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Son yıllarda kamu hizmetlerinde beşeri sermaye üzerine yapılan çalışmalar artmaktadır. Beşeri sermayenin etkili kullanımı bir yandan kamusal kaynakların etkili kullanımını beraberinde getirirken, bir yandan da verilen hizmetin kalitesini arttırmaktadır. Yenilikçilik ve işten ayrılma niyeti, kamu kurumlarında beşeri sermayenin etkili kullanımında rolü olan iki önemli kavramdır. Literatürde her ne kadar yenilikçi kişilik özellikleri ve işten ayrılma niyeti üzerine çalışmalar yapılmış olsa da, bu iki kavramı bir arada değerlendirerek ilişkilendiren yeterli çalışmaya rastlanmamıştır. Bu nedenle bu araştırmada, kamu hizmetlerinde görevli güvenlik ve idare personelinin yenilikçi kişilik özellikleri ile işten ayrılma niyetleri arasındaki ilişkinin incelenmesi amaçlanmıştır. Araştırmanın evrenini, 2019 yılının birinci ayında Tunceli İl Jandarma Komutanlığına bağlı birliklerde ve komutanlığa bağlı idari birimlerde görev yapan personel; örneklemini ise seçkisiz gönüllülük usulüne göre araştırmaya katılan 401 güvenlik personeli oluşturmaktadır. Araştırmada elde edilen bulgulara göre yenilikçi kişilik boyutları ve işten ayrılma niyeti puanları katılımcıların yaş, eğitim durumu, mesleki deneyim, medeni durum ve görev tiplerine göre istatistiksel olarak anlamlı düzeyde farklılaşmamaktadır (p>0.05). Korelasyon analizi sonuçlarına göre ise işten ayrılma niyeti ile fikir önderliği (r=0.432; p<0.01), değişime direnç (r=0.421; p<0.01), risk alma (r=0.345; p<0.01) ve toplam yenilikçi kişilik puanları (r=0.558; p<0.01) arasında istatistiksel olarak yüksek düzeyde anlamlı ve pozitif yönde ilişkiler bulunmuştur. Dolayısıyla yenilikçi kişilik düzeyindeki artış, bireylerin işten ayrılma niyetlerini arttırmaktadır.
In recent years, the work on human capital in public services has increased. The effective use of human capital, on the one hand, brings together the effective use of public resources, while on the other hand, improves the quality of the service provided. Innovation and the intention of leaving work are two important concepts that play a role in the effective use of human capital in public institutions. Although literature has been studied on the innovative personality characteristics and the intention of leaving the job, there has not been sufficient study to associate these two concepts by assessing together. Therefore, this study aims to explore the relationship between the innovative personality characteristics of security and management staff in public services and the intentions to leave the job. The universe of the research is made up of staff working in the units and administrative units associated with the Tunceli Provincial Guard Command in the first month of 2019; the sample is made up of 401 security staff participating in the research according to the non-selective volunteer procedure. According to the findings obtained in the study, the dimensions of the innovative personality and the intention to leave the job are not statistically significantly differentiated according to the age, educational status, professional experience, civic status and type of tasks of the participants (p>0.05). According to the correlation analysis, the intention of leaving the job and the leadership of the idea (r=0.432; p<0.01), the resistance to change (r=0.421; p<0.01), risk (r=0.345; p<0.01) and the total innovative personality points (r=0.558; p<0. There were statistically high levels of meaningful and positive relationships between them. Therefore, an increase in the level of innovative personality increases the desire of individuals to leave the job.
Recently, number of studies on human capital in public services have been increasing. The effective use of human capital brings about the effective use of public resources while increasing the quality of the service provided. Innovation and intention to leave are two important concepts that play a role in the effective use of human capital in public institutions. Although there have been studies on innovative personality traits and turnover intention in the literature, there are not enough studies related to these two concepts. Therefore, the aim of this study is to examine the relationship between the security and administrative personnel's personality characteristics and the turnover intention. The population of the study consisted of 401 security personnel who participated in the research in the first month of 2019, according to the volunteerism procedure of the sample of the personnel working in the units affiliated to the Tunceli Provincial Gendarmerie Command and the administrative units. According to the results of the study, innovative personality dimensions and turnover intention scores did not differ significantly according to age, education level, occupational experience, marital status and task types (p> 0.05). According to the results of the correlation analysis, idea leadership (r = 0.432; p <0.01), resistance to change (r = 0.421; p <0.01), risk taking (r = 0.345; p <0.01) and total innovative personality scores with the turnover intention (r = 0.558; p <0.01) were found to be statistically significant and positively correlated. Therefore, the increase in the level of innovative personality increases the turnover intention of personnel.
Alan : Eğitim Bilimleri; Filoloji; Güzel Sanatlar; Hukuk; İlahiyat; Sosyal, Beşeri ve İdari Bilimler; Spor Bilimleri
Dergi Türü : Uluslararası
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