Çalışanların İş Becerikliliğine İlişkin Kavramsal Bir Model Önerisi

Öz

Çalışanların gönüllü bir şekilde işlerine ilişkin sınırlarını, işin kendi kapsamı içinde tekrardan şekillendirmesi, yapılandırması olarak ifade edilen iş becerikliliği kavramı son yirmi yıldır araştırmacıların ilgi odağındadır. İş becerikliliği kavramının ortaya çıkmasından bu yana araştırmacılar ve bilim adamları kimin iş becerikliliğine ilişkin davranış sergilediğini ya da bunu ne zaman yaptığını anlamak ve iş becerikliliği kavramının araştırmaya değer, çalışanlar ve örgütler için potansiyel faydaları olan bir yapı olduğunu kanıtlamak için ilgili kavramın öncüllerini ve/veya ardıllarını keşfetmeye odaklanmışlardır. Bireyleri iş becerikliliği hususuna yönlendiren faktörler hakkında öğrenilecek çok şeyin olması gerekçesiyle ve mevcut çalışmaların gözden geçirilerek organizasyonlarda iş becerikliliği davranışlarının öncüllerine ve ardıllarına ışık tutmak adına daha fazla araştırmaların yapılması gerektiğinden ve çalışanlar tarafından başlatılan işin yeniden tasarlanmasının her ne kadar pozitif (olumlu) bireysel ve örgütsel sonuçlarla ilişkilendirilse de ilgili kavramın zararlı yanlarının (olumsuz sonuçları) yeterince araştırılmadığı görüşlerinden hareketle, bu araştırmanın temel amacı, çalışanların iş becerikliliğine ilişkin kavramsal bir çerçeve ortaya koyarak kavramın öncülleri ve ardıllarını içeren kavramsal bir model önermektir. Bu araştırma kapsamında, iş becerikliliğinin öncülleri; örgütsel, durumsal, bireysel, motivasyonel ve durumsal faktörler ile bireysel özelliklerin etkileşimi adı altında beş gruba göre sınıflandırılmıştır. İş becerikliliği kavramının ardılları ise, bireysel sonuçlar (olumlu ve olumsuz bireysel sonuçlar), örgütsel sonuçlar (olumlu-olumsuz iş fonksiyonları) ve bireysel-örgütsel fonksiyonların etkileşimi olmak üzere beş kategoriye ayrılarak kategorilendirilmiştir.

Anahtar Kelimeler

• Örgütsel Davranış
• İş Becerikliliği
• Öcüller
• Ardıllar
• Kavramsal Model

Employee’ s Job Crafting: Proposal of a General Conceptual Model

Abstract

The concept of job crafting, which is expressed as the voluntary reshaping and reconstruction of the boundaries of their work within their own scope has been in the focus of researchers for the last twenty years. Since the emergence of the concept of job crafting scholars and researchers have focused on discovering the antecedents and/or consequences of job crafting to understand who engages in job crafting behaviour or when they do job it and to prove that job crafting is a construct worth researching and it has potential benefits for employees and organizations. On the grounds that there is much to be learned about the factors that drive individuals to the issues of job crafting and to shed light on the antecedents and the consequences of job crafting in organizations, more research needs to be done by reviewing existing studies. It is stated that job redesign initiated by the employees is associated with positive individual and organizational consequences, the harmful aspects (negative outcomes) of job crafting has not been sufficiently investigated. Based on these views, the main purpose of this research is to propose a conceptual model that includes the antecedents and consequences of job crafting by prensenting a conceptual framework for employees’ job crafting. Within the scope of this research, the antecedents of job crafting has been categorized into five groups under the name of organizational, situational and individual factors, motivational orientations and the interaction of personal and situational factors. The consequences of job crafting has been classified into five categories: individual outcomes (positive and negative individual outcomes), organizational outcomes (positive-negative job functions), and the interaction of individual-organizational functions.

Keywords

• Organizational Behaviour
• Job Crafting
• Antecedents
• Consequences
• Conceptual Model

Kaynakça

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