ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ

Günümüzde işletmeye rekabet avantajı kazandıran insan sermayesini geliştiren önemli faaliyetlerden biri etkin seçme ve işe alma sürecidir. İnsan kaynağı seçme ve işe alma süreci yetenekli çalışanların örgüte kazandırılmasındaki en önemli faaliyettir. Yetenekli çalışanları örgüte çekebilmek, onlarda işe başvurma isteği yaratabilmek adayın algıladığı örgütsel çekicilik düzeyine ve örgütle uyumlu olduğu algısına bağlı olarak değişmektedir. Bu araştırma kurum imajı, tanınırlık, algılanan kişi-örgüt uyumu, örgütsel çekicilik ve adayın işe başvurma niyeti arasındaki ilişkileri incelemektedir. Literatürden geliştirilen araştırma modeli 352 üniversite son sınıf öğrencisi üzerinde test edilmiş ve kabul edilmiştir. Bu bağlamda işletmeler nitelikli insan kaynağı için modeldeki değişkenleri göz önüne alan seçme-işe alma süreci ve tanıtım faaliyetleri sürdürmelidirler. Çalışmanın bulgularından hareketle; tanınırlık, imaj, algılanan kişi-örgüt uyumu, örgütsel çekiciliğin işe başvurma niyetini dolaylı ve dolaysız olarak etkilediği ifade edilebilir.

Anahtar Kelimeler:

Kişi-Örgüt Uyumu, Tanınırlık, Örgütsel Çekicilik, İşe Başvurma Niyeti, Kurum İmajı

EXAMINING THE RELATIONSHIP BETWEEN PERCEIVED PERSONORGANIZATION FIT, FAMILIARITY, CORPORATE IMAGE, ORGANIZATIONAL ATTRACTIVENESS, AND APPLICATION INTENTIONS THROUGH STRUCTURAL EQUATION MODELLING

In today’s business environment, human capital is one of the most valuable assets a company can have, and recruitment serves the important function of bringing the necessary talent into the organization. This paper examines the relationship between corporate image, familiarity, perceived person-organization fit, organizational attractiveness and the application intention. The survey of this study is conducted on 352 graduate students. Based on the findings, image, familiarity, person-organization fit and organizational attractiveness might affect the intention to apply a job

Keywords:

Person-Organization Fit, Familiarity, Organizational Attractiveness, Intention to Apply, Corporate Image,

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