Örgütsel sosyalleşmenin işten ayrılma niyetine etkisinde örgütsel bağlılık ve örgütsel vatandaşlığın aracılık rolü: Havacılık sektöründe bir araştırma
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Date
2020
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Hatay Mustafa Kemal Üniversitesi
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info:eu-repo/semantics/openAccess
Abstract
İşe alım ve iş geliştirme süreçlerinde, bireylerin, işten ayrılma niyetlerinin azaltılması ve örgüte bağlı kalarak örgütün gelişimine gönüllü katkılar sunması beklenmektedir. Örgüte yeni katılan bireylerin, belirsizlik ortamından kurtarılıp bireyler arasındaki etkileşim hızlandırılarak bireyin örgüte uyumu sağlanabilmektedir. Bu çalışmanın amacı, örgütsel sosyalleşmenin işten ayrılma niyeti üzerine etkisi ve bu etkide örgütsel bağlılık ve örgütsel vatandaşlığı aracılığının tespit edilmesidir. Demografik değişkenlerin kavramlar üzerinde etkisi ve bir farklılık olup olmadığı da incelenmiştir. Kavramların ve demografik değişkenlerin bu ilişkilerdeki etkileşimleri de incelenmiştir. Araştırmanın evreni Türk sivil havacılık sektöründe yer alan kamu ve özel işletmelerde görev yapan uçuş ve yer personelinden oluşmaktadır. Amaca bağlı olarak oluşturulan model, yapısal eşitlik modeli ile test edilmiş, aracılık analizi Baron ve Kenny'nin (1986) modeliyle yapılmıştır. Araştırmanın sonuçlarına göre, örgütsel sosyalleşmenin örgütsel bağlılık ve örgütsel vatandaşlık üzerindeki etkisi pozitif anlamlı çıkmakla beraber işten ayrılma niyeti üzerinde negatif etkisi tespit edilememiştir. Buna karşın örgütsel sosyalleşmenin işten ayrılma niyeti üzerinde örgütsel bağlılığın aracılık etkisi olduğu sonucuna ulaşılmıştır. Yapılan etkileşim analizi sonucuna göre uçuş personelinde örgütsel sosyalleşmenin örgütsel bağlılığa ve örgütsel vatandaşlığa etkisinin yer personeline göre daha hızlı artmakta olduğu görülmüştür.
In recruitment and job development processes, individuals should voluntarily contribute to the development of the organization by reducing their intention to leave and loyalty to the organization. Individuals who are newcomer in the organization must be freed from uncertainty. Therefore, the interaction between the employees is accelerated and the compliance of the individual with the organization can be achieved. The aim of this study is to determine the mediation role of organizational commitment and organizational citizenship in the effect of organizational socialization on intention to leave. The effects of demographic variables on the concepts and whether there is a difference or not were also examined. Interactions of concepts and demographic variables in these relationships were also examined. The population of the research consists of flight and ground personnel working in public and private enterprises in the Turkish civil aviation industry. The model formed according to the purpose was tested with the structural equation model, and the mediation analysis was made with Baron and Kenny's (1986) model. According to the results of the model, although the effect of organizational socialization on organizational commitment and organizational citizenship is positively significant, no negative effect on the intention to leave has been identified. It is concluded that organizational commitment has a mediating effect between organizational socialization and intention to leave. In addition, according to the results of the interaction analysis, it was observed that the effect of organizational socialization of flight personnel on organizational commitment and organizational citizenship is increasing faster than ground personnel.
In recruitment and job development processes, individuals should voluntarily contribute to the development of the organization by reducing their intention to leave and loyalty to the organization. Individuals who are newcomer in the organization must be freed from uncertainty. Therefore, the interaction between the employees is accelerated and the compliance of the individual with the organization can be achieved. The aim of this study is to determine the mediation role of organizational commitment and organizational citizenship in the effect of organizational socialization on intention to leave. The effects of demographic variables on the concepts and whether there is a difference or not were also examined. Interactions of concepts and demographic variables in these relationships were also examined. The population of the research consists of flight and ground personnel working in public and private enterprises in the Turkish civil aviation industry. The model formed according to the purpose was tested with the structural equation model, and the mediation analysis was made with Baron and Kenny's (1986) model. According to the results of the model, although the effect of organizational socialization on organizational commitment and organizational citizenship is positively significant, no negative effect on the intention to leave has been identified. It is concluded that organizational commitment has a mediating effect between organizational socialization and intention to leave. In addition, according to the results of the interaction analysis, it was observed that the effect of organizational socialization of flight personnel on organizational commitment and organizational citizenship is increasing faster than ground personnel.
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Keywords
Sivil Havacılık, Civil Aviation ; İşletme
