Üniversite İdari Personelinin Psikolojik Sözleşme Algısının İş Doyumlarına Etkisi: Kamu Hizmeti Güdüsünün Aracı Rolü

Kamu örgütleri yetersiz kaynaklar ile yüksek nitelikte kamu hizmeti üretme baskısı altındaki örgütlerdir. Kamu örgütlerinde çalışma yaşamı bir yandan örgütsel ilişkileri şekillendiren dinamiklerin, diğer yandan da kamu hizmetine ilişkin genel kabul görmüş değerlerin ve inançların etkisi altındadır. Psikolojik sözleşmenin örgütsel ilişkilere ilişkin dinamikleri, kamu hizmeti güdüsünün ise kamu hizmetine ilişkin değerleri ve inançları yansıttığı söylenebilir. Bu araştırmada üniversite idari personelinin psikolojik sözleşme algılarının iş doyumlarına etkisini ve kamu hizmeti güdüsünün bu ilişkideki aracı rolünü sınamak amacıyla yordama deseni kullanılmıştır. Araştırma Burdur Mehmet Akif Ersoy Üniversitesinde görev yapan 416 memur ve sürekli işçinin katılımıyla yapılmıştır. Veri toplama araçları olarak Psikolojik Sözleşme Ölçeği, Kamu Hizmeti Güdüsü Ölçeği ve İş Doyumu Ölçeği kullanılmıştır. Araştırmanın sonuçlarına göre ilişkisel sözleşme eğiliminin iş doyumu üzerinde olumlu bir etkisinin bulunduğu, kamu hizmeti güdüsünün ise anlamlı bir aracı olmadığı belirlenmiştir. Bu sonuçlara dayalı olarak bir yandan kamu hizmet standartlarının korunmasını sağlayacak diğer yandan da çalışan-örgüt arasındaki ilişkinin, ilişkisel sözleşmenin temel öğelerini kapsayacak düzeyde nitelikli kılınması ve bireysel özellikleri göz ardı eden genel uygulamalar yerine birey odaklı uygulamalara olanak tanıyan insan kaynakları yönetimi politikalarının uygulanması önerilmiştir.

The Effect of Psychological Contract Perceptions of University Administrative Personnel on their Job Satisfaction: The Mediating Role of Public Service Motivation

Public institutions are the organizations that feel the pressure of producing high quality public service with scarce resources. Work life in public organizations is under the influences of the dynamics shaping organizational relationships and widely-accepted values and ideologies regarding public service. It is argued that psychological contract portrays dynamics regarding organizational relationships while public service motivation depicts values and ideologies regarding public service. A prediction design was used to examine the relationship of psychological contract perceptions of university administrative personnel to their job satisfaction and the mediating role of public service motivation in this relationship. A psychological contract scale, a public service motivation scale and a job satisfaction scale were administered to collect data. Consequently, it was found that relational contract orientation had a positive effect on job satisfaction; yet public service motivation was not a significant mediator in this relationship. Based on these results, increasing the quality of employee-organization relationship to enable the protection of public service standards and to cover basic elements of the relational contract and using human resources procedures allowing individual-focused applications instead of general level ones that ignore individual differences was recommended.

Keywords:

University, administrative personnel, psychological contract, public service motivation job satisfaction,

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