Amaç - Bu çalışmanın amacı, iş değerleri, örgütsel vatandaşlık davranışı ilişkisi ve bunların bireysel iş performansı ile işten ayrılma eğilimi üzerindeki etkisini incelemektir. Yöntem- Sakarya Otomotiv ve Yan Sanayii çalışanlarından toplanan veriler ile hipotezleri test etmek üzere çoklu regresyon analizleri gerçekleştirilmiştir. 332 çalışana ait verilerden istatistiksel analiz programı aracılığıyla önemli bulgular elde edilmiştir. Bulgular- Araştırma sonuçları, iş değerleri değişkeninin örgütsel vatandaşlık davranışı ve bireysel iş performansı üzerinde pozitif yönde etkili olduğunu göstermektedir. Örgütsel vatandaşlık davranışı değişkeninin, bireysel iş performansı üzerinde pozitif, işten ayrılma eğilimi üzerinde negatif etkili olduğunu göstermektedir. İş değerleri ve işten ayrılma eğilimi arasında doğrudan anlamlı ilişki tespit edilememiştir. Bireysel iş performansı değişkeninin, işten ayrılma eğilimini negatif etkilediği görülmektedir. Tartışma - Değişen toplum yapısı iş dünyasını ve çalışanların beklentilerini de değiştirmektedir. Bu nedenle yöneticilerin ve araştırmacıların bu değişimleri dikkate almaları, farklı kuşaklarda iş değerleri, örgütsel vatandaşlık davranışı, bireysel iş performansı ve işten ayrılma eğilimi ilişkilerinin karşılaştırılması önerilmektedir.
Purpose – The purpose of this research is to examine the effect work values, organizational citizenship behavior and their relationship with individual’s job performance and over all effect of all these above mentioned variables on turnover intention. Design/methodology/approach – Multiple regression analysis has been made to test the hypothesises with the data collected from Sakarya Automotive Sector and Supporting Industries. The analysis of 332 data by statistical analysis program provided significant findings. Findings –The results of the research show that the variable of work values has a pozitive effect on organizational citizenship behavior and individual job performance. It shows that organizational citizenship behavior variable has a positive effect on individual job performance and a negative effect on turnover intention. There was no direct correlation between work values and turnover intention. It is seen that individual job performance variable negatively affects the turnover intention. Discussion – The changing social structure also changes the business world and the expectations of the employees. Therefore, it is recommended that managers and researchers take these changes and compare the work values, organizational citizenship behavior, individual job performance and turnover intention relationships in different generations.
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