Mesleki Tatmin Düzeyinin Mesleki ve Örgütsel Bağlılık Üzerine Etkisi: Mali Hizmetler Uzmanlığı Kariyer Mesleği Üzerine Bir Araştırma
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Dosyalar
Tarih
2022
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Sosyal Bilimler Enstitüsü
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Kamu yönetiminin bir alt dalı olan kamu personel yönetimi; kamusal hizmetlerin sunumunda
önemli rol oynayan insan unsurunun, kamu hizmetine girmesi, eğitilmesi, ilerlemesi, hizmet
gereklerine göre en uygun biçimde yararlanılması ile görevinin sona ermesine kadar olan süreci
konu edinen yönetsel düzenlemelerdir. Kamu sektörü, refah devleti anlayışı çerçevesinde,
zamanla en büyük işveren konumuna gelerek aşırı derecede büyümüş ve kamusal hizmetlerin
sunumunda etkinlik, verimlilik ve kalitenin düşmeye başladığı ifade edilmektedir. 1980’li yılların
başından itibaren yaşanan yeni kamu yönetimi yaklaşımı içerisinde yer alan yeni kamu
işletmeciliği anlayışı ile birlikte özel sektörde uygulanan insan kaynakları yaklaşımına benzer bir
yapının kamusal örgütlere de uygulanmasına karar verilmiştir. Böylelikle kamu personel
yönetiminde, özel sektörün elde etmiş olduğu tecrübe ve kazanımlar kamu personel yönetimine,
kamunun sahip olduğu nitelik ve özellikler de dikkate alınarak aktarılmaya başlanmıştır. Bu
süreçte, kamu personel yönetiminde, norm kadro, kamu personel sayısının optimizasyonu vb.
bazı yenilikler ve değişiklikler görülmüştür. Bunların içerisinde, kamu örgütlerinde kariyer
uzman personel istihdam edilmesi de yer almıştır. Kariyer uzman olarak adlandırılan bu yeni
istihdam biçimi, zamanla tüm kamu örgütlerinde yaygınlaşmış ve sayıları hızla artmıştır. Bu artış
ile birlikte, merkezi ve kurumsal uygulamalardan kaynaklı farklı ücret rejimlerinin ortaya
çıkması kamu personel yönetiminde yeni bir sorunu da beraberinde getirmiştir. Bu sorun her ne
kadar “eşit işe eşit ücret” düzenlemesi ile bertaraf edilmekte istense de bazı kariyer uzmanların
kapsam dışı tutulması; adaletsizlik algısı, dışlanma, ayrımcılık vb. olumsuz etkilerin ortaya
çıkmasına neden olmuştur. Bu durumun, mesleki tatmin, mesleki ve örgütsel bağlılık vb. önemli psikolojik tutum ve davranışları da etkilediği ifade edilmektedir. Bu çalışmada, kamu personel
yönetimi içerisinde yer alan ve eşit işe eşit ücret düzenlemesi kapsamının dışında tutulan tek
merkez kariyer personeli olan ve genel yönetim kapsamındaki kamu idarelerinin merkez
teşkilatlarında görev yapan mali hizmetler uzmanlarının, mesleki tatmin düzeyleri ile mesleki ve
örgütsel bağlılıkları arasındaki ilişkinin sosyo-demografik özellikler ile birlikte incelenmiştir.
Çalışma sonucunda, mali hizmetler uzmanlarının mesleki tatmin düzeyinin düşük olduğu,
mesleki bağlılıklarının örgütsel bağlılıklarına göre daha yüksek olduğu ve mesleki tatmin
düzeyinde yaşanacak herhangi bir değişimin, mesleki ve örgütsel bağlılığı da aynı doğrultuda
etkileyeceği sonucuna ulaşılmıştır. Ayrıca mesleki tatminin, mesleki ve örgütsel bağlılık düzeyinin
bazı sosyo-demografik özelliklere (yaş, kıdem vb.) göre de değişkenlik gösterdiği gözlemlenmiştir.
Public personnel management, which is a sub-branch of public administration; These are the administrative regulations that deal with the process of the human element, which plays an important role in the provision of public services, from entering the public service, training, progressing, making use of it in the most appropriate way according to the service requirements, and ending the duty. It is stated that the public sector, within the framework of the welfare state understanding, has grown to the position of the largest employer over time and the efficiency, productivity and quality in the provision of public services have begun to decline. It has been decided to apply a structure similar to the human resources approach applied in the private sector to public organizations, together with the new public management approach, which has been included in the new public management approach since the beginning of the 1980s. Thus, the experience and achievements of the private sector in public personnel management have begun to be transferred to public personnel management, taking into account the qualifications and characteristics of the public. In this process, in public personnel management, norm staff, optimization of the number of public personnel, etc. some innovations and changes have been seen. Among these, employment of career specialist personnel in public organizations took place. This new form of employment, called career specialist, has become widespread in all public organizations over time and their number has increased rapidly. Along with this increase, the emergence of different wage regimes originating from central and institutional practices has brought along a new problem in public personnel management. Although it is desired to eliminate this problem with the regulation of “equal pay for equal work”, some career experts are excluded from the scope; perception of injustice, exclusion, discrimination, etc. caused negative effects. This situation, professional satisfaction, professional and organizational commitment, etc. it is stated that it also affects important psychological attitudes and behaviors. In this study, the socio demographic relationship between the professional satisfaction levels and the professional and organizational commitment of financial services specialists, who are the only central career personnel included in the public personnel management and are excluded from the scope of equal pay for equal work regulation, and who work in the central organizations of the public administrations within the scope of general government, is investigated analyzed along with the features. As a result of the study, it was concluded that the level of professional satisfaction of financial services specialists is low, their professional commitment is higher than their organizational commitment, and any change in the level of professional satisfaction will affect professional and organizational commitment in the same direction. In addition, it has been observed that the level of professional satisfaction, professional and organizational commitment varies according to some socio-demographic characteristics (age, seniority, etc.).
Public personnel management, which is a sub-branch of public administration; These are the administrative regulations that deal with the process of the human element, which plays an important role in the provision of public services, from entering the public service, training, progressing, making use of it in the most appropriate way according to the service requirements, and ending the duty. It is stated that the public sector, within the framework of the welfare state understanding, has grown to the position of the largest employer over time and the efficiency, productivity and quality in the provision of public services have begun to decline. It has been decided to apply a structure similar to the human resources approach applied in the private sector to public organizations, together with the new public management approach, which has been included in the new public management approach since the beginning of the 1980s. Thus, the experience and achievements of the private sector in public personnel management have begun to be transferred to public personnel management, taking into account the qualifications and characteristics of the public. In this process, in public personnel management, norm staff, optimization of the number of public personnel, etc. some innovations and changes have been seen. Among these, employment of career specialist personnel in public organizations took place. This new form of employment, called career specialist, has become widespread in all public organizations over time and their number has increased rapidly. Along with this increase, the emergence of different wage regimes originating from central and institutional practices has brought along a new problem in public personnel management. Although it is desired to eliminate this problem with the regulation of “equal pay for equal work”, some career experts are excluded from the scope; perception of injustice, exclusion, discrimination, etc. caused negative effects. This situation, professional satisfaction, professional and organizational commitment, etc. it is stated that it also affects important psychological attitudes and behaviors. In this study, the socio demographic relationship between the professional satisfaction levels and the professional and organizational commitment of financial services specialists, who are the only central career personnel included in the public personnel management and are excluded from the scope of equal pay for equal work regulation, and who work in the central organizations of the public administrations within the scope of general government, is investigated analyzed along with the features. As a result of the study, it was concluded that the level of professional satisfaction of financial services specialists is low, their professional commitment is higher than their organizational commitment, and any change in the level of professional satisfaction will affect professional and organizational commitment in the same direction. In addition, it has been observed that the level of professional satisfaction, professional and organizational commitment varies according to some socio-demographic characteristics (age, seniority, etc.).
Açıklama
Doktora Tezi
Anahtar Kelimeler
Kamu personel yönetimi, Mesleki tatmin, Mesleki ve örgütsel bağlılık, Mali hizmetler uzmanlığı, Public personnel management, Professional satisfaction, Professional and organizational Commitment, Financial services expertise
Kaynak
WoS Q Değeri
Scopus Q Değeri
Cilt
Sayı
Künye
Demirel, A. (2022). Mesleki tatmin düzeyinin mesleki ve örgütsel bağlılık üzerine etkisi: Mali hizmetler uzmanlığı kariyer mesleği üzerine bir araştırma. (Yayınlanmamış Doktora Tezi). Necmettin Erbakan Üniversitesi, Sosyal Bilimler Enstitüsü, Siyaset Bilimi ve Kamu Yönetimi Anabilim Dalı, Konya.
