Tahsin AKÇAKANAT, Hasan Hüseyin UZUNBACAK, Osman Kürşat ACAR

İnsan Kaynakları Yöneticilerinin İş Becerikliliklerinin İşe Adanmışlıkları Üzerine Etkisi

Bu çalışmada, Türkçe yazında üzerinde yeni yeni çalışmalar yapılmaya başlanmış olan İş Becerikliliği kavramı ele alınmıştır. Bu kapsamda İş Becerikliliği bağımsız değişken olmak üzere İşe Adanmışlık üzerine olan etkisi araştırmaya konu edilmiştir. Araştırmanın örneklemi, Akdeniz bölgesinde çeşitli il ve sektörlerde çalışan insan kaynakları yöneticilerinden oluşturulmuştur. Bu kapsamda 230 yöneticiden elde edilen verilerle çalışma gerçekleştirilmiştir. Araştırmada, çalışanların İş Becerekliliğini ölçmek amacıyla Tims ve arkadaşları (2012) tarafından geliştirilip, Akın ve arkadaşları (2014) tarafından Türkçeye uyarlanan 21 maddelik ölçek kullanılmıştır. Çalışanların İşe Adanmışlıkları ise Schaufeli ve Bakker (2003) tarafından geliştirilen ve Özkalp ve Meydan (2015) tarafından Türkçeye uyarlanan 9 maddelik ölçek ile ölçülmüştür. Çalışmada SPSS 22 ve LISREL 8.80 istatistik paket programları kullanılarak analizler gerçekleştirilmiştir. Betimleyici istatistikler ile korelasyon ve regresyon analizleri bu çalışmada kullanılmıştır. Araştırma sonucunda İş Becerikliliğinin; Yapısal İş Kaynaklarını Artırma, Sosyal İş Kaynaklarını Artırma ve Zorlayıcı İş Gerekliliklerini Artırma boyutlarının, İşe Adanmışlık boyutları üzerinde pozitif yönlü ve anlamlı etkileri tespit edilmiştir.

Anahtar Kelimeler:

İş Becerikliliği, İşe Adanmışlık, İş Gerekleri-Kaynakları Teorisi, İnsan Kaynakları

The Effect of Human Resource Manager’s Job Crafting on Work Engagement

In this study, the concept of Job Crafting, which has begun to be made in Turkish literature, has been discussed. In this context, the impact of Job Commitment on Work Commitment, which is an independent variable, has been investigated. The sample of the study is composed of human resources managers working in various provinces and sectors in the Mediterranean region in Turkey. In this context, data were obtained from 230 managers. In order to measure the job crafting of employees, a 21-item scale which was developed by Tims et al. (2012) and adapted to Turkish by Akın et al. (2014) was used. Work engagement is measured by the 9-item scale developed by Schaufeli and Bakker (2003) and adapted into Turkish by Özkalp and Meydan (2015). In this study, SPSS 22 and LISREL 8.80 statistical packages were used. Descriptive statistics and correlation and regression analyzes were used in this study. As a result of the research; The positive and significant effects of increasing structural job resources, increasing social job resources and increasing the challenging job demands on work engagement’s dimensions have been determined.

Keywords:

Job Crafting, Work Engagement, Job Demands-Resource Theory, Human Resource,

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