KİŞİ-ÖRGÜT UYUMUNUN ARTAN İŞ DOYUMU ÜZERİNDEN İŞE ADANMAYA ETKİSİ: SOSYAL KİMLİK TEORİSİ’NİN TEST EDİLMESİ

Bu çalışma, artan iş doyumunun kişi-örgüt uyumu ve işe tutkunluk arasındaki ilişkiye etkisini Sosyal 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. Çalışmanın bulguları ilk olarak kişi-örgüt uyumu ile işe adanma arasında pozitif bir ilişki olduğunu, ikinci olarak iş doyumu ile işe adanma arasında pozitif ilişki olduğunu ve üçüncü olarak iş doyumunun kişi-örgüt uyumu ve işe adanma arasındaki ilişkinin % 70’ine aracılık ettiğini göstermiştir. Bu çalışma, iş doyumunun işe adanmanın öncülü olduğunu savunan araştırmaların ekolündeki araştırmlardandır. Sonuçlar, Sosyal Kimlik Teorisinin Türkiye’deki bir örneklem üzerinde geçerli olduğunu ispatlamıştır. Bu durum, kimlik hissinin işe adanma konusunda bir ön koşul olduğunu, iş doyumunu artırdığını ve çalışanların bunun karşılığında işe daha fazla adanması sonucunu doğurduğunu ispatlamıştır.

INFLUENCE OF PERSON-ORGANISATION-FIT ON WORK ENGAGEMENT THROUGH ENHANCED JOB SATISFACTION: TEST OF SOCIAL IDENTITY THEORY

This study extends Social Identity Theory by examining the link between Person-Organisation fit (POF) andWork Engagement (WE) through enhanced Job Satisfaction (JS) and testing it in a non-US environment. The study wasconducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independentcompanies; 10 different industry types. Data was analysed with Structural Equation Modelling. It was found that POFwas positively related to WE, and secondly Job Satisfaction (JS) was (positively) related to WE. Results also showedthat job satisfaction acted as a mediator between POF and WE and it mediated as high as 70 % of the effect of POFs.This study supports the research stream that JS was a predictor of work engagement. The results confirmed theapplicability of Social Identity Theory in a Turkish context and advocates that employees who fit to organisation moreare more likely to have job satisfaction and repay this to the organisation through higher levels of engagement.

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