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Yetenek Yönetimi Proaktif İş Davranışı İlişkisinde Örgütsel Bağlılığın Düzenleyici Rolü Üzerine Bir Araştırma

Year 2025, Volume: 28 Issue: 1, 180 - 199, 30.04.2025

İhsan Yiğit , İhsan Oğuz Bakkalbaşı

https://doi.org/10.29249/selcuksbmyd.1620517

Abstract

Teknoloji ve bilginin oldukça önemli olduğu günümüz yoğun rekabet ortamında insana değer veren uygulamaların örgüt performansına verdiği katkı bilinen ve daha önceden çok defa teyit edilen bir olgu haline gelmiştir. Bununla birlikte bu katkının nasıl oluştuğunu saklayan “kapalı kutuda” neler yaşandığını anlama gayretlerimiz halen devam etmektedir. Bu çerçevede örgüt performansına olumlu katkı vermesi beklenen proaktif iş davranışları ile bu davranışların oluşumunu ve gelişimini desteklemesi beklenen yetenek yönetimi ve örgütsel bağlılık faktörlerinin aralarındaki ilişkiler incelenmeye değer görülmektedir. Böylece, ülkemizde farklı demografik özelliklere sahip 452 çalışan üzerinde niceliksel bir çalışma yapılmıştır. Söz konusu çalışanların kendilerine uygulanan yetenek yönetimi uygulamaları, sahip oldukları örgütsel bağlılıkları ve iş ortamında gösterdikleri proaktif davranışları hakkında algısal değerlendirmelerine başvurulmuştur. Toplanan veriler istatistiksel anlamda değerlendirilmiş ve yetenek yönetiminin proaktif iş davranışlarına katkıda bulunduğu; aynı zamanda eğer örgütsel bağlılık da mevcut ise bu katkının daha da arttığı yapılan regresyon analizleri sonucunda görülmüştür. Sonuç itibariyle proaktif iş davranışlarının geliştirilmesi için yetenek yönetimi uygulamalarının yürütülmesinin sonuç vereceği, ayrıca söz konusu davranışları sergilemesi beklenen çalışanların örgütsel bağlılıkları da yüksekse bu davranışlarda daha büyük bir gelişim olacağı tespit edilmiştir.

Keywords

İnsan Kaynakları Yönetimi Yetenek Yönetimi Proaktif İş Davranışı Örgütsel Bağlılık

Ethical Statement

Sayın Editör: Bu eser bilimsel araştırma niteliğindedir. Etik kurul raporu dosya ekinde sunulmuştur.

Supporting Institution

Marmara Üniversitesi

Project Number

Sayı:2024/60 ve protokol no: 2024-4/24 onay tarihi ve onay sayısı:2024-3/7

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A Research on the Moderating Role of Organizational Commitment on the Relationship between Talent Management and Proactive Work Behavior

Year 2025, Volume: 28 Issue: 1, 180 - 199, 30.04.2025

İhsan Yiğit , İhsan Oğuz Bakkalbaşı

https://doi.org/10.29249/selcuksbmyd.1620517

Abstract

The contribution of the managerial practices which focus on the human-beings to the organizational performance is something previously several times confirmed known. Yet, we still strive to open the “black box” where the managerial practices become behavioral positive differences for the organizational performance. In this framing, it seems worthy to analyze the relationship between proactive work behaviors which are considered to be potential for improving the organizational performance, the talent managementpracticesandtheorganizational commitment which are considered to be potential for contributing the appearance of the proactive work behaviors. Therefore, it’s aimed here firstly to interrogate whether talent management has an impact on proactive work behaviors and then analyze the role of organizational commitment in this relation (if it exists). In accordance with this aim, a survey for a quantitative research was conducted on 452 employees in Turkey with several demographic characteristics, in order to see their perceptional evaluations on the talent management practices, on their organizational commitment and on their proactive work behaviors in their organizations. The gathered data are statistically examined and evaluated. Based on regression analyses, it’s confirmed that the talent management has a positive impact on proactive work behaviors. But moreover, it’s also confirmed that the impact can be higher if there is a strong organizational commitment. It means that the proactive work behaviors can be developed by the talent management and particularly if the organizational commitment is strong in meantime.

Keywords

Human Resource Management Talent Management Proaktive Work Behavior Organizational Commitment

Project Number

Sayı:2024/60 ve protokol no: 2024-4/24 onay tarihi ve onay sayısı:2024-3/7

References

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  • Altunoğlu, A. E., Atay, H., & Terlemez, B. (2015). İnsan kaynakları bakış açısından yetenek yönetimi: Bankacılık sektörü uygulama örneği (Talent management from the viewpoint of strategic human resources: An application on the banking sector). Marmara Üniversitesi İ.İ.B Dergisi, 37(I), 47-70.
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  • Ashton, C., and Morton, L. (2005). Managing Talent for Competitive Advantage. Taking a Systematic Approach to Talent Management. Strategic HR Review, 4, 28-31.
  • Atlı, D. (2017). Yetenek Yönetimi – İnsan kaynakları yönetiminin yeni vizyonu. Abaküs.
  • Axtell, C. M., Holman, D. J., Unsworth, K. L., Wall, T.D., Waterson, P.E. ve Harrington, E. (2000). Shopfloor innovation: Facilitating the suggestion and implementation of ideas. Journal of Occupational and Organizational Psychology, 73, 265-285.
  • Badshah, H., ve Kashif, A. (2020). Talent management practices and organizational commitment mediating role of job satisfaction. Journal of Managerial Sciences, 14(2), 33-43.
  • Bahadınlı, H. S. (2013). İşletmelerde yetenek yönetimi uygulamalarının çalışanların iş tatmini ve örgüte bağlılıkları üzerindeki etkisi ilaç, tekstil ve otomotiv sektörlerinde araştırma. (Yayınlanmamış doktora tezi). Marmara Üniversitesi, Sosyal Bilimler Enstitüsü.
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  • Bateman, T. S. ve Crant, J. M. (1999). Proactive Behavior: Meaning, Impact, Recommendations. Business Horizons, May/Jun99, Issue: 3, 63-70.
  • Beechler, S. ve Woodward, I. C. (2009). The global “war for talent”. Journal of International Management, 15, 273-285.
  • Belchak, F. D., Den Hartog, D. N., Fay, Doris. (2010). Exploring positive, negative and context-dependent aspects of proactive behaviors at work. Journal of Occupational and Organizational Psychology, 83(2), 267-273.
  • Bethke-Langenegger, P., Mahler, P. ve Staffelbach, M. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 524-539.
  • Bolino, M., Valcea, S. ve Harvey, J. (2010). Employee, manage, thyself: The potentially negative implications of expecting employees to behave proactively. Journal of Occupational and Organizational Psychology, 83(2), 325-345.
  • Boudreau, J. W., Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management, 44(2), 129-136.
  • Boz, H. (2021). Yöneticilerin yetenek yönetimi yetkinliklerinin işgörenlerin işten ayrılma niyeti ile ilişkisinde duygusal bağlılık, çalışmaya tutkunluk ve iş tatmininin aracılık rolü: Bankacılık sektörü işgörenleri üzerine bir araştırma. İşletme Araştırmaları Dergisi, Journal of Business Research-Turk, 13(4), 3236-3264.
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  • Calo, T. J. (2008). Talent management in the era of the aging workforce: The critical role of knowledge transfer. Public Personnel Management, 37(4), 403-416.
  • Cambridge English Dictionary (2024). “Proactive” https://dictionary.cambridge.org/dictionary/english
  • Camelo-Ordaz, C., García-Cruz, J., Sousa-Ginel, E. ve Valle-Cabrera, R. (2011). The influence of human resource management on knowledge sharing and innovation in Spain: The mediating role of affective commitment. The International Journal of Human Resource Management, 22(7), 1442-1463.
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There are 87 citations in total.

Details

Primary Language Turkish
Subjects Human Resources Management
Journal Section Original Research Articles
Authors

İhsan Yiğit 0000-0002-9053-9717

İhsan Oğuz Bakkalbaşı 0000-0002-4011-9052

Project Number Sayı:2024/60 ve protokol no: 2024-4/24 onay tarihi ve onay sayısı:2024-3/7
Publication Date April 30, 2025
Submission Date January 15, 2025
Acceptance Date April 7, 2025
Published in Issue Year 2025 Volume: 28 Issue: 1

Cite

APA Yiğit, İ., & Bakkalbaşı, İ. O. (2025). Yetenek Yönetimi Proaktif İş Davranışı İlişkisinde Örgütsel Bağlılığın Düzenleyici Rolü Üzerine Bir Araştırma. Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi, 28(1), 180-199. https://doi.org/10.29249/selcuksbmyd.1620517
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