İş Şekillendirme Davranışı, Psikolojik Güçlendirme ve İşten Ayrılma Niyeti Arasındaki İlişkinin İncelenmesine Yönelik Bir Araştırma

Bu araştırma, iş şekillendirme davranışlarını oluşturan görev şekillendirme, bilişsel şekillendirme ve ilişkisel şekillendirme davranışları ile psikolojik güçlendirme algısı ve işten ayrılma niyeti arasındaki ilişkinin incelenmesini amaçlamaktadır. Araştırma kapsamında Türkiye’de kamu ve özel sektörde görev yapan 238 çalışanın verileri yapısal eşitlik modeli analizi kullanılarak incelenmiş ve elde edilen sonuçlar (1) psikolojik güçlendirme ile görev şekillendirme, bilişsel şekillendirme ve ilişkisel şekillendirme davranışları arasında pozitif bir ilişki bulunduğunu, (2) bilişsel şekillendirme davranışı ile işten ayrılma niyeti arasında negatif bir ilişkinin tespit edildiğini, ancak diğer iş şekillendirme davranışları ile işten ayrılma niyeti arasında anlamlı bir ilişki bulunmadığını, ve (3) şaşırtıcı bir biçimde psikolojik güçlendirme ile işten ayrılma niyeti arasında anlamlı bir ilişkinin bulunmadığını ampirik olarak göstermektedir. Elde edilen sonuçlara dayanarak, psikolojik olarak güçlendirilen çalışanların diğerlerine göre daha fazla iş şekillendirme davranışı geliştirdikleri, ayrıca bilişsel olarak işlerini şekillendiren çalışanların ise işlerinde kalma ihtimallerinin daha yüksek olduğuna ulaşılabilir.

Anahtar Kelimeler:

İş Şekillendirme, Psikolojik Güçlendirme, İşten Ayrılma Niyeti, Proaktif Davranış, İş Dizaynı Teorisi

A Research on the Relationship Between Job Crafting, Psychological Empowerment and Turnover Intention

This study aims to investigate the relationship between psychological empowerment perception, employee turnover intention, and job crafting behavior which is composed of task crafting, cognitive crafting, and relational crafting. By examining 238 public and private sector employees in Turkey and using structural equation modeling analysis, the results of this study empirically show that (1) psychological empowerment is positively related to task crafting, cognitive crafting and relational crafting behaviors, (2) cognitive crafting behavior is negatively related to employee turnover intention while other crafting behaviors have not any significant relation with employee turnover intention, and (3) surprisingly there is not any significant relationship between psychological empowerment and employee turnover intention. Based on the results, the conclusion can be drawn that employees who are psychologically empowered develop crafting behaviors more than others, also, employees cognitively crafting their jobs have increased the possibility to stay in their jobs.

Keywords:

Job Crafting, Psychological Empowerment, Turnover Intention, Proactive Behavior, Theory of Job Design,

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