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Özerklik ve ödüllendirme algılarının çalışan performansı üzerindeki etkisinde çalışanın inovasyona yönelik davranışının aracılık rolüne yönelik bir araştırma

An investigation on the mediating role of employee innovation behavior on the relationship between autonomy and reward

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Abstract (2. Language): 
Organizations use various methods to improve their employee's performance. Rewards and autonomy are seen as methods that can improve employee's performance. The goal of this study is to analyze the mediating role of employee innovation behavior on the relationship between autonomy and rewarding and employee's performance. Additionally, the differences of employee innovation behavior, autonomy, rewarding and employee's performance according to demographic variables are investigated. The results showed that employee innovation behavior is a partial mediator of the relationship between rewarding and employee's performance and employee innovation behavior is a full mediator of the relationship between autonomy and employee's performance. Furthermore, results revealed that perception of rewarding, perception of autonomy and employee innovation behavior is significantly different according to professional tenure of respondents. And perception of autonomy is significantly different according to organizational tenure.
Abstract (Original Language): 
Örgütler çalışanlarının performanslarını arttırmak için birçok yöntem kullanmaktadır. Ödüllendirme ve çalışanlara özerklik verilmesi bu yöntemlerdendir. Bu çalışma, çalışanların özerklik ve ödül algılarının çalışanın inovasyona yönelik davranışı aracılığı ile çalışan performansı üzerindeki etkisini incelemek ve kişilerin demografik özelliklerine göre özerklik, ödüllendirme, çalışanın inovasyona yönelik davranışı ve çalışan performansındaki farklılıkları ortaya koymak amacıyla yürütülmüştür. Çalışma sonucunda, ödüllendirme algısının çalışan performansı üzerindeki etkisinde çalışanın inovasyona yönelik davranışının kısmi aracılık rolü olduğu ve özerklik algısının çalışan performansı üzerindeki etkisinde çalışanın inovasyona yönelik davranışının tam aracı rolü olduğu ortaya çıkmıştır. Ayrıca demografik değişkenlere göre ödüllendirme algıları, özerklik algıları, çalışanın inovasyona yönelik davranışı ve çalışan performansı farklılık analizleri sonucunda, katılımcıların çalışma hayatında bulunma süreleri açısından ödüllendirme, özerklik algılarında, çalışanın inovasyona yönelik davranışlarında ve mevcut şirkette çalışma süreleri açısından özerklik algılarında anlamlı farklılıklar olduğu ortaya çıkmıştır.
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