Kariyer gelişimi algısının işte kalma ve işten ayrılma davranışı üzerindeki etkisi : psikolojik sözleşmenin aracılık rolü
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Dosyalar
Tarih
2022
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
İstanbul Ticaret Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Araştırma kapsamında örgüt-işgören arasında yazılı olarak gerçekleştirilmeksizin, algılanan yükümlülük ve beklentileri ifade eden psikolojik sözleşmenin, işten ayrılma ve işte kalma davranışı ile kariyer gelişimi algısının üzerindeki aracılık rolü incelenmektedir. Öncelikle alanyazın taraması gerçekleştirilerek kariyer, iş tatmini, işte kalma ve işten ayrılma niyeti, psikolojik sözleşme kavramları incelenmektedir. Bu esnada tüm kavramların birlikte incelendiği çalışma sayısının sınırlı olduğu tespit edilmiştir. Araştırmada nicel yöntem benimsenmekte ve kamu ve özel sektör çalışanlarından oluşan 201 katılımcı ile anket uygulaması gerçekleştirilmektedir. Elde edilen veriler istatistiksel analize tabi tutulmaktadır. Bu kapsamda psikolojik hareketlilik, fiziksel hareketlilik, özyönetim ve değer odaklılık olmak üzere 4 boyutlu bulunan kariyer gelişimi algısının işte kalma ve işten ayrılma niyeti üzerinde etkisinin bulunduğu, psikolojik sözleşmenin iki alt boyutu olan ilişkisel ve işlemsel psikolojik sözleşmeden ilişkisel psikolojik sözleşmenin işte kalma ve işten ayrılma niyeti üzerinde etkisinin bulunduğu, işlemsel psikolojik sözleşmenin yalnızca işte kalma niyeti üzerinde etkisinin bulunduğu tespit edilmiştir. Ayrıca kariyer gelişimi algısının işte kalma ve işten ayrılma niyetine etkisinde psikolojik sözleşmenin aracılık rolü olduğu belirlenmiştir. Anahtar Kelimeler: Psikolojik Sözleşme, Kariyer, Kariyer Gelişimi, İşte Kalma, İşten Ayrılma
In the scope of the research, the mediating role of the psychological contract, which is verbally perceived between the organization and the employee and expresses obligations and expectations, on the behavior of leaving and staying at work and the perception of career development is examined. First, by performing a literature review, the concepts of career, job satisfaction, intention to stay and leave, and psychological contract are examined. In the meantime, it has been determined that the number of studies in which all concepts are examined together is limited. Quantitative method was adopted in the research. 201 people participated in the survey application. Participants are public and private sector personnel. Statistical analysis was performed on the obtained data. Four sub-dimensions of career development perception (psychological mobility, physical mobility, self-management, and value orientation) were also examined. In this context, it has been determined that the perception of career development influences the intention to stay and leave the job. From the psychological contract with two sub-dimensions; It has been determined that the relational psychological contract affects the intention to stay and leave the job, while the transactional psychological contract affects only the intention to stay at work. In addition, psychological contract is a predictor of career development perception, which affects the intention to stay and leave the job.Keywords: Psychological Contract, Career, Career Development, Retention, Resignation
In the scope of the research, the mediating role of the psychological contract, which is verbally perceived between the organization and the employee and expresses obligations and expectations, on the behavior of leaving and staying at work and the perception of career development is examined. First, by performing a literature review, the concepts of career, job satisfaction, intention to stay and leave, and psychological contract are examined. In the meantime, it has been determined that the number of studies in which all concepts are examined together is limited. Quantitative method was adopted in the research. 201 people participated in the survey application. Participants are public and private sector personnel. Statistical analysis was performed on the obtained data. Four sub-dimensions of career development perception (psychological mobility, physical mobility, self-management, and value orientation) were also examined. In this context, it has been determined that the perception of career development influences the intention to stay and leave the job. From the psychological contract with two sub-dimensions; It has been determined that the relational psychological contract affects the intention to stay and leave the job, while the transactional psychological contract affects only the intention to stay at work. In addition, psychological contract is a predictor of career development perception, which affects the intention to stay and leave the job.Keywords: Psychological Contract, Career, Career Development, Retention, Resignation
Açıklama
Tez (Yüksek Lisans) -- İstanbul Ticaret Üniversitesi -- Kaynakça var.
HF 5381/Ç43
HF 5381/Ç43
Anahtar Kelimeler
Mesleki gelişme, Başarı, İşte, İş planlaması, Career development, Success in business, Business planning, Sosyal Bilimler
