Algılanan Aşırı Nitelikliliğin İşe Angaje Olma Üzerindeki Etkisinde Örgüt Temelli Benlik Saygısının Aracı Rolü

Year 2025, Volume: 20 Issue: 3, 715 - 741

Efekan Taha Özel , Abdullah Yılmaz

Abstract

Bu araştırmanın amacı kişi-iş uyumu ve sosyal mübadele teorileri ekseninde algılanan aşırı nitelikliliğin işe angaje olma üzerindeki etkisinde örgüt temelli benlik saygısının aracı rolü olup olmadığını ortaya koymaktır. Amaçlı örnekleme yöntemi ile 412 zincir market çalışanından elde edilen veriler, SPSS 22.0 ve AMOS 24.0 paket programları aracılığıyla analiz edilmiştir. Yapılan analizler sonucunda algılanan aşırı nitelikliliğin işe angaje olma üzerinde olumsuz bir etkiye sahip olduğu tespit edilirken, örgüt temelli benlik saygısının işe angaje olma üzerinde olumlu bir etkisi olduğu saptanmıştır. Öte yandan algılanan aşırı nitelikliliğin işe angaje olma üzerindeki etkisinde örgüt temelli benlik saygısının kısmi aracı rol üstlendiği belirlenmiştir.

Keywords

Algılanan Aşırı Niteliklilik, İşe Angaje Olma, Örgüt Temelli Benlik Saygısı, Kişi-İş Uyumu Teorisi, Sosyal Mübadele Teorisi

Ethical Statement

Araştırmada gerekli etik kurul izni alınarak, etik kurallara riayet edilmiştir.

The Mediating Role of Organization-Based Self-Esteem in the Effect of Perceived Overqualification on Work Engagement

Abstract

The aim of this study is to examine whether organization-based self-esteem (OBSE) acts as a mediator in the effect of perceived overqualification (POQ) on work engagement (WE) within the framework of person-job fit (P-J) and social exchange theory (SET). Data collected from 412 chain store employees using purposive sampling were analyzed through SPSS 22.0 and AMOS 24.0 software packages. The analyses revealed that perceived overqualification has a negative impact on work engagement, while organization-based self-esteem positively influences work engagement. Moreover, it was found that organization-based self-esteem partially mediates the effect of perceived overqualification on work engagement.

Keywords

Perceived Overqualification, Work Engagement, Organization-Based Self-Esteem, Person-Job Fit Theory, Social Exchange Theory

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