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Bireysel, Örgütsel ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma

Year 2021, Volume: 22 Issue: 49, 232 - 248, 31.12.2021

Füsun Toros Yıldırım Osman Çetmeli

Abstract

Kariyer yönetimi konusu insan kaynakları yönetimi içinde 1980’li yıllardan sonra ilgi çeken konular arasında yer almış ve son yıllarda da kariyer yönetimine yönelik çalışmaların sayısı oldukça artmıştır. Bu çalışmada, bireysel, örgütsel ve çevresel faktörlerin kariyer gelişimi üzerindeki etkisi araştırılmıştır. Kariyer gelişimi ile kariyer gelişimine etki eden faktörler arasındaki ilişkiyi ortaya çıkarmak için İzmir’deki sanayi ve hizmet sektörü işletmelerinden anket tekniği ile veri toplanmış olup, katılımcıların %67’si üretim, %33’ü hizmet sektöründendir. Araştırma verileri anket tekniği ile 310 çalışandan kolayda ve kartopu örnekleme yapılarak toplanmıştır. Araştırmanın sonucunda, bireysel, örgütsel ve çevresel faktörlerin kariyer gelişimi üzerinde pozitif ve anlamlı etkisi olduğu tespit edilmiştir.

Keywords

bireysel faktörler örgütsel faktörler çevresel faktörler kariyer kariyer gelişimi

Thanks

Teşekkür ederim.

References

  • KAYNAKÇA Baruch, Y. (2004). Transforming careers: from linear to multidirectional career paths: organizational and individual perspectives. Career development international, 9(1), 58-73.
  • Baruch, Y. (2006). Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human resource management review, 16(2), 125-138.
  • Baruch, Y. & Rosenstein, E. (1992). Career planning and managing in high tech organizations. International Journal of Human Resource Management, 3(3), 477-496.
  • Baruch, Y. & Peiperl, M. (2000). Career management practices: An empirical survey and implications. Human resource management, 39(4), 347-366. Birdi, K., Allan, C. & Warr, P. (1997). Correlates and perceived outcomes of 4 types of employee development activity. Journal of Applied Psychology, 82(6), 845.
  • Briscoe, J.P., Hall, D.T. & DeMuth, R.L.F. (2006) Protean and Boundaryless Careers An Empirical Exploration. Journal of Vocational Behavior, 69, 30-47.
  • Cai, Z., Guan, Y., Li, H., Shi, W., Guo, K., Liu, Y., ... & Hua, H. (2015). Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes. Journal of Vocational Behavior, 86, 86-94.
  • Conway, N. & Briner, R. B. (2005). Understanding psychological contracts at work: A critical evaluation of theory and research. Oxford University Press.
  • Cook, A. & Glass, C. (2014). Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO? Strategic Management Journal, 35(7), 1080–1089.
  • Crawshaw, J.R., van Dick, R. & Brodbeck, F.C. (2012), Opportunity, fair process and relationship value: career development as a driver of proactive work behaviour. Human Resource Management Journal, 22(1), 4-20.
  • Çakmak, K.Ö. (2011). Çalışma Yaşamındaki Güncel Gelişmeler Doğrultusunda Değişen Kariyer Yaklaşımları ve Örgüte Bağlılığa Etkisine İlişkin Bir Araştırma. (Doktora Tezi), İstanbul Üniversitesi/ Sosyal Bilimler Enstitüsü, İstanbul.
  • Dawson, A. & Phillips, P. (2013), Coach career development: Who is responsible?. Sport Management Review, 16(4): 477-487.
  • Eby, L. T., Butts, M. & Lockwood, A. (2003). Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(6), 689-708.
  • Forret, M. L. & Dougherty, T. W. (2004). Networking behaviors and career outcomes: differences for men and women?. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 419-437.
  • Gaffney, S. (2005). Career development as a retention and succession planning tool. The Journal for Quality and Participation, 28(3), 7-12.
  • Gilley, C.W. & Galbraith, M.W. (1989). Factors Affecting Career Selection: Implications for HRD. Performance & Instruction/ February.
  • Hirschi, A., Freund, P. A. & Herrmann, A. (2014). The career engagement scale: Development and validation of a measure of proactive career behaviors. Journal of Career Assessment, 22(4), 575-594.
  • Hite, L. M. & McDonald, K. S. (2008). A new era for career development and HRD. Advances in Developing Human Resources, 10(1), 3-7.
  • Hüttges, A. & Fay, D. (2015). Gender influences on career development: A brief review. Journal of Personnel Psychology, 14(3), 113-120.
  • Judge, T. A., Thoresen, C. J., Bono, J. E. & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological bulletin, 127(3), 376.
  • Kalkavan, S. & Katrinli, A. (2014). The effects of managerial coaching behaviors on the employees’ perception of job satisfaction, organisational commitment, and job performance: Case study on insurance industry in Turkey. Procedia-Social and Behavioral Sciences, 150, 1137-1147.
  • Kanfer, R. & Ackerman, P. L. (2004). Aging, Adult Development, and Work Motivation. The Academy of Management Review, 29(3), 440-458.
  • Kaynak, T., Adal, Z., Ataay, İ., Uyargil, C., Sadullah, Ö., Acar, A.C., Özçelik, O. Dündar, G. & Uluhan, R. (2000). İnsan Kaynakları Yönetimi. 2.Baskı. İ.Ü. İşletme Fakültesi İşletme İktisadı Enstitüsü Araştırma ve Yardım Vakfı Yayın No.7, İstanbul.
  • Kim, N. (2005). Organizational interventions influencing employee career development preferred by different career success orientations. International Journal of Training and Development, 9(1), 47-61.
  • Kirk, J. J., Downey, B., Duckett, S. & Woody, C. (2000). Name your career development intervention. Journal of Workplace learning, 12(5), 205-217.
  • Lee, Y. & Lee, J.Y. (2018), A multilevel analysis of individual and organizational factors that influence the relationship between career development and job-performance improvement. European Journal of Training and Development, 42(5-6), 286-304.
  • Lips-Wiersma, M. & Hall, D.T. (2007). Organizational career development is not dead: a case study on managing the new career during organizational change. Journal of Organizational Behavior, 28(6), 771-792.
  • Locke, E. A. (1969). What is job satisfaction?. Organizational behavior and human performance, 4(4), 309-336.
  • McDonald, K. S. & Hite, L. M. (2005). Reviving the relevance of career development in human resource development. Human Resource Development Review, 4(4), 418-439.
  • McLagan, P. (1989). The models. Alexandria: ASTD Press.
  • Mowday, R. T., Steers, R. M. & Porter, L. W. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247.
  • Parker, S. K., Williams, H. M. & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of applied psychology, 91(3), 636. Sabuncuoğlu, Z. (2013). İnsan Kaynakları Yönetimi, Beta Yayıncılık, İstanbul.
  • Sonnenfeld, J. A. & Peiperl, M. A. (1988). Staffing policy as a strategic response: A typology of career systems. Academy of Management Review, 13(4), 588-600.
  • Sturges, J., Conway, N., Guest, D. & Liefooghe, A. (2005). Managing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behavior. Journal of Organizational Behavior, 26(7), 821-838.
  • Super, D. E. & Hall, D. T. (1978). Career development: Exploration and planning. Annual Review of Psychology, 29, 333-372.
  • Tansky, J. W. & Cohen, D.J. (2001). Human Resource Development Quarterly, 12(3), 285-300
  • Tolentino, L. R., Garcia, P. R. J. M., Restubog, S. L. D., Bordia, P. & Tang, R.L. (2013). Validation of the Career Adapt-Abilities Scale and an examination of a model of career adaptation in the Philippine context. Journal of Vocational Behavior, 83(3), 410-418.
  • Turunç, Ö. & Avcı, U. (2012). Dönüşümcü Liderlik ve Örgüte Güvenin Kariyer Memnuniyetine Etkisi: Lider-Üye Etkileşiminin Aracılık Rolü. Uluslararası Alanya İşletme Fakültesi Dergisi, 4(2), 45-55.
  • Vosburgh, M. (1986). Implementation analysis: The case of accident compensation in New Zealand. Evaluation and Program Planning, 9(1), 49-59.
  • Yavaş, Ö. (2017). Kişilik özelliklerinin ve çalışanların kariyer gelişiminin kariyer memnuniyetleri üzerine etkisi ve bir araştırma, Yüksek Lisans Tezi, Yıldız Teknik Üniversitesi, Sosyal Bilimler Enstitüsü İşletme Ana Bilim Dalı.
  • Weber, K. & Ladkin, A. (2011), Career Identity and its Relation to Career Anchors and Career Satisfaction: The Case of Convention and Exhibition Industry Professionals in Asia. Asia Pacific Journal of Tourism Research, 16(2): 167-182.
  • Zacher, H. (2013). Older job seekers' job search intensity: The interplay of proactive personality, age and occupational future time perspective. Ageing & Society, 33(7), 1139-1166.

An Empirical Research on the Effect of Individual, Organizational and Environmental Factors on Career Development

Year 2021, Volume: 22 Issue: 49, 232 - 248, 31.12.2021

Füsun Toros Yıldırım Osman Çetmeli

Abstract

References

  • KAYNAKÇA Baruch, Y. (2004). Transforming careers: from linear to multidirectional career paths: organizational and individual perspectives. Career development international, 9(1), 58-73.
  • Baruch, Y. (2006). Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human resource management review, 16(2), 125-138.
  • Baruch, Y. & Rosenstein, E. (1992). Career planning and managing in high tech organizations. International Journal of Human Resource Management, 3(3), 477-496.
  • Baruch, Y. & Peiperl, M. (2000). Career management practices: An empirical survey and implications. Human resource management, 39(4), 347-366. Birdi, K., Allan, C. & Warr, P. (1997). Correlates and perceived outcomes of 4 types of employee development activity. Journal of Applied Psychology, 82(6), 845.
  • Briscoe, J.P., Hall, D.T. & DeMuth, R.L.F. (2006) Protean and Boundaryless Careers An Empirical Exploration. Journal of Vocational Behavior, 69, 30-47.
  • Cai, Z., Guan, Y., Li, H., Shi, W., Guo, K., Liu, Y., ... & Hua, H. (2015). Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes. Journal of Vocational Behavior, 86, 86-94.
  • Conway, N. & Briner, R. B. (2005). Understanding psychological contracts at work: A critical evaluation of theory and research. Oxford University Press.
  • Cook, A. & Glass, C. (2014). Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO? Strategic Management Journal, 35(7), 1080–1089.
  • Crawshaw, J.R., van Dick, R. & Brodbeck, F.C. (2012), Opportunity, fair process and relationship value: career development as a driver of proactive work behaviour. Human Resource Management Journal, 22(1), 4-20.
  • Çakmak, K.Ö. (2011). Çalışma Yaşamındaki Güncel Gelişmeler Doğrultusunda Değişen Kariyer Yaklaşımları ve Örgüte Bağlılığa Etkisine İlişkin Bir Araştırma. (Doktora Tezi), İstanbul Üniversitesi/ Sosyal Bilimler Enstitüsü, İstanbul.
  • Dawson, A. & Phillips, P. (2013), Coach career development: Who is responsible?. Sport Management Review, 16(4): 477-487.
  • Eby, L. T., Butts, M. & Lockwood, A. (2003). Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(6), 689-708.
  • Forret, M. L. & Dougherty, T. W. (2004). Networking behaviors and career outcomes: differences for men and women?. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 419-437.
  • Gaffney, S. (2005). Career development as a retention and succession planning tool. The Journal for Quality and Participation, 28(3), 7-12.
  • Gilley, C.W. & Galbraith, M.W. (1989). Factors Affecting Career Selection: Implications for HRD. Performance & Instruction/ February.
  • Hirschi, A., Freund, P. A. & Herrmann, A. (2014). The career engagement scale: Development and validation of a measure of proactive career behaviors. Journal of Career Assessment, 22(4), 575-594.
  • Hite, L. M. & McDonald, K. S. (2008). A new era for career development and HRD. Advances in Developing Human Resources, 10(1), 3-7.
  • Hüttges, A. & Fay, D. (2015). Gender influences on career development: A brief review. Journal of Personnel Psychology, 14(3), 113-120.
  • Judge, T. A., Thoresen, C. J., Bono, J. E. & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological bulletin, 127(3), 376.
  • Kalkavan, S. & Katrinli, A. (2014). The effects of managerial coaching behaviors on the employees’ perception of job satisfaction, organisational commitment, and job performance: Case study on insurance industry in Turkey. Procedia-Social and Behavioral Sciences, 150, 1137-1147.
  • Kanfer, R. & Ackerman, P. L. (2004). Aging, Adult Development, and Work Motivation. The Academy of Management Review, 29(3), 440-458.
  • Kaynak, T., Adal, Z., Ataay, İ., Uyargil, C., Sadullah, Ö., Acar, A.C., Özçelik, O. Dündar, G. & Uluhan, R. (2000). İnsan Kaynakları Yönetimi. 2.Baskı. İ.Ü. İşletme Fakültesi İşletme İktisadı Enstitüsü Araştırma ve Yardım Vakfı Yayın No.7, İstanbul.
  • Kim, N. (2005). Organizational interventions influencing employee career development preferred by different career success orientations. International Journal of Training and Development, 9(1), 47-61.
  • Kirk, J. J., Downey, B., Duckett, S. & Woody, C. (2000). Name your career development intervention. Journal of Workplace learning, 12(5), 205-217.
  • Lee, Y. & Lee, J.Y. (2018), A multilevel analysis of individual and organizational factors that influence the relationship between career development and job-performance improvement. European Journal of Training and Development, 42(5-6), 286-304.
  • Lips-Wiersma, M. & Hall, D.T. (2007). Organizational career development is not dead: a case study on managing the new career during organizational change. Journal of Organizational Behavior, 28(6), 771-792.
  • Locke, E. A. (1969). What is job satisfaction?. Organizational behavior and human performance, 4(4), 309-336.
  • McDonald, K. S. & Hite, L. M. (2005). Reviving the relevance of career development in human resource development. Human Resource Development Review, 4(4), 418-439.
  • McLagan, P. (1989). The models. Alexandria: ASTD Press.
  • Mowday, R. T., Steers, R. M. & Porter, L. W. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247.
  • Parker, S. K., Williams, H. M. & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of applied psychology, 91(3), 636. Sabuncuoğlu, Z. (2013). İnsan Kaynakları Yönetimi, Beta Yayıncılık, İstanbul.
  • Sonnenfeld, J. A. & Peiperl, M. A. (1988). Staffing policy as a strategic response: A typology of career systems. Academy of Management Review, 13(4), 588-600.
  • Sturges, J., Conway, N., Guest, D. & Liefooghe, A. (2005). Managing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behavior. Journal of Organizational Behavior, 26(7), 821-838.
  • Super, D. E. & Hall, D. T. (1978). Career development: Exploration and planning. Annual Review of Psychology, 29, 333-372.
  • Tansky, J. W. & Cohen, D.J. (2001). Human Resource Development Quarterly, 12(3), 285-300
  • Tolentino, L. R., Garcia, P. R. J. M., Restubog, S. L. D., Bordia, P. & Tang, R.L. (2013). Validation of the Career Adapt-Abilities Scale and an examination of a model of career adaptation in the Philippine context. Journal of Vocational Behavior, 83(3), 410-418.
  • Turunç, Ö. & Avcı, U. (2012). Dönüşümcü Liderlik ve Örgüte Güvenin Kariyer Memnuniyetine Etkisi: Lider-Üye Etkileşiminin Aracılık Rolü. Uluslararası Alanya İşletme Fakültesi Dergisi, 4(2), 45-55.
  • Vosburgh, M. (1986). Implementation analysis: The case of accident compensation in New Zealand. Evaluation and Program Planning, 9(1), 49-59.
  • Yavaş, Ö. (2017). Kişilik özelliklerinin ve çalışanların kariyer gelişiminin kariyer memnuniyetleri üzerine etkisi ve bir araştırma, Yüksek Lisans Tezi, Yıldız Teknik Üniversitesi, Sosyal Bilimler Enstitüsü İşletme Ana Bilim Dalı.
  • Weber, K. & Ladkin, A. (2011), Career Identity and its Relation to Career Anchors and Career Satisfaction: The Case of Convention and Exhibition Industry Professionals in Asia. Asia Pacific Journal of Tourism Research, 16(2): 167-182.
  • Zacher, H. (2013). Older job seekers' job search intensity: The interplay of proactive personality, age and occupational future time perspective. Ageing & Society, 33(7), 1139-1166.
There are 41 citations in total.

Details

Primary Language Turkish
Journal Section Research Articles
Authors

Füsun Toros 0000-0003-4500-1608

Yıldırım Osman Çetmeli 0000-0002-9925-6430

Publication Date December 31, 2021
Submission Date September 24, 2021
Acceptance Date October 28, 2021
Published in Issue Year 2021 Volume: 22 Issue: 49

Cite

APA Toros, F., & Çetmeli, Y. O. (2021). Bireysel, Örgütsel ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma. Sosyal Ve Beşeri Bilimler Araştırmaları Dergisi, 22(49), 232-248.
AMA Toros F, Çetmeli YO. Bireysel, Örgütsel ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma. SOBBİAD. December 2021;22(49):232-248.
Chicago Toros, Füsun, and Yıldırım Osman Çetmeli. “Bireysel, Örgütsel Ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma”. Sosyal Ve Beşeri Bilimler Araştırmaları Dergisi 22, no. 49 (December 2021): 232-48.
EndNote Toros F, Çetmeli YO (December 1, 2021) Bireysel, Örgütsel ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma. Sosyal ve Beşeri Bilimler Araştırmaları Dergisi 22 49 232–248.
IEEE F. Toros and Y. O. Çetmeli, “Bireysel, Örgütsel ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma”, SOBBİAD, vol. 22, no. 49, pp. 232–248, 2021.
ISNAD Toros, Füsun - Çetmeli, Yıldırım Osman. “Bireysel, Örgütsel Ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma”. Sosyal ve Beşeri Bilimler Araştırmaları Dergisi 22/49 (December 2021), 232-248.
JAMA Toros F, Çetmeli YO. Bireysel, Örgütsel ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma. SOBBİAD. 2021;22:232–248.
MLA Toros, Füsun and Yıldırım Osman Çetmeli. “Bireysel, Örgütsel Ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma”. Sosyal Ve Beşeri Bilimler Araştırmaları Dergisi, vol. 22, no. 49, 2021, pp. 232-48.
Vancouver Toros F, Çetmeli YO. Bireysel, Örgütsel ve Çevresel Faktörlerin Kariyer Gelişimi Üzerindeki Etkisine Yönelik Görgül Bir Araştırma. SOBBİAD. 2021;22(49):232-48.
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