The Medıatıng Role of Organization Based Self Esteem in the Effect of Perceıved Manager Support on Professional Commıtment

Year 2024, , 354 - 365, 10.09.2024

Nuri Karaca

https://doi.org/10.33712/mana.1334405

Abstract

Today, with the development of communication tools, it is known that the intensity of competition between organizations is increasing, and the human capital of organizations plays a critical role in gaining competitive advantage. This capital owned by organizations can be affected by various factors. The most important of these factors is the management mentality that managers have. Managers' management styles can affect employees positively or negatively. Managers' providing social or non-social support to employees may lead to positive perceptions. As a matter of fact, managers' showing interest in employees, helping them in the difficulties they face, supporting their knowledge, skills or career development may cause employees to feel that they are valuable, important, and talented for the organisation. Employees may be motivated to adopt their profession, norms of the profession and the organisation they are in more. This situation can lead organizations to gain a competitive advantage, increase the welfare of the organization, and decrease the personnel turnover. From this point of view, this study discusses on the effect of perceived supervisor support on professional commitment through organization-based self-esteem. A call center company serving seven locations (Istanbul, Izmir, Malatya, Sanlıurfa, Rize, Bayburt, Van) was chosen as the population of the research. The research results show that perceived supervisor support positively affects organization-based self-esteem and professional commitment. Also, it was found that organization-based self-esteem mediated the relationship between perceived supervisor support and professional commitment.

Keywords

Perceived Supervisor (manager) Support, Organization-Based Self-Esteem, Professional Commitment

Algılanan Yönetici Desteğinin Mesleki Bağlılığa Etkisinde Örgüt Temelli Özsaygının Aracılık Rolü

Abstract

Günümüzde iletişim araçlarının gelişmesiyle birlikte örgütler arasındaki rekabetin şiddetinin giderek arttığı ve örgütlerin sahip oldukları insan sermayesinin rekabet avantajı elde etmede kritik bir rol üstlendiği bilinmektedir. Örgütlerin sahip olduğu bu sermaye çeşitli faktörler tarafından etkilenebilir. Bu faktörlerin en başında yöneticilerin sahip olduğu yönetim anlayışı gelmektedir. Yöneticilerin yönetim tarzları çalışanları olumlu veya olumsuz olarak etkileyebilir. Yöneticilerin çalışanlara sosyal veya sosyal olmayan desteklerde bulunmaları olumlu algılara yol açabilir. Nitekim yöneticilerin çalışanlara ilgi göstermesi, karşılaştıkları zorluklarda yardımcı olması, bilgi, beceri veya kariyer gelişimlerine destek olması; çalışanların örgüt için değerli, önemli, yetenekli olduklarını hissetmelerine neden olabilir. Çalışanların yapmış oldukları mesleği, mesleğin normlarını ve bulundukları örgütü daha fazla benimsemelerini motive edebilir. Bu durum örgütlerin rekabet avantajı elde etmesine, refahının artmasına ve personel devir oranının azalmasına neden olabilir. Buradan hareketle bu çalışma algılanan yönetici desteğinin örgüt temelli özsaygı aracılığıyla mesleki bağlılığa etkisini konu almıştır. Araştırmanın ana kütlesi olarak yedi lokasyonda hizmet veren (İstanbul, İzmir, Malatya, Şanlıurfa, Rize, Bayburt, Van) bir çağrı merkezi şirketi seçilmiştir. Araştırma sonuçları algılanan yönetici desteğinin örgüt temelli özsaygıyı ve mesleki bağlılığı pozitif etkilediğini göstermektedir. Ayrıca örgüt temelli özsaygının algılanan yönetici desteği ile mesleki bağlılık arasındaki ilişkiye aracılık ettiği bulunmuştur.

Keywords

Algılanan Yönetici Desteği, Örgüt Temelli Özsaygı, Mesleki Bağlılık

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