Cavide UYARGİL, Meryem AYBAS, Gaye ÖZÇELİK

KİŞİYE ÖZGÜ SÖZLEŞMELERİN KARİYER BAŞARISINA ETKİSİNDE ALGILANAN İSTİHDAM EDİLEBİLİRLİĞİN ARACI ROLÜ *

Yeni kariyer yaklaşımları günümüzde çalışanlar ve işverenlerin istihdam güvencesine ilişkinsorumluluklarını değiştirmiştir. İşverenler artık çalışanlarına yaşam boyu istihdam garantisi vermemekte; ancakbaşarılı ve örgüte bağlı kişilerin örgütte kalmalarını sağlamak için kariyer geliştirme fırsatlarını onlarasunmaktadırlar. Çalışanlar ise kariyerleri ile ilgili sorumluluklarının farkındadırlar ve istihdamedilebilirliklerini arttırma çabası içerisindedirler. Dolayısıyla, geçmişte kişi ile işvereni arasında gerçekleşen veişverenin çalışana yaşam boyu istihdam garantisi sağlayan eski psikolojik sözleşmenin yerini, sözleşmekoşullarının müzakere edilebilirliği durumunda ortaya çıkan kişiye özgü sözleşmeler almıştır. Bu çalışmanınamacı, kişiye özgü sözleşmelerin kariyer başarısına etkisinde algılanan istihdam edilebilirliğin aracı rolü olupolmadığını incelemektir. Aaştırmanın kapsamını bilişim sektörü çalışanları oluşturmuş olup, kolayda örneklemyöntemi ile 110 kişiden elde edilen veriler anket yöntemi ile toplanmıştır. Hipotezler SPSS 21 istatistikprogramı aracılığı ile test edilmiştir.

The Impact of Idiosyncratic Deals (I-Deals) on Career Success: The Mediating Role of Employability

The new career approaches have altered the responsibilities of both employees and employers with regard to employment security. Recently employers have appeared not to ensure lifetime employment security for their employees, however they try to provide career development opportunities for those who have a strong sense of organizational commitment. On the other hand, employees are aware of their own responsibilities regarding their career success and aim at increasing their employabilities. Therefore, the old psychological contract, based upon providing employees with life-time employment is now replaced with ‘employability’ which enables employees to make idiosyncratic deals (I-deals) that refer to voluntary, personalized arrangements between workers and their employers. The objective of this study is to examine an association between idiosyncratic deals and career success with the mediator role of employability. Employees from information technology industry constituted the scope of the study. Data were obtained from 110 employees who were selected by convenience sampling method. The employees voluntarily filled out a survey questionnaire, and the data analyses were done via SPSS 21 program.

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