigate the relationships
among structural empowerment, organizational identification and goal
internalization which, we assumed, would predict job engagement. Data were
collected from a sample of 260 MBA students. The provision of structural
empowerment practices, namely opportunity, support, information, having access
to resources, formal and informal power were shown to increase the employees’
sense of belongingness to and identifying with their organizations, which, in
turn, led to increased levels of goal internalization and a high desire to
focus their energies to reach the goals. As a result of compatible
organizational and individual goals, employees’ job engagement increased. The overall results of our study
emphasizes the importance of providing effective work conditions.

Keywords

Structural empowerment, Organizational identification, Goal internalization, Job engagement

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