İşbaşı Eğitim Uygulamaları, Öz-Yeterlilik Ve Yenilikçilik Davranışı Arasındaki İlişki

Bu çalışmanın amacı, işbaşı eğitim uygulamaları, öz-yeterlilik ve yenilikçilik konuları arasındaki ilişkinin yönünü belirlemektir. Bununla birlikte çalışanların yenilikçi davranışlarını işbaşı eğitim uygulamalarının ve öz-yeterliliğin olumlu veya olumsuz etkileri ile ilgili öneriler sunmaktır. Bu alan çalışmasında, sanayileşme bakımından Türkiye’nin çok gelişmiş (İstanbul), orta gelişmiş (Kahramanmaraş) ve az gelişmiş (Artvin) illerinde düzenlenen işbaşı eğitimlerine katılan 938 stajyerden/çıraktan anket yardımıyla veriler toplanmıştır. Elde edilen verilerin analizi SPSS 22.0 programı ile yapılarak tablolar halinde sunumu yapılmıştır. Elde edilen bulgular, işbaşı eğitim uygulamaları olan mesleki yeterlilik, eğitimci kuruluş ve eğitime ilişkin algının öz-yeterlilik ve çalışanın yenilikçi davranışı üzerinde olumlu etkisi olduğunu, kariyer motivasyonu boyutunun ise sadece öz-yeterlilik üzerinde olumlu etkisi olduğunu, ancak kariyer motivasyonu boyutunun çalışanın yenilikçi davranışı üzerinde anlamlı bir etkisinin olmadığını göstermiştir.

A Relationship between On-The-Job Training Practices, Self-Efficacy, and Innovative Behavior

This study aims to determine the direction of relationship between on-the-job training, self-efficacy, and employee innovative behaviour. In addition, it is aimed to provide recommendations based on results regarding positive or negative effect of onthe- job training and self-efficacy on the employee innovative behaviour. In this empirical study, the data was gathered by means of a questionnaire from 938 participating trainees/apprentices who have on-the-job training in provinces in Turkey; developed (Istanbul), developing (Kahramanmaras), and underdeveloped (Artvin) in terms of industrialization. Data were subjected to analysis with SPSS 22.0 software and presented in tables. The findings showed that on-the-job training dimensions; Vocational adequacy, career motivation, trainer organization and perception of training has significant and positive impact on self-efficacy. Also, vocational adequacy, trainer organization and perception of training has significant and positive impact on employee innovative behaviour, on the other hand career motivation has no significant impact on employee innovative behavior

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