Algılanan İş Güvencesizliğinin İş Performansına Etkisi: Örgütsel Desteğin Düzenleyici Rolü

Artan rekabetin örgütler açısından ortaya çıkardığı yeni çalışma koşulları örgüt-çalışan ilişkilerinde bazı olumsuzlukları da beraberinde getirmiştir. İş güvencesizliği de çalışanlar açısından bir iş stresi olarak ortaya çıkmıştır. Çalışanlar algıladıkları iş güvencesizliğine karşılık olarak çeşitli tutum ve davranışlar geliştirebilmektedir. Bu çalışmanın amacı, algılanan iş güvencesizliğinin iş performansına etkisini ve bu etkide örgütsel desteğin düzenleyicilik rolünü incelemektir. Çalışmada iş performansı; görev performansı ve örgütsel vatandaşlık davranışları alt boyutlarında incelenmiştir. Çalışmanın verileri, kolayda örnekleme yöntemiyle bankacılık sektöründe faaliyet gösteren kurumlardaki 197 çalışandan anket tekniği kullanılarak toplanmıştır. Çalışmanın verileri yapısal eşitlik modellemesi ile analiz edilmiştir. Yapılan analizler neticesinde, algılanan nitel iş güvencesizliğinin örgüte yönelik örgütsel vatandaşlık davranışı üzerinde negatif bir etkiye sahip olduğu ve bu etkide örgütsel desteğin düzenleyicilik rolü üstlendiği tespit edilmiştir. Bununla birlikte, algılanan nitel iş güvencesizliğinin görev performansı üzerinde herhangi bir etkisi tespit edilememiştir. Çalışmada, örgütsel vatandaşlık davranışlarının azalmasına yol açan nitel iş güvencesizliğiyle mücadele etme bağlamında örgütlerin insan kaynakları yöneticilerine öneriler sunulmaktadır

Anahtar Kelimeler:

Algılanan İş Güvencesizliği, İş Performansı, Örgütsel Destek

THE EFFECT OF PERCEIVED JOB INSECURITY ON JOB PERFORMANCE: THE MODERATING ROLE OF ORGANIZATIONAL SUPPORT

New working conditions found out increased competition for organizations raised some negative results in organization-employee relations. Job insecurity emerged as a job stressor for employees. Employees may have various attitudes and behaviors in response to perceived job insecurity. The aim of this study is to examine the effect of perceived job insecurity on job performance and the moderating role of organizational support in this effect. Job performance was examined in terms of task performance and organizational citizenship behaviors. The data of the study were collected by using the questionnaire technique from 197 employees working in the banking sector by easy sampling method. The data of the study were analyzed with structural equation modeling. As a result of the analyzes, it was found that perceived qualitative job insecurity had a negative effect on organizational citizenship behavior towards the organization and that organizational support had a moderating role in this effect. However, there was no effect of perceived qualitative job insecurity on task performance. Suggestions will be offered to human resources managers for coping with qualitative job insecurity, which leads to reduction in organizational citizenship behaviors

Keywords:

Perceived Job Insecurity, Job Performance, Organizational Support,

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