Y KUŞAĞI ÇALIŞANLARININ PSİKOLOJİK SÖZLEŞME İHLALİNE İLİŞKİN İŞVEREN HAKKINDAKİ GÖRÜŞLERİ: NİTEL BİR ANALİZ

Bu çalışmada, Y Kuşağı çalışanlarının işverenden hangi beklentilerinin karşılanmadığı takdirde psikolojik sözleşmenin ihlal edildiğine dair görüşlerinin elde edilmesi amaçlanmaktadır. Araştırmada nitel araştırma yöntemi benimsenmiş olup, İzmir ilinde gıda sektöründe faaliyet gösteren iki işletmenin 17 (%48,6) beyaz yakalı ve 18 (51,4) mavi yakalı olmak üzere toplam 35 Y Kuşağı çalışanından veri elde edilmiştir. Elde edilen veriler doğrultusunda Y Kuşağı çalışanlarının psikolojik sözleşme ihlaline ilişkin işveren hakkındaki görüşleri 3 tema altında gruplandırılmıştır: 1) Yönetime ilişkin görüşler, 2) İlişkilere ilişkin görüşler, 3) Çalışma koşullarına ilişkin görüşler. İlk tema altında yer alan alt temalar “adil yönetim”, “tanınma ve takdir”, “lider nitelikte yönetici” ve “karşılıklı özveri”dir. İkinci tema olan ilişkilere ilişkin görüşlerde bulunan alt temalar ise “yatay ilişki”, “rahat bilgi akışı”dır. Son olarak “iş-özel yaşam dengesi”, “kişisel ve mesleki gelişim imkanları”, “kariyer yönetimi” ile “tatmin edici ücret ve yan haklar” alt temaları da çalışma koşullarına ilişkin görüşler teması altında yer almaktadır. Bu bulgu doğrultusunda Y Kuşağı çalışanlarının psikolojik sözleşmenin ihlaline dair tutum içine girmemeleri için bu temalardaki beklentilerin işveren tarafından mümkün olduğunca karşılanması önerilebilmektedir.

OPINIONS OF GENERATION Y EMPLOYEES ABOUT THE PSYCHOLOGICAL CONTRACT BREACH OF EMPLOYERS: A QUALITATIVE ANALYSIS

In this study, it is aimed to get the opinions of Generation Y employees about the psychological contract breach of employers. Qualitative research method was adopted in the study and 35 white and blue collar employees (%48,6 white-collar employees, %51,4 blue-collar employees) from two enterprises operating in the food sector in İzmir were interviewed. According to the results of the study, the opinions of Generation Y employees about the psychological contract breach of employers were determined under 3 main themes. These are: 1) Opinions about management, 2) Opinions about relationships, 3) Opinions about working conditions. The sub themes identified under the first main theme are “fair management”, “recognition and appreciation”, “leading manager” and “mutual dedication”. The sub themes identified under the second main theme are “horizontal relationship” and “boundaryless information flow”. Finally, “work-life balance”, “personal and professional development opportunuties”, “career management”and “satisfying wages and benefits”sub themes are identified under the third main theme. In line with these findings, it can be suggested that expectations of these themes should be met by the employer as much as possible so that employees of Generation Y do not take an attitude regarding the pyschological contract breach.

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