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Journals / ISGUC The Journal of Industrial Relations and Human Resources / 2015 / Cilt: 17 Sayı: 3

DEĞİŞEN İŞ ORTAMINDA BİREYE AİT DİNAMİKLER: ÖZ-DENETİM’İN ROLÜ

Yard. Doç. Dr. Esra Atilla BAL
Pages
58–71
Publication Date
2015-09-01
DOI
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

In addition, suggestions for future research regarding this concept will also be shared.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Self-regulation is a recently popular concept in industrial-organizational psychology and holds great potential for this field for various reasons (Vancouver and Day, 2005).
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Key Findings & Data:Research carried out in previous years has shown that; in applied psychology, education, public health and industry, goal-oriented behavior is of crucial importance for individual and group well-being (Boekaerts, MaesandKaroly, 2005).
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Conclusion & Impact:In addition, suggestions for future research regarding this concept will also be shared.
🔬Design:Research Article
📍Scope:2005 Verileri
⚙️Variables:Hedef belirleme teorisi · geribildirim · kişisel insitatif

Abstract

Self-regulation is a recently popular concept in industrial-organizational psychology and holds great potential for this field for various reasons (Vancouver and Day, 2005). Given the search for more autonomous practices and entrepreneurial approaches on the side of organizations instead of bureaucracy, hierarchy and autonomous leadership, self-regulation presents an approach that is in line with the current demands of the modern workplace. Recently, studies regarding self-regulation have become of significance in various fields of psychology. Research carried out in previous years has shown that; in applied psychology, education, public health and industry, goal-oriented behavior is of crucial importance for individual and group well-being (Boekaerts, MaesandKaroly, 2005). The aim of this paper is to define the concept of self-regulation, refer to its organizational consequences and draw attention to closely related concepts. In addition, suggestions for future research regarding this concept will also be shared.

Özet

Öz-denetim, endüstri-örgüt psikolojisinde güncel olarak popüler bir kavramdır ve pek çok nedenle bu alan için büyük bir potansiyel taşımaktadır (Vancouver ve Day, 2005).Örgütlerdeki bürokrasi, hiyerarşik yapı ve otoriter liderlik stillerini daha otonom uygulamalar ve girişimci yaklaşımlarla değiştirme arayışının da etkisiyle, öz-denetim teorisi modern örgütlerin yeni oluşan talepleriyle uyumlu bir yaklaşım içermektedir. Günümüzde öz-denetim ile ilgili araştırmalar psikolojinin pek çok alanında önem teşkil eder hale gelmiştir. Geçtiğimiz yıllarda yapılan araştırmalarda; uygulamalı psikoloji, eğitim, halk sağlığı ve endüstri alanlarında hedef-odaklı davranışların birey ve grupların esenliği için büyük önem teşkil ettiği ortaya konmuştur (Boekaerts, Maes ve Karoly, 2005). Bu çalışmanın amacı; öz-denetim kavramını tanımlayarak, onunla yakından ilişkili kavramlara dikkat çekmek ve öz-denetimin örgütsel sonuçlarına değinerek gelecek çalışmalar için araştırmacılara öneriler sunmaktır.

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Cite This Article

BAL, Y. D. D. E. A. (2015). DEĞİŞEN İŞ ORTAMINDA BİREYE AİT DİNAMİKLER: ÖZ-DENETİM’İN ROLÜ. ISGUC The Journal of Industrial Relations and Human Resources, Cilt: 17 Sayı: 3, 58–71. https://ajindex.com/articles/997943

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