En İyi Yetenekleri Elde Tutmak: İşveren Markasının ve Psikolojik Sermayenin Etkisi

Yıl 2021, Cilt: 16 Sayı: 63, 1414 - 1429, 31.07.2021

Büşra Müceldili , Berivan Tatar , Prof. Dr. Oya Erdil

https://doi.org/10.19168/jyasar.831993

Öz

İşveren markası kavramı, en iyi yetenekleri kuruma çekme ve elde tutmadaki rolü nedeniyle çeşitli disiplinlerdeki araştırmacıların büyük ilgisini çekmiştir. Ancak çok az çalışma, işveren markasının mevcut çalışan davranışları üzerindeki etkisini incelemiştir. Bu bağlamda çalışmanın amacı, işveren markasının öncül ve ardıllarını incelemektir. Araştırmaya konu olan hipotezler, yapısal eşitlik modellemesi ve 289 beyaz yakalı çalışandan elde edilen verilerle test edilmiştir. Sonuçlar şunu göstermektedir: (1) destekleyici örgüt kültürü, işveren markasıyla pozitif olarak ilişkilidir; (2) işveren markası, işte kalma niyetiyle pozitif olarak ilişkilidir; (3) işveren markası, destekleyici örgüt kültürü ve işte kalma niyeti arasındaki ilişkiye aracılık etmektedir. Ek olarak psikolojik sermaye, işveren markası ile işte kalma niyeti arasındaki ilişkide düzenleyici etkiye sahiptir.

Anahtar Kelimeler

Destekleyici örgüt kültürü, Psikolojik sermaye, İşveren markası, İşte kalma niyeti

Retaining the Best Talents: The Impact of Employer Branding and Psychological Capital

Öz

The concept of employer branding has attracted great attention of researchers in a variety of disciplines due to its role in attracting and retaining the best talents. However, few studies examine employer branding’s impact on current employee behaviors. In this vein, the purpose of the study is to examine the antecedents and consequences of employer branding. The aforementioned hypotheses were tested via structural equation modeling and data obtained from 289 white-collar employees. Results empirically indicate that: (1) supportive organizational culture is positively associated with employer branding, (2) employer branding positively relates to intention to stay, (3) employer branding partially mediates the relationship between supportive organizational culture and intention to stay. Additionally, psychological capital moderates the relationship between employer branding and intention to stay.

Anahtar Kelimeler

Supportive organizational culture, Psychological capital, Employer branding, Intention to stay, Organizational culture

Kaynakça

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