Personel Devrinin Nedenlerine İlişkin Geliştirilen Modellerin İncelenmesi

Yıl 2014, Cilt: 19 Sayı: 3, 289 - 311, 01.09.2014

   Dr.Mustafa Demirkıran Doç.Dr.Ramazan Erdem

Öz

To lose qualified personnel that is one of the most precious entities of organizations may affect not only organizations itself but also the working personnel. Therefore, organizations should accurately determine the reasons leading to personnel turnover and take necessary precautions. However, studies show that it is very hard to explain the concept of personnel turnover with a single model. This is because of the fact that personnel turnover process is very complex and consists of various behaviors, attitudes and decision-making components. This study aims to investigate the models developed towards personnel turnover processes in organizations and within this framework, models developed by March and Simon (1958), Mobley (1977), Price (1977), Steers and Mowday (1981), Rusbult and Farrell (1983), Hom and Griffeth (1995), Price (2001), Allen Shore and Griffeth (2003) and Peterson (2004) which commonly take place in foreign literature were included in the research. According to the research results, it was found that main variables of most of the models developed towards personnel turnover consist of work satisfaction, organizational commitment and organizational justice

Anahtar Kelimeler

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PERSONEL DEVRİNİN NEDENLERİNE İLİŞKİN GELİŞTİRİLEN MODELLERİN İNCELENMESİ

Öz

Örgütlerin, en değerli varlıkları olan nitelikli personelini kaybetmeleri, hem örgütleri hem de çalışan personeli olumsuz olarak etkileyebilmektedir. Bu nedenden dolayı örgütlerin, personel devrine neden olan faktörleri doğru bir şekilde belirlemeleri ve gerekli önlemleri almaları gerekmektedir. Ancak yapılan çalışmalar göstermektedir ki personel devri kavramını tek bir modelle açıklamak çok zordur. Çünkü personel devir süreci oldukça karmaşıktır ve çeşitli davranışları, tutumları ve karar verme bileşenlerini içermektedir. Bu çalışmayla örgütlerdeki personel devir süreçlerine ilişkin olarak geliştirilen modellerin incelenmesi amaçlanmış ve bu çerçevede, yabancı literatürde sıkça yer alan March ve Simon (1958), Mobley (1977), Price (1977), Steers ve Mowday (1981), Rusbult ve Farrell (1983), Hom ve Griffeth (1995), Price (2001), Allen Shore ve Griffeth (2003) ile Peterson (2004) modelleri araştırmaya dahil edilmiştir. Araştırma sonucunda personel devrine ilişkin olarak geliştirilen modellerin çoğunun ana değişkenlerini iş tatmini, örgütsel bağlılık ve örgütsel adaletin oluşturduğu görülmüştür

Anahtar Kelimeler

Personel Devri, Modeller, March ve Simon

Kaynakça

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