Demotion from a sustainable career perspective: A review of the antecedents and consequences of demotion in human resource management

Year 2025, Volume: 14 Issue: 1, 1 - 13, 30.06.2025

Remzi Gürer Gerçek , Merve Gerçek

Abstract

Demotion, defined as a reduction in rank, responsibilities, salary, and benefits, is often viewed as a taboo within organizations, yet it presents significant challenges for human resource management. This study provides a comprehensive analysis of demotion, exploring its antecedents and consequences while offering recommendations for addressing it through sustainable career approach. A systematic review of existing literature on demotion identifies theoretical frameworks and research methodologies used, establishing a framework for the current state of knowledge based on key findings. Results indicate that demotion decisions are influenced by environmental, organizational, and individual factors, with employee reactions varying based on these determinants. Involuntary demotion often results in negative outcomes related to organizational justice and psychological contracts. Conversely, voluntary demotion can improve employees' work-life balance or create new career opportunities. This research aims to serve as a valuable resource for managers, human resource professionals, work and organizational psychologists, and researchers in both public and private sectors, providing insights into the complexities of demotion in organizational contexts.

Keywords

Demotion , Sustainable careers , Organizational justice

Sürdürülebilir kariyer perspektifinden rütbe tenzili: İnsan kaynakları yönetiminde rütbe tenzilinin öncülleri ve sonuçlarına yönelik bir inceleme

Abstract

Statü, görev, ücret ve yan haklarda kademe düşüşü olarak bilinen rütbe tenzili, örgütlerde bir tabu olarak kabul edilmekle birlikte insan kaynakları yönetiminin kritik konularından biridir. Çalışanlarda motivasyon düşüklüğü, iş tatminsizliği ve işten ayrılma niyeti gibi olumsuz tutumlara yol açan rütbe tenzili sahip olduğu öneme rağmen yazındaki çalışmaların sayısı sınırlıdır. Bu çalışmanın amacı, rütbe tenzili kavramını öncülleri ve sonuçlarıyla derinlemesine inceleyerek sürdürülebilir kariyer yaklaşımı perspektifinden insan kaynakları yönetimi bağlamında nasıl ele alınabileceği hakkında öneriler getirmektir. Bu amaçla sınırlı sayıdaki rütbe tenzili çalışmalarına yönelik sistematik bir derleme yapılmış, hangi kuramsal yaklaşımla ve araştırma yöntemleriyle ele alındıklarını ortaya koyarak temel bulguları bağlamında yazındaki duruma ait bir çerçeve sunulmuştur. Bulgulara göre rütbe tenzili kararı çeşitli çevre, örgüt ve birey düzeyindeki değişkenlere göre farklılaşmakta ve kararın belirleyicilerine göre çalışanların verdikleri tepkiler de değişmektedir. Zorunlu rütbe tenzilinin örgütsel adalet ve psikolojik sözleşmeler açısından olumsuz sonuçları beraberinde getirdiği, gönüllü rütbe tenzilinin ise iş-yaşam dengesi veya yeni kariyer yolları oluşturma gibi konularda çalışanlara faydalar sağlayabildiği belirlenmiştir. Bu çalışmanın kamu ve özel sektörde yöneticiler, insan kaynakları uzmanları, iş ve örgüt psikologları ile araştırmacılar için yol gösterici olması beklenmektedir.

Keywords

Rütbe tenzili , Sürdürülebilir kariyer , Örgütsel adalet

Ethical Statement

Derleme olduğu için etik kurul iznine ihtiyaç duyulmamıştır.

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