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The Effect of Person-Job Fit on Innovative Work Behavior: Moderated Mediation Role of Work Engagement and Knowledge Sharing Intention

Yıl 2023, Cilt: 21 Sayı: 48, 184 - 204, 28.03.2023

Önder Ulu Oğuz Demirel

https://doi.org/10.35408/comuybd.1195852

Öz

Innovation has been an important competitive tool for businesses to survive. Studies demonstrated that in order to be successful in implementing innovation activities, organizations should promote innovative work behaviors of their employees. The effect of this behavior on general innovation performance of organizations prompted scholars to investigate the factors that trigger innovative behavior. However, the effect of person-job fit, which is a component of person-environment fit phenomenon, and work engagement still needs to be examined, because several studies revealed that both person-job fit and work engagement are among the predictors of positive workplace attitudes and behaviors such as commitment, high performance and knowledge sharing. Hence, the purpose of this paper is to highlight the effect of person-job fit on innovative work behavior and the moderated mediating role of work engagement and knowledge sharing intention on this relationship. In this study, quantitative methods were preferred. Data were gathered via face-to-face questionnaire from 811 blue-collar employees working in several manufacturing organizations located in Düzce. Firstly, exploratory and confirmatory factor analyses, secondly multicollinearity and common method variance tests were performed. Then, hypotheses of the study were analyzed via structural equation modeling and hierarchical regression technique. Findings of the hypothesis testing demonstrated that person-job fit has a positive effect on innovative work behavior and work engagement partially mediates the relationship between person-job fit and innovative work behaviors. Results also revealed that knowledge sharing intentions of employees has a moderator role on the association between work engagement and innovative work behavior. At the end of the paper, limitations of the study, recommendations for researchers and practical implications were presented.

Anahtar Kelimeler

Innovative Work Behavior Person-Job Fit Work Engagement.

Kaynakça

  • Agarwal, U. A., Datta, S., Blake-Beard, S. ve Bhargava, S. (2012). Linking LMX, Innovative Work Behaviour and Turnover Intentions: The Mediating Role of Work Engagement. Career Development International, 17(3), 208-230.
  • Afsar, B., Badir, Y. ve Khan, M. M. (2014). Person–Job Fit, Person–Organization Fit and Innovative Work Behavior: The Mediating Role of Innovation Trust. The Journal of High Technology Management Research, 26(2), 105-116.
  • Afsar, B., Al-Ghazali, B.M., Cheema, S. ve Javed, F. (2021). Cultural Intelligence and Innovative Work Behavior: The Role of Work Engagement and Interpersonal Trust. European Journal of Innovation Management, 24(4), 1082-1109.
  • Al-Omari, M. A., Choo, L. S. ve Ali, M. A. M. (2019). Innovative Work Behavior: A Review of Literature. International Journal of Psychosocial Rehabilitation, 23(2), 38-47.
  • Aiken, L. S., ve West, S. G. (1991). Multiple Regression Analysis: Testing and Interpreting Interactions. Thousand Oaks, CA: Sage.
  • Arrowsmith, J. ve Parker, J. (2013). The Meaning of ‘Employee Engagement’ for the Values and Roles of the HRM Function. The International Journal of Human Resource Management, 24(14), 2692-2712.
  • Asrar-ul-Haq, M. ve Anwar, S. (2016). A Systematic Review of Knowledge Management and Knowledge Sharing: Trends, Issues, and Challenges. Cogent Business & Management, 3(1), 1127744.
  • Attridge, M. (2009). Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature. Journal of Workplace Behavioral Health, 24(4), 383-398.
  • Baron, R. M. ve Kenny, D. A. (1986). The Moderator–Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Bock, G. W., Zmud, R. W., Kim, Y. G., ve Lee, J. N. (2005). Behavioural Intention Formation in Knowledge Sharing: Examining the Roles of Extrinsic Motivators, Social Psychological Forces, and Organizational Climate. MIS Quarterly, 29, 87–111.
  • Boon, C., Den Hartog, D. N., Boselie, P. ve Paauwe, J. (2011). The Relationship Between Perceptions of HR Practices and Employee Outcomes: Examining The Role of Person–Organisation and Person–Job Fit. The International Journal of Human Resource Management, 22(1), 138-162.
  • Bos-Nehles, A. C. ve Veenendaal, A. A. R. (2019). Perceptions of HR Practices and Innovative Work Behavior: The Moderating Effect of An Innovative Climate. The International Journal of Human Resource Management, 30(18), 2661-2683.
  • Brislin, R.W. (1980). Translation and Content Analysis of Oral and Written Materials. Triandis, H.C. and Berry, J.W. (Eds), In Handbook of Cross-Cultural Psychology, Vol. 2, (s. 389-444), Boston, MA: Allyn and Bacon.
  • Bui, H. T. M., Zeng, Y. ve Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32(5), 373-386.
  • Cable, D. M. ve DeRue, D. S. (2002). The Convergent and Discriminant Validity of Subjective Fit Perceptions. Journal of Applied Psychology, 87(5), 875-884.
  • Calantone, R. J., Cavusgil, S. T. ve Zhao, Y. (2002). Learning Orientation, Firm Innovation Capability, and Firm Performance. Industrial Marketing Management, 31(6), 515-524.
  • Cai, D., Cai, Y, Sun, Y. ve Ma, J. (2018). Linking Empowering Leadership and Employee Work Engagement: The Effects of Person-Job Fit, Person-Group Fit, and Proactive Personality. Frontiers in Psychology, 9:1304. doi: 10.3389/fpsyg.2018.01304.
  • Cao, Y. ve Xiang, Y. (2012). The Impact of Knowledge Governance on Knowledge Sharing. Management Decision, 50(4), 591-610.
  • Carless, S. A. (2005). Person–Job Fit versus Person–Organization Fit as Predictors of Organizational Attraction and Job Acceptance Intentions: A Longitudinal Study. Journal of Occupational and Organizational Psychology, 78(3), 411-429.
  • Carnevale, J. B., Huang, L., Crede, M., Harms, P. ve Uhl-Bien, M. (2017). Leading to Stimulate Employees Ideas: A Quantitative Review of Leader–Member Exchange, Employee Voice, Creativity, and Innovative Behavior. Applied Psychology: An International Review, 66(4), 517-552.
  • Christian, M. S., Garza, A. S. ve Slaughter, J. E. (2011). Work Engagement: A Quantitative Review and Test of Its Relations with Task and Contextual Performance. Personnel Psychology, 64, 89-136.
  • Çetin, S., Fidan, Y. ve Arslan, M. (2019). Motivasyon, Bilgi Paylaşım Niyeti ve Bilgi Paylaşım Davranışı İlişkisi. Uluslararası Batı Karadeniz Sosyal ve Beşeri Bilimler Dergisi, 3(1), 108-125.
  • Damanpour, F. (1991). Organizational Innovation: A Meta-Analysis of Effects of Determinants and Moderators. Academy Of Management Journal, 34(3), 555-590.
  • De Jong, J. P. ve Den Hartog, D. N. (2008). Innovative Work Behavior: Measurement and Validation. EIM Business and Policy Research, 8(1), 1-27.
  • De Jong, J. ve Den Hartog, D. (2010). Measuring Innovative Work Behavior. Creativity and Innovation Management, 19(1), 23-36.
  • Demerouti, E., Cropanzano, R., Bakker, A. ve Leiter, M. (2010). From Thought to Action: Employee Work Engagement and Job Performance. Work engagement: A Handbook of Essential Theory and Research, 65(1), 147-163.
  • Edwards, J. R. (1991). Person-Job Fit: A Conceptual Integration, Literature Review, and Methodological Critique. International Review of Industrial and Organizational Psychology, 6, 283–357.
  • Enwereuzor, I. K., Ugwu, L. I. ve Eze, O. A. (2018). How Transformational Leadership Influences Work Engagement Among Nurses: Does Person–Job Fit Matter? Western Journal of Nursing Research, 40(3), 346-366.
  • Farr, J. L. ve Cameron M. F. (1990). Individual Innovation. In West, M. A. ve Farr, J. L. (Eds.), In Innovation and Creativity at Work: Psychological and Organizational Strategies (s. 63-80). NY: John Wiley & Sons.
  • Güneş, H. N. ve Oral, L. (2022). Kariyer Tatmini ile İşe Adanmışlık İlişkisi: Kamu Çalışanları Üzerine Bir Araştırma. Manisa Celal Bayar Üniversitesi Sosyal Bilimler Dergisi, 20(Özel Sayı), 109-122.
  • Hooff, B.V.D., Elving, W., Meeuwsen, J. M. ve Dumoulin, C. (2003). Knowledge Sharing in Knowledge Communities. In Communities and Technologies (s. 119-141). Springer, Dordrecht.
  • Huang, W., Yuan, C. ve Li, M. (2019). Person–Job Fit and Innovation Behavior: Roles of Job Involvement and Career Commitment. Frontiers in Psychology, 10:1134, doi: 10.3389/fpsyg.2019.01134.
  • Janssen, O. (2000). Job Demands, Perceptions of Effort‐Reward Fairness and Innovative Work Behaviour. Journal of Occupational and Organizational psychology, 73(3), 287-302.
  • Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692-724.
  • Kleinbaum, D. G., Lawrence, L. L., Muller, K. E. ve Nizam, A. (1998). Applied Regression Analysis and Other Multivariable Methods (3rd Edition). NY: Duxbury.
  • Kristof‐Brown, A. L. (2000). Perceived Applicant Fit: Distinguishing Between Recruiters’ Perceptions of Person‐Job and Person‐Organization Fit. Personnel Psychology, 53(3), 643-671.
  • Lin, H. F. (2007). Effects of Extrinsic and Intrinsic Motivation on Employee Knowledge Sharing Intentions. Journal of Information Science, 33(2), 135-149.
  • Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y. ve Bakker, A. B. (2014). Does Work Engagement Increase Person–Job Fit? The Role of Job Crafting and Job Insecurity. Journal of Vocational Behavior, 84(2), 142-152.
  • Montani, F., Vanderberghe, C., Khedhaouria, A. ve Courcy, F. (2020). Examining the Inverted U-Shaped Relationship Between Workload and Innovative Work Behavior: The Role of Work Engagement and Mindfulness. Human Relations, 73(1), 59-93.
  • Mutlu, G. N. (2020). Yetenek Yönetimi Uygulamalarının Çalışan Performansı ve Yenilikçi İş Davranışı Üzerindeki Etkisi E-Ticaret Sektöründe Bir Uygulama. Yüksek Lisans Tezi. İstanbul: Bahçeşehir Üniversitesi.
  • Nunnally, J.C. (1978). Psychometric Theory, New York, NY: McGraw-Hill, Oh, I.-S., Guay, R. P., Kim, K., Harold, C. M., Lee, J.-H., Heo, C.-G. ve Shin, K.-H. (2014). Fit Happens Globally: A Meta-Analytic Comparison of the Relationships of Person–Environment Fit Dimensions with Work Attitudes and Performance Across East Asia, Europe, and North America. Personnel Psychology, 67, 99-152.
  • Oukes, T. (2010). Innovative Work Behavior: A Case Study at a Tire Manufacturer. Bachelor's Thesis, NE: University of Twente.
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y. ve Podsakoff, N. P. (2003). Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies. Journal of Applied Psychology, 88, 879-903.
  • Prieto, I. M. ve Pérez-Santana, M. P. (2014). Managing Innovative Work Behavior: The Role of Human Resource Practices. Personnel Review, 43(2), 184-208.
  • Ren, F. ve Zhang, J. (2015). Job Stressors, Organizational Innovation Climate, and Employees’ Innovative Behavior. Creativity Research Journal, 27(1), 16-23.
  • Schaufeli, W. B., Bakker, A. B. ve Salanova, M. (2006). The Measurement of Work Engagement with a Short Questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66(4), 701-716.
  • Schaufeli, W., ve Salanova, M. (2007). Work Engagement: Managing Social and Ethical Issues in Organizations, 135, 177.
  • Schaufeli, W. B. (2012). Work Engagement: What Do We Know and Where Do We Go? Romanian Journal of Applied Psychology, 14(1), 3-10.
  • Schumacker, R. E. ve Lomax, R. G. (2010). A Beginner’s Guide to Structrual Equation Modeling (3rd Edition), New York: Routledge.
  • Scott, S. G. ve Bruce, R. A. (1994). Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace. Academy Of Management Journal, 37(3), 580-607.
  • 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.
  • Smith, H. A., ve McKeen, J. D. (2003). Instilling A Knowledge-Sharing Culture. Queen’s Centre For Knowledge-Based Enterprises, 20(1), 1-17.
  • Wang, L. (2016). Developing Innovation Capability: The Case of Chinese Automobile Companies. Doctoral Dissertation, UK: University of Oxford.

Kişi-İş Uyumunun Yenilikçi İş Davranışı Üzerindeki Etkisi: İşe Adanmışlık ve Bilgi Paylaşma Niyetinin Düzenlenmiş Aracılık Rolü

Yıl 2023, Cilt: 21 Sayı: 48, 184 - 204, 28.03.2023

Önder Ulu Oğuz Demirel

https://doi.org/10.35408/comuybd.1195852

Öz

Yenilik, işletmelerin hayatta kalabilmeleri için en önemli rekabet aracı olagelmiştir. Literatür incelendiğinde, örgütlerin yenilik faaliyetlerinde başarılı olabilmeleri için çalışanlarının yenilikçi iş davranışlarını teşvik etmeleri gerektiği birçok bilimsel çalışma ile ortaya konmuş olduğu görülmektedir. Bahse konu davranışın işletmelerin genel yenilik performansını etkilemesi, yenilikçi iş davranışını tetikleyen faktörler hakkında birçok araştırma yürütülmesine sebep olsa da kişi-çevre uyumu fenomeninin bileşenlerinden biri olan kişi-iş uyumu ve işe adanmışlığın bu davranış üzerindeki etkileri konusunun irdelenmesine hala ihtiyaç duyulmaktadır. Zira kişi-iş uyumu ve işe adanmışlık kavramlarının bağlılık, yüksek performans ve bilgi paylaşma gibi birçok farklı olumlu iş yeri tutum ve davranışının öncülü olduğu birçok çalışma tarafından gösterilmiştir. Bu hususlardan hareketle, bu araştırmanın amacı kişi-iş uyumunun yenilikçi iş davranışı üzerindeki etkisini ve işe adanmışlık ile bilgi paylaşma niyetinin bu ilişkideki aracılık rolünü ele almaktır. Çalışmada nicel araştırma yöntemleri kullanılmıştır. Araştırmanın verileri Düzce’de faaliyet gösteren çeşitli sektörlerdeki üretim işletmelerinde çalışan mavi yakalı 811 çalışandan yüz yüze anket yoluyla toplanmıştır. İlk aşamada veriler keşifsel ve doğrulayıcı faktör analizlerine tabi tutulmuştur. İkinci aşamada çoklu eşdoğrusallık ve ortak yöntem varyansı sorunlarının olup olmadığı kontrol edilmiştir. Ardından, değişkenler arasındaki ilişkileri belirten hipotezler yapısal eşitlik modellemesi ve hiyerarşik regresyon tekniği ile test edilmiştir. Analiz neticesinde elde edilen ilk bulguya göre, kişi-iş uyumunun yenilikçi iş davranışı üzerinde olumlu ve anlamlı bir etkisi bulunmaktadır. İkinci bulgu, işe adanmışlığın kişi-iş uyumunun yenilikçi iş davranışı üzerindeki etkisinde kısmi aracılık rolünün olduğunu ortaya koymuştur. Son olarak, araştırma sonuçları çalışanların bilgi paylaşma niyetinin, işe adanmışlık ile yenilikçi iş davranışı ilişkisi üzerinde düzenleyici etkisi olduğunu göstermektedir. Çalışma sonunda araştırmanın sınırlılıklarına yer verilmiş, araştırmacılara ve uygulayıcılara yol gösterici önerilerde bulunulmuştur.

Anahtar Kelimeler

Yenilikçi İş Davranışı Kişi İş Uyumu İşe Adanmışlık

Kaynakça

  • Agarwal, U. A., Datta, S., Blake-Beard, S. ve Bhargava, S. (2012). Linking LMX, Innovative Work Behaviour and Turnover Intentions: The Mediating Role of Work Engagement. Career Development International, 17(3), 208-230.
  • Afsar, B., Badir, Y. ve Khan, M. M. (2014). Person–Job Fit, Person–Organization Fit and Innovative Work Behavior: The Mediating Role of Innovation Trust. The Journal of High Technology Management Research, 26(2), 105-116.
  • Afsar, B., Al-Ghazali, B.M., Cheema, S. ve Javed, F. (2021). Cultural Intelligence and Innovative Work Behavior: The Role of Work Engagement and Interpersonal Trust. European Journal of Innovation Management, 24(4), 1082-1109.
  • Al-Omari, M. A., Choo, L. S. ve Ali, M. A. M. (2019). Innovative Work Behavior: A Review of Literature. International Journal of Psychosocial Rehabilitation, 23(2), 38-47.
  • Aiken, L. S., ve West, S. G. (1991). Multiple Regression Analysis: Testing and Interpreting Interactions. Thousand Oaks, CA: Sage.
  • Arrowsmith, J. ve Parker, J. (2013). The Meaning of ‘Employee Engagement’ for the Values and Roles of the HRM Function. The International Journal of Human Resource Management, 24(14), 2692-2712.
  • Asrar-ul-Haq, M. ve Anwar, S. (2016). A Systematic Review of Knowledge Management and Knowledge Sharing: Trends, Issues, and Challenges. Cogent Business & Management, 3(1), 1127744.
  • Attridge, M. (2009). Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature. Journal of Workplace Behavioral Health, 24(4), 383-398.
  • Baron, R. M. ve Kenny, D. A. (1986). The Moderator–Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Bock, G. W., Zmud, R. W., Kim, Y. G., ve Lee, J. N. (2005). Behavioural Intention Formation in Knowledge Sharing: Examining the Roles of Extrinsic Motivators, Social Psychological Forces, and Organizational Climate. MIS Quarterly, 29, 87–111.
  • Boon, C., Den Hartog, D. N., Boselie, P. ve Paauwe, J. (2011). The Relationship Between Perceptions of HR Practices and Employee Outcomes: Examining The Role of Person–Organisation and Person–Job Fit. The International Journal of Human Resource Management, 22(1), 138-162.
  • Bos-Nehles, A. C. ve Veenendaal, A. A. R. (2019). Perceptions of HR Practices and Innovative Work Behavior: The Moderating Effect of An Innovative Climate. The International Journal of Human Resource Management, 30(18), 2661-2683.
  • Brislin, R.W. (1980). Translation and Content Analysis of Oral and Written Materials. Triandis, H.C. and Berry, J.W. (Eds), In Handbook of Cross-Cultural Psychology, Vol. 2, (s. 389-444), Boston, MA: Allyn and Bacon.
  • Bui, H. T. M., Zeng, Y. ve Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32(5), 373-386.
  • Cable, D. M. ve DeRue, D. S. (2002). The Convergent and Discriminant Validity of Subjective Fit Perceptions. Journal of Applied Psychology, 87(5), 875-884.
  • Calantone, R. J., Cavusgil, S. T. ve Zhao, Y. (2002). Learning Orientation, Firm Innovation Capability, and Firm Performance. Industrial Marketing Management, 31(6), 515-524.
  • Cai, D., Cai, Y, Sun, Y. ve Ma, J. (2018). Linking Empowering Leadership and Employee Work Engagement: The Effects of Person-Job Fit, Person-Group Fit, and Proactive Personality. Frontiers in Psychology, 9:1304. doi: 10.3389/fpsyg.2018.01304.
  • Cao, Y. ve Xiang, Y. (2012). The Impact of Knowledge Governance on Knowledge Sharing. Management Decision, 50(4), 591-610.
  • Carless, S. A. (2005). Person–Job Fit versus Person–Organization Fit as Predictors of Organizational Attraction and Job Acceptance Intentions: A Longitudinal Study. Journal of Occupational and Organizational Psychology, 78(3), 411-429.
  • Carnevale, J. B., Huang, L., Crede, M., Harms, P. ve Uhl-Bien, M. (2017). Leading to Stimulate Employees Ideas: A Quantitative Review of Leader–Member Exchange, Employee Voice, Creativity, and Innovative Behavior. Applied Psychology: An International Review, 66(4), 517-552.
  • Christian, M. S., Garza, A. S. ve Slaughter, J. E. (2011). Work Engagement: A Quantitative Review and Test of Its Relations with Task and Contextual Performance. Personnel Psychology, 64, 89-136.
  • Çetin, S., Fidan, Y. ve Arslan, M. (2019). Motivasyon, Bilgi Paylaşım Niyeti ve Bilgi Paylaşım Davranışı İlişkisi. Uluslararası Batı Karadeniz Sosyal ve Beşeri Bilimler Dergisi, 3(1), 108-125.
  • Damanpour, F. (1991). Organizational Innovation: A Meta-Analysis of Effects of Determinants and Moderators. Academy Of Management Journal, 34(3), 555-590.
  • De Jong, J. P. ve Den Hartog, D. N. (2008). Innovative Work Behavior: Measurement and Validation. EIM Business and Policy Research, 8(1), 1-27.
  • De Jong, J. ve Den Hartog, D. (2010). Measuring Innovative Work Behavior. Creativity and Innovation Management, 19(1), 23-36.
  • Demerouti, E., Cropanzano, R., Bakker, A. ve Leiter, M. (2010). From Thought to Action: Employee Work Engagement and Job Performance. Work engagement: A Handbook of Essential Theory and Research, 65(1), 147-163.
  • Edwards, J. R. (1991). Person-Job Fit: A Conceptual Integration, Literature Review, and Methodological Critique. International Review of Industrial and Organizational Psychology, 6, 283–357.
  • Enwereuzor, I. K., Ugwu, L. I. ve Eze, O. A. (2018). How Transformational Leadership Influences Work Engagement Among Nurses: Does Person–Job Fit Matter? Western Journal of Nursing Research, 40(3), 346-366.
  • Farr, J. L. ve Cameron M. F. (1990). Individual Innovation. In West, M. A. ve Farr, J. L. (Eds.), In Innovation and Creativity at Work: Psychological and Organizational Strategies (s. 63-80). NY: John Wiley & Sons.
  • Güneş, H. N. ve Oral, L. (2022). Kariyer Tatmini ile İşe Adanmışlık İlişkisi: Kamu Çalışanları Üzerine Bir Araştırma. Manisa Celal Bayar Üniversitesi Sosyal Bilimler Dergisi, 20(Özel Sayı), 109-122.
  • Hooff, B.V.D., Elving, W., Meeuwsen, J. M. ve Dumoulin, C. (2003). Knowledge Sharing in Knowledge Communities. In Communities and Technologies (s. 119-141). Springer, Dordrecht.
  • Huang, W., Yuan, C. ve Li, M. (2019). Person–Job Fit and Innovation Behavior: Roles of Job Involvement and Career Commitment. Frontiers in Psychology, 10:1134, doi: 10.3389/fpsyg.2019.01134.
  • Janssen, O. (2000). Job Demands, Perceptions of Effort‐Reward Fairness and Innovative Work Behaviour. Journal of Occupational and Organizational psychology, 73(3), 287-302.
  • Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692-724.
  • Kleinbaum, D. G., Lawrence, L. L., Muller, K. E. ve Nizam, A. (1998). Applied Regression Analysis and Other Multivariable Methods (3rd Edition). NY: Duxbury.
  • Kristof‐Brown, A. L. (2000). Perceived Applicant Fit: Distinguishing Between Recruiters’ Perceptions of Person‐Job and Person‐Organization Fit. Personnel Psychology, 53(3), 643-671.
  • Lin, H. F. (2007). Effects of Extrinsic and Intrinsic Motivation on Employee Knowledge Sharing Intentions. Journal of Information Science, 33(2), 135-149.
  • Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y. ve Bakker, A. B. (2014). Does Work Engagement Increase Person–Job Fit? The Role of Job Crafting and Job Insecurity. Journal of Vocational Behavior, 84(2), 142-152.
  • Montani, F., Vanderberghe, C., Khedhaouria, A. ve Courcy, F. (2020). Examining the Inverted U-Shaped Relationship Between Workload and Innovative Work Behavior: The Role of Work Engagement and Mindfulness. Human Relations, 73(1), 59-93.
  • Mutlu, G. N. (2020). Yetenek Yönetimi Uygulamalarının Çalışan Performansı ve Yenilikçi İş Davranışı Üzerindeki Etkisi E-Ticaret Sektöründe Bir Uygulama. Yüksek Lisans Tezi. İstanbul: Bahçeşehir Üniversitesi.
  • Nunnally, J.C. (1978). Psychometric Theory, New York, NY: McGraw-Hill, Oh, I.-S., Guay, R. P., Kim, K., Harold, C. M., Lee, J.-H., Heo, C.-G. ve Shin, K.-H. (2014). Fit Happens Globally: A Meta-Analytic Comparison of the Relationships of Person–Environment Fit Dimensions with Work Attitudes and Performance Across East Asia, Europe, and North America. Personnel Psychology, 67, 99-152.
  • Oukes, T. (2010). Innovative Work Behavior: A Case Study at a Tire Manufacturer. Bachelor's Thesis, NE: University of Twente.
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y. ve Podsakoff, N. P. (2003). Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies. Journal of Applied Psychology, 88, 879-903.
  • Prieto, I. M. ve Pérez-Santana, M. P. (2014). Managing Innovative Work Behavior: The Role of Human Resource Practices. Personnel Review, 43(2), 184-208.
  • Ren, F. ve Zhang, J. (2015). Job Stressors, Organizational Innovation Climate, and Employees’ Innovative Behavior. Creativity Research Journal, 27(1), 16-23.
  • Schaufeli, W. B., Bakker, A. B. ve Salanova, M. (2006). The Measurement of Work Engagement with a Short Questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66(4), 701-716.
  • Schaufeli, W., ve Salanova, M. (2007). Work Engagement: Managing Social and Ethical Issues in Organizations, 135, 177.
  • Schaufeli, W. B. (2012). Work Engagement: What Do We Know and Where Do We Go? Romanian Journal of Applied Psychology, 14(1), 3-10.
  • Schumacker, R. E. ve Lomax, R. G. (2010). A Beginner’s Guide to Structrual Equation Modeling (3rd Edition), New York: Routledge.
  • Scott, S. G. ve Bruce, R. A. (1994). Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace. Academy Of Management Journal, 37(3), 580-607.
  • 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.
  • Smith, H. A., ve McKeen, J. D. (2003). Instilling A Knowledge-Sharing Culture. Queen’s Centre For Knowledge-Based Enterprises, 20(1), 1-17.
  • Wang, L. (2016). Developing Innovation Capability: The Case of Chinese Automobile Companies. Doctoral Dissertation, UK: University of Oxford.
Toplam 53 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makalesi
Yazarlar

Önder Ulu 0000-0003-0087-4202

Oğuz Demirel 0000-0003-1436-860X

Yayımlanma Tarihi 28 Mart 2023
Gönderilme Tarihi 28 Ekim 2022
Yayımlandığı Sayı Yıl 2023 Cilt: 21 Sayı: 48

Kaynak Göster

APA Ulu, Ö., & Demirel, O. (2023). Kişi-İş Uyumunun Yenilikçi İş Davranışı Üzerindeki Etkisi: İşe Adanmışlık ve Bilgi Paylaşma Niyetinin Düzenlenmiş Aracılık Rolü. Yönetim Bilimleri Dergisi, 21(48), 184-204. https://doi.org/10.35408/comuybd.1195852
 Kapak Resmi İndir

Sayın Araştırmacı;

Dergimize gelen yoğun talep nedeniyle Ekim 2024 sayısı için öngörülen kontenjan dolmuştur, gönderilen makaleler ilerleyen sayılarda değerlendirilebilecektir. Bu hususa dikkat ederek yeni makale gönderimi yapmanızı rica ederiz.

Yönetim Bilimler Dergisi Özel Sayı Çağrısı
Yönetim Bilimleri Dergisi 2024 yılının Eylül ayında “Endüstri 4.0 ve Dijitalleşmenin Sosyal Bilimlerde Yansımaları” başlıklı bir özel sayı yayınlayacaktır.
Çanakkale Onsekiz Mart Üniversitesi Biga İktisadi ve İdari Bilimler Fakültesi tarafından 5-6 Temmuz 2024 tarihlerinde çevrimiçi olarak düzenlenecek olan 4. Uluslararası Sosyal Bilimler Konferansı’nda sunum gerçekleştiren yazarların dergi için ücret yatırmasına gerek olmayıp, dekont yerine Konferans Katılım Belgesini sisteme yüklemeleri yeterli olacaktır.
Gönderilen makalelerin derginin yazım kurallarına uygun olması ve DergiPark sistemi üzerinden sisteme yüklenmesi gerekmektedir. Özel sayı ana başlığı ile ilgisiz makaleler değerlendirmeye alınmayacaktır. Özel sayı için gönderilen makalelerin "Makalemi özel sayıya göndermek istiyorum" kutucuğu işaretlenerek sisteme yüklenmesi gerekmektedir. Özel sayı için gönderilmemiş makalelerin bu sayıya eklenmesi mümkün olmayacaktır.
Özel Sayı Çalışma Takvimi
Gönderim Başlangıcı: 15 Nisan 2024
Son Gönderim Tarihi: 15 Temmuz 2024
Özel Sayı Yayınlanma Tarihi: Eylül 2024

Dergimize göndereceğiniz çalışmalar linkte yer alan taslak dikkate alınarak hazırlanmalıdır. Çalışmanızı aktaracağınız taslak dergi yazım kurallarına göre düzenlenmiştir. Bu yüzden biçimlendirmeyi ve ana başlıkları değiştirmeden çalışmanızı bu taslağa aktarmanız gerekmektedir.
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