Kişi-Örgüt Uyumunun, Duygusal Bağlılık ve İşten Ayrılma Niyetine Etkisi: Algılanan Örgütsel Politikanın Düzenleyici Rolü

Yıl 2023, , 723 - 739, 04.12.2023

Semih Derelioğlu

https://doi.org/10.17494/ogusbd.1337266

Öz

Bu çalışmanın amacı, kişi-örgüt uyumunun çalışanların duygusal bağlılık düzeyi ve işten ayrılma niyeti üzerindeki etkisini ve örgütsel politika algısının bu ilişkiler üzerindeki düzenleyici rolünü incelemektir. Bu amaçla, kamu kurumlarında görev yapan 251 beyaz yakalı çalışan örneklemi üzerine anket gerçekleştirilmiştir. Çalışmada değişkenler arası ilişkiler ve etkileri SPSS ve AMOS programları kullanılarak incelenmiştir. Toplanan verilere korelasyon ve regresyon analizleri uygulanmış, düzenleyici etki basit eğim analizi ile sınanmıştır. Araştırmanın sonuçlarına göre, çalışanların örgüt uyumunda meydana gelen artış, duygusal bağlılığın artmasına ve işten ayrılma niyetinin azalmasına katkı sağlamaktadır. Çalışanların örgütsel politika algısının düzeyi, kişi örgüt uyumunun duygusal bağlılığa etkisini düzenleyici bir şekilde etkilemediği sonucuna varılmıştır. Son olarak çalışanların algıladıkları örgütsel politika düzeyinin, kişi örgüt uyumunun işten ayrılma niyetine etkisini düzenleyici bir şekilde etkilemediğini göstermektedir.

Anahtar Kelimeler

Duygusal Bağlılık, Kişi-Örgüt Uyumu, İşten Ayrılma Niyeti, Algılanan Örgütsel Politika, Örgütsel Davranış

The Impact of Person-Organization Fit on Affective Commitment and Turnover Intention: The Moderating Role of Perceived Organizational Politics

Öz

This research investigates the relationship between person-organization fit (POF) and its impact on affective commitment and turnover intention among employees, considering the moderating role of perceived organizational politics. The study surveyed 251 public sector employees to explore the relationships and effects among the variables. Statistical analyses, including correlation, regression, and simple slope analysis using SPSS and AMOS, were conducted. The results reveal that an increase in POF is associated with higher affective commitment and reduced turnover intention among employees. However, the level of employees' POF does not act as a significant moderator in the relationship between POF and affective commitment or turnover intention. These findings provide valuable insights into the complex dynamics between POF, affective commitment, and turnover intentions in the workplace.

Anahtar Kelimeler

Affective Commitment, Person-Organization Fit, Turnover Intention, Perceıved Organızatıonal Polıtıcs, Organizational Behavior

Kaynakça

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