SAĞLIK YÖNETİCİLERİNİN KARİYER PLANLAMA VE GELİŞTİRME UYGULAMALARINA YÖNELİK GÖRÜŞLERİ

Year 2019, Volume: 5 Issue: 3, 302 - 314, 29.12.2019

Çiğdem Yıldız Aygül Yanık

Abstract

Sağlık yöneticileri ve çalışanların kariyer hedeflerinin karşılanması, bireysel ve kurumsal başarılarını arttıracaktır. Araştırmada, kamu hastanelerinde kariyer planlama ve geliştirme uygulamaları, sağlık yöneticilerinin bu uygulamalara yönelik görüşlerinin belirlenmesi ve demografik özellikler açısından değerlendirilmesi amaçlanmıştır. Araştırma, kamu hastanelerinde görev yapan yöneticiler ile yapılmıştır. Veriler anket formu ile toplanmış ve 160 anket değerlendirmeye alınmıştır. Verilerin analizi; SPSS 22.0 for Windows programında yapılmıştır. Yöneticilerin %65,6’sının kadın, %85,22’sinin evli, %44,4’ünün alt, %37,5’inin orta ve %18,1’inin üst yönetim kademesinde olduğu belirlenmiştir. Dahası, yöneticilerin hastanelerdeki bazı kariyer planlama ve geliştirme görüşleri ile yaş hariç diğer demografik özellikleri arasında istatistiksel olarak anlamlı fark bulunmuştur. Ayrıca, hastanelerde ideal bir kariyer planlama ve geliştirme uygulamasının olmadığı belirlenmiştir. Yöneticilerin hastanelerde uygulanan bazı kariyer planlama ve geliştirme görüşleri, demografik özelliklere göre değişmektedir. Araştırmanın hastanelerde etkili kariyer planlama ve geliştirme politikaları geliştirilmesine katkı sağlaması beklenmektedir.

Keywords

Kariyer Planlama, Kariyer Geliştirme, Sağlık Yöneticisi

HEALTH MANAGERS’ VİEWS ON CAREER PLANNING AND DEVELOPMENT APPLICATIONS

Abstract

Meeting the career goals of health managers and employees will increase their individual and institutional success. In this research, it was aimed to determine career planning and development applications in public hospitals, to state the views of health managers about these applications and to evaluate them in terms of demographic characteristics. The research was conducted with managers working in public hospitals. All data were collected with a questionnaire and 160 questionnaires were evaluated. It was determined that 65.6% of the managers were women, 85.22% were married, 44.4% were lower, 37.5% were middle and 18.1% were upper manager. Further it was found there was a statistically significant difference between managers' some career planning and development views in hospitals and demographic characteristics except for age. It was also determined there was not ideal career planning and development practice in hospitals. It was also determined there was not ideal career planning and development practice in hospitals. Some career planning and development views of managers in hospitals varied according to demographic characteristics. It is expected the research contribute to the development of effective career planning and development policies in hospitals.

Keywords

Career Planning, Career Development, Health Manager

References

• Anafarta, N. (2001). Orta düzey yöneticilerin kariyer planlamasına bireysel perspektif. Akdeniz İ.İ.B.F. Dergisi, 2, 1-17.
• Berg L.N. ve Byrkjeflot, H. (2014). Management in hospitals. A career track and a career trap. A comparison of physicians and nurses in Norway. International Journal of Public Sector Management, 27(5), 379-94.
• Biemann T. Kearney E. ve Marggraf K. (2015). Empowering leadership and managers' career perceptions: examining effects at both the individual and the team level. The Leadership Quarterly, 26, 775-85.
• Bredin K. ve Söderlund, J. (2013). Project managers and career models: An exploratory comparative study. International Journal of Project Management, 31(6), 889-902.
• Can H. Kavuncubaşı Ş. ve Yıldırım S. (2009). Kamu ve özel kesimde insan kaynakları yönetimi. Bölüm 9: Örgütsel sosyalizasyon ve kariyerler. 6. Baskı, Siyasal Yayın Dağıtım, Ankara.
• Chetana N. ve Mohapatra D. (2017). Career planning and career management as antecedents of career development: A Study. Asian J. Management, 8(3), 614-18.
• Chow I.H.S. (2002). Organizational socialization and career success of Asian managers. Int. J. of Human Resource Management, 13(4), 720-37.
• Crawshaw J.R. ve Game A. (2015). The role of line managers in employee career management: an attachment theory perspective. The International Journal of Human Resource Management, 26(9), 1182-203. Deniz, M. ve Ünal, A. (2007). İnsan Kaynaklarının Bir Fonksiyonu Olarak Örgütsel Kariyer Yönetimi ve Bir Uygulama. e-Journal of New World Sciences Academy, 2(2), 1-19.
• Dijck H.V. (2014). Hospital doctors behave differently, and only by respecting the fundamentals of professional organizations will managers be able to create common goals with professionals. Acta Clinica Belgica, 69(4), 309-11.
• Gökdeniz, İ. (2017). Özel Sektör ve Kamu Yönetiminde Kariyer Planlaması. KMÜ Sosyal ve Ekonomik Araştırmalar Dergisi, 9(32), 123-131.
• Guan Y. Wen Y. Chen S.X. Liu H. Si W. Liu Y. Wang Y. Fu R. Zhang Y. ve Dong Z. (2014). When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor. European Journal of Work and Organizational Psychology, 23(4), 596-607.
• Jyrkinen M. (2014). Women managers, careers and gendered ageism. Scandinavian Journal of Management, 30, 175-185.
• Mascia D. ve Piconi I. (2013). Career histories and managerial performance of health care chief executive officers: An empirical study in the Italian National Health Service. Health Care Manage Rev, 38(1), 71-80.
• Rollag K. (2004). The impact of relative tenure on newcomer socialization Dynamics. Journal of Organizational Behavior, 25, 853-72.
• Sevinç E. ve Sabuncu N. (2018). Kariyer planlama ve geliştirme uygulamalarına ilişkin bir özel hastanede çalışan hemşirelerin görüşleri. IGUSABDER, 6, 585-606.
• Sonmez B. ve Yildirim A. (2009). What are the career planning and development practices for nurses in hospitals? Is there a difference between private and public hospitals? Journal of Clinical Nursing, 18(24), 3461-71.
• Taormina R.J. ve Law C.M. (2000). Approaches to preventing burnout: the effects of personal stress management and organizational socialization. Journal of Nursing Management, 8(2), 89-99.
• Tappen, Ruth M. (2001). Nursing Leadership and Management Concept and Practice. Fourth edition. F.A. Davis Company, Philadelphia.
• Vergiliel Tüz, M. (2003). Kariyer Planlamasında Yeni Yaklaşımlar. Uludağ Üniversitesi Fen Edebiyat Fakültesi Sosyal Bilimler Dergisi, 4(4), 169-176.
• Yu M.C. ve Lee M.H. (2015). Managers' career development recognition in Taiwanese companies. Asia Pacific Management Review, 201, 11-7.