Araştırma Makalesi
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İŞ TALEPLERİ-KAYNAKLARI MODELİ: İŞTALEPLERİNİN, YÖNETİCİ DESTEĞİNİN VE OTONOMİNİN İŞE GÖNÜLDEN ADANMA İLE İLİŞKİLERİ ÜZERİNE BİR ARAŞTIRMA

Yıl 2014, Cilt: 28 Sayı: 4, 149 - 192, 25.03.2014

Öz

Bu çalışmanın amacı iş taleplerinin (iş yükü, rol çatışması, rol belirsizliği, iş güvencesizliği) and iş kaynaklarının (yönetici desteği ve iş otonomisi) Türkiye’de sağlık kurumlarında görev yapan hemşirelerin işe gönülden adanma düzeyi ile ilişkilerinin incelenmesidir. Elde edilen sonuçlar iş yükünün dinçlik ve adanmışlık ile negatif yönde ilişkili, iş güvencesizliğinin ise dinçlik, adanma ve yoğunlaşma ile negative yönde ilişkili olduğunu göstermiştir. Amir desteğinin işe gönülden adanmanın çoşku ve adanmışlık boyutları ve toplam gönülden adanmışlık ile güçlü seviyede ilişkili olduğu, otonominin orta derecede etkiye sahip olduğu, rol belirsizliğinin ise coşku, adanmışlık ve toplam gönülden adanmışlık üzerinde orta derecede etkiye sahip olduğu belirlenmiştir. Tüm bu elde edilen sonuçlara gore, iş yükü, role belirsizliği, rol çatışması ve iş güvencesizliği algılarından olşaun iş taleplerinin ve otonomi ile amir desteğinden oluşan iş kaynaklarının hemşirelerin işe gönülden adanma algıları ile anlamlı bir ilişkisinin olduğu görülmüştür.

Kaynakça

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THE THEORETICAL IMPLICATIONS OF JOB DEMANDS– RESOURCES MODEL: A RESEARCH STUDY ON THE RELATIONS OF JOB DEMANDS, SUPERVISOR SUPPORT AND JOB AUTONOMY WITH WORK ENGAGEMENT

Yıl 2014, Cilt: 28 Sayı: 4, 149 - 192, 25.03.2014

Öz

The purpose of this study is to examine how job demands (work overload, role conflict, role ambiguity, job insecurity) and job resources (supervisor support and job autonomy) are related to work engagement of nurses working in Turkish Health Organizations. The findings revealed that work overload had a negative relationship with vigor and dedication and job insecurity had significant negative relationships with vigor, dedication, and absorption. It was determined that supervisor support had significant large effect relationships with vigor, dedication, and UWES total. Job autonomy had medium effect relationships with vigour, dedication and UWES total, role ambiguity showed a medium effect relationship with vigor, dedication, and UWES total. Job insecurity and role ambiguity displayed negative relationships with vigor, dedication, and absorption. Based on the findings, the suggestions of the study were supported and it was concluded that perceived job demands as measured with work overload, role ambiguity, role conflict, and job insecurity and job resources as measured with supervisor support and job autonomy had significant relationships with work engagement of nurses.

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  • Schaufeli, W. B., Salanova, M., González-Romá, V. and Bakker, A. B. (2002). “The measurement of engagement and burnout: A two sample confirmatory factor analytic approach”, Journal of Happiness studies, Vol.3, No.1, pp.71-92.
  • Schaufeli, W. and Salanova, M. (2007). Work engagement: Managing social and ethical issues in organizations, pp.135-177.
  • Schnorpfeil, P., Noll, A., Wirtz, P., Schulze, R., Ehlert, U., Frey, K. and Fischer, J. E. (2002). “Assessment of exhaustion and related risk factors in employees in the manufacturing industry–a cross-sectional study”, International archives of occupational and environmental health, Vol.75, No.8, pp.535-540.
  • Seligman, M. E. (2003). Foreword: The past and future of positive psychology. Flourishing: Positive psychology and the life well lived, pp.11-20.
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  • Shimazu, A., Schaufeli, W.B., Kosugi, S., Suzuki, A., Nashiwa, H., Kato, A., et al. (2008). “Work engagement in Japan: Development and validation of the Japanese version of the Utrecht Work Engagement Scale”, Applied Psychology: An International Review, Vol.57, pp.510-523.
  • Silla, I., De Cuyper, N., Gracia, F. J., Peiró, J. M. and De Witte, H. (2009). “Job insecurity and well-being: Moderation by employability”, Journal of Happiness Studies, Vol.10, No.6, pp.739-751.
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  • Smith, I.M. (2013). Burnout and work engagement: The incremental validity and relative importance of individual differences over and above characteristics of the work environment. Unpublished Master Dissertation, Department of Applied Psychology, San Diego State University, U.S.A.
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  • Šoljan, I. (2009). “Organizational circumstances for the occurrence of mobbing in health care organizations”, Macedonian Journal of Medical Sciences, Vol.2, No.3, pp.239-244.
  • Sonnentag, S. (2003). “Recovery, work engagement, and proactive behavior: a new look at the interface between nonwork and work”, Journal of Applied Psychology, Vol.88, No.3, pp. 518-533.
  • Stamper, C. L. and Johlke, M. C. (2003). “The impact of perceived organizational support on the relationship between boundary spanner role stress and work outcomes”, Journal of Management, Vol.29, No.4, pp.569-588.
  • Storm, K. and Rothmann, I. (2003). “A psychometric analysis of the Utrecht Work Engagement Scale in the South African police service”, SA Journal of Industrial Psychology, Vol.29, No.4, pp.62-70.
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  • Van Wyk, M. (2007). Setting a research agenda for job insecurity in South African organisations. Unpublished Master Dissertation, North-West University, Potchefstroom, South Africa.
  • Vanam, S. (2009). Job engagement: examining the relationship with situational and personal factors. Unpublished Master Dissertation, Department of Psychology, San Jose State Univerity.
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  • Wefald, A. J. and Downey, R. G. (2009). “Construct dimensionality of engagement and its relation with satisfaction”, The Journal of Psychology, Vol.143, pp.91-111.
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  • Xanthopoulou, D., Bakker, A. B., Demerouti, E. and Schaufeli, W. B. (2007). “The role of personal resources in the job demands-resources model”, International Journal of Stress Management, Vol.14, No.2, pp.121-144. Xie, J. L. and Johns, G. (1995). “Job scope and stress: Can job scope be too high?”, Academy of Management Journal, Vol.38, No.5, pp.1288-1309. Yi-wen, Z. and Yi-Qun, C. (2005). “The Chinese version of Utrecht Work Engagement Scale: An examination of reliability and validity”, Chinese Journal of Clinical Psychology, Vol.13, No.3, pp.268-270.
Toplam 147 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Makaleler
Yazarlar

Seçil Taştan

Yayımlanma Tarihi 25 Mart 2014
Yayımlandığı Sayı Yıl 2014 Cilt: 28 Sayı: 4

Kaynak Göster

APA Taştan, S. (2014). THE THEORETICAL IMPLICATIONS OF JOB DEMANDS– RESOURCES MODEL: A RESEARCH STUDY ON THE RELATIONS OF JOB DEMANDS, SUPERVISOR SUPPORT AND JOB AUTONOMY WITH WORK ENGAGEMENT. Atatürk Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 28(4), 149-192.

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