Çeşitlilik Yönetimi Politikalarının Örgütsel Bağlılık Üzerindeki Etkisi: Sistematik Literatür Taraması ve Niteliksel Meta-Sentez

Öz

Çeşitlilik yönetimi, iş gücünde yaş, cinsiyet, etnik köken, engellilik, eğitim ve inanç farklılıklarının örgütlerde adil, kapsayıcı ve eşitlikçi politikalarla yönetilmesini ifade etmektedir. Bu tür uygulamalar, çalışanların aidiyet duygusunu güçlendirmekte, psikolojik güvenliği artırmakta ve örgütsel bağlılığa katkı sağlamaktadır. Örgütsel bağlılık kavramı, bireyin çalıştığı kuruma yönelik aidiyet hislerini, kurumsal amaçlarla özdeşleşme düzeyini ve örgütte kalma isteğini yansıtmaktadır. Bu çalışmanın amacı, Türkiye’de yürütülen araştırmalara dayalı olarak çeşitlilik, eşitlik ve kapsayıcılık (DEI) politikalarının örgütsel bağlılık üzerindeki etkilerini sistematik bir literatür taraması ve niteliksel meta-sentez yoluyla incelemektir. Çalışmada Web of Science, SCOPUS, DergiPark ve YÖK Ulusal Tez Merkezi veri tabanlarında 2015–2025 yılları arasında yayımlanmış nicel araştırmalar taranmıştır. PRISMA kriterlerine göre yürütülen süreç sonucunda beş çalışma analize dahil edilmiştir. Bulgular, çeşitlilik yönetimi politikaları ile örgütsel bağlılık arasında pozitif ve anlamlı ilişkiler bulunduğunu göstermektedir. Kamu ve özel sektör araştırmaları, bu ilişkinin farklı bağlamlarda da geçerli olduğunu ortaya koymaktadır. Genel olarak, çeşitliliğin etkin yönetiminin örgütsel bağlılığın alt boyutları (duygusal, normatif ve devam bağlılığı) üzerinde anlamlı düzeyde etkili olduğu sonucuna ulaşılmıştır.

Anahtar Kelimeler

• Çeşitlilik yönetimi
• eşitlik
• kapsayıcılık
• örgütsel bağlılık
• meta-sentez

THE EFFECT OF DIVERSITY MANAGEMENT POLICIES ON ORGANIZATIONAL COMMITMENT: A SYSTEMATIC LITERATURE REVIEW AND QUALITATIVE META-SYNTHESIS

Öz

Diversity management refers to the management of differences in age, gender, ethnicity, disability, education, and beliefs in the workforce through fair, inclusive, and equitable organizational policies. Such practices strengthen employees’ sense of belonging, enhance psychological safety, and contribute to organizational commitment. The concept of organizational commitment reflects individuals’ feelings of attachment to their organization, their identification with organizational goals, and their willingness to remain within the organization. The purpose of this study is to examine the effects of diversity, equity, and inclusion (DEI) policies on organizational commitment through a systematic literature review and meta-analysis based on research conducted in Türkiye. Quantitative studies published between 2015 and 2025 were retrieved from Web of Science, SCOPUS, DergiPark, and the Turkish Council of Higher Education (YÖK) Thesis Center databases. Following the PRISMA criteria, five studies were included in the analysis. The findings indicate that there are positive and significant relationships between diversity management policies and organizational commitment. Research conducted in both the public and private sectors reveals that this relationship holds true across different contexts. Overall, the results suggest that effective diversity management significantly influences the sub-dimensions of organizational commitment (affective, normative, and continuance commitment).

Anahtar Kelimeler

• Diversity management
• equity
• inclusion
• organizational commitment
• meta- synthesis

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