Kıskançlık ile İşten Ayrılma Niyeti Arasındaki İlişkide Örgütsel İmajın Aracı Rolü: Sağlık Çalışanları Üzerine Bir Araştırma

Abstract

Problem: Temel bir insan duygusu olarak kıskançlık, insan hayatının büyük bir kısmını etkiler. Bu bağlamda, kıskançlığın iş hayatında da muhtemel etkilere sahip olacağı söylenebilir. Ne var ki, Türkiye’de kıskançlığın bu muhtemel etkilerini ve bu etkilerin sonuçlarını belirlemeye yönelik akademik bir çalışma mevcut değildir. Amaç: Bu araştırmanın amacı sağlık çalışanlarının kıskançlık duyguları ile işten ayrılma eğilimleri arasındaki muhtemel ilişkinin ve bu ilişki üzerinde örgütsel imajın aracı etkisinin ortaya çıkarılmasıdır. İlgili literatür gözden geçirildiğinde, çalışan kıskançlığı ile işten ayrılma eğilimi arasında pozitif bir ilişki olduğu görülmektedir. Ayrıca, literatür taraması sonucunda örgütsel imaj ile işten ayrılma eğilimi arasında negatif bir ilişki olduğu görülmektedir. Kıskançlık ile örgütsel imaj arasındaki ilişkiye bakıldığında, literatürde bu iki değişken arasındaki ilişkiyi araştıran bir çalışma görülmemektedir. Literatürde örgütsel imaj değişkeninin aracı değişken (örneğin stres ile işten ayrılma eğilimi arasında) olarak kullanıldığı görülmektedir, fakat bu değişkenin kıskançlık ile işten ayrılma eğilimi arasında aracı değişken olarak kullanıldığı bir çalışma mevcut gözükmemektedir. Yöntem: Bu çalışma, Türkiye’nin Balıkesir ili merkezi ve diğer ilçelerinde faaliyet gösteren özel hastanelerde çalışmakta olan hemşire ve diğer yardımcı sağlık personeli arasından kolayda örneklem yöntemiyle belirlenmiş olan 340 sağlık çalışanına yüz yüze anket yöntemi uygulanarak gerçekleştirilmiştir. Elde edilen veriler, yapısal eşitli modeline uygun istatistik programları kullanılarak analiz edilmiştir. Bulgular: Aracı değişken analizi gerçekleştirebilmek için değişkenler arasında bulunması gereken ve Baron ve Kenny (1986) tarafından önerilmiş olan ilişki şartları karşılanmıştır. Analiz sonuçları, kıskançlık ile işten ayrılma niyeti arasında pozitif bir ilişki olduğunu ve örgütsel imaj değişkeninin bu ilişki üzerinde kısmi aracı etkiye sahip olduğunu göstermiştir. Özgün Değer: Bu çalışma, ilk olarak, araştırmanın yürütüldüğü ülke ve bölge açısından orijinaldir. İkinci olarak, bir değişken olarak kıskançlığı araştırma konusu yapan bir çok çalışma olmasına rağmen, Türkiye’de bu değişkenin örgütsel araştırmalarda kullanılmadığı görülmektedir. Bu açıdan da çalışma bir ilk olma özelliği taşımaktadır.

Keywords

• Kıskançlık,örgütsel imaj,işten ayrılma eğilimi,hemşire,Turkey

THE MEDIATOR ROLE OF ORGANIZATIONAL IMAGE ON THE RELATIONSHIP BETWEEN JEALOUSY AND TURNOVER INTENTION: A STUDY ON HEALTH WORKERS

Abstract

Problem: As a basic human emotion, jealousy affects most of the parts of people’s life. Therefore, it is quite possible that jealousy has some effects in work life. However, there is not any study in Turkey aimed to determine these effects and their results in workplace. Purpose: The purpose of this study is to explore possible relationship between employee jealousy and turnover intentions of employees’ and mediator role of organizational image perception on this relationship. A review of related literature shows that employee jealousy has a positive relationship with turnover intention. Also, literature review shows that organizational image has a negative association with turnover intention. As to relationship between jealousy and organizational image, there is not any study examining the relationship between these variables in the literature. Additionally, according to literature review, it is seen that researchers used organizational image in their studies as a mediator variable (e.g. between stress and turnover intention) but, again, there is not any study used organizational image as a mediator between jealousy and turnover intention. Methodology: In this study, face-to-face survey method was conducted to 340 health workers chosen through convenient sampling method among nurses and other allied health personnel working at four private hospitals in Balıkesir and its towns in Turkey. Data was analyzed by using structural equation modeling. Findings: Relationships between three variables match the conditions to implement a mediator analysis that are purposed by Baron and Kenny (1986). The results of the study show that employee jealousy has a positive relationship with turnover intention, and organizational image perceptions of employees’ have a mediator effect on this relationship. Originality: This study is original in terms of country and region that it was implemented. Although there are many studies dealing with jealousy as a variable, this variable is not used in organizational researches in Turkey.

Keywords

• Jealousy,organizational image,turnover intention,nurses,Turkey

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