Restoranlarda İş Güvencesizliği, İşe Yabancılaşma ve Sessiz İstifa

Abstract

Kaynakların Korunumu Teorisi (COR) temel alınarak, bu çalışma bilişsel ve duyuşsal iş güvencesizliğinin, restoran çalışanları arasında işe yabancılaşma aracılığıyla sessiz istifa davranışı üzerindeki etkisini incelemektedir. Veriler, Kasım–Aralık 2025 tarihleri arasında Türkiye’nin Ankara ilinde faaliyet gösteren günlük yemek restoranlarında çalışan 396 kişiden, kolayda örnekleme yöntemi ve kesitsel araştırma tasarımı kullanılarak toplanmıştır. Bilişsel ve duyuşsal iş güvencesizliği, işe yabancılaşma ve sessiz istifa değişkenlerini ölçmek amacıyla geçerliliği kanıtlanmış ölçekler beşli Likert tipi kullanılarak uygulanmıştır. Veriler IBM SPSS V.22 ve IBM AMOS V.20 programları kullanılarak analiz edilmiştir. Önerilen model, kovaryans temelli yapısal eşitlik modellemesi (CB-SEM) ile test edilmiştir. Yapısal modelin kabul edilebilir uyum değerleri gösterdiği belirlenmiştir (χ²/df = 2.56, CFI = .968, TLI = .961, RMSEA = .063). Bulgular, bilişsel iş güvencesizliğinin işe yabancılaşma (β = .14, p < .05) ve sessiz istifa (β = .34, p < .001) ile pozitif yönde ilişkili olduğunu; duyuşsal iş güvencesizliğinin ise işe yabancılaşma (β = .34, p < .001) ve sessiz istifa (β = .31, p < .001) üzerinde pozitif etkiler yarattığını göstermektedir. İşe yabancılaşmanın da sessiz istifayı anlamlı şekilde yordadığı tespit edilmiştir (β = .21, p < .001). Model, işe yabancılaşmadaki varyansın %18.5’ini ve sessiz istifadaki varyansın %45.9’unu açıklamaktadır. Bootstrap analizleri, bilişsel (β = .03, %95 GA [.006, .074]) ve duyuşsal iş güvencesizliğinin (β = .07, %95 GA [.037, .124]) işe yabancılaşma aracılığıyla sessiz istifa üzerindeki dolaylı etkilerinin anlamlı olduğunu ve kısmi aracılık bulunduğunu ortaya koymuştur.

Keywords

• İş güvencesizliği
• işe yabancılaşama
• sessiz istifa
• restoran çalışanları

Job Insecurity, Work Alienation, and Quiet Quitting Among Restaurant Employees

Abstract

The theoretical framework of this research was approached Conservation of Resources (COR) theory. Within the theoretical structure of the model, the research examines the mediator role of work alienation on the impact of cognitive and affective job insecurity on quiet quitting behavior in a sample of restaurant employees. Data were collected from 396 employees working in casual dining restaurants located in Ankara, Türkiye, between November and December 2025, using a convenience sampling method and a cross-sectional survey design. Established scales were employed to measure cognitive and affective job insecurity, work alienation, and quiet quitting on a five-point Likert scale. Data were analyzed using IBM SPSS V.22 and IBM AMOS V.20. The structural model demonstrated acceptable fit (χ²/df = 2.56, CFI = .968, TLI = .961, RMSEA = .063). The results indicated that cognitive job insecurity was related to work alienation (β = .14, p < .05) and quiet quitting (β = .34, p < .001), while affective job insecurity was linked to with work alienation (β = .34, p < .001) and quiet quitting (β = .31, p < .001). Work alienation, in turn, predicted quiet quitting (β = .21, p < .001). The model explained 18.5% of the variance in work alienation and 45.9% of the variance in quiet quitting. Bootstrapping analyses confirmed significant indirect effects of cognitive (β = .03, 95% CI [.006, .074]) and affective job insecurity (β = .07, 95% CI [.037, .124]) on quiet quitting via work alienation, indicating partial mediation.

Keywords

• Job insecurity
• work alienation
• quite quitting
• restaurant employees

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