The Effect of Job Insecurity on Turnover Intention: The Moderating Role of Self-Esteem

Abstract

The downsizing and flexibility strategies of enterprises to gain competitive advantage have also affected the strategies regarding the management of the workforce. Particularly, temporary, part-time employment practices have eliminated employees' job security under full-time employment conditions. A significant portion of the employees are concerned about maintaining the continuity of their jobs. On the other hand, workers also had considerable freedom to seek jobs that would provide better wages and working conditions. However, the employees' preferences in protecting their current jobs and looking for new ones will affect their self-esteem. This study investigates the effect of employees' perceptions of job insecurity on their turnover intention. Self-esteem plays a regulatory/moderate role in this relationship; Employees with high self-esteem are assumed to have high turnover intentions, whereas those with low self-esteem will reduce their turnover intention. The research population consists of employees working in 5-star hotels in Afyonkarahisar. Data were collected from 135 hotel employees. As a result of the analysis made within the structural equation model framework concluded that job insecurity is linearly and positively related to turnover intention, and self-esteem has a regulatory role in this relationship.

Keywords

• Job Insecurity
• Turnover Intention
• Self-Esteem

İş Güvencesizliğinin İşten Ayrılma Niyetine Etkisi: Kendine Güvenin Ilımlaştırıcı Rolü

Abstract

İşletmelerin rekabet avantajı kazanmak için küçülme ve esnekleşme stratejileri izlemeleri işgücünün yönetimine dair stratejileri de etkilemiştir. Özellikle geçici, yarı zamanlı istihdam uygulamaları çalışanların tam zamanlı istihdam koşullarında sahip oldukları iş güvencesini ortadan kaldırmıştır. Çalışanların önemli bir bölümü işlerinin sürekliliğini koruma konusunda kaygı yaşamaktadırlar. Öte yandan çalışanlar daha iyi ücret ve çalışma koşulları sağlayacak işleri arama konusunda da kayda değer bir özgürlüğe sahip olmuşlardır. Bununla birlikte çalışanların mevcut işlerini korumaya çalışmak ile yeni işler aramak konusundaki tercihlerinin onların özgüvenleri ile bağlantılı olacağı düşünülmektedir. Bu çalışma iş güvencesizliği algılayan çalışanların bu algılarının işten ayrılma niyetine etkisini araştırmaktadır. Özgüvenin bu ilişkide düzenleyici/ılımlaştırıcı bir rol oynayacağı; özgüvenleri yüksek çalışanların işten ayrılma niyetlerinin yüksek olacağı, buna karşılık düşük özgüvenin işten ayrılma niyetini azaltacağı varsayılmaktadır. Araştırmanın evrenini Afyonkarahisarda bulunan 5 yıldızlı otel işletmelerinde çalışanlar oluşturmaktadır. 135 otel çalışanından veri toplanmıştır. Yapısal eşitlik modeli çerçevesinde yapılan analiz sonucunda iş güvencesizliğinin işten ayrılma niyeti ile doğrusal ve olumlu ilişkili olduğu ve özgüvenin bu ilişkide düzenleyici bir role sahip olduğu sonucuna ulaşılmıştır.

Keywords

• İş Güvencesizliği
• İşten Ayrılma Niyeti
• Kendine Güven

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