Başarının Kilidini Açmak: Örgütsel Çevikliğin Kişi-İş Uyumunu Yükseltmesinde İş Şekillendirmenin Aracılık Rolü

Belirsizliğin, değişimin ve muğlaklığın yüksek olduğu günümüz iş dünyasında örgütlerin ayakta kalabilmesi için yapılarının hızlı ve esnek olması gerekmektedir. Hızlı hareket etme kabiliyetine sahip işletmeler yüksek rekabet avantajına sahip olduğu bilinmektedir. Örgütlere bu avantajı sağlayan örgütsel çeviklik, değişimlere ayak uydurabilen ve değişimlerden yararlanabilen bir yetkinlik olarak tanımlanmaktadır. Diğer taraftan çalışanların kişilikleri ile yaptıkları iş özelliklerinin birbiriyle uyum içinde olması örgütler açısından arzu edilen bir durumdur. Değişim ortamında işlerin geleceği için önemli olan çalışanların iş şekillendirme faaliyetlerine ne kadar hazırlıklı olduğu da oldukça önemlidir. Bu araştırmanın amacı, iş yerinde hızlılık, atiklik ve esnekliğin yansıması olan örgütsel çevikliğin, çalışanın işe uyum sağlaması üzerindeki etkisinde iş şekillendirme eylemlerinin ne derecede etkili olduğunu araştırmaktır. Araştırma kapsamında, Erzurum ilinde özel bir banka çalışanlarından anket yoluyla veriler toplanmıştır. 317 çalışandan toplanan veriler, korelasyon ve yapısal eşitlik modellemesi (YEM) analizi ile test edilmiştir. Araştırma sonucunda, değişen dünya şartlarında çevik olmanın örgütler için bir gereklilik olduğu tespit edilmiştir. Ayrıca, örgütsel çevikliğin çalışanın işi ile arasındaki uyumsuzluğu azalttığı bununla birlikte çalışanların işlerini şekillendirmelerinin bu ilişkide aracı rol üstlendiği görülmüştür. Yapılan literatür taramasında araştırma modelindeki değişkenlerin bir arada incelendiği başka bir çalışmaya rastlanmamıştır. Elde edilen bulgular ışığında hem yöneticilere hem de örgüt yapısına yönelik pek çok öneri getirilmiş olup araştırmanın yazına katkısının önemli olduğu açıktır.

Anahtar Kelimeler:

örgütsel çeviklik, kişi-iş uyumu, iş şekillendirme

Unlocking Success: The Mediating Role of Job Crafting in Enhancing Person-Job Fit through Organizational Agility

In today's business world, where uncertainty, change, and ambiguity are high, organizations must be quick and flexible in order to survive. Businesses with the ability to act quickly have a significant competitive advantage. Organizational agility that gives organizations this advantage is defined as a competency that can adapt to and benefit from these changes. On the other hand, it is desirable for organizations that the personalities of the employees and their job characteristics are a good fit with each other. In an environment of change, it is also very important how prepared the employees are for job crafting activities, which are important for the future of work. The purpose of this research is to investigate the effectiveness of job crafting practices in affecting organizational agility, which is a reflection of speed, agility, and flexibility in the workplace, on employees’ job fit. Within the scope of the research, data were collected from the employees of a private bank in Erzurum using a questionnaire. Data collected from 317 employees were tested with correlation and structural equation modeling (SEM) analysis. As a result of the research, it was determined that being agile is a necessity for organizations in changing world conditions. In addition, it was seen that organizational agility reduces the fit between the employee and his job, and the crafting of the job of the employees plays a mediating role in this relationship. In the literature, no other study was found in which the variables in the research model were examined together. In light of the findings, many suggestions have been made for both managers and organizational structure, and it is obvious that the contribution of the research to the literature is important.

Keywords:

organizational agility, person-job fit, job crafting,

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