Kariyer Tatmini ve İşten Ayrılma Niyeti Arasındaki İlişkide İşe Adanmışlığın Aracılık Rolü

Amaç – Bu araştırma, işe adanmışlığın kariyer tatmini ve işten ayrılma niyeti arasındaki aracılık rolüne odaklanarak çalışanları elde tutma konusunda alanyazına katkıda bulunmayı amaçlamaktadır. Yöntem – Tanımlayıcı tipteki bu araştırmaya Antalya’da bankacılık sektöründe görev yapan 285 kişi katılmıştır. Çalışmada kariyer tatmini ve işten ayrılma niyeti arasındaki ilişkide işe adanmışlığın aracılık rolü yapısal eşitlik modeli kullanılarak test edilmiştir. Bulgular – Bulgular kariyer tatmini ile işe adanmışlık boyutları (dinçlik, adanma ve yoğunlaşma) arasında pozitif, kariyer tatmini ile işten ayrılma niyeti arasında negatif doğrudan bir ilişkinin olduğunu göstermiştir. İşe adanmışlığın üç boyutu (dinçlik, adanma ve yoğunlaşma) ile işten ayrılma niyeti arasında negatif bir ilişki bulunmuştur. Yapısal eşitlik modelinin sonuçlarına göre işe adanmışlığın dinçlik ve yoğunlaşma boyutları kariyer tatmini ile işten ayrılma niyeti arasındaki ilişkide tam aracılık rolüne sahiptir. Tartışma – Araştırma sonuçlarına göre, kariyer tatmin düzeyleri yüksek olan banka çalışanlarının işe adanmışlıklarının artması neticesinde, işten ayrılma niyetleri azalmaktadır. Çalışanların kariyer tatminlerindeki artış işe adanmışlık düzeylerini yükseltmektedir. Aynı zamanda, işe adanmışlık düzeyi, özellikle yoğunlaşma boyutu yüksek olan çalışanlar diğer çalışanlara nazaran işlerinde daha fazla mutlu olmaları ve işlerinde zamanın hızlı geçtiğini hissetmeleri sonucunda işlerinden ayrılmayı daha az düşünmeye eğilimlidirler. Bu araştırma hem kariyer tatmininin hem de işe adanmışlığın işten ayrılma niyetini tahmin etmede önemli olduğunu göstermiştir. Dolayısıyla araştırma bulguları, işe adanmışlık ve kariyer tatminini geliştirici programların hazırlanmasının çalışanları elde tutma olasılığını artırabileceği gerçeğini ortaya koymaktadır.

(The Mediating Role of Job Engagement in the Relationship Between Career Satisfaction and Intention to Quit)

Purpose – This study aims to contribute to the literature on employee retention by focusing on the role of mediating of job engagement between career satisfaction and intention to quit. Design/methodology/approach – This descriptive study included 285 people working in the banking sector in Antalya. In the study, the mediating role of job engagement between career satisfaction and intention to quit is tested using the structural equation model. Findings – The results showed that there was a positive direct correlation between career satisfaction and job engagement dimensions (vigor, dedication and absorption), and a negative relation between career satisfaction and intention to quit. A negative relationship was found between the three dimensions of job engagement (vigor, dedication and absorption) and intention to quit. According to the structural equation model, vigor and absorption dimensions of the job engagement have a full mediating role in the relationship between career satisfaction and intention to quit. Discussion – According to the research results, for the employees who have a high career satisfaction, the intention to quit decreases when their job engagement increases. The increase in the career satisfaction of the employees increases their levels of job engagement. Additionally, employees with a high level of job engagement tend to think less of leaving as a result of the fact that employees with high absorption levels are more happy in their jobs and feel that time passes quickly in their jobs compared to other employees. This research has shown that both career satisfaction and job engagement are important in predicting intention to quit. Therefore, the findings of the research reveal the fact that the preparation of programs that improve job engagement and career satisfaction may increase the likelihood of retaining employees.

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