Algılanan Örgütsel Destek ile Algılanan İş Performansı Arasındaki İlişkide İş Tatmininin Aracı Rolü

Bireylerin çalıştıkları kurumlardan destek aldıklarını hissetmeleri iş tatminlerini arttırmada önemli bir rol oynamaktadır (Eisenberger vd., 1997). Sosyal Değişim Teorisi’ne göre (Blau, 1964) belirli koşullar altında, bireyler fayda gördükleri kişi ve örgütlere faydalı olarak karşılık verme çabası içine girmektedirler. Bu teoriyi doğrular şekilde, iş tatmini yüksek olan çalışanların işlerinden duydukları memnuniyetin bir yansıması olarak performanslarını arttırdıkları yapılan bazı çalışmalar sonucunda ortaya konmuştur (örn: Judge vd., 2001; Fisher, 2003). Yine Sosyal Değişim Teorisi’nden yola çıkarak, çalıştığı örgüt tarafından desteklendiğine inanan çalışanların performans arttırma çabasına girmeleri de beklenmekte ve yapılan çeşitli çalışmalar sonucunda da bu beklenti doğrulanmaktadır (Örn: Byrne ve Hochwarter, 2008; Riggle vd., 2009). Benzer şekilde, algılanan örgütsel destek, çalışanların artan performanslarının örgüt tarafından görüleceği ve ödüllendirileceğine dair inançlarını beslemekte ve bu durum da çalışanları daha çok performans sergilemeye teşvik etmektedir (Guan vd., 2014). Sosyal Değişim Teorisi’nin bakış açısına göre söz konusu üç değişkenin etkieşim içinde olacağı öngörüsünden ve bu değişkenlerin birlikte değerlendirildiği araştırma sayısındaki yetersizlikten de yola çıkarak, bu çalışma ile literatüre bir katkı ve gelecek çalışmalara bir perspektif sunmak amaçlanmıştır. Bu bağlamda yukarıda sıralanan beklenen ilişkilerin yanı sıra, akademik literatürde daha önce yeteri kadar değerlendirilmemiş olan, algılanan örgütsel destek ile iş performansı arasında iş tatmininin aracılık rolü özellikle araştırılmıştır. Ankara’da özel bir hastanede 253 katılımcı üzerinde gerçekleştirilen araştırma sonuçlarına göre, algılanan örgütsel desteğin iş tatmini ve algılanan iş performansı üzerinde anlamlı ve olumlu bir etkiye sahip olduğu ve aynı zamanda iş tatmininin de algılanan iş performansı üzerinde anlamlı ve olumlu bir etkiye sahip olduğu ortaya konmuştur. Ayrıca, algılanan örgütsel desteğin algılanan iş performansı üzerindeki etkisinde iş tatminin tam aracı rolüne sahip olduğu da belirlenmiştir.

The Mediating Role of Job Satisfaction in the Relationship Between Perceived Organizational Support and Perceived Job Performance

Employees’ sense of getting supported by their organizations they work has an important role in increasing their job satisfaction (Eisenberger et al., 1997). According to Social Exchange Theory (Blau, 1964) under certain circumstances, individuals try to respond by being beneficial to their persons or organizations which benefits them. Confirming this theory, some researches found out that employees with high job satisfaction levels tend to increase their performance as a reflection of their happiness (eg. Judge et al., 2001; Fisher, 2003). Depending on the same theory, the employees who believe to be supported by their organizations are expected to increase their performance and this expectation is confirmed by various studies (eg. Byrne and Hochwarter, 2008; Riggle et al., 2009). Similarly, organizational support perception of employees make them believe that their increasing performance can be seen and rewarded by the organization and this belief encourages them to perform more (Guan et al., 2014). Depending on the expectation of the interaction among three variables based on Social Exchange Theory and the inadequacy of researches about that interaction, this study aims to make a contribution to the literature and present a perspective for the future researches. In this concept, besides the relationships mentioned above, this study also investigates the mediating role of job satisfaction in the relationship between perceived organizational support and perceived job performance, which is not evaluated enough in the academic literature before. In the present research, the data were gathered from 253 participants who are the employees of a private hospital located in Ankara, Turkey. The results of the analysis showed that perceived organizational support had a positive and significant effect on both job satisfaction and perceived job performance. Job satisfaction was also found to be positively and significantly related to perceived job performance. The results also indicated that job satisfaction fully mediated the relationship between perceived organizational support and perceived job performance.

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Turkish Studies - Economics, Finance, Politics-Cover

ISSN: 2667-5625
Yayın Aralığı: Yılda 4 Sayı
Başlangıç: 2006
Yayıncı: ASOS Eğitim Bilişim Danışmanlık Otomasyon Yayıncılık Reklam Sanayi ve Ticaret LTD ŞTİ