Eleman seçme ve yerleştirme sürecinde kullanılan psikoteknik test sonuçlarının bireysel performans değerleme sonuçlarıyla ilişkisi
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Date
2004
Authors
Doğan, Zeynep Erkek
Journal Title
Journal ISSN
Volume Title
Publisher
Uludağ Üniversitesi
Abstract
"Eleman Seçme ve Yerleştirme Sürecinde Kullanılan Psikoteknik Test Sonuçlarının Bireysel performans Sonuçlarıyla ilişkisi" adlı bu tezin temel amacı eleman seçme ve yerleştirme sürecinde kullanılan psikotknik yöntemin, işletmelerde bireysel performansı etkileyip etkilemediğini ya da ne oranda etkilediğini araştırmaktır. Başka bir ifadeyle, test başarısı ile iş başarısı arasındaki ilişkiyi incelemek tezin ana amacını oluşturmaktadır. Tez çalışması üç ana bölümden oluşmaktadır. Birinci bölümde, eleman seçme ve yerleştirme süreci, psikoteknik yöntem ve bu yöntemde kullanılan psikolojik testler ele alınmıştır. İkinci bölümde ise; psikoteknik yöntemin işletmelerde uygulanması, performans değerleme sistemi ve iş başarısı ile test başarısı arasındaki ilişki teorik bazda incelenmiştir. Tezin son bölümünde ise, eleman seçme ve yerleştirme sürecinde psikoteknik yöntemi kullanan ve performans değerlendirme sistemi olan bir işletmede test başarısı ile iş başarısı arasındaki ilişki uygulamalı ) olarak ele alınmıştır. Bu bölümde, işletme çalışanlarından oluşan ve temsil oranı % 73 olan 128 kişilik bir denek grubuna, işe alındıklarında uygulanan psikolojik test sonuçlan ile bireysel performans sonuçlan arasındaki ilişki incelenmiştir. Literatürde, test sonuçlan ile işteki basan arasındaki ilişki konusunda yapılan bir çok araştırma test başarısının iş başarısını yordadığını kanıtlar niteliktedir. Ancak bu tezde ele alınan araştırmada, mavi yakalı personele uygulanan Test 1 (dikkati ölçen) ve Test 2(görsel algıda seçiciliği ölçen) ile performans değerleme skorları arasında yapılan korelasyon analizinde istatistiksel olarak anlamlı bir ilişki bulunamamıştır. Beyaz yakalı personele uygulanan, Test 5 (karar verme, düşünsel muhakeme ve kavrama becerisini ölçen) ile performans değerleme sonuçlan arasında ise istatistiki açıdan anlamlı, "+" yönlü bir ilişki bulunmuştur. Söz konusu işletmede kurulan performans değerlendirme sisteminin etkin olmaması ve yeni kurulmuş olması mavi yakalı personel için teorik beklentiler doğrultusunda bir sonuç alınamamasının nedenleri arasında sayılabilir.
The major aim of the thesis titled "The Relationship between the Psychotechnic Test Results Jtilised during Personnel Selection & Recruitment Process and Individual Performance" is to letermine whether psychotechnic method used during Personnel Selection & Recruitment 'rocess affects individual performance or not, and to what extent this effect occurs if it does. In tther words, the fundamental purpose of this thesis is to go through the relationship between test lerformance and job performance. The thesis study is composed of three main sections. Personnel selection and recruitment trocess, psychotechnic method and relevant psychological tests are handled in the first chapter, vhile application of psychotechnic method within enterprises, and the relationship between lerformance evaluation system - job performance and test achievement was analysed on heoretical basis in the second chapter. In the third chapter a case study within an organization hat applies psycho-technical method during Personnel selection and recruitment process that anploys performance evaluation system is carried out, in which the relationship between test ichievement and job success is gone through in practice. 73% of 175 employees were analysed ilong the study, who were made subject to the research on the relationship between the results of he psychological tests that they were exposed to before being employed and their individual performance levels within the organization. Many researches carried out so far have come up with positive results on behalf of the irgument that test performance brought job performance with. In this study, however, there ;ould not be found any statistically significant relationship through the correlation analysis between Test 1 (that measures attention) & Test 2 (that measures the selectivity within visual )erception) results of blue-collar workers and their performance evaluation scores. On the other land, a significant "+" relationship was observed between Test 3 (that measures make a lecision, ideational judgement and perception abilities) results and performance evaluation icores of white-colorr workers. The inefficiency of the performance evaluation system within the)rganization, along with the fact that it was yet a newly established organization by the time that his research was carried out could probably be cited among the reasons that led to failure of heoretical anticipations to determine a significant relationship for blue-collar workers.
The major aim of the thesis titled "The Relationship between the Psychotechnic Test Results Jtilised during Personnel Selection & Recruitment Process and Individual Performance" is to letermine whether psychotechnic method used during Personnel Selection & Recruitment 'rocess affects individual performance or not, and to what extent this effect occurs if it does. In tther words, the fundamental purpose of this thesis is to go through the relationship between test lerformance and job performance. The thesis study is composed of three main sections. Personnel selection and recruitment trocess, psychotechnic method and relevant psychological tests are handled in the first chapter, vhile application of psychotechnic method within enterprises, and the relationship between lerformance evaluation system - job performance and test achievement was analysed on heoretical basis in the second chapter. In the third chapter a case study within an organization hat applies psycho-technical method during Personnel selection and recruitment process that anploys performance evaluation system is carried out, in which the relationship between test ichievement and job success is gone through in practice. 73% of 175 employees were analysed ilong the study, who were made subject to the research on the relationship between the results of he psychological tests that they were exposed to before being employed and their individual performance levels within the organization. Many researches carried out so far have come up with positive results on behalf of the irgument that test performance brought job performance with. In this study, however, there ;ould not be found any statistically significant relationship through the correlation analysis between Test 1 (that measures attention) & Test 2 (that measures the selectivity within visual )erception) results of blue-collar workers and their performance evaluation scores. On the other land, a significant "+" relationship was observed between Test 3 (that measures make a lecision, ideational judgement and perception abilities) results and performance evaluation icores of white-colorr workers. The inefficiency of the performance evaluation system within the)rganization, along with the fact that it was yet a newly established organization by the time that his research was carried out could probably be cited among the reasons that led to failure of heoretical anticipations to determine a significant relationship for blue-collar workers.
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Keywords
Psikoteknik, Eleman seçme süreci, Performans değerlendirme, Psikolojik testler, Psychotechnic, Personnel selection process, Performance evaluation, Psychological tests
Citation
Doğan, Z. E. (2004). Eleman seçme ve yerleştirme sürecinde kullanılan psikoteknik test sonuçlarının bireysel performans değerleme sonuçlarıyla ilişkisi. Yayınlanmamış yüksek lisans tezi. Uludağ Üniversitesi Sosyal Bilimler Enstitüsü.