Publication: The effect of perceived external prestige on the relationship between perceived overqualification and both organizational commitment and turnover intention
Abstract
Gelişmekte olan bir ülke olarak Türkiye’de işgücü kalitesinin ve sayısının giderek artması öte yandan iş bulmada yaşanan sıkıntılar bireylerin kendilerine uygun olmayan işlerde çalışmalarına sebebiyet verebilmektedir. Kendini yaptığı işin gerektirdiklerinden çok daha fazla niteliğe sahip olarak görmek kişinin iş hayatına farklı açılardan bakmasına neden olmaktadır. Üstün niteliklilik algısı olarak adlandırdığımız bu kavram örgütler için bazı istenmeyen sonuçlara yol açmaktadır. Bu çalışmanın amacı üstün niteliklilik algısının, örgüte bağlılık ve işten ayrılma niyeti üzerindeki etkilerini bir kez daha araştırmak ve bu ilişkiler üzerinde algılanan dış prestijin etkisini ortaya koymaktır. Araştırma modeli farklı sektörlerde çalışan 102’si erkek ve 101’i kadın olmak üzere toplam 203 katılımcıyla gerçekleştirilmiştir. Çıkan sonuçlar incelendiğinde üstün niteliklilik algısının örgütsel bağlılık değişkeni ile negatif, işten ayrılma niyeti ile ise pozitif bir ilişki içinde olduğu görülmüştür. Faktör bazında ayrıntılı incelemeler çalışmanın ilerleyen kısımlarında görülebilir. Dışsal prestij algısının bu ilişkilerde moderatör etkisi saptanmamıştır. teliklilik algısı, işten ayrılma niyeti, örgütsel bağlılık, algılanan dışsal prestij
Turkey as a developing country, while increasing the number and quality of labor besides the troubles in finding a job may cause individuals to work in an inappropriate job for their educational background and skills. Surplus qualified employees’ for the jobs they perform may face different aspects of business life. This concept which is called perceived overqualification may lead organizations to undesired consequences. The reason of this study is to research the concept of perceived overqualification once more and also the relationship between perceived overqualification and both turnover intention and organizational commitment. Another purpose is to introduce the moderator effect of perceived external prestige on these relationships. The research model was tested with 203 participants that consisted of 102 male and 101 female. The results showed that perceived overqualification were in a negative correlation with organizational commitment and in a positive correlation with turnover intention variable. Detailed relationships in factor basis can be seen in previous parts of the study. It was not seen any moderating effect of perceived external prestige on this relationships. Perceived overqualification, turnover intention, organizational commitment, perceived external prestige
Turkey as a developing country, while increasing the number and quality of labor besides the troubles in finding a job may cause individuals to work in an inappropriate job for their educational background and skills. Surplus qualified employees’ for the jobs they perform may face different aspects of business life. This concept which is called perceived overqualification may lead organizations to undesired consequences. The reason of this study is to research the concept of perceived overqualification once more and also the relationship between perceived overqualification and both turnover intention and organizational commitment. Another purpose is to introduce the moderator effect of perceived external prestige on these relationships. The research model was tested with 203 participants that consisted of 102 male and 101 female. The results showed that perceived overqualification were in a negative correlation with organizational commitment and in a positive correlation with turnover intention variable. Detailed relationships in factor basis can be seen in previous parts of the study. It was not seen any moderating effect of perceived external prestige on this relationships. Perceived overqualification, turnover intention, organizational commitment, perceived external prestige