İş Özerkliği ile İşe Bağlanma Arasındaki İlişki: Kişi-İş Uyumunun Aracı ve Algılanan Yönetici Desteğinin Düzenleyici Rolü

Abstract

Bu çalışmada, iş özerkliği ve işe bağlanma arasındaki ilişkide kişi-iş uyumunun aracılık rolünü araştırdım ve algılanan yönetici desteğinin bu aracılık ilişkisinde önemli bir düzenleyici olabileceğini ileri sürdüm. Araştırma verileri hizmet sektöründe faaliyet gösteren özel iki firmanın tam zamanlı çalışan 385 işgöreninden anket tekniği kullanılarak toplanmıştır. Verilerin analiz edilme-sinde SPSS 22, AMOS 22 ve Process Macro (SPSS için) istatistik programları kullanılmıştır. Analiz sonuçları, iş özerkliği ve işe bağlanma arasındaki ilişkide kişi-iş uyumunun aracı etkisinin olduğunu ve algılanan yönetici desteğinin bu ilişkide düzenleyici etkisinin olduğunu desteklemektedir. Diğer bir ifade ile iş özerkliğinin işe bağlanma üzerindeki dolaylı etkisi (kişi-iş uyumu aracılığı ile aktarılan) algılanan yönetici desteği yüksek olduğunda güçlü, düşük olduğunda zayıftır. Araştırmanın teorik ve pratik etkileri tartışılarak gelecekte yapılacak çalışmalara ve yöneticilere önerilerde bulunulmuştur.

Keywords

• İş Özerkliği,Kişi-İş Uyumu,İşe Bağlanma,Algılanan Yönetici Desteği

The Relationship between Job Autonomy and Job Engagement: The Mediating Role of Person-Job Fit and Moderating Role of Perceived Supervisor Support

Abstract

In this study, I explored the mediating role of person-job fit in the relationship between job autonomy and job engagement and proposed perceived supervisor support as an important moderator of the above-mediated relationship. The survey data were collected from 385 full-time employees of two private firms operating in the service sector using the survey technique. SPSS 22, AMOS 22 and Process Macro (for SPSS) statistical programs were used to analyze the data. The results of the analysis indicated that the person-job fit has a mediating effect on the relationship between job autonomy and job engagement, and perceived supervisor support has a moderating effect in this relationship. In other words, the indirect effect of job autonomy on job engagement (through person-job fit) is strong when perceived supervisor support is high and weak when perceived supervisor support is low. The theoretical and practical effects of the results are discussed and suggestions are made for future studies and managers.

Keywords

• Job Autonomy,Person-Job Fit,Job Engagement,Perceived Supervisor Support

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