Öncülleri ve Ardılları ile Psikolojik Sermaye: Sivil Havacılık Çalışanları Üzerine Bir Araştırma

Bu çalışma, psikolojik sermayenin öncülleri ile ardıllarını bir yapısal eşitlik modeli içinde tespit etmek amacıyla yürütülmüştür. Araştırma sivil havacılık işletmelerinin çeşitli kademelerinde çalışan 464 kişiden anket ile toplanan veriler ışığında yapılmıştır. Bulgular incelendiğinde, psikolojik sermayenin öncülleri olan örgütsel adalet ve öz kendilik algılarının, bireyin psikolojik sermayesi üzerinde etkili olduğu görülmüştür. Ayrıca prosedür ve dağıtım adaletinin iş tatmini ve örgütsel bağlılık üzerindeki etkisinde, dağıtım ve etkileşim adaletinin işten ayrılma niyeti üzerindeki etkisinde psikolojik sermayenin aracılık rolü olduğu saptanmıştır. Bireylerin öz kendilik algılarının sonuç değişkenler üzerinde anlamlı etkisinin desteklendiği, adalet algılarının ise kısmen desteklendiği tespit edilmiştir. Kişilerin öz kendilik algılarının iş tatmini ve örgütsel bağlılıkları üzerindeki etkisinde psikolojik sermayenin aracılık rolü desteklenmiş ancak işten ayrılma niyeti üzerindeki etkisinde desteklenmemiştir. Bulgular değerlendirildiğinde, psikolojik sermayeyi merkeze alan, örgütsel adalet ve öz kendilik algısını öncül olarak kabul eden ve iş tatminini, örgütsel bağlılığı ve işten ayrılma niyetini sonuç değişkenleri olarak irdeleyen bir modelin oluşturulabileceği belirlenmiştir.

Psychological Capital with Its Antecedents and Consequences: A Research on Civil Aviation Employees

This study was conducted to explore the antecedents and the consequences of psychological capital in a structural equation model. For this purpose, the research was conducted in the light of the data collected through questionnaires with 464 people who are working in the various stages of civilian aviation organizations. When the findings are examined, the organizational justice and core self- evaluations, which are the antecedents of psychological capital, have been shown to influence an individual's psychological capital. In addition, the effects of procedural and distrubutional justice on job satisfaction and organizational commitment, and the effects of distribution and interaction justice on the intention to leave, the medaiting role of psychological capital was found. It is identified that the significant effect of individuals core self perceptions on concequence variables is supported and also the perception of justice has been found to be partially supported. The mediating role of pyschological capital at the effects of individuals’ perception of core self evaluations on job satisfaction and organizational commitment is supported but on the intention to leave is not supported. The results are evaluated and found that it is possible to form a model in which the psychological capital is in the center; organizational justice and core self-evaluation are antecedents and job satisfaction, organizational commitment and intention to leave are consequences of the psychological capital.

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