Başarının Kilidini Açmak: Örgütsel Çevikliğin Kişi-İş Uyumunu Yükseltmesinde İş Şekillendirmenin Aracılık Rolü

Yıl 2023, , 297 - 319, 30.09.2023

Zişan Duygu Alioğulları

https://doi.org/10.54733/smar.1318708

Öz

Belirsizliğin, değişimin ve muğlaklığın yüksek olduğu günümüz iş dünyasında örgütlerin ayakta kalabilmesi için yapılarının hızlı ve esnek olması gerekmektedir. Hızlı hareket etme kabiliyetine sahip işletmeler yüksek rekabet avantajına sahip olduğu bilinmektedir. Örgütlere bu avantajı sağlayan örgütsel çeviklik, değişimlere ayak uydurabilen ve değişimlerden yararlanabilen bir yetkinlik olarak tanımlanmaktadır. Diğer taraftan çalışanların kişilikleri ile yaptıkları iş özelliklerinin birbiriyle uyum içinde olması örgütler açısından arzu edilen bir durumdur. Değişim ortamında işlerin geleceği için önemli olan çalışanların iş şekillendirme faaliyetlerine ne kadar hazırlıklı olduğu da oldukça önemlidir. Bu araştırmanın amacı, iş yerinde hızlılık, atiklik ve esnekliğin yansıması olan örgütsel çevikliğin, çalışanın işe uyum sağlaması üzerindeki etkisinde iş şekillendirme eylemlerinin ne derecede etkili olduğunu araştırmaktır. Araştırma kapsamında, Erzurum ilinde özel bir banka çalışanlarından anket yoluyla veriler toplanmıştır. 317 çalışandan toplanan veriler, korelasyon ve yapısal eşitlik modellemesi (YEM) analizi ile test edilmiştir. Araştırma sonucunda, değişen dünya şartlarında çevik olmanın örgütler için bir gereklilik olduğu tespit edilmiştir. Ayrıca, örgütsel çevikliğin çalışanın işi ile arasındaki uyumsuzluğu azalttığı bununla birlikte çalışanların işlerini şekillendirmelerinin bu ilişkide aracı rol üstlendiği görülmüştür. Yapılan literatür taramasında araştırma modelindeki değişkenlerin bir arada incelendiği başka bir çalışmaya rastlanmamıştır. Elde edilen bulgular ışığında hem yöneticilere hem de örgüt yapısına yönelik pek çok öneri getirilmiş olup araştırmanın yazına katkısının önemli olduğu açıktır.

Anahtar Kelimeler

örgütsel çeviklik, kişi-iş uyumu, iş şekillendirme

Destekleyen Kurum

YOK

Proje Numarası

YOK

Teşekkür

YOK

Unlocking Success: The Mediating Role of Job Crafting in Enhancing Person-Job Fit through Organizational Agility

Öz

In today's business world, where uncertainty, change, and ambiguity are high, organizations must be quick and flexible in order to survive. Businesses with the ability to act quickly have a significant competitive advantage. Organizational agility that gives organizations this advantage is defined as a competency that can adapt to and benefit from these changes. On the other hand, it is desirable for organizations that the personalities of the employees and their job characteristics are a good fit with each other. In an environment of change, it is also very important how prepared the employees are for job crafting activities, which are important for the future of work. The purpose of this research is to investigate the effectiveness of job crafting practices in affecting organizational agility, which is a reflection of speed, agility, and flexibility in the workplace, on employees’ job fit. Within the scope of the research, data were collected from the employees of a private bank in Erzurum using a questionnaire. Data collected from 317 employees were tested with correlation and structural equation modeling (SEM) analysis. As a result of the research, it was determined that being agile is a necessity for organizations in changing world conditions. In addition, it was seen that organizational agility reduces the fit between the employee and his job, and the crafting of the job of the employees plays a mediating role in this relationship. In the literature, no other study was found in which the variables in the research model were examined together. In light of the findings, many suggestions have been made for both managers and organizational structure, and it is obvious that the contribution of the research to the literature is important.

Anahtar Kelimeler

organizational agility, person-job fit, job crafting

Proje Numarası

YOK

Kaynakça

• Afsar, B., Badir, Y., & Khan, M. M. (2015). Person-job fit, person-organization fit and innovative work behavior: The mediating role of innovation trust. The Journal of High Technology Management Research, 26(2), 105-116.
• Akın, A., Sarıçam, H., Kaya Ç. & Demir, T. (2014). Turkish version of job crafting scale (JCS): The validity and reliability study. International Journal of Educational Researchers, 5(1), 10-15.
• Akkaya, B., & Tabak, A. (2020). The link between organizational agility and leadership: A research in science parks. Academy of Strategic Management Journal, 19(1), 1-17.
• Al-Nawasrah, M., & Alafi, K. K. (2021). The impact of human resource management practices on person-job fit: The mediating role of human resources agility at Jordanian airlines companies. Global Journal of Economics and Business, 11(1), 113-131.
• Argyris, C. (1990). Integrating the individual and the organization. John Wiley & Sons.
• Baiyere, A., Tapanainen, T., & Salmela, H. (2018). Agility of business processes-lessons from a digital transformation context. MCIS 2018 Proceedings, 1-13.
• Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
• Basım, N., Güler, M., & Ocak, M. (2021). Bireysel kaynaklar, işi biçimlendirme ve işe tutulma ilişkisinde başa çıkmanın aracılık rolü. Erciyes Akademi, 35(4), 1741-1754.
• Berisha, G., & Lajçi, R. (2020). Fit to last? Investigating how person-job fit and person-organization fit affect turnover intention in the retail context. Organizations and Markets in Emerging Economies, 11(2), 407-428.
• Boon, C., & Biron, M. (2016). Temporal issues in person-organization fit, person-job fit and turnover: The role of leader-member exchange. Human Relations, 69(12), 2177-2200.
• Candemir, G. (2020). Bankacılık sektöründe yeni trendler ve teknolojik gelişmeler: Fintek sektörü üzerine bir uygulama [Yayınlanmış Doktora Tezi]. Marmara Üniversitesi Bankacılık ve Sigortacılık Enstitüsü.
• Carless, S. A. (2005). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78(3), 411-429.
• Çetin, F., Kibaroğlu, G. G., & Basım, H. N. (2021). İş biçimlendirme (job crafting) ölçeği’nin Türkçeye uyarlanması. İş ve İnsan Dergisi, 8(2), 257-271.
• Chen, X., & Siau, K. (2012). Effect of business intelligence and IT infrastructure flexibility on organizational agility. ICIS 2012 Proceedings, 1-19.
• Demerouti, E., Bakker, A. B. & Gevers, J. M. P. (2015). Job crafting and extra-role behavior: The role of work engagement and flourishing. Journal of Vocational Behavior, 91, 87-96.
• Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology, (Vol. 6, pp. 283-357). John Wiley & Sons.
• Eisenhardt, K. M., & Martin, J. A. (2000). Dynamic capabilities: What are they?. Strategic Management Journal, 21(10‐11), 1105-1121.
• Guo, Y., & Hou, X. (2022). The effects of job crafting on tour leaders’ work engagement: The mediating role of person-job fit and meaningfulness of work. International Journal of Contemporary Hospitality Management, 34(5), 1649-1667.
• Gürbüz, S., & Şahin, F. (2015). Sosyal bilimlerde araştirma yöntemleri. Seçkin Yayıncılık.
• Halalmeh, M. (2021). The impact of strategic agility on employees’ performance in commercial banks in Jordan. Management Science Letters, 11(5), 1521-1526.
• Hesselberg, J. (2018). Unlocking agility: An insider's guide to agile enterprise transformation. Addison-Wesley Professional.
• Huang, W., Yuan, C., & Li, M. (2019). Person-job fit and innovation behavior: Roles of job involvement and career commitment. Frontiers in Psychology, 10, 1134.
• İnce, M., & Bozkurt, O. B. (2019). İşe bağlılık ile iş performansı arasındaki ilişkide iş zanaatkârlığının aracılık rolü: Zanaatkârlar üzerine bir araştırma. Kocaeli Üniversitesi Sosyal Bilimler Dergisi, 2(38), 69-84.
• Ingusci, E., Callea, A., Chirumbolo, A., & Urbini, F. (2016). Job crafting and job satisfaction in a sample of Italian teachers: The mediating role of perceived organizational support. Electronic Journal of Applied Statistical Analysis, 9(4), 675-687.
• Jamrog, J., Vickers, M., & Bear, D. (2006). Building and sustaining a culture that supports innovation. People and Strategy, 29(3), 9-19.
• Joiner, B. (2019). Leadership agility for organizational agility. Journal of Creating Value, 5(2), 139-149.
• Karabey, C., & Kerse G. (2017). The relationship between job crafting and psychological capital: A survey in a manufacturing business. Press Academia Procedia, 3(1), 909-915.
• Karatepe, O. M., & Kim, T. T. (2023). Job crafting and critical work-related performance outcomes among cabin attendants: Sequential mediation impacts of calling orientation and work engagement. Tourism Management Perspectives, 45, 101065.
• Kerse, G. (2018). The impact of job crafting on person-job fit: “I am compatible with my work because I can make changes in my work”. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 32(4), 941-958.
• Kirkendall, C. D. (2013). Job crafting: The pursuit of happiness at work [Doctoral Dissertation Thesis]. Wright State University.
• Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta‐analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.
• Kristof-Brown, A.L. (2000). Perceived applicant fit: Distinguishing between recruiters’ perceptions of person-job and person-organization fit. Personnel Psychology, 53(3), 643-671.
• Kumar, R., Akbar, W., & Khan, N. R. (2021). Moderating role of person job-fit facet between hierarchical plateau and turnover intention. South Asian Journal of Management Sciences, 15(2), 176-190.
• Kusanke, K., Behnke, J., & Winkler, T. J. (2023). Personality traits and ambidextrous work environments in IT organizations–A person-job fit perspective. Proceedings of the 56th Hawaii International Conference on System Sciences, 6290-6299.
• Lauver, K. J., & Kristof-Brown, A. (2001). Distinguishing between employees' perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 59(3), 454-470.
• Leng, G. E., & Chin, M. L. C. (2016). Person-job fit, personality, organizational commitment and intention to stay among employees in marketing departments. Journal Psychology Malaysia, 30(1), 80-89.
• Loghmani, M., Webb, T., Cuskelly, G., & Alavi, S. H. (2023). How job crafting builds organizational agility in a government-dependent NSO: The mediating role of organizational climate. Managing Sport and Leisure, 28(5), 522-537.
• Makers Türkiye. (2020). En iyi agile (çevik) dönüşümü uygulayan kurumlar. https://makersturkiye.com/en-iyi-agile-cevik-donusumu-uygulayan-kurumlar/ (Erişim Tarihi: 17 Nisan 2023).
• Mc Kinsey. (2022). Küresel bankacılık değerlendirmesi 2021 raporu. https://www.mckinsey.com/tr/our-insights/mckinsey-kuresel-bankacilik-degerlendirmesi-2021-raporu-yayinlandi (Erişim Tarihi: 22 Nisan 2023).
• Mrugalska, B., & Ahmed, J. (2021). Organizational agility in industry 4.0: A systematic literature review. Sustainability, 13(15), 8272-8305.
• Narasimhan, R., Swink, M., & Kim, S. W. (2006). Disentangling leanness and agility: An empirical investigation. Journal of Operations Management, 24(5), 440-457.
• Neuenschwander, M. P., & Hofmann, J. (2022). Career decision, work adjustment, and person–job fit of adolescents: Moderating effects of parental support. Journal of Career Development, 49(1), 76-89.
• Niessen, C., Weseler, D., & Kostova, P. (2016). When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting. Human Relations, 69(6), 1287-1313.
• Ogbuanya, T. C., & Chukwuedo, S. O. (2017). Job crafting-satisfaction relationship in electrical/electronic technology education programme: Do work engagement and commitment matter?. Revista de Psicología del Trabajo y de las Organizaciones, 33(3), 165-173.
• Özen, M. T. (2021). Çevik yönetime dair bazı tespitler: Yazılım sektöründe hazırlanan raporlar kapsamında dönemsel bir analiz. Uluslararası Yönetim Akademisi Dergisi, 4(2), 385-408.
• Pelealu, D. R. (2022). The effect of perceived organizational support, psychological well-being, and person job fit on organizational commitment through organizational citizenship behavior (OCB) as variable intervening in automotive companies. Sch J Econ Bus Manag, 9(4), 81-94.
• Peng, Y., & Mao, C. (2015). The impact of person–job fit on job satisfaction: The mediator role of self efficacy. Social Indicators Research, 121(3), 805-813.
• Ravichandran, T. (2018). Exploring the relationships between IT competence, innovation capacity and organizational agility. The Journal of Strategic Information Systems, 27(1), 22-42.
• Rudolph, C. W., Katz, I. M., Lavigne, K. N., & Zacher, H. (2017). Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes. Journal of Vocational Behavior, 102, 112-138.
• Sekiguchi, T. (2004). Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka Keidai Ronshu, 54(6), 179-196.
• Slemp, G. R., & Vella-Brodrick, D. A. (2013). The job crafting questionnaire: A new scale to measure the extent to which employees engage in job crafting. International Journal of Wellbeing, 3(2), 126-146.
• Tabachnick, B. G., & Fidell, L. S. (2013). Using multivariate statistics (Sixth Edition). Pearson.
• Tallon, P. P., & Pinsonneault, A. (2011). Competing perspectives on the link between strategic information technology alignment and organizational agility: Insights from a mediation model. Mis Quarterly, 35(2), 463-486.
• Tallon, P. P., Queiroz, M., Coltman, T., & Sharma, R. (2019). Information technology and the search for organizational agility: A systematic review with future research possibilities. The Journal of Strategic Information Systems, 28(2), 218-237.
• Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behavior, 80(1), 173-186.
• Uysal, B., Özçelik, G., & Uyargil, C. B. (2018). Bireysel iş yapılandırmanın sonuçları: Bireysel iş yapılandırmanın psikolojik sermaye ve işe adanmışlık üzerindeki etkisinin değerlendirilmesi. Yönetim Bilimleri Dergisi, 16(32), 651-666.
• Van Vianen, A. E. (2018). Person-environment fit: A review of its basic tenets. Annual Review of Organizational Psychology and Organizational Behavior, 5(1), 75-101.
• Verelst, L., De Cooman, R., Verbruggen, M., Van Laar, C., & Meeussen, L. (2021). The development and validation of an electronic job crafting intervention: Testing the links with job crafting and person‐job fit. Journal of Occupational and Organizational Psychology, 94(2), 338-373.
• Wendler, R. (2016). Dimensions of organizational agility in the software and IT service industry: Insights from an empirical investigation. Communications of the Association for Information Systems, 39, 439-482.
• Wong, C. M., & Tetrick, L. E. (2017). Job crafting: Older workers’ mechanism for maintaining person-job fit. Frontiers in Psychology, 8, 1548.
• Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26(2), 179-201.
• Wrzesniewski, A., LoBuglio, N., Dutton, J. E., & Berg, J. M. (2013). Job crafting and cultivating positive meaning and identity in work. In Bakker, A. B. (Ed.), Advances in positive organizational psychology (Vol. 1, pp. 281-302). Emerald.
• Yang, C., & Liu, H. M. (2012). Boosting firm performance via enterprise agility and network structure. Management Decision, 50(6), 1022-1044.
• Yavuz, M., & Artan, İ. E. (2019). İş zanaatkârlığı (job crafting) kavramı: Türkçe iş zanaatkârlığı ölçeği’nin geliştirilmesi. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi, 20(1), 95-125.