Yedekleme Planı ve Kariyer Yönetim Sisteminin, Çalışanın Algıladığı Görev Performansına Etkisi
The Effect of the Succession Plan and the Career Management System on the Perceived Task Performance of the Employee

Summary/Abstract: Purpose - This study aims to determine the effects of the career management system and succession plan practices of organizations on the general and specific task performance perceptions of the employees, and to contribute to the literature in this direction, and draw the attention of the practitioners to these subjects. Design/methodology/approach - This study, which invesitgates the effects of the career management system and succession plan practices of organizations on the general and specific task performance perceptions of the employees, was carried out with 556 participants from call center employees operating in Istanbul by adopting a convenient sampling method. First, call center company managers were contacted, and questionnaires were sent in the electronic form to those managers who accepted to participate in the study and distributed to the participants by them. The collected data were subjected to validity, reliability and confirmatory factor analyzes using the SmartPLS Structural Equation Model (SEM) program. For the hypothesis tests, the findings obtained by path analysis were interpreted. Findings - Statistical analysis shows that career management system practices play a positive and significant role in employees’ perceptions of both job and specific task performance. It was observed that the implementation of the backup plan negatively affected the specific task performance perception of the employees. Specific job performance perception plays a partial mediating role in the effect of career management on the perception of general task performance and a fully mediating role in the effect of the succession plan. Discussion - The results of this study reveal that career management system practices are welcomed as they increase both general and specific job performance perceptions of employees, while succession plan applications are not welcomed by employees due to the negative impact.

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