Kariyer Yönetiminin Çalışanın Kuruma Bağlılığına Etkisi Üzerine Bir İnceleme
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Date
2013
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Abstract
Kurumlarda, verimlilik ve etkinliği etkileyen en büyük üretim faktörünün insan kaynağı olduğunun fark edilmesi ile birlikte, çalışanların motivasyonunu ve kuruma bağlılığını arttırmaya yönelik yaklaşım ve çalışmalar her geçen gün artmakta ve yenilenmektedir. Çalışanlarının kuruma bağlılığını sağlamak, kurumların rekabet yoğun küresel ekonomi ortamında avantaj edinmesini sağlamaktadır. Çalışanların kurum içinde bireysel ihtiyaçlarının karşılanması ve hedeflerinin gerçekleşebilme olanağının arttırılması bağlamında, kariyer yönetimi kurumlarda en güncel ve uygulamada en popüler olanlardan biri olarak karşımıza çıkmaktadır. İnsanlar, kariyerlerinde gelişimlerini sağlayacak uygun bir kurum ortamlarını tercih etmektedir. 1900' lü yıllardaki yalnızca iş güvencesi birincil önemini yitirmiş; temel ihtiyaçlarının karşılanmasında bir araç olan ücret ve sosyal imkânlar, kariyer beklentisinin tamamlayıcısı durumuna gelmiştir. Özellikle genç nüfus artık kendine iyi bir kariyer olanağı sağlayacak meslek ve kurumları seçme eğilimindedir. Kariyer planlama ve kariyer geliştirme fonksiyonlarından oluşan kariyer yönetiminin, çalışanın kuruma bağlılığı üzerindeki etkisini araştırmaya yönelik yapılmış bu incelemede finans sektörü çalışanları ile anket çalışması yapılmıştır. Çalışma sonucunda; kurumlar tarafından ihtiyaçlar ve imkanlar dahilinde net bir şekilde yapılan kariyer planları ve bu planlar çerçevesinde geliştirilen kariyer geliştirme programlarının uygulanmasının çalışan bağlılığını olumlu etkilediği sonucuna varılmıştır. Kariyer yönetiminin kurum içinde etkin uygulanması, çalışanlar üzerinde güven, aidiyet ve hedeflere ulaşabilmenin mümkün olduğu hissinin oluşmasını sağlamaktadır. Bu da çalışanın kuruma olan bağlılığını arttırmaktadır.
As a result of realizing that the biggest factor affecting the efficiency in organizations is the human being, approaches and efforts to increase employees' motivation and commitment to the institution are more and more increasing and improving each passing day. Ensuring the commitment of employees to the institution leads institutions to gain an advantage in the highly competitive global economy environment. Within the framework of meeting the individual needs of employees and increasing the realization possibility of their goals within the organization, career management appears to be one of the most recent methods in organizations and the most popular in practice. People demand a career position which should ensure their progress in their career, as well as an environment suitable to this. Job security in 1900?s lost its primary importance; wages and social opportunities, as a means to meet basic needs, have become complementary to career expectations. Especially the younger population tends to choose professions and institutions that will allow them a good career opportunity. A survey was made with employees of financial sector for this study related to the impact of career management ? consisting of career planning and career development functions ? on the commitment of the employee to his institution. As a result of this survey, we arrived at the conclusion that carrier plans made clearly by institutions within their needs and opportunities, as well as application of career development programs developed within the framework of these plans, had a positive effect on the commitment of the employee. The effective implementation of career management within the organization gives the feeling that it is possible to reach reliance and belonging on employees, and achieve the targets, which also increases the employee's commitment to the institution.
As a result of realizing that the biggest factor affecting the efficiency in organizations is the human being, approaches and efforts to increase employees' motivation and commitment to the institution are more and more increasing and improving each passing day. Ensuring the commitment of employees to the institution leads institutions to gain an advantage in the highly competitive global economy environment. Within the framework of meeting the individual needs of employees and increasing the realization possibility of their goals within the organization, career management appears to be one of the most recent methods in organizations and the most popular in practice. People demand a career position which should ensure their progress in their career, as well as an environment suitable to this. Job security in 1900?s lost its primary importance; wages and social opportunities, as a means to meet basic needs, have become complementary to career expectations. Especially the younger population tends to choose professions and institutions that will allow them a good career opportunity. A survey was made with employees of financial sector for this study related to the impact of career management ? consisting of career planning and career development functions ? on the commitment of the employee to his institution. As a result of this survey, we arrived at the conclusion that carrier plans made clearly by institutions within their needs and opportunities, as well as application of career development programs developed within the framework of these plans, had a positive effect on the commitment of the employee. The effective implementation of career management within the organization gives the feeling that it is possible to reach reliance and belonging on employees, and achieve the targets, which also increases the employee's commitment to the institution.
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İşletme, Bağlılık, Kariyer yönetimi, Business Administration, Yönetim, Commitment, Career management, Çalışanlar, Management, Örgütsel bağlılık, Workers, Organizational commitment, İşe bağlılık, Job involvement
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209