The Effect of Human Resource Manager’s Job Crafting on Work Engagement

Yıl 2019, Cilt: 10 Sayı: 17, 395 - 419, 31.03.2019

Tahsin Akçakanat Hasan Hüseyin Uzunbacak Osman Kürşat Acar

https://doi.org/10.26466/opus.513340

Cited By: 8

Öz

In this study, the
concept of Job Crafting, which has begun to be made in Turkish literature, has
been discussed. In this context, the impact of Job Commitment on Work
Commitment, which is an independent variable, has been investigated. The sample
of the study is composed of human resources managers working in various
provinces and sectors in the Mediterranean region in Turkey. In this context,
data were obtained from 230 managers. In order to measure the job crafting of
employees, a 21-item scale which was developed by Tims et al. (2012) and
adapted to Turkish by Akın et al. (2014) was used. Work engagement is measured
by the 9-item scale developed by Schaufeli and Bakker (2003) and adapted into
Turkish by Özkalp and Meydan (2015). In this study, SPSS 22 and LISREL 8.80
statistical packages were used. Descriptive statistics and correlation and
regression analyzes were used in this study. As a result of the research; The
positive and significant effects of increasing structural job resources,
increasing social job resources and increasing the challenging job demands on
work engagement’s dimensions have been determined.

Anahtar Kelimeler

Job Crafting, Work Engagement, Job Demands-Resource Theory, Human Resource

İnsan Kaynakları Yöneticilerinin İş Becerikliliklerinin İşe Adanmışlıkları Üzerine Etkisi

Öz

Bu çalışmada, Türkçe
yazında üzerinde yeni yeni çalışmalar yapılmaya başlanmış olan İş Becerikliliği
kavramı ele alınmıştır. Bu kapsamda İş Becerikliliği bağımsız değişken olmak
üzere İşe Adanmışlık üzerine olan etkisi araştırmaya konu edilmiştir.
Araştırmanın örneklemi, Akdeniz bölgesinde çeşitli il ve sektörlerde çalışan
insan kaynakları yöneticilerinden oluşturulmuştur. Bu kapsamda 230 yöneticiden
elde edilen verilerle çalışma gerçekleştirilmiştir. Araştırmada, çalışanların
İş Becerekliliğini ölçmek amacıyla Tims ve arkadaşları (2012) tarafından
geliştirilip, Akın ve arkadaşları (2014) tarafından Türkçeye uyarlanan 21
maddelik ölçek kullanılmıştır. Çalışanların İşe Adanmışlıkları ise Schaufeli ve
Bakker (2003) tarafından geliştirilen ve Özkalp ve Meydan (2015) tarafından
Türkçeye uyarlanan 9 maddelik ölçek ile ölçülmüştür. Çalışmada SPSS 22 ve
LISREL 8.80 istatistik paket programları kullanılarak analizler
gerçekleştirilmiştir. Betimleyici istatistikler ile korelasyon ve regresyon
analizleri bu çalışmada kullanılmıştır. Araştırma sonucunda İş
Becerikliliğinin; Yapısal İş Kaynaklarını Artırma, Sosyal İş Kaynaklarını
Artırma ve Zorlayıcı İş Gerekliliklerini Artırma boyutlarının, İşe Adanmışlık
boyutları üzerinde pozitif yönlü ve anlamlı etkileri tespit edilmiştir. 

Anahtar Kelimeler

İş Becerikliliği, İşe Adanmışlık, İş Gerekleri-Kaynakları Teorisi, İnsan Kaynakları

Kaynakça

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