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Bu araştırma, Y Kuşağı bilgi çalışanlarının duygusal zekâları ile örgütsel bağlılıkları ilişkisi üzerinde öz-yeterlilik düzeylerinin etkisini inceleyen bir model sunmaktadır. Araştırmanın örneklemini, Ankara ilindeki üç üniversitede yer alan tekno-parklarda bulunan 37 teknoloji şirketinde görev yapan 591 Y Kuşağı bilgi çalışanı oluşturmaktadır. Araştırma verileri anket tekniği kullanılarak toplanmıştır. Araştırma değişkenlerinin ölçülmesinde Duygusal Zekâ, Öz-yeterlilik ve Örgütsel Bağlılık ölçekleri kullanılmıştır. Ölçeklerin geçerlilikleri doğrulayıcı faktör analizi ile test edilmiştir. Değişkenler arasındaki ilişkiyi belirlemek için korelasyon analizi, aracılık rolünü tespit etmek için ise yapısal eşitlik modellemesinden yararlanılmıştır. Elde edilen bulgular Y Kuşağı bilgi çalışanlarının duygusal zekâlarının öz-yeterlilik ve örgütsel bağlılıklarını olumlu yönde etkilediğini göstermektedir. Y Kuşağı bilgi çalışanlarının öz-yeterlilikleri ile örgütsel bağlılıkları arasında olumlu ve anlamlı bir ilişki tespit edilmiştir. Sonuç olarak, Y Kuşağı bilgi çalışanlarının duygusal zekâlarının örgütsel bağlılıkları üzerindeki etkisinde öz-yeterlilik düzeylerinin tam aracılık etkisine sahip olduğu belirlenmiştir.
This study proposed a model for the impact of Generation Y knowledge workers’ self-efficiency levels on the relationship between their emotional intelligence and organizational commitment. The model was tested on a sample of 591 Generation Y knowledge workers working in 37 Information Technology companies in the techno-parks of three universities in Ankara. Survey methodology was used to collect data. Emotional Intelligence, Self-Efficacy and Affective Commitment scales were used to measure the study variables. Confirmatory factor analysis was used to test the validity of the scales. Correlation analysis was used in order to measure the relationships between the study variables and structural equation modeling was conducted to test the proposed mediating effect. Findings reveal that Generation Y knowledge workers’ emotional intelligence positively influences their self-efficiency and organizational commitment. There is a positive relationship between Generation Y knowledge workers’ self-efficacy and organizational commitment. Consequently, Generation Y knowledge workers’ self-efficiency levels have been found to act as a mediator between their emotional intelligence and organizational commitment.
This study proposed a model for the impact of Generation Y knowledge workers’ self-efficacy levels on the relationship between their emotional intelligence and organizational commitment. The model was tested on a sample of 591 Generation Y knowledge workers working in 37 Information Technology companies in the techno-parks of three universities in Ankara. Survey methodology was used to collect data. Emotional Intelligence, Self-Efficacy and Affective Commitment scales were used for measuring the study variables. Confirmatory factor analysis was used to test the validity of the scales. Correlation analysis was used in order to measure the relationships among the study variables and structural equation modelling was conducted to test the proposed mediating effect. Findings reveal that Generation Y knowledge workers’ emotional intelligence positively influence their self-efficacy and organizational commitment. There exists a positive relationship between Generation Y knowledge workers’ self-efficacy and organizational commitment. Consequently, Generation Y knowledge workers’ self-efficacy levels have been found to act as a mediator between their emotional intelligence and organizational commitment.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Uluslararası
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