Publication: Psikolojik güçlendirmenin örgütsel özdeşleşme üzerindeki etkisinde ücret tatmininin rolü ve bir araştırma
Abstract
Bu araştırmanın amacı, personel güçlendirme faaliyetleri içerisinde iki ana alt boyuttan birisi olan psikolojik güçlendirmenin örgütsel özdeşleşmeye etkisinin araştırılması ve bu etkide ücret tatminin herhangi bir rolünün olup olmadığının ortaya konulmasıdır.Bu araştırmada veri toplama yöntemi olarak anket metodu kullanılmıştır. İstanbul’da inşaat sektöründe faaliyet gösteren orta ölçekli 8 firmanın çeşitli kademelerinde çalışan 165 personelin katılımı ile anket uygulaması gerçekleşmiştir. Ankete katılan ve bütün soruları cevaplayan 165 kişiden 162’sinin anketi geçerli sayılarak elde edilen veriler “SPSS 22” programında değerlendirilmiştir.Araştırma da psikolojik güçlendirmenin dört alt boyutu olan anlam, yeterlilik, özerklik ve etki boyutları ile ücret tatmini bağımsız değişkenler, örgütsel özdeşleşme ise bağımlı değişken olarak kabul edilmiştir. Ayrıca psikolojik güçlendirmenin örgütsel özdeşleşmeye etkisinde ücret tatmininin farklılaştırıcı rolünü araştırmak amacıyla ücret tatmini moderatör değişken olarak ele alınmıştır. Araştırma sonucunda ulaşılan bulguların neticesinde, psikolojik güçlendirmenin alt boyutlarından; özerklik ve etki boyutları ile ücret tatminin, örgütsel özdeşleşme üzerindeki etkilerinin, anlamlı ve pozitif yönlü olduğu görülmüştür. Psikolojik güçlendirmenin yeterlilik boyutunun örgütsel özdeşleşme üzerinde anlamlı fakat negatif yönlü bir etkiye sahip olduğu, anlam boyutunun ise örgütsel özdeşleşme üzerinde anlamlı bir etkiye sahip olmadığı anlaşılmıştır. Bununla birlikte psikolojik güçlendirmenin alt boyutlarının örgütsel özdeşleşmeye etkisinde ücret tatminin farklılaştırıcı(moderatör) etkisi incelenmiş ve yapılan analizler sonucu yeterlilik ve özerklik boyutunun örgütsel özdeşleşme üzerindeki etkisinde ücret tatminin farklılaştırıcı rolü olduğu görülmüştür. Psikolojik güçlendirmenin diğer alt boyutları olan anlam ve etki boyutlarının örgütsel özdeşleşme üzerindeki etkisinde ücret tatmininin farklılaştırıcı herhangi bir rolünün olmadığı ortaya konulmuştur.
The purpose of this study is to investigate the effect of psychological empowerment, which is one of the two main sub-dimensions of personnel empowerment activities, on organizational identification and this effect is to determine whether salary satisfaction has any role.In this research, questionnaire method was used as data collection method. A survey was conducted with the participation of 165 personnel working in various levels of 8 medium-sized companies operating in the construction sector in Istanbul. Of the 165 people who participated in the questionnaire and answered all the questions, 162 were considered valid and the data obtained were evaluated in the “SPSS 22” program.In the research, the four sub-dimensions of psychological empowerment, meaning, competence, self-determination and effect dimensions, and salary satisfaction were accepted as independent variables, and organizational identification as dependent variable. In addition, in order to investigate the differentiating role of salary satisfaction in the effect of psychological empowerment on organizational identification, salary satisfaction is considered as a moderator variable.As a result of the findings reached as a result of the research, one of the sub-dimensions of psychological empowerment; The self-determination and impact dimensions, and salary satisfaction, the effects on organizational identification have been found to be significant and positive. It was understood that the competence dimension of psychological empowerment had a significant but negative effect on organizational identification, while the dimension of meaning did not have a significant effect on organizational identification. In addition, the effect of salary satisfaction on the effect of the sub-dimensions of psychological empowerment on organizational identification has been examined and as a result of the analyzes, it has been observed that salary satisfaction has a differentiating role on the effect of the dimension of competence and self-determination on organizational identification. It has been demonstrated that salary satisfaction does not have a differentiating role in the effect of other sub-dimensions of psychological empowerment, meaning and impact dimensions, on organizational identification.
The purpose of this study is to investigate the effect of psychological empowerment, which is one of the two main sub-dimensions of personnel empowerment activities, on organizational identification and this effect is to determine whether salary satisfaction has any role.In this research, questionnaire method was used as data collection method. A survey was conducted with the participation of 165 personnel working in various levels of 8 medium-sized companies operating in the construction sector in Istanbul. Of the 165 people who participated in the questionnaire and answered all the questions, 162 were considered valid and the data obtained were evaluated in the “SPSS 22” program.In the research, the four sub-dimensions of psychological empowerment, meaning, competence, self-determination and effect dimensions, and salary satisfaction were accepted as independent variables, and organizational identification as dependent variable. In addition, in order to investigate the differentiating role of salary satisfaction in the effect of psychological empowerment on organizational identification, salary satisfaction is considered as a moderator variable.As a result of the findings reached as a result of the research, one of the sub-dimensions of psychological empowerment; The self-determination and impact dimensions, and salary satisfaction, the effects on organizational identification have been found to be significant and positive. It was understood that the competence dimension of psychological empowerment had a significant but negative effect on organizational identification, while the dimension of meaning did not have a significant effect on organizational identification. In addition, the effect of salary satisfaction on the effect of the sub-dimensions of psychological empowerment on organizational identification has been examined and as a result of the analyzes, it has been observed that salary satisfaction has a differentiating role on the effect of the dimension of competence and self-determination on organizational identification. It has been demonstrated that salary satisfaction does not have a differentiating role in the effect of other sub-dimensions of psychological empowerment, meaning and impact dimensions, on organizational identification.