Alptekin SÖKMEN, Osman BENK

Çalışan Sesi ile İşveren Markası İlişkisi: Karmaşık Devamlılık ve Farklılık Algısının Ardışık Aracılık Etkileri

Amaç – Araştırmanın temel amacı çalışan sesi, karmaşık devamlılık, işveren markası ve farklılık algısı değişkenleri arasındaki ilişkileri Ankara’da lojistik sektöründe faaliyet gösteren bir örgütün çalışanları örnekleminde ele almaktır. Yöntem – Araştırma modeli karmaşık devamlılık ve farklılık algısı değişkenlerinin çalışan sesi ile işveren markası algısı ilişkisindeki ardışık aracılık etkileri üzerine oluşturulmuştur. Araştırma 2021 Nisan-Mayıs aylarında, kolayda örnekleme tekniği ile ulaşılan lojistik sektöründe faaliyet gösteren bir örgütün 336 işgöreninin katılımıyla gerçekleştirilmiştir. Anket yöntemi ile elde edilen veriler paralelinde, SPSS26 ve SPSS PROCESS macro 2.16.3 programları kullanılarak korelasyon ve regresyon analizleri ile hipotezler sınanmıştır. Bulgular – Analiz sonuçlarına göre, Hayes (2018)’in Model 6’sından hareketle, karmaşık devamlılık ve farklılık algısının, çalışan sesinin işveren markasına olan etkisine ardışık aracılık etkileri bulgulanmıştır. Tartışma – Çalışan sesi, karmaşık devamlılık, işveren markası ve farklılık algıları konularının etkin yönetimi örgütlere öz yeteneklerine odaklanma açısından yarar sağlamaktadır. Bu bağlamda, örgütler iyi fikirlerin hiyerarşik seviyeye bakılmaksızın her bir çalışandan gelebileceğini sürekli akılda tutmalıdır. Karmaşık devamlılık gibi durumları ortadan kaldırmanın neredeyse imkânsızlığı dikkate alındığında, çalışanların ve örgütlerin güven, adalet, iyi niyet, dürüstlük, duygu ortaklığı gibi sınır koyulamaz erdemler noktasında birbirlerine uyum göstermeleri gerekmektedir. Bir örgüt istihdam etsin ya da etmesin farklılıklara duygu ortaklığı ile yaklaşarak bireyden topluma kadar herkese fayda sağlama çabası içerisinde olmalıdır. Özetle, çalışanlar adına ve onlar için yapılan tüm “iyi” şeylerin işveren markası algısını güçlendireceği kesindir.

The Relationship between Employee Voice and Employer Brand: The Serial Mediation Effects of Presenteeism and Diversity Perception

Purpose – The main purpose of the research is to examine the relationships between the variables of employee voice, presenteeism, employer brand and diversity perception in the sample of employees of an organization operating in the logistics sector in Ankara. Design/methodology/approach – The research model was created on the sequential mediation effects of presenteeism and diversity perception variables in the relationship between employee voice and employer brand perception. The research was carried out in April-May 2021 with the participation of 336 employees of an organization operating in the logistics sector, which is reached by convenience sampling technique. Findings – According to the results of the analysis, based on the Model 6 of Hayes (2018), serial mediation effects of both presenteeism and diversity perception were found on the effect of employee voice on employer brand. Discussion – Effective management of issues such as employee voice, presenteeism, employer brand and diversity perceptions provide benefit to organizations in focusing on their core competencies. In this context, organizations should always keep in mind that good ideas can come from every employee, regardless of hierarchical level. Considering the almost impossibility of eliminating situations such as presenteeism, employees and organizations need to adapt to each other in terms of unbounded virtues such as trust, justice, goodwill, honesty, and empathy. Whether an organization employs or not, it should strive to benefit everyone, from the individual to the society, by approaching diversities with a feeling of empathy. To sum up, it is certain that all “good” things done for and on behalf of employees will strengthen the employer brand perception.

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