MEVCUT İŞ ALTERNATİFLERİNİN İŞ TATMİNİ VE İŞTEN AYRILMA İLİŞKİSİ ÜZERİNE ETKİSİ: “BAŞKA BİR YOL DAHA OLMALI!”

Örgütlerde iş tatmininin iş devrini ve işten ayrılma niyetini azaltacağı ya da ortadan kaldıracağı fikrinden hareketle bu çalışma iş tatmini ve işten ayrılma niyeti arasındaki ilişkiyi ve mevcut iş alternatiflerinin bu ilişkiyi nasıl etkilediğini araştırır. Bu amaç doğrultusunda özel sektörde faaliyet gösteren X şirketinde çalışanlara yönelik bir araştırma gerçekleştirilmiştir. 180 çalışan anketine dayalı olarak gerçekleştirilen çalışma, iş tatmini ile işten ayrılma niyeti arasında negatif bir ilişki olduğunu ve mevcut iş alternatiflerinin iş tatmini ile işten ayrılma niyeti arasındaki ilişkiye aracılık (mediator) ettiğini göstermiştir. Mevcut iş alternatifleri analize dâhil edildiğinde, iş tatmininin işten ayrılma üzerindeki etkisinin önemini kaybettiğinin kanıtı olarak (b = .379, p < .1) mevcut iş fırsatlarının önemli ve pozitif bir aracılık etkisine sahip olduğu (b = .073, p < .01) yapılan analizlerle tespit edilmiştir. Bu çalışma iş tatmini ile işten ayrılma niyeti üzerine yapılacak çalışmalar için bir ışık tutarak bu ilişki üzerinde etki sahibi olabilecek faktörlerin düşünülmesi gereğini vurgular.

This study examines the relationship between job satisfaction and intent to leave and how available job alternatives effects this relationship based on idea that job satisfaction in organizations reduces or removes turnover and intent to leave. In line with this purpose, A field study is conducted for employees of X firm operating in private sector. This study which is based on 180 employee surveys showed that there is a negative relationship between job satisfaction and intend to leave and the available job alternatives mediated this relationship. By analyses performed, it is provided that the job alternatives have important and positive mediator effect (b = .073, p < .01) as a proof that important of the effect of job satisfaction on intent to leave is reduced when the available job alternatives is included to the analyses (b = .379, p < .1). Our findings emphasize the need to consider the factors can be having effects on the relationship by highlighting to studies conducted on job satisfaction and intent to leave.

Kaynakça

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