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The Effect of Competency Development on Career Satisfaction and Job Performance: Mediatıon Role of Self-Perceived Employment

Year 2020, Issue: 55, 35 - 76, 27.04.2020

Kenan Orçanlı , Mustafa Bekmezci , Murat Görmen

https://doi.org/10.18070/erciyesiibd.605817
Cited By: 3

Abstract

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.

Keywords

Competency Development Career Satisfaction Job Performance Self-Perceived Employability

References

  • Abele, A. E. ve Spurk, D. (2009). The Longitudinal Impact of Self-efficacy and Career Goals on Objective and Subjective Career Success, Journal of Vocational Behavior, 74, 53–62.
  • August, L. ve Waltman, J. (2004). Culture, Climate, and Contribution: Career Satisfaction among Female Faculty, Research on Higher Education. 45(2), 177- 192.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research – conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51 (6), 1173-1182.
  • Bingöl, D. (2003). İnsan Kaynakları Yönetimi, 5.b., Beta, İstanbul.
  • Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the Criterion Domain to Include Elements of Contextual Performance, içinde N. Schmitt ve W. Borman (eds), Personnel Selection in Organizations, Jossey-Bass, New York, 71-98.
  • Boyatzis, R. (1982), The Competent Manager: A Model for Effective Performance, Wiley, New York.
  • Boyatzis, R. (2007). Competencies in the 21st century. Journal of Management Development, 27(1), 5-12.
  • Budak, G. (2008). Yetkinliğe Dayalı İnsan Kaynakları Yönetimi, Barış Yayınları, İzmir.
  • Burke, R. J., ve McKeen, C. A. (1994). Training and Development Activities and Career Success of Managerial and Professional Women, Journal of Management Development, 13(5), 53-63.
  • Ceylan, A. ve Ulutürk, Y. H. (2006). Rol Belirsizliği, Rol Çatışması, İş Tatmini ve Performans Arasındaki İlişkiler. Doğuş Üniversitesi Dergisi, 7(1), 48-58.
  • DeCenzo, D. A., Robbins, S. P. ve Verhulst, S. L. (2017). İnsan Kaynakları Yönetiminin Temelleri, Çev. Ed.: Canan Çetin ve M. Lütfi Arslan, Nobel, Ankara.
  • de Cuyper, N., Sulea, C., Philippaers, K., Fischmann, G., Iliescu, D. ve de Witte, .H. (2014). Perceived Employability and performance: Moderation by Felt Job Insecurity, PersonnelReview, 43(4), 536-552.
  • de Vos, A., Dewettinck, K., ve Buyens, D. (2009). The Professional career on the Right Track. A Study on the Interaction between Career Self-management and Organizational Career Management in Explaining Employee Outcomes, European Journal of Work and Organizational Psychology, 18(1), 55-80.
  • de Vos, A., de Hauw, S., van der Heijden, B.I.J.M. (2011). Competency development and career success: The mediating role of employability, Journal of Vocational Behavior, 79, 438-447.
  • Dobson, R. vd. (2007). Factors associated with career satisfaction among general practitioners in canada, can j. rural med, Vol.12, No.4, pp. 217-230.
  • Evans, J.D. (1996). Straightforward Statistics for the Behavioral Sciences, Pacific Grove, CA: Brooks/Cole Publishing.
  • Eygü, H. ve Güllüce, A.Ç. (2017). Determination of Customer Satisfaction in Conservative Concept Hotels by Ordinal Logistic Regression Analysis, Journal of Financial Risk Management, 6, 269-284.
  • Forrier, A. ve Sels, L. (2003). The Concept Employability: A Complex Mosaic, Human Resources Development and Management, 3, 102-124.
  • Fugate, M., Kinicki, A. J., & Ashforth, B. E. (2004). Employability: A psycho-social construct, its dimensions, and applications. Journal of Vocational Behavior, 65, 14–38.
  • Fugate, M., & Kinicki, A. J. (2008). A Dispositional Approach to Employability: Development of a Measure and Test of Implications for Employee Reactions to Organizational Change. Journal of Occupational & Organizational Psychology, 81(3), 503-527.
  • Gerçek, M., Atay, S. E. ve Dündar, G. (2015). Çalışanların İş-yaşam Dengesi ile Kariyer Tatmininin, İşten Ayrılma Niyetine Etkisi, KAÜ İİBF Dergisi, 6 (11), 67-86.
  • Gerçek, M. ve Elmas Atay S. (2017). Rothwell ve Arnold’ın Algılanan İstihdam Edilebilirlik Ölçeği’nin Türkçe’ye Uyarlama Geçerlilik ve Güvenirlik Çalışması, Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 54, 91-103.
  • Greenhaus, J. H., Parasuraman, S. ve Wormley, W. M. (1990). Race Effects of Organizational Experience, Job Performance Eveluation, and Career Outcomes, Academy of Management Journal, 33(1), 64-96.
  • Gürkan, G. Ç. ve Koçoğlu, M. (2014). Yaratıcı Örgüt İkliminin Kariyer Tatmini Üzerine Etkisinde Duygusal Bağlılığın Aracı Değişken Rolü: Türkiye’de Bir Vakıf ve Bir Devlet Üniversitesinde Karşılaştırmalı Bir Araştırma, Uluslararası Sosyal Araştırmalar Dergisi, 7(29), 588-602.
  • Hall, D. T. (2002). Careers in and out of organizations. Thousand Oaks: Sage Publications.
  • Hallier, j. (2009). The influence of employability messages on employee mobility tactics and work group identification, The International Journal of Human Resource Management, 20(4), 846-868.
  • Hillage, J., Pollard, E. (1998). Employability. Developing a Framework for Policy Analysis, DFEE Research Briefing No: 85, Sussex, Institute for Employment Studies.
  • Hofmans, J., Dries, N., ve Pepermans, R. (2008). The Career Satisfaction Scale: Response bias among Men and Women, Journal of Vocational Behavior, 73, 397–403.
  • Karahan, A. ve Kav, S. (2018). Hemşirelikte Mesleki Yetkinlik, Hacettepe Üniversitesi Hemşirelik Fakültesi Dergisi, 5(2), 160-168.
  • Kaymaz, K. (2009). Performans Değerleme ve Çalışan Verimliliği: Performansta Geribildirim, Dora, Bursa.
  • Lepnurm, R., Dobson, R. ve Keegan, D. (2007). Factors Associated with Career Satisfaction among General Practitioners in Canada, Canadian Journal of Rural Medicine, 12(4), 217-230.
  • McClelland O.C. (1973). Testing for Competence Rather Than for Intelligence, American Psychologist, 28, 1-14.
  • Meydan H.C. ve Şeşen H, (2011). Yapısal Eşitlik Modellemesi AMOS Uygulamaları. Detay Yayıncılık, Ankara.
  • Meyer, K. E. ve Peng, M. W. (2006). Probing Theoretically into Central and Eastern Europe Transaction, Resources, and Institutions, Journal of International Business Studies, 36 (6), 600-621.
  • Motowidlo, S. J., Barman, W. C. ve Schmit, M. J. (1997). A Theory of Individual Differences in Task and Contextual Performance, Human Performance, 10, 71-83.
  • Nauta, A., Van Vianen, A. E. M., Van der Heijden, B. I. J. M., Van Dam, K. ve Willemsen, M. (2009). Understanding the Factors that Promote Employability Orientation: The Impact of Employability Culture, Career Satisfaction and Role Breadth Self-Efficacy, Journal of Occupational and Organizational Psychology, 82, 233-251.
  • Ng, T. W. H., Eby, L. T., Sorensen, K. L. ve Feldman, D. C. (2005). Predictors of Objective and Subjective Career Success: A Meta-analysis, Personnel Psychology, 58(2), 367-408.
  • Peluchette, J. (1993). Subjective Career Success: The Influence of Individual Difference, Family and Organizational Variables, Journal of Vocational Behavior, 43(2), 198-208.
  • Poon, J. M. L. (2004). Career Commitment and Career Success: Moderating Role of Emotion Perception, Career Development International, 9(4), 374-390.
  • Rageb, M. A., Abd-El-Salam, E. M., El-Samadıcy, A. ve Farıd, S. (2013). Organizational Commitment, Job Satisfaction and Job Performance as a Mediator between Role Stressors and Turnover Intentions a Study from an Egyptian Cultural Perspective, The Business & Management Review, 3(2), 51-73.
  • Rivera, M.del C. A., Gallego, L. V., Alvarez, M. A., Inchaurtieta, A. M., Albizuri, I.E ve de Eulate,C. Y. A. (2012). Perceived Employability and Competence Development, Procedia-Social and Behavioral Sciences, 69, 1191-1197.
  • Rothwell, A. ve Arnold, J. (2007). Self-perceived Employability: Development and Validation of a Scale, Personnel Review, 36(1), 23–41.
  • Rothwell, A., Herbert, I., ve Rothwell, F. (2008). Self Perceived Employability: Construction and Initial Validation of a Scale for University Students, Journal of Vocational Behavior, 73(1), 1–12.
  • Rothwell, A., Jewell, S. ve Hardie, M. (2009). Self-perceived Employability: Investigating the Responses of Post-graduate Students, Journal of Vocational Behavior, 75, 152-161.
  • Sandberg, J. R. (2000). Understanding Human Competence at Work: An Interpretative Approach, Academy of Management Journal, 43(1), 9-25.
  • Schneider, B., Brief, A. P., ve Guzzo, R. A. (1996). Creating a Climate and Culture for Sustainable Organizational Change, Organizational Dynamics, 24(4), 6-19.
  • Shu, X., Gong, Y. Y., Xiong, J., ve Hu, X. (2018). Job Satisfaction, Turnover Intention and Work Performance in Chinese Family Enterprises, Management International, 22(2), 84-95.
  • Spurk, D., Abele, A.E. ve Volmer, J. (2011), The Career Satisfaction Scale: Longitudinal Measurement Invariance and Latent Growth Analysis, Journal of Occupational and Organizational Psychology, 84, s. 315–326.
  • Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology, 13, 290-312.
  • Tekingündüz, S, Top, M. ve Seçkin, M. (2015). İş Tatmini, Performans, İş Stresi ve İşten Ayrılma Niyeti Arasındaki İlişkilerin İncelenmesi: Hastane Örneği, Verimlilik Dergisi, 0(4), 39-64.
  • Yüksel, İ. (2005). İş-aile Çatışmasının Kariyer Tatmini, İş Tatmini ve İş Davranışları ile İlişkisi, İktisadi ve İdari Bilimler Dergisi, 19 (2), 301-314.
  • Williams, K. D. ve Karau, S. J. (1991). Social Loafing and Social Compensation: The Effects of Expectations of Co-worker Performance, Journal of Personality and Social Psychology, 61, 570-581.
  • Van der Heijde, C. M., & Van der Heijden, B. I. J. M. (2006). A competence-based and multidimensional operationalization and measurement of employability Human Resource Management, 45(3), 449-476
  • Zafar,J. ve Mat, N. B. (2012). Protean Career Attitude, Competency Development & Career Success: A Mediating Effect of Perceived Employability, International Journal of Academic Research in Business and Social Sciences, 2(4), 204-223.
  • Zarifian, P. (1999), Objectif Compe´tence, Liaisons, Paris.

Yetkinlik Geliştirmenin Kariyer Tatmini ve İş Performansına Etkisi: Algılanan İstihdam Edilebilirliğin Aracılık Rolü

Year 2020, Issue: 55, 35 - 76, 27.04.2020

Kenan Orçanlı , Mustafa Bekmezci , Murat Görmen

https://doi.org/10.18070/erciyesiibd.605817
Cited By: 3

Abstract

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.

Keywords

Yetkinlik Geliştirme Kariyer Tatmini İş Performansı Algılanan İstihdam Edilebilirlik

References

  • Abele, A. E. ve Spurk, D. (2009). The Longitudinal Impact of Self-efficacy and Career Goals on Objective and Subjective Career Success, Journal of Vocational Behavior, 74, 53–62.
  • August, L. ve Waltman, J. (2004). Culture, Climate, and Contribution: Career Satisfaction among Female Faculty, Research on Higher Education. 45(2), 177- 192.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research – conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51 (6), 1173-1182.
  • Bingöl, D. (2003). İnsan Kaynakları Yönetimi, 5.b., Beta, İstanbul.
  • Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the Criterion Domain to Include Elements of Contextual Performance, içinde N. Schmitt ve W. Borman (eds), Personnel Selection in Organizations, Jossey-Bass, New York, 71-98.
  • Boyatzis, R. (1982), The Competent Manager: A Model for Effective Performance, Wiley, New York.
  • Boyatzis, R. (2007). Competencies in the 21st century. Journal of Management Development, 27(1), 5-12.
  • Budak, G. (2008). Yetkinliğe Dayalı İnsan Kaynakları Yönetimi, Barış Yayınları, İzmir.
  • Burke, R. J., ve McKeen, C. A. (1994). Training and Development Activities and Career Success of Managerial and Professional Women, Journal of Management Development, 13(5), 53-63.
  • Ceylan, A. ve Ulutürk, Y. H. (2006). Rol Belirsizliği, Rol Çatışması, İş Tatmini ve Performans Arasındaki İlişkiler. Doğuş Üniversitesi Dergisi, 7(1), 48-58.
  • DeCenzo, D. A., Robbins, S. P. ve Verhulst, S. L. (2017). İnsan Kaynakları Yönetiminin Temelleri, Çev. Ed.: Canan Çetin ve M. Lütfi Arslan, Nobel, Ankara.
  • de Cuyper, N., Sulea, C., Philippaers, K., Fischmann, G., Iliescu, D. ve de Witte, .H. (2014). Perceived Employability and performance: Moderation by Felt Job Insecurity, PersonnelReview, 43(4), 536-552.
  • de Vos, A., Dewettinck, K., ve Buyens, D. (2009). The Professional career on the Right Track. A Study on the Interaction between Career Self-management and Organizational Career Management in Explaining Employee Outcomes, European Journal of Work and Organizational Psychology, 18(1), 55-80.
  • de Vos, A., de Hauw, S., van der Heijden, B.I.J.M. (2011). Competency development and career success: The mediating role of employability, Journal of Vocational Behavior, 79, 438-447.
  • Dobson, R. vd. (2007). Factors associated with career satisfaction among general practitioners in canada, can j. rural med, Vol.12, No.4, pp. 217-230.
  • Evans, J.D. (1996). Straightforward Statistics for the Behavioral Sciences, Pacific Grove, CA: Brooks/Cole Publishing.
  • Eygü, H. ve Güllüce, A.Ç. (2017). Determination of Customer Satisfaction in Conservative Concept Hotels by Ordinal Logistic Regression Analysis, Journal of Financial Risk Management, 6, 269-284.
  • Forrier, A. ve Sels, L. (2003). The Concept Employability: A Complex Mosaic, Human Resources Development and Management, 3, 102-124.
  • Fugate, M., Kinicki, A. J., & Ashforth, B. E. (2004). Employability: A psycho-social construct, its dimensions, and applications. Journal of Vocational Behavior, 65, 14–38.
  • Fugate, M., & Kinicki, A. J. (2008). A Dispositional Approach to Employability: Development of a Measure and Test of Implications for Employee Reactions to Organizational Change. Journal of Occupational & Organizational Psychology, 81(3), 503-527.
  • Gerçek, M., Atay, S. E. ve Dündar, G. (2015). Çalışanların İş-yaşam Dengesi ile Kariyer Tatmininin, İşten Ayrılma Niyetine Etkisi, KAÜ İİBF Dergisi, 6 (11), 67-86.
  • Gerçek, M. ve Elmas Atay S. (2017). Rothwell ve Arnold’ın Algılanan İstihdam Edilebilirlik Ölçeği’nin Türkçe’ye Uyarlama Geçerlilik ve Güvenirlik Çalışması, Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 54, 91-103.
  • Greenhaus, J. H., Parasuraman, S. ve Wormley, W. M. (1990). Race Effects of Organizational Experience, Job Performance Eveluation, and Career Outcomes, Academy of Management Journal, 33(1), 64-96.
  • Gürkan, G. Ç. ve Koçoğlu, M. (2014). Yaratıcı Örgüt İkliminin Kariyer Tatmini Üzerine Etkisinde Duygusal Bağlılığın Aracı Değişken Rolü: Türkiye’de Bir Vakıf ve Bir Devlet Üniversitesinde Karşılaştırmalı Bir Araştırma, Uluslararası Sosyal Araştırmalar Dergisi, 7(29), 588-602.
  • Hall, D. T. (2002). Careers in and out of organizations. Thousand Oaks: Sage Publications.
  • Hallier, j. (2009). The influence of employability messages on employee mobility tactics and work group identification, The International Journal of Human Resource Management, 20(4), 846-868.
  • Hillage, J., Pollard, E. (1998). Employability. Developing a Framework for Policy Analysis, DFEE Research Briefing No: 85, Sussex, Institute for Employment Studies.
  • Hofmans, J., Dries, N., ve Pepermans, R. (2008). The Career Satisfaction Scale: Response bias among Men and Women, Journal of Vocational Behavior, 73, 397–403.
  • Karahan, A. ve Kav, S. (2018). Hemşirelikte Mesleki Yetkinlik, Hacettepe Üniversitesi Hemşirelik Fakültesi Dergisi, 5(2), 160-168.
  • Kaymaz, K. (2009). Performans Değerleme ve Çalışan Verimliliği: Performansta Geribildirim, Dora, Bursa.
  • Lepnurm, R., Dobson, R. ve Keegan, D. (2007). Factors Associated with Career Satisfaction among General Practitioners in Canada, Canadian Journal of Rural Medicine, 12(4), 217-230.
  • McClelland O.C. (1973). Testing for Competence Rather Than for Intelligence, American Psychologist, 28, 1-14.
  • Meydan H.C. ve Şeşen H, (2011). Yapısal Eşitlik Modellemesi AMOS Uygulamaları. Detay Yayıncılık, Ankara.
  • Meyer, K. E. ve Peng, M. W. (2006). Probing Theoretically into Central and Eastern Europe Transaction, Resources, and Institutions, Journal of International Business Studies, 36 (6), 600-621.
  • Motowidlo, S. J., Barman, W. C. ve Schmit, M. J. (1997). A Theory of Individual Differences in Task and Contextual Performance, Human Performance, 10, 71-83.
  • Nauta, A., Van Vianen, A. E. M., Van der Heijden, B. I. J. M., Van Dam, K. ve Willemsen, M. (2009). Understanding the Factors that Promote Employability Orientation: The Impact of Employability Culture, Career Satisfaction and Role Breadth Self-Efficacy, Journal of Occupational and Organizational Psychology, 82, 233-251.
  • Ng, T. W. H., Eby, L. T., Sorensen, K. L. ve Feldman, D. C. (2005). Predictors of Objective and Subjective Career Success: A Meta-analysis, Personnel Psychology, 58(2), 367-408.
  • Peluchette, J. (1993). Subjective Career Success: The Influence of Individual Difference, Family and Organizational Variables, Journal of Vocational Behavior, 43(2), 198-208.
  • Poon, J. M. L. (2004). Career Commitment and Career Success: Moderating Role of Emotion Perception, Career Development International, 9(4), 374-390.
  • Rageb, M. A., Abd-El-Salam, E. M., El-Samadıcy, A. ve Farıd, S. (2013). Organizational Commitment, Job Satisfaction and Job Performance as a Mediator between Role Stressors and Turnover Intentions a Study from an Egyptian Cultural Perspective, The Business & Management Review, 3(2), 51-73.
  • Rivera, M.del C. A., Gallego, L. V., Alvarez, M. A., Inchaurtieta, A. M., Albizuri, I.E ve de Eulate,C. Y. A. (2012). Perceived Employability and Competence Development, Procedia-Social and Behavioral Sciences, 69, 1191-1197.
  • Rothwell, A. ve Arnold, J. (2007). Self-perceived Employability: Development and Validation of a Scale, Personnel Review, 36(1), 23–41.
  • Rothwell, A., Herbert, I., ve Rothwell, F. (2008). Self Perceived Employability: Construction and Initial Validation of a Scale for University Students, Journal of Vocational Behavior, 73(1), 1–12.
  • Rothwell, A., Jewell, S. ve Hardie, M. (2009). Self-perceived Employability: Investigating the Responses of Post-graduate Students, Journal of Vocational Behavior, 75, 152-161.
  • Sandberg, J. R. (2000). Understanding Human Competence at Work: An Interpretative Approach, Academy of Management Journal, 43(1), 9-25.
  • Schneider, B., Brief, A. P., ve Guzzo, R. A. (1996). Creating a Climate and Culture for Sustainable Organizational Change, Organizational Dynamics, 24(4), 6-19.
  • Shu, X., Gong, Y. Y., Xiong, J., ve Hu, X. (2018). Job Satisfaction, Turnover Intention and Work Performance in Chinese Family Enterprises, Management International, 22(2), 84-95.
  • Spurk, D., Abele, A.E. ve Volmer, J. (2011), The Career Satisfaction Scale: Longitudinal Measurement Invariance and Latent Growth Analysis, Journal of Occupational and Organizational Psychology, 84, s. 315–326.
  • Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology, 13, 290-312.
  • Tekingündüz, S, Top, M. ve Seçkin, M. (2015). İş Tatmini, Performans, İş Stresi ve İşten Ayrılma Niyeti Arasındaki İlişkilerin İncelenmesi: Hastane Örneği, Verimlilik Dergisi, 0(4), 39-64.
  • Yüksel, İ. (2005). İş-aile Çatışmasının Kariyer Tatmini, İş Tatmini ve İş Davranışları ile İlişkisi, İktisadi ve İdari Bilimler Dergisi, 19 (2), 301-314.
  • Williams, K. D. ve Karau, S. J. (1991). Social Loafing and Social Compensation: The Effects of Expectations of Co-worker Performance, Journal of Personality and Social Psychology, 61, 570-581.
  • Van der Heijde, C. M., & Van der Heijden, B. I. J. M. (2006). A competence-based and multidimensional operationalization and measurement of employability Human Resource Management, 45(3), 449-476
  • Zafar,J. ve Mat, N. B. (2012). Protean Career Attitude, Competency Development & Career Success: A Mediating Effect of Perceived Employability, International Journal of Academic Research in Business and Social Sciences, 2(4), 204-223.
  • Zarifian, P. (1999), Objectif Compe´tence, Liaisons, Paris.
There are 55 citations in total.

Details

Primary Language Turkish
Journal Section Makaleler
Authors

Kenan Orçanlı 0000-0001-5716-4004

Mustafa Bekmezci 0000-0002-1206-690X

Murat Görmen 0000-0002-8120-1562

Publication Date April 27, 2020
Acceptance Date December 15, 2019
Published in Issue Year 2020 Issue: 55

Cite

APA Orçanlı, K., Bekmezci, M., & Görmen, M. (2020). Yetkinlik Geliştirmenin Kariyer Tatmini ve İş Performansına Etkisi: Algılanan İstihdam Edilebilirliğin Aracılık Rolü. Erciyes Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi(55), 35-76. https://doi.org/10.18070/erciyesiibd.605817

Cited By

Yetkinliğe Dayalı İnsan Kaynağının Tespiti ve Geliştirilmesinde Cumhurbaşkanlığı Hükümet Sistemiyle Gelen Kurumsal Girişimler
Alanya Akademik Bakış
https://doi.org/10.29023/alanyaakademik.1133339
Kariyer Planlama ve Kariyer Memnuniyeti İlişkisi: Sivil Havacılık Sektörü Yer Hizmetleri Çalışanları Üzerine Bir Araştırma
ODÜ Sosyal Bilimler Araştırmaları Dergisi (ODÜSOBİAD)
https://doi.org/10.48146/odusobiad.1174485
Örgüt Temelli Özsaygı ile Algılanan İstihdam Edilebilirlik Arasındaki İlişkide Cinsiyetin Düzenleyici Etkisi ve Bir Uygulama
OPUS Uluslararası Toplum Araştırmaları Dergisi
Kenan ORÇANLI
https://doi.org/10.26466/opus.706649
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Ethical Principles and Ethical Guidelines

The Journal of Erciyes University Faculty of Economics and Administrative Sciences places great emphasis on publication ethics, which serve as a foundation for the impartial and reputable advancement of scientific knowledge. In this context, the journal adopts a publishing approach aligned with the ethical standards set by the Committee on Publication Ethics (COPE) and is committed to preventing potential malpractice. The following ethical responsibilities, established based on COPE’s principles, are expected to be upheld by all stakeholders involved in the publication process (authors, readers and researchers, publishers, reviewers, and editors).

Ethical Responsibilities of Editors
Make decisions on submissions based on the quality and originality of the work, its alignment with the journal's aims and scope, and the reviewers’ evaluations, regardless of the authors' religion, language, race, ethnicity, political views, or gender.
Respond to information requests from readers, authors, and reviewers regarding the publication and evaluation processes.
Conduct all processes without compromising ethical standards and intellectual property rights.
Support freedom of thought and protect human and animal rights.
Ensure the peer review process adheres to the principle of double-blind peer review.
Take full responsibility for accepting, rejecting, or requesting changes to a manuscript and ensure that conflicts of interest among stakeholders do not influence these decisions.
Ethical Responsibilities of Authors
Submitted works must be original. When utilizing other works, proper and complete citations and/or references must be provided.
A manuscript must not be under review by another journal simultaneously.
Individuals who have not contributed to the experimental design, implementation, data analysis, or interpretation should not be listed as authors.
If requested during the review process, datasets used in the manuscript must be provided to the editorial board.
If a significant error or mistake is discovered in the manuscript, the journal’s editorial office must be notified.
For studies requiring ethical committee approval, the relevant document must be submitted to the journal. Details regarding the ethical approval (name of the ethics committee, approval document number, and date) must be included in the manuscript.
Changes to authorship (e.g., adding or removing authors, altering the order of authors) cannot be proposed after the review process has commenced.
Ethical Responsibilities of Reviewers
Accept review assignments only in areas where they have sufficient expertise.
Agree to review manuscripts in a timely and unbiased manner.
Ensure confidentiality of the reviewed manuscript and not disclose any information about it, during or after the review process, beyond what is already published.
Refrain from using information obtained during the review process for personal or third-party benefit.
Notify the journal editor if plagiarism or other ethical violations are suspected in the manuscript.
Conduct reviews objectively and avoid conflicts of interest. If a conflict exists, the reviewer should decline the review.
Use polite and constructive language during the review process and avoid personal comments.
Publication Policy
The Journal of Erciyes University Faculty of Economics and Administrative Sciences is a free, open-access, peer-reviewed academic journal that has been in publication since 1981. The journal welcomes submissions in Turkish and English within the fields of economics, business administration, public finance, political science, public administration, and international relations.

No submission or publication fees are charged by the journal.
Every submitted manuscript undergoes a double-blind peer review process and similarity/plagiarism checks via iThenticate.
Submissions must be original and not previously published, accepted for publication, or under review elsewhere.
Articles published in the journal can be cited under the Open Access Policy and Creative Commons license, provided proper attribution is given.
The journal is published three times a year, in April, August, and December. It includes original, high-quality, and scientifically supported research articles and reviews in its listed fields. Academic studies unrelated to these disciplines or their theoretical and empirical foundations are not accepted. The journal's languages are Turkish and English.

Submissions are first subject to a preliminary review for format and content. Manuscripts not meeting the journal's standards are rejected by the editorial board. Manuscripts deemed suitable proceed to the peer review stage.

Each submission is sent to at least two expert reviewers. If both reviews are favorable, the article is approved for publication. In cases where one review is positive and the other negative, the editorial board decides based on the reviews or may send the manuscript to a third reviewer.

Articles published in the journal are open access and can be cited under the Creative Commons license, provided proper attribution is made.