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Güçlendirme çalışanların işlerini anlamlandırmaları, yetenekleri ve yetkinliklerinin farkına varması ve diğer çalışanları etkileme süreci olarak tanımlanmaktadır. Örgütsel bağlılık, çalışanın örgüte duygusal olarak katılımını vurgulayan, örgütten ayrılma niyetini azaltan ve örgütte çalışmaya devam etmesini sağlayan tutum ve davranışları içermektedir. Bu çalışmada, çalışanların örgütsel bağlılık düzeylerinin tespitinde personel güçlendirmenin öneminin ortaya konması amaçlanmaktadır. Çalışmada, personel güçlendirme bileşenlerinin, örgütsel bağlılık bileşenleri üzerindeki etkisi yapılan araştırma ile desteklenmektedir. Çalışmanın örneklemini Karaman’da bir kamu kurumunda çalışan 100 kişi oluşturmaktadır. Araştırmada katılımcılardan anket yöntemiyle veri toplanmış ve analiz edilmiştir. Verilerden elde edilen sonuca göre, katılımcıların personel güçlendirme algıları ile bağlılık düzeyleri yüksek çıkmıştır. Güçlendirme boyutlarından anlam, yetkinlik ve etki düzeyi ile duygusal bağlılık arasında anlamlı ilişkiler tespit edilirken yetenek düzeyinde ilişki tespit edilememiştir. Güçlendirme ile devamlılık bağlılığı arasında bir ilişki bulunamazken normatif bağlılık üzerinde sadece yetkinlik boyutunun ilişkisi olduğu, ortaya çıkarılmıştır. Katılımcıların bağlılık alt boyutlarına ilişkin görüşlerinin cinsiyete göre değişmediği ama medeni durum değişkenine göre duygusal ve normatif bağlılık düzeylerinin değiştiği görülmüştür.
Strengthening is defined as the process that employees understand their work, realize their abilities and abilities, and influence other employees. Organizational commitment includes attitudes and behaviors that emphasize the employee’s emotional participation in the organization, reduce the intention to leave the organization and allow him to continue working in the organization. In this study, it is intended to highlight the importance of strengthening staff in the determination of the level of organizational commitment of employees. The study is supported by research on the impact of staff strengthening components on organizational commitment components. The sample of the study consists of 100 people working in a public institution in Karaman. The data was collected and analyzed by the survey method of the participants. According to the results obtained from the data, the participant’s personal strengthening perceptions and commitment levels were high. From strengthening dimensions, meaningful relationships between the level of competence and influence and emotional commitment were not identified while the relationship at the level of ability was not identified. While there is no connection between strengthening and continuity commitment, it has been revealed that the normative commitment is only the relationship of competence dimensions. It has been shown that participants’ opinions about the subdimensions of commitment have not varied by gender but that their emotional and normative levels of commitment have changed by the variable state of civilization.
Empowerment is defined as the process by which employees make sense of their work, become aware of their capabilities and competences, and influence other employees. Organizational commitment includes attitudes and behaviors that emphasize the emotional participation of employees into the organization, reduce the intention to leave the organization and enable employees to continue working in the organization. In the study, it is aimed to reveal the importance of the employee empowerment in determining the level of organizational commitment of employees. Besides, the impact of employee empowerment components on organizational commitment components is premediated with the research in the study. The sample of the study consists of 100 people working in a public institution in Karaman. Data is collected by survey method from the participants and then these data are analyzed. According to the results obtained from the data, the perception of employee empowerment and the level of organizational commitment of the participants are determined to be high. Significant relationships are found between the dimensions of empowerment, namely meaning, self-determination and impact, and affective commitment while no relationship is determined at the competence dimension. While no relationship between empowerment and continuance commitment is found, it is revealed that only the competence dimension is related with normative commitment. It is observed that the views of the participants on commitment sub-dimensions do not change according to the gender, but the levels of affective and normative commitment change according to the marital status variable.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Uluslararası
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