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İŞ VE MESLEK DANIŞMANLIĞI ADAYLARININ FARKLILIK YÖNETİMİ PERSPEKTİFİNDEN İNCELENMESİ

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AN INVESTIGATION OF JOB AND CAREER COUNSELING CANDIDATES FROM THE PERSPECTIVE OF DIVERSITY MANAGEMENT

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Page Number-First: 
589
Page Number-Last: 
606

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Abstract (Original Language): 
Çalışmada, iş ve meslek danışmanlığı eğitimi almış kişilerin, işgücündeki farklılıklara ilişkin tutumları, empati becerileri ve farklılıkların yönetimine yönelik potansiyel performansları araştırılmaktadır. Personel seçimi ve yerleştirilmesi ile kariyer danışmanlığı süreçlerinde çalışacak bireylerin, farklılıklara ilişkin tutumları ile empati becerileri arasında ilişki olup olmadığı ve farklılıklara yönelik tutumları ile empati becerilerinin, farklılıkların yönetimine yönelik potansiyel performanslarını etkileyip etkilemediği bu doğrultuda incelenmektedir. İş ve meslek danışmanlığı eğitimi almış kişilerin empati becerilerinin, cinsiyet değişkenine göre farklılık gösterip göstermediği de araştırma kapsamında ele alınmaktadır. Araştırma, gelecekte iş ve meslek danışmanı olacak 266 kişi üzerinde gerçekleştirilmiştir. Çalışma sonucunda, eğitim almış kişilerin empati becerileri ile farklılıkların yönetimine yönelik potansiyel performansları arasında ve farklılıklara yönelik tutumları ile empati becerileri arasında pozitif yönde ilişki bulunmuştur. Ayrıca bu kişilerin empati becerileri ve farklılıklara yönelik tutumlarının, farklılıkların yönetimine yönelik potansiyel performanslarının açıklayıcısı olduğu görülmüştür. Bunun yanı sıra cinsiyet değişkeni açısından bireylerin, empati becerileri arasında farklılık olduğu belirlenmiştir.
Abstract (2. Language): 
In this current study we are examining individuals who are trained for job and career counseling in terms of their ‘attitudes towards diversity’ ‘empathy skills’ and ‘potential for diversity management performance’. In this respect, the relationship between the ‘attitudes towards diversity’ and ‘empathy skills’ of career counselors, who will be working in the personnel selection and placement process, will be investigated. Furthermore, the impact of ‘attitudes towards diversity’ and ‘empathy skills’ on ‘potential for diversity management performance’ will be studied. The differentiating effect of gender on ‘empathy skills’ of individuals who are trained for job and career counseling will also be covered in the research context. The research is conducted on 266 future job and career counselors. Results reveals a positive relationship between ‘potential for diversity management performance’ and ‘empathy skills’ as well as between ‘attitudes towards diversity’ and ‘empathy skills’ of trained counselors. Furthermore, results points out that ‘empathy skills’ and ‘attitudes towards diversity’ significantly predicts ‘potential for diversity management performance’. Additionally a significant gender difference is found to exist in terms of ‘empathy skills’ of individuals.

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