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Bu çalışma, örgütsel destek algısının iş tatmini üzerindeki etkisini ve örgüt temelli öz-saygının bu iki değişken arasındaki aracılık rolünü belirlemek amacıyla gerçekleştirilmiştir. Araştırmanın verileri, Malatya’da tekstil sektöründe görev yapmakta olan 214 mavi yakalı çalışanın katkıları ile toplanmış ve bu verilerin analizi SPSS programı yardımı ile yapılmıştır. Çalışmada frekans analizi, ölçeklerin faktörlerin iç tutarlılıklarını belirlemeye yönelik güvenilirlik ve geçerlilik analizi, araştırma modelinde yer alan değişkenler arasındaki ilişkileri tespit etmeye yönelik korelasyon analizleri kullanılmıştır. Hipotezleri test etmek için ise Baron ve Kenny’in (1986) 4 adımlı yöntemi ve dolaylı etkinin anlamlılığını ölçmek için Sobel Testi kullanılmıştır. Çalışma sonuçları, örgütsel desteğin iş tatmini ve öz-saygı pozitif yönde ilişkisi olduğunu göstermiştir. Bunun yanında araştırmanın hipotezleri olan H1, H2, H3 ve araştırmanın ana hipotezi olarak belirlenen H4 hipotezi desteklenmiştir. Çalışmada örgütsel desteğin bireysel düzeyde iş tatmini ve örgütsel düzeyde örgüt temelli özsaygı üzerinde bir etki yaratıp yaratmadığı sorusuna cevap aranmıştır. Örgütsel destek algısı yüksek olan birey, pozitif çıktıların elde edilmesi yönünde eğilimli hale geldiğinden hem bulundukları örgüte fayda sağlayan davranışlar gösterme eğilimindedir hem de kendi yetkinliklerinin farkındadır. Bu kapsamda bulunduğu örgütün desteğini alan çalışanların iş tatmini ve öz-saygı düzeylerinin yüksek olması beklenmektedir. Yapılan bu çalışmanın sonuçları da bu savı desteklemektedir.
This study was carried out to determine the effect of perceived organizational support job satisfaction and the mediating role of organizational-based self-esteem between these two variables. The data of the study was collected with the contribution of 214 blue collar employees working in the textile sector in Malaysia and the analysis of these data was made with the help of the SPSS program. In the study, frequency analysis, reliability and validity analysis of the scales to determine the internal consistency of the factors, correlation analyzes to determine the relationships between the variables in the research model were used. To test hypotheses, Baron and Kenny's (1986) 4-step method and to measure the significance of indirect effect, Sobel's Test was used. The results of the study showed that organizational support is positively related to job satisfaction and self-esteem. In addition, the mediating role of self-esteem in the effect of organizational support on job satisfaction, which was identified as the main hypothesis of the study, was supported. In this study, it was sought to answer whether organizational support has an effect on job satisfaction at individual level and organizational-based self-esteem at organizational level. Since the individual with a high perception of organizational support became to be prone to obtain positive outcomes, he tends to show behaviors that benefit the organization they are in and is aware of his own competencies. Within this scope, it is expected that the employees who receive the support of the organization they work in will have high levels of job satisfaction and self-esteem. The results of this study support this argument.
This study was carried out to determine the effect of perceived organizational support job satisfaction and the mediating role of organization-based self-esteem between these two variables. The data of the study was collected with the contribution of 214 blue collar employees working in the textile sector in Malatya and the analysis of these data was made with the help of SPSS program. In the study, frequency analysis, reliability and validity analysis of the scales to determine the internal consistency of the factors, correlation analyzes to determine the relationships between the variables in the research model were used. To test hypotheses, Baron and Kenny's (1986) 4-step method and to measure the significance of indirect effect, Sobel's Test was used. The results of the study showed that organizational support is positively related to job satisfaction and self-esteem. In addition, the mediating role of self-esteem in the effect of organizational support on job satisfaction, which was identified as the main hypothesis of the study, was supported. In this study, it was sought to answer whether organizational support has an effect on job satisfaction at individual level and organization-based self-esteem at organizational level. Since the individual with a high perception of organizational support became to be prone to obtain positive outcomes, he tends to show behaviors that benefit the organization they are in and is aware of his own competencies. Within this scope, it is expected that the employees who receive the support of the organization they work in will have high levels of job satisfaction and self-esteem. The results of this study support this argument.
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