KARİYER TATMİNİNDE KAYNAK DİNAMİKLERİ: İŞ-KİŞİ UYUMU, İŞE TUTULMA VE AMİR DESTEĞİNİN İNCELENMESİ

Öz

Bu çalışma, kaynakların korunması kuramı ve kişi-çevre uyumu kuramı temelinde, kişi-iş uyumu ile kariyer tatmini arasındaki ilişkiyi görgül olarak incelemektedir. Ayrıca, araştırma, işe tutulma değişkeninin aracı rolünü ve yönetici desteği değişkeninin düzenleyici rolünü araştırmaktadır. Çalışmada, sivil havacılık sektöründe faaliyet gösteren iki üretim firmasında çalışan 277 katılımcıdan elde edilen veriler kullanılmıştır. Çalışmanın istatistiksel analizleri için Smart PLS 4 ve SPSS 26 programları kullanılmıştır. Elde edilen sonuçlar, kişi-iş uyumunun hem kariyer tatmini hem de işe tutulma değişkeni ile pozitif yönde ilişkili olduğunu göstermektedir. Bunun yanı sıra, işe tutulmanın, kariyer tatmini ile pozitif yönde ilişkili olduğu ve kişi-iş uyumu ile kariyer tatmini arasındaki olumlu ilişkiye aracılık ettiği belirlenmiştir. Amir desteği, kişi-iş uyumu ile kariyer tatmini arasındaki pozitif ilişkiyi ve işe tutulma ile kariyer tatmini arasındaki pozitif ilişkiyi güçlendirmektedir. Ancak, kişi-iş uyumu ile işe tutulma arasındaki ilişki üzerinde amir desteğinin anlamlı bir etkisi tespit edilmemiştir. Bu durum güçlü bir kişi-iş uyumu olduğunda çalışanların amir desteğinden bağımsız olarak işlerine adanmışlıklarını sürdürme eğiliminde olduğunu göstermektedir. Bulgular, ayrıca örgütlerin, işin gerektirdiği rol ve sorumluluklar ile çalışanların bilgi ve becerilerini uyumlu hale getirerek ve yönetici desteği sağlayarak kariyer tatminini destekleyen bir kültür oluşturmaları gerektiğini göstermektedir. Amir desteğinin rolü, çalışanların liderleri tarafından değerli görüldüğü ve teşvik edildikleri bir çalışma ortamının gerekliliğini vurgulamaktadır. Kuramsal açıdan bu çalışma, kişi-iş uyumu, işe tutulma ve amir desteğinin kariyer tatminini artıran kaynaklar olarak nasıl ele alınabileceğini göstererek kaynakların korunması kuramına katkı sağlamaktadır. Benzer şekilde, kişi-çevre uyumu kuramını da kişi-iş uyumu bağlamında zenginleştirerek, bireysel ve örgütsel faktörler arasındaki uyumun olumlu çıktılara nasıl yol açabileceğini göstermektedir.uyumu ile işe tutulma arasındaki ilişki üzerinde amir desteğinin anlamlı bir etkisi tespit edilmemiştir. Bu durum güçlü bir kişi-iş uyumu olduğunda çalışanların amir desteğinden bağımsız olarak işlerine adanmışlıklarını sürdürme eğiliminde olduğunu göstermektedir. Bulgular, ayrıca örgütlerin, işin gerektirdiği rol ve sorumluluklar ile çalışanların bilgi ve becerilerini uyumlu hale getirerek ve yönetici desteği sağlayarak kariyer tatminini destekleyen bir kültür oluşturmaları gerektiğini göstermektedir. Amir desteğinin rolü, çalışanların liderleri tarafından değerli görüldüğü ve teşvik edildikleri bir çalışma ortamının gerekliliğini vurgulamaktadır. Kuramsal açıdan bu çalışma, kişi-iş uyumu, işe tutulma ve amir desteğinin kariyer tatminini artıran kaynaklar olarak nasıl ele alınabileceğini göstererek kaynakların korunması kuramına katkı sağlamaktadır. Benzer şekilde, kişi-çevre uyumu kuramını da zenginleştirerek, bireysel ve örgütsel faktörler arasındaki uyumun olumlu çıktılara nasıl yol açabileceğini göstermektedir.

Anahtar Kelimeler

• Kişi-İş Uyumu
• Kariyer Tatmini
• İşe Tutulma
• Amir Desteği

RESOURCE DYNAMICS IN CAREER SATISFACTION: EXAMINING PERSON-JOB FIT, WORK ENGAGEMENT, AND SUPERVISOR SUPPORT

Öz

The current study empirically examines the relationship between person-job fit and career satisfaction based on the conservation of resources theory and the person–environment fit theory. In addition, the study investigates the mediating role of work engagement and the moderating role of supervisor support, using data from 277 participants working in two manufacturing firms operating in the civil aviation sector. For statistical analyses, Smart PLS 4 and SPSS 26 were utilized. The results indicate that person-job fit is positively related to both career satisfaction and work engagement. Furthermore, work engagement is positively associated with career satisfaction and mediates the relationship between person-job fit and career satisfaction. Supervisor support amplifies the positive relationship between person-job fit and career satisfaction, as well as between work engagement and career satisfaction. However, no significant effect of supervisor support was found on the relationship between person-job fit and work engagement, which indicates that employees who experience strong P-J fit tend to be engaged with their work regardless of supervisor support. Findings also suggest that match between job demands-job provisions and individual skills, preferences, and needs enhances career satisfaction and work engagement. The role of supervisor support further highlights the necessity of establishing a supportive work setting, where employees feel valued and encouraged by their leaders. However, from a theoretical perspective, this study contributes to the conservation of resources theory by demonstrating how person-job fit, work engagement, and supervisor support function as resources that enhance career satisfaction. Similarly, it enriches the person–environment fit theory by showing how the congruence between individual and organizational factors can lead to positive workplace outcomes.engagement. The role of supervisor support further highlights the necessity of establishing a supportive work setting, where employees feel valued and encouraged by their leaders. However, from a theoretical perspective, this study contributes to the conservation of resources theory by demonstrating how person-job fit, work engagement, and supervisor support function as resources that enhance career satisfaction. Similarly, it enriches the person–environment fit theory by showing how the congruence between individual and organizational factors can lead to positive workplace outcomes.

Anahtar Kelimeler

• Person-Job Fit
• Career Satisfaction
• Work Engagement
• Supervisor Support

Kaynakça

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