A Research on the Relationship Between Job Crafting, Psychological Empowerment and Turnover Intention

Yıl 2020, Cilt: 15 , 192 - 200, 31.03.2020

Eren Kılıç , Berivan Tatar , Oya Erdil

Öz

This study aims to
investigate the relationship between psychological empowerment perception,
employee turnover intention, and job crafting behavior which is composed of
task crafting, cognitive crafting, and relational crafting. By examining 238
public and private sector employees in Turkey and using structural equation
modeling analysis, the results of this study empirically show that (1)
psychological empowerment is positively related to task crafting, cognitive
crafting and relational crafting behaviors, (2) cognitive crafting behavior is negatively
related to employee turnover intention while other crafting behaviors have not
any significant relation with employee turnover intention, and (3) surprisingly
there is not any significant relationship between psychological empowerment and
employee turnover intention. Based on the results, the conclusion can be drawn
that employees who are psychologically empowered develop crafting behaviors
more than others, also, employees cognitively crafting their jobs have
increased the possibility to stay in their jobs.

Anahtar Kelimeler

Job Crafting, Psychological Empowerment, Turnover Intention, Proactive Behavior, Theory of Job Design

İş Şekillendirme Davranışı, Psikolojik Güçlendirme ve İşten Ayrılma Niyeti Arasındaki İlişkinin İncelenmesine Yönelik Bir Araştırma

Öz

Bu araştırma, iş
şekillendirme davranışlarını oluşturan görev şekillendirme, bilişsel
şekillendirme ve ilişkisel şekillendirme davranışları ile psikolojik
güçlendirme algısı ve işten ayrılma niyeti arasındaki ilişkinin incelenmesini
amaçlamaktadır. Araştırma kapsamında Türkiye’de kamu ve özel sektörde görev
yapan 238 çalışanın verileri yapısal eşitlik modeli analizi kullanılarak
incelenmiş ve elde edilen sonuçlar (1) psikolojik güçlendirme ile görev
şekillendirme, bilişsel şekillendirme ve ilişkisel şekillendirme davranışları
arasında pozitif bir ilişki bulunduğunu, (2) bilişsel şekillendirme davranışı
ile işten ayrılma niyeti arasında negatif bir ilişkinin tespit edildiğini,
ancak diğer iş şekillendirme davranışları ile işten ayrılma niyeti arasında
anlamlı bir ilişki bulunmadığını, ve (3) şaşırtıcı bir biçimde psikolojik
güçlendirme ile işten ayrılma niyeti arasında anlamlı bir ilişkinin
bulunmadığını ampirik olarak göstermektedir. Elde edilen sonuçlara dayanarak,
psikolojik olarak güçlendirilen çalışanların diğerlerine göre daha fazla iş
şekillendirme davranışı geliştirdikleri, ayrıca bilişsel olarak işlerini
şekillendiren çalışanların ise işlerinde kalma ihtimallerinin daha yüksek
olduğuna ulaşılabilir.

Anahtar Kelimeler

İş Şekillendirme, Psikolojik Güçlendirme, İşten Ayrılma Niyeti, Proaktif Davranış, İş Dizaynı Teorisi

Kaynakça

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