Hibrit İş özellikleri Kuramı Çerçevesinde İş Motivasyonu ve Üretim
Üretim kapasitesi ve verimliliğini arttırmak için iş gücünü oluşturan bireylerin
motivasyonunun nasıl artabileceği konusu uzun yıllardır literatürde tartışılan bir konudur. Bu
tartışmalar birçok yeni kuramın gelişmesine olanak tanımıştır. Hackman ve Oldham’ın iş
özellikleri kuramı birçok işletmenin uyguladığı bir yöntem olmuştur. Ancak teknolojik ve
toplumsal değişmelerin, insan psikolojisi üzerindeki etkileri göz önüne alındığında bu kuram
yetersiz kalmıştır.
İş stresi ve örgütsel bağlılık arasında anlamlı ilişki olduğundan söz edilebilir. Öz yeterlilik
kavramı da değişen iş koşullarına karşın kişinin daha çok iş yapması ve kişiden beklenen işe
karşı tutumu ve yapabilme inancıdır. Bilgisi az olup inancı yüksek olan ya da inancı az olup
bilgisi yüksek olan çalışanlara sıkça rastlanmaktadır. Tüm bu içsel farklılıklar çerçevesinde, iş
özellikleri kuramına giren bağlılık faktörünün hibrit iş özellikleri kuramına dönüşmesi sonucu,
hibrit kavramına uygun çalışanın motivasyonunu arttırıcı yönde destek sağlamaktadır. Bu
sayede motivasyon düşüklüğü olan çalışanın motivasyonuna olumlu yönde etkileyecek destek
sağlanmaktadır.
Sonuç olarak; iş özellikleri kuramı kapsamında birbirinden etkilenen tüm değişkenler göz
önüne alınarak gerçekleştirilen bu çalışma, daha önce gerçekleştirilen ve daha az faktörlü
açıklamaları hem doğrulamakta hem de ölçeğin, iş özellikleri modelinin %86’sını açıklaması
açısından yeni ve bütünleyici bir yaklaşım sunmaktadır.
Hibrit İş özellikleri Kuramı Çerçevesinde İş Motivasyonu ve Üretim
The matter of how to increase the motivation of the individuals creating the labour force in
order to increase the production capacity and efficiency is a matter which has been discussed
in the literature for many long years. The said discussions had enabled many theories to evolve.
Accordingly, the job characteristics theory of Hackman and Oldham became a method which
has been implemented by many of the organizations, since today. However, when we take into
account of the effects of technological and societal developments, this theory remains
insufficient.
It can be argued that there is a meaningful relationship among the work stress and
organizational loyalty. Self-sufficiency concept is a concept which means to perform more
work by the person under the changing business environment and it is expected from that
person to perform that job as it is required to be with the relevant attitude and belief towards
that job. It is frequently encountered with the employees who have less knowledge but high
belief or with less belief and more knowledge. Within the framework of overall said internal
differences, as a result of transformation of the loyalty factor within the scope of the job
characteristics theory into hybrid job characteristics theory; the employees who are matching
with the hybrid concept are supported in order to increase their motivations. Therefore, the
employee who has low motivation is supported in a positive manner, in order to increase his/her
motivation. Consequently, in this study which has been realized by taking into consideration of overall
variants those are affecting from each other within the scope of job characteristics theory is
verifying both the previously realized explanations with lesser factors and also offers a new
and holistic approach in relation to explanation of 86% of the job characteristics model of the
scale.
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