The Effect of Career Management on Employee Performance: A Research on the Service Sector

Ercan Gön; Mehmet Güven

Makale detayları

The Effect of Career Management on Employee Performance: A Research on the Service Sector

Yazarlar:

Ercan Gön | Mehmet Güven

Yayıncı:

Siirt University

Ana Başlıklar:

İnsan Kaynakları ve Endüstriyel İlişkiler (Diğer)

Dergi:

Siirt Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Vol.11 Issue 2, pp.239-257

Belge Tipi:

Makale

Yayın Tarihi:

12/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001308736

pISSN:

2147-8406

Anahtar kelimeler:

Özet:

 In businesses, it is a requirement of strategic management that employees adopt organizational goals as their own goals. When examined from the perspective of human resources management, making career plans of the employees who best embrace the business goals and performing best, raising their career ladders horizontally or vertically will contribute to better adoption of strategic goals. The aim of the research is to reveal whether career management has any effect on employee performance. Survey technique was applied in the research. A survey was conducted with 480 employees in businesses operating in the Mediterranean region and employing more than 50 personnel, and normality, homogeneity, exploratory factor analysis and multiple regression analyzes were applied in the SPSS statistical program. As a result of the analysis, it was seen that career management consists of a two-factor structure, and the validity of the structure was proven with confirmatory factor analysis. It was concluded that there is a medium level relationship between the variables of career planning and career management, which are the sub-dimensions of the scale, that career planning does not have a positive effect on employee performance, and that the career management dimension affects employee performance positively and significantly. Accordingly, it is recommended that business managers support the individual career management of employees working in the business.

 In businesses, it is a requirement of strategic management that employees adopt organizational goals as their own goals. When examined from the perspective of human resources management, making career plans of the employees who best embrace the business goals and performing best, raising their career ladders horizontally or vertically will contribute to better adoption of strategic goals. The aim of the research is to reveal whether career management has any effect on employee performance. Survey technique was applied in the research. A survey was conducted with 480 employees in businesses operating in the Mediterranean region and employing more than 50 personnel, and normality, homogeneity, exploratory factor analysis and multiple regression analyzes were applied in the SPSS statistical program. As a result of the analysis, it was seen that career management consists of a two-factor structure, and the validity of the structure was proven with confirmatory factor analysis. It was concluded that there is a medium level relationship between the variables of career planning and career management, which are the sub-dimensions of the scale, that career planning does not have a positive effect on employee performance, and that the career management dimension affects employee performance positively and significantly. Accordingly, it is recommended that business managers support the individual career management of employees working in the business.

 In businesses, it is a requirement of strategic management that employees adopt organizational goals as their own goals. When examined from the perspective of human resources management, making career plans of the employees who best embrace the business goals and performing best, raising their career ladders horizontally or vertically will contribute to better adoption of strategic goals. The aim of the research is to reveal whether career management has any effect on employee performance. Survey technique was applied in the research. A survey was conducted with 480 employees in businesses operating in the Mediterranean region and employing more than 50 personnel, and normality, homogeneity, exploratory factor analysis and multiple regression analyzes were applied in the SPSS statistical program. As a result of the analysis, it was seen that career management consists of a two-factor structure, and the validity of the structure was proven with confirmatory factor analysis. It was concluded that there is a medium level relationship between the variables of career planning and career management, which are the sub-dimensions of the scale, that career planning does not have a positive effect on employee performance, and that the career management dimension affects employee performance positively and significantly. Accordingly, it is recommended that business managers support the individual career management of employees working in the business.

 İşletmelerde örgütsel hedeflerin işgörenler tarafından kendi hedefi gibi benimsenmesi stratejik yönetimin bir gereğidir. İnsan kaynakları yönetimi açısından incelendiğinde, işletme hedeflerini en iyi benimseyen, en iyi performans gösteren işgörenlerin kariyer planlarının yapılması, yatay veya dikey yönde kariyer basamaklarının yükseltilmesi, stratejik hedeflerin daha iyi benimsenmesine katkı sağlayacaktır. Araştırmanın amacı kariyer yönetiminin işgören performansına herhangi bir etkisinin olup olmadığının ortaya çıkarılmasıdır. Araştırmada anket tekniği uygulanmıştır. Akdeniz bölgesinde faaliyet gösteren, 50den fazla personel çalıştıran işletmelerde 480 işgörene anket yapılmış, SPSS istatistik programında normallik, homojenlik, açımlayıcı faktör analizi ve çoklu regresyon analizleri uygulanmıştır. Gerçekleştirilen analiz sonucunda kariyer yönetiminin iki faktörlü bir yapıdan oluştuğu görülmüş, doğrulayıcı faktör analizi ile yapının geçerliği kanıtlanmıştır. Ölçeğin alt boyutları olan kariyer planlama ile kariyer yönetme değişkenleri arasında orta düzeyde bir ilişki olduğu, kariyer planlamanın işgören performansına olumlu bir etkisinin olmadığı, kariyer yönetme boyutunun işgören performansını pozitif, anlamlı bir şekilde etkilediği sonucuna ulaşılmıştır. Buna göre işletme yöneticilerine, işletmede çalışan işgörenler için bireysel kariyer yönetimlerine yön vermeleri konusunda destek olmaları önerilmektedir.

Makale detayları

The Effect of Career Management on Employee Performance: A Research on the Service Sector

Yazarlar:

Ercan Gön | Mehmet Güven

Yayıncı:

Siirt University

Ana Başlıklar:

İnsan Kaynakları ve Endüstriyel İlişkiler (Diğer)

Dergi:

Siirt Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Vol.11 Issue 2, pp.239-257

Belge Tipi:

Makale

Yayın Tarihi:

12/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001308736

pISSN:

2147-8406

Career management

employee performance

confirmatory factor analysis

structural equation modelKariyer yönetimi

işgören performansı

doğrulayıcı faktör analizi

yapısal eşitlik modeli

Sayı

Makale detayları

Yazarlar: Ercan Gön | Mehmet Güven

Yayıncı: Siirt University

Ana Başlıklar: İnsan Kaynakları ve Endüstriyel İlişkiler (Diğer)

Dergi: Siirt Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Vol.11 Issue 2, pp.239-257

Belge Tipi: Makale

Yayın Tarihi: 12/2023

Belge Dili: Türkçe

Document ID (Org No.): 2001308736

pISSN: 2147-8406

Sayı

Yazarlar:

Ercan Gön | Mehmet Güven

Yayıncı:

Siirt University

Ana Başlıklar:

İnsan Kaynakları ve Endüstriyel İlişkiler (Diğer)

Dergi:

Siirt Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Vol.11 Issue 2, pp.239-257

Belge Tipi:

Makale

Yayın Tarihi:

12/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001308736

pISSN:

2147-8406