Türkiye'de İşe Bağlılık Neden Yüzde 8?
Gallup's State of the Global Workplace 2026 report places employee engagement in Türkiye at just 8%, compared with a global figure of 20%. The country-level figure represents a three-year rolling average ending in 2025, rather than a single-year measurement. Another 68% of employees are classified as not engaged, while 24% are actively disengaged. These findings should not be interpreted as evidence that most Turkish employees dislike their jobs or refuse to perform their duties. Engagement measures the psychological connection people have with their work, teams and employers. It is distinct from job satisfaction, employee retention and individual productivity. The report also reveals a challenging employment environment. Only 23% of employees in Türkiye believe it is a good time to find a job in their local area, while 66% report having experienced substantial stress the previous day. The latter measure captures general stress, not exclusively work-related stress. This analysis examines three potential mechanisms behind weak workplace engagement: economic insecurity, managerial quality and organizational work design. Limited perceived employment alternatives may encourage workers to remain in unsatisfactory positions. Meanwhile, unclear responsibilities, insufficient feedback, restricted autonomy and inadequate development opportunities can weaken employees' connection to their organizations. Gallup's broader research identifies a substantial relationship between engagement and organizational outcomes. Its 2024 meta-analysis covered more than 183,000 business and work units and found consistent associations with profitability, productivity and employee retention. These findings do not establish a direct productivity loss for Türkiye. The central conclusion is therefore deliberately cautious. Gallup's national data identify a serious organizational challenge, but cannot determine how much of Türkiye's low engagement is explained by wages, job insecurity or management practices. For employers, the findings offer a reason to examine not simply whether employees remain in their jobs, but whether working conditions enable them to contribute effectively.