İş tatmini iş güvencesi ve örgütsel özdeşlik algılarının çalışanların işte kalma niyetleri üzerindeki etkisi: Bolu imalat sektör çalışanları üzerinde bir araştırma

Bu araştırma, esas olarak, iş güvencesi, iş tatmini ve örgütsel özdeşlikle işte kalma niyetiarasındaki ilişkileri inceleme amacı taşımaktadır. Örneklem, Bolu imalat kesim çalışanlarından(s=173) oluşmaktadır. Katılımcı görünüşü açısından, erkek egemen, düşük yaş ve kıdem kümeleridikkat çekmektedir. Uygulanan soru kağıdı için hesaplanan CsA değerleri, araştırma ölçeklerinin0,76- 0,84 arasında değişen güvenirlikte olduğunu göstermiştir. Faktör yük ve varyans oranları daaraştırma ölçeklerinin geçerliğini desteklemiştir. Korelasyon analizi, iş güvencesi, iş tatmini veörgütsel özdeşlik ile işte kalma niyeti arasında güçlü olumlu ilişkiler olduğunu ortaya koymuştur.Ayrıca regresyon analizi, işte kalma niyetindeki değişimi, iş güvencesinin %33; iş tatmininin % 32.5ve örgütsel özdeşlik değişkeninin de %53 oranında açıkladığını göstermiştir. İş örgütleri ya dauygulamacılar için, çalışanların işte kalma oranlarını yükseltmede etkili strateji ve yöntemler önerilmiştir.

Effect of job security, job satisfaction and organizational identification on intention to remain: A research on employees of manufacturing sector in Bolu

To investigate relationships between job security, job satisfaction, organizationalidentification and intention to remain is the main purpose of the study. Including job security, jobsatisfaction, organizational identification, andintention to remain scales, a questionnaire conductedto manufacturing sector employees in Bolu. Scales reliabilities of questionnaire ranged from 0,76 to0,84. Male dominancy and low tenure are forward in rest of participant profile. Validity of scales wassupported by factor loads and variances. Significant correlations between job security, organizationalidentification and job satisfaction and intention to remain are found. Coefficients respectively are:0,58, 0,73 and 0,57. Further, regression analysis showed that 33% variance in intention to remain isexplained by job security; 53% organizational identification and 32.5% job satisfaction. Forapplications, effective retention policies are suggested.

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