GÜÇLENDİRMENİN İŞ TATMİNİ VE İŞTEN AYRILMA NİYETİNE

Öz

Bu ampirik çalışma güçlendirme kavramının boyutları olan anlam, yetkinlik, otonomi ve etki kavramları hakkında görüş bildirmekte ve her birinin ayrı ayrı örgütsel sonuçlar olarak ifade edilebilen iş tatmini ve işten ayrılma niyeti üzerindeki etkisini ortaya koymaya çalışmaktadır. Otuz iki soruluk bir anket kullanılarak özel sektör ve kamu sektör işletmelerinden veriler elde edilmiştir. Anketimize 516 çalışan katılmış ve sonuçlar, güçlendirme ile diğer motivasyonel kavramlar arasındaki ilişkiyi ortaya koymak amacıyla analiz edilmiştir. Her bir boyut, özel sektör ve kamu sektörü olmak üzere iki  ayrı bölümde incelenmiştir. Böylelikle bu iki sektör arasında ayrı bir kıyaslama yapılmasına olanak tanınmıştır. Güçlendirmenin anlam boyutunun her iki sektörde iş tatmini pozitif bir biçimde etkilediği bulunmuştur. Ayrıca anlam boyutu, işten ayrılma niyetini negatif etkilemektedir. Etki boyutunun kamu sektöründe iş tatmini ve işten ayrılma niyetini olumlu etkilediği görülmektedir. Otonomi boyutu ise, özel sektörde işten ayrılma niyetini olumsuz etkilemektedir. Yetkinlik boyutu hiçbir ilişkide anlamlı çıkmamıştır.

Anahtar Kelimeler

• güçlendirme; iş tatmini; işten ayrılma niyeti; kamu sektörü; özel sektör

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Öz

This empirical study assessed the empowerment dimensions of meaning, competence, self-determination, impact and how they differentially related to the organizational outcomes of job satisfaction and intent to leave the job. Data were collected through a 32item questionnaire given to the some public and private sector companies. 516 employees participated our survey and the results were examined to understand the relationship between empowerment and other motivational concepts. All dimensions of empowerment have been examined separately for both public and private sector so that a separate comparison between results from public and private facilities could be conducted. Meaningfulness was positively associated with job satisfaction for both public and private sector, and also it was negatively associated with turnover intentions for both sectors. Impact was significant for both job satisfaction and turnover intention at the public facility. Self-Determination was negatively associated with turnover intention at the private facility. Competence was not found to be significant in any of the relationships

Anahtar Kelimeler

• Empowerment, Job satisfaction, Turnover intention, Public sector, Private sector

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