Kişi-Örgüt Uyumunun İşgören Motivasyonuna Etkisinde Personel Güçlendirmenin Aracılık Rolü

Yıl 2024, Cilt: 25 Sayı: 2, 227 – 238, 30.04.2024

Fatma Yılmaz

https://doi.org/10.37880/cumuiibf.1381816

Öz

Küresel rekabet ortamında kuruluşların fark yaratmak için insan unsuruna verdiği önem her geçen gün artıyor. Kurumların başarısı ve sürdürülebilirliği; çalışan motivasyonu, üretkenlik, işbirliği, uyum ve yetenek gibi çeşitli faktörlere bağlıdır. Rekabet avantajı için hayati öneme sahip olan çalışanların kurumlarıyla uyumlu olması, güçlendirilmesi ve motivasyonlarının artırılması kurumlar için büyük önem taşıyor. Çalışanların motivasyonu, birbirleriyle uyumu ve güçlendirilmesi, bağlılık, üretkenlik ve adanmışlık düzeylerini etkileyen önemli faktörlerdir. Bu bağlamda örgütlerde kişi-örgüt uyumu, çalışan motivasyonu ve çalışanların güçlendirilmesi literatürde önemli bir yer tutmaktadır. Bu önem dolayısıyla kişi-örgüt uyumu ve işgören motivasyonunun ilişkili olması ve bu ilişkide personel güçlendirmenin aracı rolü çalışmanın amacını oluşturmaktadır. Bu kapsamda 237 kamu görevlisinden anket yöntemiyle elde edilen veriler SPSS 24 paket programı ile analize tabi tutulmuştur. Analizler sonucunda; kişi-örgüt uyumunun personel güçlendirme ve işgören motivasyonu üzerinde pozitif bir etkisinin olduğunu ortaya çıkmıştır. Aynı zamanda personel güçlendirmenin de işgören motivasyonu üzerinde anlamlı ve pozitif bir etkisinden söz edilmektedir. Ayrıca personel güçlendirmenin kişi-örgüt uyumu ile işgören motivasyonu ilişkisinde aracı rol oynadığı ortaya konmuştur. Bu nedenle, bu çalışma, işletmelerin personel güçlendirmeyi kullanarak çalışanlarının kişi-örgüt uyumunu artırabileceğini ve işgören motivasyonunu artırarak işletme performansını iyileştirebileceğini göstermektedir. Araştırma, bu özel moderatörü ele alarak literatüre katkıda bulunmayı ve endüstriyel kuruluşlardaki yönetim için pratik çıkarımlar sağlamayı amaçlamaktadır.

Anahtar Kelimeler

Kişi-örgüt uyumu, işgören motivasyonu, personel güçlendirme

Kaynakça

• Aksoy, C. (2019). The relationship between organizational justice, supervisor support, organizational trust, and organizational commitment: A research in aviation sector. Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, 6(2), 349-356.
• Arthur, W., Jr., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91, 786-801.
• Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the US and Japan. Journal of Business Research, 69(2), 956-963.
• Aydoğan, E. G., & Aydıntan, B. (2020). Kişi–örgüt uyumu ve örgüt kültürü arasındaki ilişki, bankacılık sektöründe bir uygulama. Uluslararası Sağlık Yönetimi ve Stratejileri Araştırma Dergisi, 6(1), 51-78.
• Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497-529.
• Besterfield, D. H. (1999). Total quality management. Prentice Hall.
• Bingöl, D. (2014). İnsan kaynakları yönetimi. Ankara: Beta Yayınevi.
• Bowen, D. E., & Lawler III, E. E. (1992). The empowerment of service workers: What, why, how, and when. Sloan Management Review, 31-39.
• Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
• Caldwell, D. F., & O'Reilly III, C. A. (1990). Measuring person-job fit using a profile comparison process. Journal of Applied Psychology, 75, 648-657.
• Certoma, C., Dyer, M., Pocatilu, L., & Rizzi, L. (2017). Citizen empowerment and innovation in the data-rich city. Tracts in Civil Engineering Journal, 45-50.
• Chatman, J. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
• Chen, P., Sparrow, P., & Cooper, C. (2016). The relationship between person-organization fit and job satisfaction. Journal of Managerial Psychology, 31(5), 946-959.
• Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(3), 471-482.
• Doğan, S. (2006). Personel güçlendirme. İstanbul: Kare Yayınevi.
• Durmusoglu, S., Jacobs, M., Zamantili Nayir, D., Khilji, S., & Wang, X. (2014). The quasi-moderating role of organizational culture in the relationship between rewards and knowledge shared and gained. Journal of Knowledge Management, 18(1), 19-37.
• Elliot, A. J., & Dweck, C. S. (Eds.). (2013). Handbook of competence and motivation. Guilford Publications.
• Erkorkmaz, Ü., Etikan, I., Demir, O., Özdamar, K., & Sanisoğlu, S. Y. (2013). Doğrulayıcı faktör analizi ve uyum indeksleri. Türkiye Klinikleri Journal of Medical Sciences, 33(1), 210-223.
• Erstad, M. (1997). Empowerment and organizational change. International Journal of Contemporary Hospitality Management, 9(7), 326-336.
• French, J. R. P., Caplan, R. D., & Harrison, R. V. (1982). The mechanisms of job stress and strain. Wiley.
• Fulford, M. D., & Enz, C. A. (1995). The ımpact of empowerment on service employees. Journal of Managerial Issues, 7(2), 161-175.
• Gong, Y., Huang, J. C., & Farh, J. L. (2019). Employee learning orientation, transformational leadership, and employee creativity: The mediating role of employee creative self-efficacy. Academy of Management Journal, 62(1), 91-112.
• Gümüştekin, G., & Emet, C. (2007). Güçlendirme algılarındaki değişimin örgütsel kültür ve bağlılık üzerinde etkileşimi. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 17, 90-116.
• İbicioğlu, H., Özdaşlı, K., Dalğar, H., & Yılmaz, T. (2013). Muhasebe meslek mensuplarının içsel ve dışsal motivasyon düzeylerinin tespitine yönelik bir araştırma. Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 5(9), 93-105.
• İhtiyaroğlu, N. (2017). Yapısal ve psikolojik güçlendirmenin öğretmen motivasyonu üzerindeki etkisi. Kırıkkale Üniversitesi Sosyal Bilimler Dergisi, 7(2), 361-378.
• Jehanzeb, K., & Mohanty, J. (2018). Impact of employee development on job satisfaction and organizational commitment: Person-organization fit as moderator. International Journal of Training and Development, 22(3), 171-191.
• Jin, M. H., McDonald, B., & Park, J. (2018). Person-organization fit and turnover ıntention: Exploring the mediating role of employee followership and job satisfaction through conservation of resources theory. Review of Public Personnel Administration, 38(2), 167-192.
• Karagöz, Y. (2017). SPSS ve AMOS uygulamalı nicel-nitel-karma bilimsel araştırma yöntemleri ve yayın etiği. Ankara: Nobel Yayın Dağıtım.
• Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover intention in the US federal bureaucracy. The American Review of Public Administration, 47(1), 4-22.
• Kimura, T. (2011). Empowerment, PO fit, and work engagement: A mediated moderation model. European Journal of Economics, Finance and Administrative Sciences, 38(2), 44-58.
• Kline, R. B. (2011). Principles and practice of structural equation modeling (3.ed.) New York: The Guilford Press.
• Koçel, T. (2010). İşletme yöneticiliği. Ankara: Beta Basım Yayım Dağıtım.
• Kraimer, M. L. (1997). Organizational goals and values: A socialization model.Human Resource Management Review, 7, 425–447.
• Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Individuals’ Fit at Work: A Meta-Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel Psychology, 58(2), 281-342.
• Kristoff, A.L. (1996). Person–organization fit: An ıntegrative review of its conceptualizations, measurement, and ımplications. Personnel Psychology, 49(1), 1–49.
• Kuru, S. A. (2020). Etik liderlik ve örgütsel özdeşleşme arasındaki ilişki: Kişi örgüt uyumunun aracılık etkisi. Business and Economics Research Journal, 11(2), 515-530.
• Lamm, M. S., Shaw, G. E., & Kuyumcu, D. (2010). The effect of person-organization fit on the display of organizational-citizenship behaviors directed towards the organization (OCB-Os). TCNJ Journal of Student Scholarship, 12, 1-8.
• Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, 485-516.
• Littrell, R. F. (2007). Influences on employee preferences for empowerment practices by the ıdeal manager in China. International Journal of Intercultural Relations, 31, 87-110.
• Luthans, F. (1992). Organizational behavior. Boston, MA: McGraw-Hill International Editions.
• Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3-30.
• Mitchell, W. L. (1994). Pragmatic literacy and empowerment: An Aymara example. Anthropology & education quarterly, 25(3), 226-235.
• Mottaz, J. C. (1985). The relative importance of intrinsic and extrinsic rewards as determinants of work satisfaction. The Sociological Quarterly, 26(3), 365-385.
• Muchinsky, P. M., & Monahan, C. J. (1987). What is Person-Environment Congruence? Supplementary versus Complementary Models of Fit. Journal of Vocational Behavior, 31(3), 268-277.
• Netemeyer, R. G., Boles, J. S., MacKee, D. O., & MacMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 85-98.
• Öğüt, A., Akgemci, T., & Demirsel, T. M. (2004). Stratejik insan kaynakları yönetimi bağlamında örgütlerde işgören motivasyonu süreci. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12, 277-290.
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• Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65, 661-691.
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The Mediating Role of Staff Empowerment in The Effect of Person-Organization Fit on Employee Motivation

Yıl 2024, Cilt: 25 Sayı: 2, 227 – 238, 30.04.2024

Fatma Yılmaz

https://doi.org/10.37880/cumuiibf.1381816

Öz

In the global competitive environment, the importance that organisations attach to the human element in order to make a difference is increasing day by day. The success and sustainability of organisations depend on various factors such as employee motivation, work performance, cooperation, harmony and talent. It is of great importance for organisations that employees, who play a critical role in providing competitive advantage, are compatible with their organisations, are empowered and their motivation is increased. Employees’ motivation, their harmony with each other and their empowerment are important factors affecting their level of participation in their jobs, their performance and their commitment. In this context, person-organisation fit, employee motivation and employee empowerment have an important place in the literature. Due to this importance, the relationship between person-organisation fit and employee motivation and the mediating role of employee empowerment in this relationship constitute the purpose of this study. In this context, the data obtained from 237 public officials by questionnaire method were analysed with SPSS 24 package programme. As a result of the analyses; it was revealed that person-organisation fit has a positive effect on staff empowerment and employee motivation. At the same time, there is a significant and positive effect of staff empowerment on employee motivation. In addition, it has been revealed that employee empowerment plays a mediating role in the relationship between person-organisation fit and employee motivation. Therefore, this study suggests that by using staff empowerment, businesses can increase the person-organisation fit of their employees and improve business performance by increasing employee motivation. By addressing this particular moderator, the research aims to contribute to the literature and provide practical implications for management in industrial organisations.

Anahtar Kelimeler

person – organization fit, employee motivation, staff empowerment

Kaynakça

• Aksoy, C. (2019). The relationship between organizational justice, supervisor support, organizational trust, and organizational commitment: A research in aviation sector. Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, 6(2), 349-356.
• Arthur, W., Jr., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91, 786-801.
• Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the US and Japan. Journal of Business Research, 69(2), 956-963.
• Aydoğan, E. G., & Aydıntan, B. (2020). Kişi–örgüt uyumu ve örgüt kültürü arasındaki ilişki, bankacılık sektöründe bir uygulama. Uluslararası Sağlık Yönetimi ve Stratejileri Araştırma Dergisi, 6(1), 51-78.
• Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497-529.
• Besterfield, D. H. (1999). Total quality management. Prentice Hall.
• Bingöl, D. (2014). İnsan kaynakları yönetimi. Ankara: Beta Yayınevi.
• Bowen, D. E., & Lawler III, E. E. (1992). The empowerment of service workers: What, why, how, and when. Sloan Management Review, 31-39.
• Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
• Caldwell, D. F., & O'Reilly III, C. A. (1990). Measuring person-job fit using a profile comparison process. Journal of Applied Psychology, 75, 648-657.
• Certoma, C., Dyer, M., Pocatilu, L., & Rizzi, L. (2017). Citizen empowerment and innovation in the data-rich city. Tracts in Civil Engineering Journal, 45-50.
• Chatman, J. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
• Chen, P., Sparrow, P., & Cooper, C. (2016). The relationship between person-organization fit and job satisfaction. Journal of Managerial Psychology, 31(5), 946-959.
• Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(3), 471-482.
• Doğan, S. (2006). Personel güçlendirme. İstanbul: Kare Yayınevi.
• Durmusoglu, S., Jacobs, M., Zamantili Nayir, D., Khilji, S., & Wang, X. (2014). The quasi-moderating role of organizational culture in the relationship between rewards and knowledge shared and gained. Journal of Knowledge Management, 18(1), 19-37.
• Elliot, A. J., & Dweck, C. S. (Eds.). (2013). Handbook of competence and motivation. Guilford Publications.
• Erkorkmaz, Ü., Etikan, I., Demir, O., Özdamar, K., & Sanisoğlu, S. Y. (2013). Doğrulayıcı faktör analizi ve uyum indeksleri. Türkiye Klinikleri Journal of Medical Sciences, 33(1), 210-223.
• Erstad, M. (1997). Empowerment and organizational change. International Journal of Contemporary Hospitality Management, 9(7), 326-336.
• French, J. R. P., Caplan, R. D., & Harrison, R. V. (1982). The mechanisms of job stress and strain. Wiley.
• Fulford, M. D., & Enz, C. A. (1995). The ımpact of empowerment on service employees. Journal of Managerial Issues, 7(2), 161-175.
• Gong, Y., Huang, J. C., & Farh, J. L. (2019). Employee learning orientation, transformational leadership, and employee creativity: The mediating role of employee creative self-efficacy. Academy of Management Journal, 62(1), 91-112.
• Gümüştekin, G., & Emet, C. (2007). Güçlendirme algılarındaki değişimin örgütsel kültür ve bağlılık üzerinde etkileşimi. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 17, 90-116.
• İbicioğlu, H., Özdaşlı, K., Dalğar, H., & Yılmaz, T. (2013). Muhasebe meslek mensuplarının içsel ve dışsal motivasyon düzeylerinin tespitine yönelik bir araştırma. Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 5(9), 93-105.
• İhtiyaroğlu, N. (2017). Yapısal ve psikolojik güçlendirmenin öğretmen motivasyonu üzerindeki etkisi. Kırıkkale Üniversitesi Sosyal Bilimler Dergisi, 7(2), 361-378.
• Jehanzeb, K., & Mohanty, J. (2018). Impact of employee development on job satisfaction and organizational commitment: Person-organization fit as moderator. International Journal of Training and Development, 22(3), 171-191.
• Jin, M. H., McDonald, B., & Park, J. (2018). Person-organization fit and turnover ıntention: Exploring the mediating role of employee followership and job satisfaction through conservation of resources theory. Review of Public Personnel Administration, 38(2), 167-192.
• Karagöz, Y. (2017). SPSS ve AMOS uygulamalı nicel-nitel-karma bilimsel araştırma yöntemleri ve yayın etiği. Ankara: Nobel Yayın Dağıtım.
• Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover intention in the US federal bureaucracy. The American Review of Public Administration, 47(1), 4-22.
• Kimura, T. (2011). Empowerment, PO fit, and work engagement: A mediated moderation model. European Journal of Economics, Finance and Administrative Sciences, 38(2), 44-58.
• Kline, R. B. (2011). Principles and practice of structural equation modeling (3.ed.) New York: The Guilford Press.
• Koçel, T. (2010). İşletme yöneticiliği. Ankara: Beta Basım Yayım Dağıtım.
• Kraimer, M. L. (1997). Organizational goals and values: A socialization model.Human Resource Management Review, 7, 425–447.
• Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Individuals’ Fit at Work: A Meta-Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel Psychology, 58(2), 281-342.
• Kristoff, A.L. (1996). Person–organization fit: An ıntegrative review of its conceptualizations, measurement, and ımplications. Personnel Psychology, 49(1), 1–49.
• Kuru, S. A. (2020). Etik liderlik ve örgütsel özdeşleşme arasındaki ilişki: Kişi örgüt uyumunun aracılık etkisi. Business and Economics Research Journal, 11(2), 515-530.
• Lamm, M. S., Shaw, G. E., & Kuyumcu, D. (2010). The effect of person-organization fit on the display of organizational-citizenship behaviors directed towards the organization (OCB-Os). TCNJ Journal of Student Scholarship, 12, 1-8.
• Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, 485-516.
• Littrell, R. F. (2007). Influences on employee preferences for empowerment practices by the ıdeal manager in China. International Journal of Intercultural Relations, 31, 87-110.
• Luthans, F. (1992). Organizational behavior. Boston, MA: McGraw-Hill International Editions.
• Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3-30.
• Mitchell, W. L. (1994). Pragmatic literacy and empowerment: An Aymara example. Anthropology & education quarterly, 25(3), 226-235.
• Mottaz, J. C. (1985). The relative importance of intrinsic and extrinsic rewards as determinants of work satisfaction. The Sociological Quarterly, 26(3), 365-385.
• Muchinsky, P. M., & Monahan, C. J. (1987). What is Person-Environment Congruence? Supplementary versus Complementary Models of Fit. Journal of Vocational Behavior, 31(3), 268-277.
• Netemeyer, R. G., Boles, J. S., MacKee, D. O., & MacMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 85-98.
• Öğüt, A., Akgemci, T., & Demirsel, T. M. (2004). Stratejik insan kaynakları yönetimi bağlamında örgütlerde işgören motivasyonu süreci. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12, 277-290.
• Özbek, M., & Kosa, G. (2015). Duygusal bağlılık, örgütsel destek, üst yönetim desteği ve personel güçlendirmenin hizmet kalitesi üzerindeki etkisi: Kırgızistan'da banka işgörenleri üzerinde bir uygulama. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 34, 189-212.
• Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65, 661-691.
• Preacher, K. J., & Hayes, A. F. (2008). Assessing mediation in communication research (pp. 13-54). In The Sage sourcebook of advanced data analysis methods for communication research. London: Sage.
• Robbins, S. P. (2003). Organizational behavior: Concepts, controversies, applications. Englewood Cliffs, NJ: Pearson Education Inc.
• Sekiguchi, T. (2004). Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka Keidai Ronshu, 54(6), 179-196.
• Sever-Elüstün, T., & Sözen, İ. (2018). Personel güçlendirme ile örgütsel bağlılık algısı ve ilişkisi: Liman işletmesi çalışanları örneği. Akademik Hassasiyetler, 5(10), 235-270.
• Silverthorne, C. (2004). The impact of organizational culture and person-organization fit on organizational commitment and job satisfaction in Taiwan. Leadership & Organization Development Journal, 25(7), 592-599.
• Sparrowe, R. T. (1994). Empowerment in the Hospitality Industry: An Exploration of Antecedents and Outcomes. Hospitality Research Journal, 17(3), 51-73.
• Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.
• Stevens, J. P. (2002). Applied multivariate statistics for the social sciences (Fourth Edition). New Jersey: Lawrence Erlbaum Association.
• Tavakol, M., & Dennick, R. (2011). Making sense of Cronbach's alpha. International Journal of Medical Education, 2, 53-5.
• Turunç, Ö., & Çelik, M. (2012). İş tatmini-kişi-örgüt uyumu ve amire güven-kişi-örgüt uyumu ilişkisinde dağıtım adaletinin düzenleyici rolü. İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 14(2), 57-78.
• Tutar, H., Altinoz, M., & Cakiroglu, D. (2011). The effects of employee empowerment on achievement motivation and the contextual performance of employees. African Journal of Business Management, 5(15), 6318.
• Ural, A., & Kılıç, İ. (2005). Bilimsel araştırma süreci ve SPSS ile veri analizi, Ankara: Detay Yayıncılık.
• Van Vuuren, M., Veldkamp, B. P., Jong, M. D. T., & Seydel, E. R. (2007). The congruence of actual and perceived person-organization fit. International Journal of Human Resource Management, 18(10), 1736-1747.
• Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63, 473-489.
• Vogt, J. F., & Murrell, K. L. (1990). Empowerment in organizations: How to spark exceptional performance. University Associates: San Diego, CA.
• Wei, Y. C. (2012). Person-organization fit and organizational citizenship behavior: Time perspective. Journal of Management & Organization, 18(6), 833-844.
• Wiley, C. (1997). What motivates employees according to over 40 years of motivation surveys. International Journal of Manpower, 18(3), 263-280.
• Wilkinson, A. (1998). Empowerment: Theory and Practice. Personnel Review, 27(1), 40-56.
• Wright, P. C., Geroy, G. D., & Anderson, J. (1998). Strategic performance empowerment model. Empowerment in Organizations, 6(2), 57-65.
• Yaniv, E., & Farkas, F. (2005). The impact of person-organization fit on the corporate brand perception of employees and of customers. Journal of Change Management, 5(4), 447-461.
• Yılmaz, F., & Kumkale, İ. (2019). İşletmelerin faaliyet alanı sınırlarına göre entelektüel sermaye ve firma performansının değerlendirilmesi. Trakya Üniversitesi Sosyal Bilimler Dergisi, 21, 199-214.
• Yılmaz, F. (2019). Organizational support and the role of organizational trust in employee empowerment. International Journal of Eurasia Social Sciences, 10(37), 968-980.
• Yılmaz, F. (2020). Pozitif psikolojik sermayenin demografik değişkenler açısından değerlendirilmesi. International Journal of Management and Administration, 4(7), 71-83.
• Živadinović, K. N. (2004). Utvrđivanje osnovnih karakteristika proizvoda primjenom faktorske analize [Defining the basic product attributes using the factor analysis]. Ekonomski pregled, 55, 952-966.

Toplam 72 adet kaynakça vardır.

Ayrıntılar

Kaynak Göster

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