Araştırma Makalesi
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Aşırı İş Yükü, İş Stresi, Presenteizm ve İşten Ayrılma Niyeti Arasındaki İlişkiler: Görgül Bir Araştırma

Yıl 2023, Cilt: 14 Sayı: 40, 1368 - 1389, 25.11.2023
https://doi.org/10.21076/vizyoner.1280814

Öz

Gereğinden fazla yüklenen iş, iş stresi, olumsuz şartlarla başa çıkmak adına gösterilen presenteizm davranışı ve işi bırakma sürecine girmek durumunda kalması çalışanların iş hayatında karşılaştığı önemli sorunlar olup, bu çalışmada aşırı iş yükü, iş stresi, presenteizm ve işten ayrılma niyeti arasındaki doğrudan ve dolaylı etkiler incelenmiştir. Değişkenler arasındaki etkileşimlerin anlaşılabilmesi şirketin en önemli kaynaklarından olan iş gücünün ve bilgi birikiminin örgüt içerisinde kalmasının sağlanması açısından önemlidir. Bu amaçla kolayda örnekleme yöntemi kullanılarak anket yolu ile Adana ve İstanbul illerinde görev alan 234 beyaz yaka çalışanından veri sağlanmıştır. Verilerin analizi için SPSS 25 ve Process Macro programlarından yararlanılmıştır. Değişkenler arasındaki doğrudan ilişkiler için korelasyon ve basit doğrusal regresyon analizleri kullanılmıştır. Analiz sonuçlarına göre aşırı iş yükü, iş stresi, presenteizm ve işten ayrılma niyeti değişkenlerinin birbirleri ile aralarında anlamlı ve pozitif yönlü ilişkiler elde edilmiştir. Aracılık testleri için Process Macro kullanılarak bootstrap yöntemi uygulanmış olup; sonuçlara göre aşırı iş yükünün presenteizm ve işten ayrılma niyeti üzerindeki etkisinde iş stresinin tam aracılık etkisinin olduğu belirlenmiştir. Diğer bir sonuç olarak, aşırı iş yükü ve iş stresinin işten ayrılma niyeti üzerindeki etkisinde presenteizmin aracılık etkisinin olmadığı bulunmuştur.

Etik Beyan

Bu çalışma için ÇukurovaÜniversitesi Sosyal ve Beşeri Bilimler Alanında Bilimsel Araştırma ve Yayın Etiği Kurulundan 3 sayılı ve 30.01.2023 tarihli etik kurul onayı alınmıştır.

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The Relationships between Work Overload, Job Stress, Presenteeism and Turnover Intention: An Empirical Study

Yıl 2023, Cilt: 14 Sayı: 40, 1368 - 1389, 25.11.2023
https://doi.org/10.21076/vizyoner.1280814

Öz

The direct and indirect effects of work overload, job stress, presenteeism behaviour and turnover intentions linked to each other which are the most significant problems faced in the business life are studied in the research. Understanding the interactions among variables is crucial for ensuring the retention of the company's most valuable resources, namely workforce and knowledge accumulation, within the organization. For this purpose, data from 234 white collar employees working in the provinces of Adana and Istanbul, by convenience-sampling method are analyzed. SPSS 25 and Process Macro programs are utilized for the data analysis. Correlation and simple linear regression analyses are used for direct relationships between variables. Research findings reveal important and meaningful relationships between the variables of work overload, job stress, presenteeism and turnover intention. The bootstrap method is applied using Process Macro for mediation tests; research findings imply mediating effect for job stress on the relation between work overload and both presenteeism and turnover intention. Moreover, presenteeism has no mediation role on the effect of both job stress and work overload on turnover intention.

Etik Beyan

Bu çalışma için ÇukurovaÜniversitesi Sosyal ve Beşeri Bilimler Alanında Bilimsel Araştırma ve Yayın Etiği Kurulundan 3 sayılı ve 30.01.2023 tarihli etik kurul onayı alınmıştır.

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  • Şendoğdu, A., Yazgan, A. E. ve Karadağ Ak, Ö. (2021). İş stresi ve pozitif psikolojik sermayenin işten ayrılma niyeti üzerine etkisi: Bankacılık sektöründe bir araştırma. Süleyman Demirel Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 39, 263-290.
  • Tett, R. P. ve Meyer, J. P. (1993). Job satisfaction, organizational commitment, Turnover intention and turnover: Path analyses based on meta- analytic findings. Personnel Psychology, 46(2), 259-293.
  • Tett, R. P. ve Meyer, J. P. (1993). Job satisfaction, organizational commitment, Turnover intention and turnover: Path analyses based on meta- analytic findings. Personnel Psychology, 46(2), 259-293.
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  • Turhan, M., Erol, Y.C., Demirkol, M. ve Özdemir, T. Y. (2018). Örgütsel bağlılık, iş doyumu ve iş stresi arasındaki ilişki. Electronic Turkish Studies, 13(27), 1491-1507.
  • Turunç, Ö. ve Çelik, M. (2010). Çalışanların algıladıkları örgütsel destek ve iş stresinin örgütsel özdeşleşme ve iş performansına etkisi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 17(2), 183-206.
  • Turunç, Ö. ve Çelik, M. (2010). Çalışanların algıladıkları örgütsel destek ve iş stresinin örgütsel özdeşleşme ve iş performansına etkisi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 17(2), 183-206.
  • Tzafrir, S. S., Gur, A. B. A. ve Blumen, O. (2015). Employee social environment (ESE) as a tool to decrease intention to leave. Scandinavian Journal of Management, 31(1), 136-146.
  • Tzafrir, S. S., Gur, A. B. A. ve Blumen, O. (2015). Employee social environment (ESE) as a tool to decrease intention to leave. Scandinavian Journal of Management, 31(1), 136-146.
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  • Utami, I. ve Bonussyeani, N. (2013). Auditors’ personality in increasing the burnout. Journal of Economics, Business, and Accountancy -Ventura, 16(1), 161-170.
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  • Van Der Feltz-Cornelis, C. M., Varley, D., Allgar, V. L. ve De Beurs, E. (2020). Workplace stress, presenteeism, absenteeism, and resilience amongst university staff and students in the COVID-19lockdown. Frontiers in psychiatry, 11, 1-15.
  • Van Harrison., R. (1978). Person-Environment Fit and Job Stress, C. L. Cooper ve R. Payne (Ed.), Stress and Work, Wiley.
  • Van Harrison., R. (1978). Person-Environment Fit and Job Stress, C. L. Cooper ve R. Payne (Ed.), Stress and Work, Wiley.
  • Vanishree, P. (2014). Impact of role ambiguity, role conflict and role overload on job stress in small and medium scale industries. ResearchJournal of Management Sciences, 3(1), 10-13.
  • Vanishree, P. (2014). Impact of role ambiguity, role conflict and role overload on job stress in small and medium scale industries. ResearchJournal of Management Sciences, 3(1), 10-13.
  • Varca, P. (1999). Work stress and customer service delivery. Journal of Services Marketing, 13(3), 229- 241.
  • Varca, P. (1999). Work stress and customer service delivery. Journal of Services Marketing, 13(3), 229- 241.
  • Wang, Y., Chen, C. C., Lu, L., Eisenberger, R. ve Fosh, P. (2018). Effects of leader–member exchange and workload on presenteeism. Journal of Managerial Psychology, 33(7/8), 511-523.
  • Wang, Y., Chen, C. C., Lu, L., Eisenberger, R. ve Fosh, P. (2018). Effects of leader–member exchange and workload on presenteeism. Journal of Managerial Psychology, 33(7/8), 511-523.
  • Wefald, A. J., Smith, M.R., Savastano, T. C. ve Downey, R. G. (2008). A structural model of workload, job attitudes, stress and turnover intentions. Midwest Academy of Management Annual Conference, St. Louis, Missouri.
  • Wefald, A. J., Smith, M.R., Savastano, T. C. ve Downey, R. G. (2008). A structural model of workload, job attitudes, stress and turnover intentions. Midwest Academy of Management Annual Conference, St. Louis, Missouri.
  • Williams, S. V. (2003). An empirical investigation of turnover intentions of internal auditors. Master of Business Administration, 1-101.
  • Williams, S. V. (2003). An empirical investigation of turnover intentions of internal auditors. Master of Business Administration, 1-101.
  • Wynen, J., Boon, J. ve Verlinden, S. (2022). Reform stress in the public sector? Linking change diversity to turnover Intentions and presenteeism among civil servants using a matching approach. Public Performance & Management Review, 45(3), 605-637.
  • Wynen, J., Boon, J. ve Verlinden, S. (2022). Reform stress in the public sector? Linking change diversity to turnover Intentions and presenteeism among civil servants using a matching approach. Public Performance & Management Review, 45(3), 605-637.
  • Xiaoming, Y., Ma, B. J., Chang, C. L. ve Shieh, C. J. (2014). Effects of workload on burnout and turnover intention of medical staff: A study. Studies on Ethno Medicine, 8(3), 229-237.
  • Xiaoming, Y., Ma, B. J., Chang, C. L. ve Shieh, C. J. (2014). Effects of workload on burnout and turnover intention of medical staff: A study. Studies on Ethno Medicine, 8(3), 229-237.
  • Yang, A. B. ve Lee, K. H. (2009). Linking empowerment and job enrichment to turnover intention: The influence of job satisfaction. International Review of Public Administration, 14(2), 13-24.
  • Yang, A. B. ve Lee, K. H. (2009). Linking empowerment and job enrichment to turnover intention: The influence of job satisfaction. International Review of Public Administration, 14(2), 13-24.
  • Yiwen, Z., Lepine, J. A., Buckman, B. R. ve Feng, W. E. I. (2014). It's not fair… or is it? The role of justice and leadership in explaining work stressor–job performance relationships. Academy of Management Journal, 57(3), 675–697. Yunita, P. I. ve Saputra, I. G. N. W. H. (2019). Millennial generation in accepting mutations: Impact on work stress and employee performance. International Journal of Social Sciences and Humanities, 3(1), 102-114.
  • Yiwen, Z., Lepine, J. A., Buckman, B. R. ve Feng, W. E. I. (2014). It's not fair… or is it? The role of justice and leadership in explaining work stressor–job performance relationships. Academy of Management Journal, 57(3), 675–697. Yunita, P. I. ve Saputra, I. G. N. W. H. (2019). Millennial generation in accepting mutations: Impact on work stress and employee performance. International Journal of Social Sciences and Humanities, 3(1), 102-114.
  • Zeytinoglu, I. U., Denton, M., Davies, S., Baumann, A., Blythe, J. ve Boos, L. (2007). Deteriorated external work environment, heavy workload and nurses’ job satisfaction and turnover intention. Canadian Public Policy/Analyse de Politiques, 33(1), 31-47.
  • Zeytinoglu, I. U., Denton, M., Davies, S., Baumann, A., Blythe, J. ve Boos, L. (2007). Deteriorated external work environment, heavy workload and nurses’ job satisfaction and turnover intention. Canadian Public Policy/Analyse de Politiques, 33(1), 31-47.
  • Zincirkıran, M.Ç., Gaye, M., Ceylan, K. ve Emhan, A. (2015). İş görenlerin örgütsel bağlılık, işten ayrılma niyeti, iş stresi ve iş tatmininin örgütsel performans üzerindeki etkisi: Enerji sektöründe bir araştırma. Finans Politik ve Ekonomik Yorumlar, 600, 59-71.
  • Zincirkıran, M.Ç., Gaye, M., Ceylan, K. ve Emhan, A. (2015). İş görenlerin örgütsel bağlılık, işten ayrılma niyeti, iş stresi ve iş tatmininin örgütsel performans üzerindeki etkisi: Enerji sektöründe bir araştırma. Finans Politik ve Ekonomik Yorumlar, 600, 59-71.
Toplam 236 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Psikolojide Davranış-Kişilik Değerlendirmesi
Bölüm Araştırma Makaleleri
Yazarlar

Gönül Türkkan 0000-0002-1601-3389

Tuğba Soyman 0000-0002-7944-0986

Yayımlanma Tarihi 25 Kasım 2023
Gönderilme Tarihi 11 Nisan 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 14 Sayı: 40

Kaynak Göster

APA Türkkan, G., & Soyman, T. (2023). Aşırı İş Yükü, İş Stresi, Presenteizm ve İşten Ayrılma Niyeti Arasındaki İlişkiler: Görgül Bir Araştırma. Süleyman Demirel Üniversitesi Vizyoner Dergisi, 14(40), 1368-1389. https://doi.org/10.21076/vizyoner.1280814

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