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Günümüzde yetkinlik geliştirme, kariyer tatmini, iş performansı ile algılanan istihdam edilebilirlik kavramları, örgütsel davranış literatüründe önemli kavramlar arasındadır. Söz konusu kavramlar ve bu kavramlar arasındaki ilişkilerin bilinmesi, işletmelerde her kademedeki yöneticilere ve çalışanlara hem örgütsel hem de bireysel gelişimin nasıl olması gerektiği ile ilgili konularda yol gösterir. Bu kavramlar arasındaki ilişkilerin incelenmesi önem arz etmektedir ve literatürde yapılan inceleme neticesinde, söz konusu kavramlar arasındaki ilişkilerde aracılık etkisinin incelendiği herhangi bir çalışmanın yapılmadığı tespit edilmiştir. Bu kapsamda yapılan çalışmanın amacı, yetkinlik geliştirmenin kariyer tatmini ve iş performansına etkisini ve bu ilişkide aracılık rolünün olabileceği değerlendirilen bireylerin algılanan istihdam edilebilirliğin aracılık etkisinin olup olmadığını araştırmaktır. Bu çalışmada kolayda örneklem ve anket yöntemleri kullanılmıştır. Veriler, 6 adedi devlet ve 3 adedi vakıf olmak üzere toplam 9 üniversitede çalışan 178 öğretim görevlisi ve memurdan toplanmıştır. Anket sonucunda toplanan verilerin analizinde R programlama dili kullanılmıştır. Ölçeklerin geçerlilik ve güvenilirliği faktör analizi ve güvenirlik testi ile test edilmiştir. Kurulan hipotezler korelasyon ve regresyon analizleri ve Sobel testleri ile incelenmiş ve çalışmanın sonunda elde edilen bulgular yorumlanmıştır. Yapılan çalışmanın sonunda, yetkinlik geliştirmenin iş performansının artmasında önemli olduğu, ancak kariyer tatminin artmasında ise etkili olmadığı tespit edilmiştir. Ayrıca, algılanan istihdam edilebilirliğin yetkinlik geliştirme ile kariyer tatmini arasındaki ilişkide aracılık rolünün olmadığı ve yetkinlik geliştirme ile iş performansı arasındaki ilişkide ise kısmi aracılık rolünün olduğu sonucuna ulaşılmıştır.
Today, the concepts of employability perceived by competence development, career satisfaction, work performance are among important concepts in organizational behavior literature. The knowledge of these concepts and the relationships between these concepts leads managers and employees at every stage of the enterprise to the issues related to how both organizational and individual development should be. The study of the relationships between these concepts is of importance, and the study in literature has found that there is no study in which the influence of mediation is studied in the relationships between these concepts. The aim of this study is to investigate the impact of competence development on career satisfaction and work performance and whether the perceived employmentability of individuals assessed that the role of mediation may be in this relationship has the mediation effect. In this study, sampling and survey methods were easily used. The data was collected from a total of 178 teachers and officials working in nine universities, including 6 individual state and 3 individual foundation. In the analysis of the data collected in the survey, R programming language was used. The validity and reliability of measurements have been tested by factor analysis and reliability test. The established hypotheses were studied with correlation and regression analyses and Sobel tests and the findings obtained at the end of the study were interpreted. At the end of the study, it was found that skill development is important in improving work performance, but it is not effective in increasing career satisfaction. In addition, it has been concluded that the detected employment is not a mediation role in the relationship between skill development and career satisfaction, and that the relationship between skill development and work performance is a partial mediation role.
Today, competency development, career satisfaction, job performance and perceived employability concepts are among the important concepts in organizational behavior literature. Knowing these concepts and the relationships between these concepts guides managers and employees at all levels of the business in matters related to how organizational and individual development should be. It is important to examine the relationship between these concepts and as a result of the review in the literature, it was found that no study was conducted to investigate the mediation effect in the relations between these concepts. The aim of this study is to investigate the effect of competence development on career satisfaction and job performance, and whether the perceived employability of individuals evaluated as mediators in this relationship may be mediated. Data were collected from 178 lecturers and civil servants working in 9 universities, 6 of which were state and 3 were foundations. In this study, sampling and questionnaire methods were used. R programming language were used for the analysis of the data collected at the end of the questionnaire. The validity and reliability of the scales were tested by factor analysis and reliability test. The hypotheses were examined by correlation and regression analysis and Sobel tests and the findings obtained at the end of the study were interpreted. At the end of the study, it has been found that competency development is important in increasing job performance, but it is not effective in increasing career satisfaction. In addition, it was concluded that self-perceived employability had no mediation role in the relationship between competency development and career satisfaction, and that there was a partial mediation role in the relationship between competence development and job performance.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Ulusal
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