Interactions Among Psychological Capital, Performance, Intention to Quit and Job Satisfaction: Moderating Effect of Gender

Yıl 2015, Cilt: 2 Sayı: 2, 105 - 113, 27.06.2015

Fatih Çetin , A. Kadir Varoğlu

https://doi.org/10.18394/iid.61996

Cited By: 19

Öz

The main purpose of this study is to explore the effects of the psychological capital on job satisfaction, job performance and intention to quit and to determine the mediator and moderator roles of job satisfaction and gender in these relations. Focusing just the relations between variables, the data were collected with using survey method from 237 employees working different positions in a large scale private company in Ankara. The instruments were psychological capital scale (Luthans et al, 2007), job satisfaction scale (Hackman & Oldham, 1975), intention to quit scale (Mobley et al, 1978) and job performance ratings. Results showed that psychological capital has positive relations with job satisfaction and job performance, and negative relations with intention to quit; also job satisfaction has a mediator role in the relations between psychological capital and intention to quit. Moreover it was determined that gender has a moderator role in the relations of psychological capital- job satisfaction, and psychological capital-intention to quit. All these results were discussed in the light of previous findings.

Anahtar Kelimeler

Psychological Capital, Performance, Intention To Quit, Job Satisfaction, Gender

Psikolojik Sermaye, Performans, Ayrılma Niyeti ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü

Öz

Mevcut çalışmada psikolojik sermayenin, iş tatmini, iş performansı ve işten ayrılma niyetine olan etkileri ile bu süreçte iş tatmininin ve cinsiyetin aracılık ve düzenleyicilik rollerinin ortaya çıkarılması amaçlanmıştır. Araştırmada Ankara’da büyük ölçekli özel bir firmada çeşitli pozisyonlarda çalışan toplam 237 çalışandan anket yöntemiyle veri toplanmıştır. Ankette çalışanların kişisel performans puanları ve demografik bilgileriyle birlikte, Psikolojik Sermaye Ölçeği (Luthans vd., 2007), İşten Ayrılma Niyeti Ölçeği (Mobley vd., 1978) ve İş Tatmin Ölçeği (Hackman ve Oldham, 1975) yer almıştır. Sonuçta, psikolojik sermayenin işten ayrılma niyetini azalttığı, algılanan performansı ve iş tatminini artırdığı, bununla birlikte psikolojik sermaye ile işten ayrılma niyeti ilişkisinde iş tatmininin bir aracılık rolü olduğu belirlenmiştir. Bu bulgulara ilaveten cinsiyetin psikolojik sermaye ile iş tatmini ve psikolojik sermaye ile işten ayrılma niyeti ilişkilerinde düzenleyicilik rolü olduğu ortaya çıkarılmıştır. Tüm sonuçlar önceki bulgular ışığında tartışılmıştır.

Anahtar Kelimeler

Psikolojik Sermaye, Performans, Ayrılma Niyeti, İş Tatmini, Cinsiyet

Kaynakça

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