ÜCRETLENDİRME TİPİNİN KARİYER BAĞLILIĞI VE DAĞITIM ADALETİYLE İLİŞKİSİNİN ANALİZİ

Öz

Örgütlerde ücretlendirme, çalışanlar açısından sadece bir motivasyon kaynağı değil aynı zamanda örgütsel tutum ve davranışları etkileyen önemli bir araçtır. Bununla birlikte örgütün amaç ve hedeflerine ulaşmada etkili bir araç olan insan kaynaklarının da önemli bir fonksiyonudur. Bu bağlamda çalışma, ücretlendirme tipinin kafe, restoran ve bar gibi işletmelerde çalışanlar arasında kariyer bağlılığı ve dağıtım adaleti açısından farklılık oluşturup oluşturmadığını incelemeyi amaçlamıştır. Araştırma, insan kaynaklarında bu alanda var olan bir eksikliği gidermeyi hedeflemiştir. Alanya ilçe merkezinde faaliyette bulunan kafe, restoran ve barlarda çalışan 314 katılımcıdan oluşan örneklem grubundan elde edilen veriler, SPPS ve AMOS programları yardımıyla analiz edilmiştir. Araştırmanın sonuçları, ücretlendirme tipinin çalışanlar arasında kariyer bağlılığı ve dağıtım adaleti açısından farklılık oluşturduğunu göstermektedir. Çalışanlar arasında özellikle yüzdeye dayalı ücretlendirme yöntemi, kariyer bağlılığı ve dağıtım adaleti açısından önemli farklılığı ortaya koymaktadır. Bu bulgular, insan kaynakları uygulamalarından biri olan ücretlendirme tipinin adil bir şekilde uygulanmasına rehber niteliğinde olup, örgütsel davranış açısından örgütlerde ücretlendirme tipinin önemini ortaya koymaktadır.

Anahtar Kelimeler

• Ücret
• Kariyer Bağlılığı
• Dağıtım Adaleti

Analysis Of The Relationship Between Compensation Type With Career Commitment And Distributive Justice

Öz

Compensation in organizations is not only a source of motivation for employees, but also a crucial tool that affects organizational attitudes and behaviors. In addition, it is an important function of human resources, which is an effective tool in achieving the goals and objectives of the organization. In this context, the study aimed to examine whether the type of compensation creates a difference in terms of career commitment and distributive justice among employees in businesses such as cafes, restaurants, and bars. The research aimed to fill a gap in this area in human resources. The data set was obtained from the sample group consisting of 314 participants working in cafes, restaurants and bars operating in Alanya district center. The data were analyzed with the help of SPPS and AMOS programs. The results of the research show that the type of compensation makes a difference among employees in terms of career commitment and distributive justice. Particularly, percentage-based compensation method reveals significant differences among employees in terms of career commitment and distributive justice. These findings are a guide to the fair application of the compensation type, which is one of the human resources practices, and reveal the importance of the compensation type in organizations in terms of organizational behavior.

Anahtar Kelimeler

• Compensation
• Career Commitment
• Distribution Justice

Kaynakça

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