Araştırma Makalesi
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Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment

Yıl 2023, Cilt: 31 Sayı: 57, 101 - 129, 26.07.2023
https://doi.org/10.17233/sosyoekonomi.2023.03.06

Öz

The demand for skilled IT professionals remains strong in a global manner. Therefore, recruiting and retention of IT professionals are vital for many organisations. The research data was collected from 361 IT professionals employed in 31 public institutions with large-scale IT units in Türkiye. The results indicated that 40.7% of public IT professionals are considering leaving their current jobs in Türkiye. It was observed that POS fully mediated the relationship between LMX and the turnover intentions of public IT professionals. Moreover, contrary to the literature, enhancing employee competency increased the intention to leave (β = .27, p < . 05) rather than decreasing it.

Kaynakça

  • Albertsen, K. et al. (2010), “Psychosocial determinants of work-to-family conflict among knowledge workers with boundaryless work”, Applied Psychology: Health and Well-Being, 2(2), 160-181.
  • Allen, D. et al. (2003), “The role of perceived organizational support and supportive human resource practices in the turnover process”, Journal of Management, 29(1), 99-118.
  • Allen, M. et al. (2008), “Factors impacting the perceived organizational support of IT employees”, Information & Management, 45(8), 556-563.
  • Arslan, S. (2016), “HRM and Firm Performance: An Investigation of Turkish Mid-Size IT Firms”, Doctoral Dissertation, Birmingham: University of Aston.
  • Asarkaya, Ç. (2015), “Psychological Empowerment: Antecedents, Correlates and Consequences”, Doctoral Dissertation, İstanbul: Boğaziçi University.
  • Atik, M. (2019), “Düşük Maliyet Taşımacılık İş Modelini Benimseyen Havayolu Şirketlerinin Yan Gelir Uygulamalarının Finansal Performansları Üzerindeki Etkileri: Türk Sivil Havacılık Sektöründe Bir Uygulama”, İşletme Araştırmaları Dergisi, 11(4), 2622-2635.
  • Baron, R.M. & D.A. Kenny (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.
  • Blau, P. (1964), Exchange and Power in Social Life, New York: Wiley.
  • Budak, G. (2016), Yetkinliğe Dayalı İnsan Kaynakları Yönetimi, Ankara: Nobel.
  • Buengeler, C. et al. (2021), “LMX Differentiation and Group Outcomes: A Framework and Review Drawing on Group Diversity Insights”, Journal of Management, 47(1), 260-287.
  • Calisir, F. et al. (2011), “Factors affecting intention to quit among IT professionals in Turkey”, Personnel Review, 40(4), 514-533.
  • Chang, S. et al. (2010), “From the Editors: Common method variance in international business research”, Journal of International Business Studies, 41, 178-184.
  • Chatfield, C. & A.J. Collin (1980), Introduction to Multivariate Analysis, New York: Chapman and Hall in Association with Methuen, Inc.
  • Conger, J. & R. Kanungo (1988), “The Empowerment Process: Integrating Theory and Practice”, Academy of Management Review, 13(3), 471-482.
  • Dinc, E. (2015), “Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave”, International Business Research, 8(4), 259-269.
  • Drucker, P. (1988), “The coming of the new organization”, Harward Business Review, 66, 45-53.
  • Drucker, P. (1994), “The age of social transformation”, The Atlantic Monthly, (November), 24-29.
  • Eisenberger, R. et al. (1986), “Perceived organizational support”, Journal of Applied Psychology, 71(3), 500-507.
  • Eisenberger, R. et al. (2016), “Optimizing Perceived Organizational Support to Enhance Employee Engagement”, University of Houston: SHRM-SIOP Science of HR Series.
  • Emerson, R. (1976), “Social Exchange Theory”, Annual Review of Sociology, 2, 335-362.
  • Erdem, H. & M. Deniz (2016), “Psikolojik (Algılanan) güçlendirmenin içsel ve dışsal iş doyumu üzerine etkisinde duygusal bağlılığın aracılık rolü: kamu çalışanları üzerinde bir yapısal eşitlik modeli uygulaması”, İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 18, 47-71.
  • Ersoy-Kart, M. (2011), Çalışma Yaşamında Davranış ve Kişilik, Ankara: University of Ankara: Distance Education Publications.
  • Erturk, A. (2014), “Influences of HR Practices, Social Exchange, and Trust on Turnover Intentions of Public IT Professionals”, Public Personnel Management, 43(1), 140-175.
  • Erturk, A. & L. Vurgun (2015), “Retention of IT professionals: Examining the influence of empowerment, social exchange, and trust”, Journal of Business Research, 68(1), 34-46.
  • Flickinger, et al. (2016), “The mediating role of leader-member exchange: a study of job satisfaction and turnover intentions in temporary work”, Human Resource Management Journal, 26, 46-62.
  • Foa, U. & E. Foa (1974), Societal Structures of the Mind, Springfield: Charles C. Thomas.
  • Gouldner, A.W. (1960), “The Norm of Reciprocity: A Preliminary Statement”, American Sociological Review, 25(2), 161-178.
  • Graen, G. & M. Uhl-Bien (1995), “Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective”, Leadership Quarterly, 6, 219-247.
  • Greenberg, D.B. (1968), “A Review”, Simulation, 10(3), 112-112.
  • Gumusoglu, L. & Z. Karakitapoglu-Aygun (2010), “Bilgi Çalışanlarının Adalet ve Güçlendirme Algılarının Örgüte, Lidere ve İşe Bağlılık Üzerindeki Etkileri”, Turkish Journal of Psychology, 25(66), 21-36.
  • Hancer, M. (2001), “An analysis of psychological empowerment and job satisfaction for restaurant employees”, Doctoral Dissertation, The Ohio State University.
  • Hofaidhllaoui, M. & N. Chhinzer (2014), “The Relationship Between Satisfaction and Turnover Intentions for Knowledge Workers”, Engineering Management Journal, 26(2), 3-9.
  • Hom, P. & R. Griffeth (1991), “Structural equations modeling test of a turnover theory: Cross-sectional and longitudinal analyses”, Journal of Applied Psychology, 76(3), 350-366.
  • Hu, L. & P. Bentler (1999), “Cut-off criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives”, Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
  • Kim, H. et al. (2016), “Confirmatory and Exploratory Factor Analysis for Validating the Phlegm Pattern Questionnaire for Healthy Subjects”, Evidence-Based Complementary and Alternative Medicine, 2016, 2696019.
  • Lee, A. et al. (2018), Developing Employees, <https://hbr.org/2018/03/when-empowering-employees-works-and-when-it-doesnt>, 12.01.2021.
  • Matsunaga, M. (2010), “How to factor-analyze your data right: do’s, don’ts, and how-to’s”, International Journal of Psychological Research, 3(1), 97-110.
  • Metin, F. (2020), “Kamuda Bilişim Uzmanı Personel Devir Hızı Sorunu ve Çözüm Önerileri: TÜİK Vaka Çalışması”, HÜ İİBF Dergisi, 38(2), 243-266.
  • Mobley, W. (1982), Employee Turnover: Causes, Consequences, and Control, Reading, Mass: Addison-Wesley.
  • Nezhina, T. et al. (2021), “Public Personnel Job Satisfaction and Retention: The Effects of Perceived Image and Prestige of Government Jobs”, International Journal of Public Administration, 44(16), 1435-1445.
  • Ngo-Henha, P. (2017), “A Review of Existing Turnover Intention Theories”, International Journal of Economics and Management Engineering, 11(11), 2760-2767.
  • Ozutku, H. et al. (2008), “Lider-üye etkileşimi teorisi çerçevesinde, yönetici-ast etkileşimi ile örgütsel bağlılık boyutları ve iş performansı arasındaki ilişki: Ampirik bir inceleme”, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 22(2), 193-210.
  • Peters, L. et al. (1981), “Predicting Turnover: A Comparison of Part-Time and Full-Time Employees”, Journal of Occupational Behaviour, 2(2), 89-98.
  • Podsakoff, P. M. et al. (2003), “Common method biases in behavioral research: a critical review of the literature and recommended remedies”, The Journal of Applied Psychology, 88(5), 879-903.
  • Preacher, K. & A. Hayes (2004), “SPSS and SAS procedures for estimating indirect effects in simple mediation models”, Behavior Research Methods, Instruments, & Computers, 36, 717-731.
  • Rhoades, L. & R. Eisenberger (2002), “Perceived Organizational support: A review of the literature”, Journal of Applied Psychology, 87(4), 698-714.
  • Rusbult, C. et al. (1988), “Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction”, Academy of Management Journal, 31(3), 599-627.
  • Shrout, P.E. & N. Bolger (2002), “Mediation in experimental and nonexperimental studies: new procedures and recommendations”, Psychological Methods, 7(4), 422-445.
  • Sigirci, A. (2010), “Evli Bireylerde Bağlanma Biçimleri ve Evliliğe Dair İnançların Evlilik Doyumu ile İlişkisinin İncelenmesi”, Doctoral Dissertation, Malatya: İnönü University.
  • Spreitzer, G. (2008), “Taking Stock: A review of more than twenty years of research on empowerment at work”, in: J. Barling et al. (eds.), The SAGE Handbook of Organizational Behavior (54-72), Los Angeles: SAGE.
  • Spreitzer, G.M. (1995), “Psychological Empowerment in the Workplace: Dimensions, Measurement, and Validation”, Academy of Management Journal, 38(5), 1442-1465.
  • Tampoe, M. (1993), “Motivating Knowledge Workers”, Long Range Planning, 26(3), 49-55.
  • Tett, R. & J. Meyer (1993), “Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings”, Personnel Psychology, 46(2), 259-293.
  • Tolay, E. et al. (2012), “Akademik Çalışma Ortamında Yapısal ve Psikolojik Güçlendirmenin Duygusal Bağlılık ve İş Doyumu Üzerindeki Etkileri”, Ege Academic Review, 12(4), 449-465.
  • Torun, Y. (2016), “Personel Güçlendirme ve İşten Ayrılma Niyeti İlişkisinde Örgütsel Sinizmin Aracılık Rolü: Örgütsel Sinizm Ölçeği Geliştirmeye Yönelik Bir Araştırma”, Doctoral Dissertation, İstanbul: Marmara University.
  • Turkish Statistical Insitute (2020), Annual Industry and Service Statistics, 2019, Table-1 Basic Indicators by Economic Activity 2019, <https://data.tuik.gov.tr/Bulten/Index?p=annual-industry-and-service-statistics-2019-33599&dil=2>, 08.10.2020.
  • Turunc, O. & M. Celik (2010), “Algılanan Örgütsel Desteğin Çalışanların İş-Aile, Aile-İş Çatışması, Örgütsel Özdeşleşme ve İşten Ayrılma Niyetine Etkisi: Savunma Sektöründe Bir Araştırma”, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14(1), 209-232.
  • Vinas-Bardolet, C. et al. (2020), “Knowledge Workers and Job Satisfaction: Evidence from Europe”, Journal of the Knowledge Economy, 11, 256-280.
  • Wang, D. et al. (2016), “LMX and employee voice: A moderated mediation model of psychological empowerment and role clarity”, Personnel Review, 45(3), 605-615.
  • Wang, H. et al. (2005), “Leader-Member Exchange as a Mediator of the Relationship between Transformational Leadership and Followers’ Performance and Organizational Citizenship Behavior”, The Academy of Management Journal, 48(3), 420-432.
  • Wayne, S. et al. (1997), “Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective”, The Academy of Management Journal, 40(1), 82-111.
  • Wikhamn, W. & M. Selart (2019), “Empowerment and initiative: the mediating role of obligation”, Employee Relations, 41(4), 662-677.
  • Yu, M. et al. (2018), “Empowerment: The key to horizontal leadership in projects”, International Journal of Project Management, 36(7), 992-1006.
  • Zhang, X. & K.M. Bartol (2010), “Linking empowering leadership and employee creativity: the influence of psychological empowerment, intrinsic motivation, and creative process engagement”, The Academy of Management Journal, 53(1), 107-128.
  • Zhong, L. et al. (2015), “Job engagement, perceived organizational support, high-performance human resource practices, and cultural value orientations: A cross-level investigation”, Journal of Organizational Behavior, 37(6), 823-844.

Kamu Bilişim Uzmanlarının Elde Tutulması: Algılanan Örgütsel Destek ve Psikolojik Güçlendirmenin Aracılık Rolü

Yıl 2023, Cilt: 31 Sayı: 57, 101 - 129, 26.07.2023
https://doi.org/10.17233/sosyoekonomi.2023.03.06

Öz

Yetenekli bilişim uzmanlarına olan talep, küresel manada yüksek olmaya devam etmektedir. Bu nedenle, birçok kuruluş için bilişim uzmanlarının işe alınması ve elde tutulması hayati önem arz ediyor. Araştırma verileri, Türkiye'de büyük ölçekli bilişim birimlerine sahip 31 kamu kurumunda çalışan 361 bilişim çalışanından elde edilmiştir. Sonuçlar, Türkiye kamu bilişim sektöründeki uzmanların %40,7’sinin mevcut işlerini bırakmayı düşündüklerini göstermiştir. Bulgular, algılanan örgütsel desteğin işten ayrılma niyeti ile lider-üye etkileşimi (LMX) arasındaki ilişkide tam aracılık rolü üstlendiğini ortaya çıkarmıştır. Ayrıca, literatürün aksine, çalışan yetkinliklerinin artırılması, bilişim çalışanlarının işten ayrılma niyetini azaltmamakta, tersine artırmaktadır (β = .27, p < .05).

Kaynakça

  • Albertsen, K. et al. (2010), “Psychosocial determinants of work-to-family conflict among knowledge workers with boundaryless work”, Applied Psychology: Health and Well-Being, 2(2), 160-181.
  • Allen, D. et al. (2003), “The role of perceived organizational support and supportive human resource practices in the turnover process”, Journal of Management, 29(1), 99-118.
  • Allen, M. et al. (2008), “Factors impacting the perceived organizational support of IT employees”, Information & Management, 45(8), 556-563.
  • Arslan, S. (2016), “HRM and Firm Performance: An Investigation of Turkish Mid-Size IT Firms”, Doctoral Dissertation, Birmingham: University of Aston.
  • Asarkaya, Ç. (2015), “Psychological Empowerment: Antecedents, Correlates and Consequences”, Doctoral Dissertation, İstanbul: Boğaziçi University.
  • Atik, M. (2019), “Düşük Maliyet Taşımacılık İş Modelini Benimseyen Havayolu Şirketlerinin Yan Gelir Uygulamalarının Finansal Performansları Üzerindeki Etkileri: Türk Sivil Havacılık Sektöründe Bir Uygulama”, İşletme Araştırmaları Dergisi, 11(4), 2622-2635.
  • Baron, R.M. & D.A. Kenny (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.
  • Blau, P. (1964), Exchange and Power in Social Life, New York: Wiley.
  • Budak, G. (2016), Yetkinliğe Dayalı İnsan Kaynakları Yönetimi, Ankara: Nobel.
  • Buengeler, C. et al. (2021), “LMX Differentiation and Group Outcomes: A Framework and Review Drawing on Group Diversity Insights”, Journal of Management, 47(1), 260-287.
  • Calisir, F. et al. (2011), “Factors affecting intention to quit among IT professionals in Turkey”, Personnel Review, 40(4), 514-533.
  • Chang, S. et al. (2010), “From the Editors: Common method variance in international business research”, Journal of International Business Studies, 41, 178-184.
  • Chatfield, C. & A.J. Collin (1980), Introduction to Multivariate Analysis, New York: Chapman and Hall in Association with Methuen, Inc.
  • Conger, J. & R. Kanungo (1988), “The Empowerment Process: Integrating Theory and Practice”, Academy of Management Review, 13(3), 471-482.
  • Dinc, E. (2015), “Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave”, International Business Research, 8(4), 259-269.
  • Drucker, P. (1988), “The coming of the new organization”, Harward Business Review, 66, 45-53.
  • Drucker, P. (1994), “The age of social transformation”, The Atlantic Monthly, (November), 24-29.
  • Eisenberger, R. et al. (1986), “Perceived organizational support”, Journal of Applied Psychology, 71(3), 500-507.
  • Eisenberger, R. et al. (2016), “Optimizing Perceived Organizational Support to Enhance Employee Engagement”, University of Houston: SHRM-SIOP Science of HR Series.
  • Emerson, R. (1976), “Social Exchange Theory”, Annual Review of Sociology, 2, 335-362.
  • Erdem, H. & M. Deniz (2016), “Psikolojik (Algılanan) güçlendirmenin içsel ve dışsal iş doyumu üzerine etkisinde duygusal bağlılığın aracılık rolü: kamu çalışanları üzerinde bir yapısal eşitlik modeli uygulaması”, İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 18, 47-71.
  • Ersoy-Kart, M. (2011), Çalışma Yaşamında Davranış ve Kişilik, Ankara: University of Ankara: Distance Education Publications.
  • Erturk, A. (2014), “Influences of HR Practices, Social Exchange, and Trust on Turnover Intentions of Public IT Professionals”, Public Personnel Management, 43(1), 140-175.
  • Erturk, A. & L. Vurgun (2015), “Retention of IT professionals: Examining the influence of empowerment, social exchange, and trust”, Journal of Business Research, 68(1), 34-46.
  • Flickinger, et al. (2016), “The mediating role of leader-member exchange: a study of job satisfaction and turnover intentions in temporary work”, Human Resource Management Journal, 26, 46-62.
  • Foa, U. & E. Foa (1974), Societal Structures of the Mind, Springfield: Charles C. Thomas.
  • Gouldner, A.W. (1960), “The Norm of Reciprocity: A Preliminary Statement”, American Sociological Review, 25(2), 161-178.
  • Graen, G. & M. Uhl-Bien (1995), “Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective”, Leadership Quarterly, 6, 219-247.
  • Greenberg, D.B. (1968), “A Review”, Simulation, 10(3), 112-112.
  • Gumusoglu, L. & Z. Karakitapoglu-Aygun (2010), “Bilgi Çalışanlarının Adalet ve Güçlendirme Algılarının Örgüte, Lidere ve İşe Bağlılık Üzerindeki Etkileri”, Turkish Journal of Psychology, 25(66), 21-36.
  • Hancer, M. (2001), “An analysis of psychological empowerment and job satisfaction for restaurant employees”, Doctoral Dissertation, The Ohio State University.
  • Hofaidhllaoui, M. & N. Chhinzer (2014), “The Relationship Between Satisfaction and Turnover Intentions for Knowledge Workers”, Engineering Management Journal, 26(2), 3-9.
  • Hom, P. & R. Griffeth (1991), “Structural equations modeling test of a turnover theory: Cross-sectional and longitudinal analyses”, Journal of Applied Psychology, 76(3), 350-366.
  • Hu, L. & P. Bentler (1999), “Cut-off criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives”, Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
  • Kim, H. et al. (2016), “Confirmatory and Exploratory Factor Analysis for Validating the Phlegm Pattern Questionnaire for Healthy Subjects”, Evidence-Based Complementary and Alternative Medicine, 2016, 2696019.
  • Lee, A. et al. (2018), Developing Employees, <https://hbr.org/2018/03/when-empowering-employees-works-and-when-it-doesnt>, 12.01.2021.
  • Matsunaga, M. (2010), “How to factor-analyze your data right: do’s, don’ts, and how-to’s”, International Journal of Psychological Research, 3(1), 97-110.
  • Metin, F. (2020), “Kamuda Bilişim Uzmanı Personel Devir Hızı Sorunu ve Çözüm Önerileri: TÜİK Vaka Çalışması”, HÜ İİBF Dergisi, 38(2), 243-266.
  • Mobley, W. (1982), Employee Turnover: Causes, Consequences, and Control, Reading, Mass: Addison-Wesley.
  • Nezhina, T. et al. (2021), “Public Personnel Job Satisfaction and Retention: The Effects of Perceived Image and Prestige of Government Jobs”, International Journal of Public Administration, 44(16), 1435-1445.
  • Ngo-Henha, P. (2017), “A Review of Existing Turnover Intention Theories”, International Journal of Economics and Management Engineering, 11(11), 2760-2767.
  • Ozutku, H. et al. (2008), “Lider-üye etkileşimi teorisi çerçevesinde, yönetici-ast etkileşimi ile örgütsel bağlılık boyutları ve iş performansı arasındaki ilişki: Ampirik bir inceleme”, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 22(2), 193-210.
  • Peters, L. et al. (1981), “Predicting Turnover: A Comparison of Part-Time and Full-Time Employees”, Journal of Occupational Behaviour, 2(2), 89-98.
  • Podsakoff, P. M. et al. (2003), “Common method biases in behavioral research: a critical review of the literature and recommended remedies”, The Journal of Applied Psychology, 88(5), 879-903.
  • Preacher, K. & A. Hayes (2004), “SPSS and SAS procedures for estimating indirect effects in simple mediation models”, Behavior Research Methods, Instruments, & Computers, 36, 717-731.
  • Rhoades, L. & R. Eisenberger (2002), “Perceived Organizational support: A review of the literature”, Journal of Applied Psychology, 87(4), 698-714.
  • Rusbult, C. et al. (1988), “Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction”, Academy of Management Journal, 31(3), 599-627.
  • Shrout, P.E. & N. Bolger (2002), “Mediation in experimental and nonexperimental studies: new procedures and recommendations”, Psychological Methods, 7(4), 422-445.
  • Sigirci, A. (2010), “Evli Bireylerde Bağlanma Biçimleri ve Evliliğe Dair İnançların Evlilik Doyumu ile İlişkisinin İncelenmesi”, Doctoral Dissertation, Malatya: İnönü University.
  • Spreitzer, G. (2008), “Taking Stock: A review of more than twenty years of research on empowerment at work”, in: J. Barling et al. (eds.), The SAGE Handbook of Organizational Behavior (54-72), Los Angeles: SAGE.
  • Spreitzer, G.M. (1995), “Psychological Empowerment in the Workplace: Dimensions, Measurement, and Validation”, Academy of Management Journal, 38(5), 1442-1465.
  • Tampoe, M. (1993), “Motivating Knowledge Workers”, Long Range Planning, 26(3), 49-55.
  • Tett, R. & J. Meyer (1993), “Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings”, Personnel Psychology, 46(2), 259-293.
  • Tolay, E. et al. (2012), “Akademik Çalışma Ortamında Yapısal ve Psikolojik Güçlendirmenin Duygusal Bağlılık ve İş Doyumu Üzerindeki Etkileri”, Ege Academic Review, 12(4), 449-465.
  • Torun, Y. (2016), “Personel Güçlendirme ve İşten Ayrılma Niyeti İlişkisinde Örgütsel Sinizmin Aracılık Rolü: Örgütsel Sinizm Ölçeği Geliştirmeye Yönelik Bir Araştırma”, Doctoral Dissertation, İstanbul: Marmara University.
  • Turkish Statistical Insitute (2020), Annual Industry and Service Statistics, 2019, Table-1 Basic Indicators by Economic Activity 2019, <https://data.tuik.gov.tr/Bulten/Index?p=annual-industry-and-service-statistics-2019-33599&dil=2>, 08.10.2020.
  • Turunc, O. & M. Celik (2010), “Algılanan Örgütsel Desteğin Çalışanların İş-Aile, Aile-İş Çatışması, Örgütsel Özdeşleşme ve İşten Ayrılma Niyetine Etkisi: Savunma Sektöründe Bir Araştırma”, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14(1), 209-232.
  • Vinas-Bardolet, C. et al. (2020), “Knowledge Workers and Job Satisfaction: Evidence from Europe”, Journal of the Knowledge Economy, 11, 256-280.
  • Wang, D. et al. (2016), “LMX and employee voice: A moderated mediation model of psychological empowerment and role clarity”, Personnel Review, 45(3), 605-615.
  • Wang, H. et al. (2005), “Leader-Member Exchange as a Mediator of the Relationship between Transformational Leadership and Followers’ Performance and Organizational Citizenship Behavior”, The Academy of Management Journal, 48(3), 420-432.
  • Wayne, S. et al. (1997), “Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective”, The Academy of Management Journal, 40(1), 82-111.
  • Wikhamn, W. & M. Selart (2019), “Empowerment and initiative: the mediating role of obligation”, Employee Relations, 41(4), 662-677.
  • Yu, M. et al. (2018), “Empowerment: The key to horizontal leadership in projects”, International Journal of Project Management, 36(7), 992-1006.
  • Zhang, X. & K.M. Bartol (2010), “Linking empowering leadership and employee creativity: the influence of psychological empowerment, intrinsic motivation, and creative process engagement”, The Academy of Management Journal, 53(1), 107-128.
  • Zhong, L. et al. (2015), “Job engagement, perceived organizational support, high-performance human resource practices, and cultural value orientations: A cross-level investigation”, Journal of Organizational Behavior, 37(6), 823-844.
Toplam 65 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular Ekonomi
Bölüm Makaleler
Yazarlar

Furkan Metin 0000-0001-5782-6581

Erken Görünüm Tarihi 23 Temmuz 2023
Yayımlanma Tarihi 26 Temmuz 2023
Gönderilme Tarihi 20 Temmuz 2022
Yayımlandığı Sayı Yıl 2023 Cilt: 31 Sayı: 57

Kaynak Göster

APA Metin, F. (2023). Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment. Sosyoekonomi, 31(57), 101-129. https://doi.org/10.17233/sosyoekonomi.2023.03.06
AMA Metin F. Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment. Sosyoekonomi. Temmuz 2023;31(57):101-129. doi:10.17233/sosyoekonomi.2023.03.06
Chicago Metin, Furkan. “Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment”. Sosyoekonomi 31, sy. 57 (Temmuz 2023): 101-29. https://doi.org/10.17233/sosyoekonomi.2023.03.06.
EndNote Metin F (01 Temmuz 2023) Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment. Sosyoekonomi 31 57 101–129.
IEEE F. Metin, “Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment”, Sosyoekonomi, c. 31, sy. 57, ss. 101–129, 2023, doi: 10.17233/sosyoekonomi.2023.03.06.
ISNAD Metin, Furkan. “Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment”. Sosyoekonomi 31/57 (Temmuz 2023), 101-129. https://doi.org/10.17233/sosyoekonomi.2023.03.06.
JAMA Metin F. Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment. Sosyoekonomi. 2023;31:101–129.
MLA Metin, Furkan. “Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment”. Sosyoekonomi, c. 31, sy. 57, 2023, ss. 101-29, doi:10.17233/sosyoekonomi.2023.03.06.
Vancouver Metin F. Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment. Sosyoekonomi. 2023;31(57):101-29.