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PERSONEL GÜÇLENDİRMENİN İŞGÖRENLERİN İŞTEN AYRILMA EĞİLİMİ ÜZERİNE ETKİSİ: KONYA SANAYİ BÖLGESİ ÜZERİNE BİR UYGULAMA

THE EFFECT OF EMPOWERMENT ON EMPLOYEES’ TURNOVER INTENTION: AN APPLICATION ON INDUSTRY OF KONYA

Journal Name:

  • Turkish Studies

Publication Year:

  • 2017
DOI: 
http://dx.doi.org/10.7827/TurkishStudies.12467

Key Words:

Keywords (Original Language):

Author NameUniversity of AuthorFaculty of Author
Abstract (2. Language): 
Empowerment is the process by which individuals or groups can make informed choices and transform the choices they make into decisions or outcomes. Turnover intention is the desire of employees to leave their organizations that do not meet their requirements. Turnover which occurred unplanned and random affects the healthy development of organizations. Since managers can actively influence the factors that cause their tendency to leave work, it is crucial to grasp the turnover intention and take some precautions before employees left the organization. It was aimed to investigate the relationship between empowerment and turnover intention through research. In this context, a survey has been conducted on the employees of nineteen separate enterprises operating in different sectors in Konya Industrial Zone, including the first five hundred and the second five hundred largest industrial establishments of Turkey, and important data has been reached about the relationship between empowerment and turnover intention. In the study, the structural validity of the scale was analyzed by factor analysis; the existence of relationships between the variables is determined by correlation analysis and the qualification of this relationship was revealed by regression analysis.According to this research results; there is a negative relationship between empowerment and turnover intention.
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Abstract (Original Language): 
Personel güçlendirme, bireylerin ya da grupların bilinçli seçimler yapabilme ve yaptıkları seçimleri kararlara ya da sonuçlara dönüştürme sürecidir. İşten ayrılma eğilimi ise, işgörenlerin, gereksinimlerini karşılamayan örgütlerini terk etme isteklerini ifade etmektedir. Plansız ve rastgele gerçekleşen işgören devri örgütlerin sağlıklı gelişimini olumsuz etkilemektedir. Yöneticiler, işgörenlerinin işten ayrılma eğilimine neden olan faktörleri aktif olarak etkileyebildikleri için, işgören henüz örgütü terk etmeden önce işten ayrılma eğiliminin anlaşılması ve birtakım tedbirleri alınması önem arz etmektedir. Araştırma ile personel güçlendirme ile işten ayrılma eğilimi arasındaki ilişkinin incelenmesi amaçlanmıştır. Bu çerçevede Konya Sanayi Bölgesi’nde farklı sektörlerde faaliyet gösteren, içlerinde Türkiye’nin ilk beşyüz ve ikinci beşyüz büyük sanayi kuruluşları da bulunan ondokuz ayrı işletmenin çalışanları üzerinde bir anket çalışması yapılarak personel güçlendirme ile işten ayrılma eğilimi arasındaki ilişki hakkında önemli verilere ulaşılmıştır. Araştırmada, faktör analizi ile ölçeğin yapısal geçerliliği analiz edilmiş; değişkenler arasındaki ilişkinin varlığı korelasyon analizi ile belirlenmiş ve regresyon analizi yapılarak bu ilişkinin niteliği ortaya konmuştur. Buna göre araştırma sonuçları; personel güçlendirme ile işten ayrılma eğilimi arasında negatif yönde bir ilişki bulunduğunu göstermiştir.
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  • Turkish

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