Örgütlerde Mesleki Eğitim/Öğretim Faaliyetlerinin Çalışanların Terk Etme Eğilimine Etkisi: Türkiye’deki Uygulamalar Üzerine Bir Anket Araştırması

İş örgütlerinin sunduğu mesleki eğitim/öğretim (MEÖ) hizmetlerinin, çalışanların örgütlerini terk etme eğilimine etkisi üzerine iki farklı görüş bulunmaktadır. Ampirik olarak daha çok desteklenen olumlu yaklaşım, örgütlerin sağladığı MEÖ faaliyetlerinin, çalışanların örgütsel bağlılığını artırdığını ortaya koymaktadır. Daha çok teorik açıklamalarda yer verilen olumsuz yaklaşım ise, çalışanlara sunulan MEÖ hizmetlerinin onların işletmeyi terk etme eğilimlerini artırarak örgütlere, yüksek işgücü devrine bağlı yeni maliyetler yüklediğini savunmaktadır. Küresel yazında, her iki yaklaşımı da destekleyen çalışmalar bulunmakla birlikte, Türkiye üzerine yapılan çalışmalarda, MEÖ hizmetlerinin muhtemel olumsuz etkilerinin dikkate alınmadığı görülmektedir. Bu eksikliğe dikkat çekmeyi amaçlayan bu çalışma, örgütlerin sunduğu MEÖ faaliyetlerinin, çalışanların başka işletmelere yönelme eğilimini etkileyip etkilemediğini, Türkiye’nin imalat sanayii sektörlerinde faaliyet gösteren ve bir şekilde çalışanlarına MEÖ hizmeti sunmuş işletmeler örneğinde incelemektedir. Seçilen 25 işletmedeki 198 çalışandan elde edilen anket verileri ile yapılan farklı analiz sonuçları, MEÖ programlarının çalışanların işletmeyi terk etme eğilimini artırmadığını, aksine mesleki eğitim/öğretime örgütsel destek ve çalışanların mesleki eğitim/öğretimden tatmin düzeylerinin, çalışanların örgütlerini terk etme eğilimini azalttığını ortaya koymaktadır. Üstelik, çalışanların MEÖ isteği ile işletmelerini terk etme eğilimleri arasında anlamlı bir pozitif ilişki bulunmuştur. Tüm sonuçlar, MEÖ faaliyetlerinden hem işveren hem de çalışanların kazançlı çıkacakları hipotezini desteklemekte ve işletmelerdeki insan kaynakları birimlerinin MEÖ faaliyetlerini artırmalarının gerekliliğini ortaya koymaktadır.

Anahtar Kelimeler:

Mesleki eğitim/öğretim, terk etme eğilimi, örgütsel bağlılık, tutmak için eğit/öğret

The Effect of Vocational Training/Education Activities on Employee Leaving Tendency in Organisations: A Survey-Based Research on Practices in Turkey

There are two different approaches concerning the effects of vocational training/education (VTE) services delivered by business organisations on employees’ leaving tendencies. The positive approach, which is empirically well-supported as well, indicates that the VTE activities lead to increases in organisational commitments of employees. The negative approach, which is mostly restricted to theoretical explanations, predicts that the VTE services offered to employees charge high turnover-related new costs to organisations by increasing the leaving tendencies of employees. Even there are studies supporting both approaches in the global literature, the studies on Turkey seem to be ignoring the unfavourable impacts of VTE services. For the purpose of highlighting this negligence, utilising a sample of businesses those have been operating in Turkey’s manufacturing sectors and somewhat have provided a VTE opportunity to their employees, this study examines whether or not the VTE activities of organisations influence employees’ tendencies to leave current organisations for others. Results from several analyses based on a data set collected from 198 employees working in 25 businesses reveal that VTE programs do not cause any increase in employee leaving tendency, rather, it is found that the increases in the levels of organisational support for training and employee satisfaction with training tend to reduce the tendencies of employees to leave their organisations. Besides, a significant positive relationship is found between enthusiasms of employees for VTE and their leaving intentions. Overall results support the premise suggesting that VTE services benefit both employees and employers and thus the study underlines that the human resources departments in businesses need to enforce more VTE practices.

Keywords:

Vocational training/education, leaving tendency, train/educate to retain, organisational commitment,

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