İŞ TATMİNİ ÖRGÜTSEL KİMLİK VE İŞE TUTKUNLUK ARASINDA ARACI DEĞİŞKEN OLARAK MI DÜZENLEYİCİ DEĞİŞKEN OLARAK MI ROL ALMAKTADIR?

Bu çalışma, artan iş doyumunun örgütsel kimlik ve işe tutkunluk arasındaki ilişkiye etkisiniSosyal Kimlik Teorisi bağlamında incelemekte ve bu ilişkiyi ABD dışında bir çevrede test ederek literatüre katkı sunmaktadır. Çalışma 10 farklı endüstride faaliyet gösteren 15 işletmeden beyaz ve mavi yakalı toplam 527çalışanı kapsayan geniş bir örneklem üzerinde test edilmiş ve veriler Yapısal Eşitlik Modellemesi ile analiz edilmiştir. Bulgular, örgütsel kimliğin işe adanma ile pozitif ilişkili olduğunu göstermiştir. İş doyumu örgütsel kimlik ile işe adanma arasındaki ilişkiyi düzenleyici değişken olarak yer almamış, aracı değişken olarak ilişkinin %54’ünü açıklamış ve böylece Sosyal Kimlik Teorisinin Türkiye’deki bir örneklem üzerinde geçerli olduğunu ispatlamıştır. Sonuçlar, kimlik hissinin işe adanma konusunda bir ön koşul olduğunu fakat bunu güçlendiren değişkenin iş doyumu olduğunu göstermiştir.

INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

This study extends Social Identity Theory by examining the link between organizational identification(OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-USenvironment, which makes contribution to the literature. The study was conducted on a large sample (527) ofTurkish blue and white-collar employees from business units of 15 independent companies from 10 differentindustry types and data was analyzed with Structural Equation Modelling. The results showed thatorganizational identification is positively related with work engagement. Job satisfaction did not moderate therelationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicabilityof Social Identitiy Theory in a Turkish context. Results revealed that a sense of identification may be aprecondition for work engagement; but it is the mediating effect of job satisfaction, which enhances thisrelationship.

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