THE EFFECT OF ATHLETES' PRESENTEEISM LEVELS ON THEIR CONFLICT MANAGEMENT

Abstract

The aim of this research was to examine the effect of athletes' presenteeism levels on their conflict management. The study sample consisted of 301 athletes, 110 female and 191 male, who participated in sports competitions at Ağrı İbrahim Çeçen University and Tokat Gaziosmanpaşa University in the 2024-2025 academic year. In the data collection part of the study, ‘Personal Information Form’ prepared by the researcher, ‘Stanford Presenteeism Scale’ adapted into Turkish by Coşkun, (2012)1 and ‘Conflict Management Styles Scale’ adapted into Turkish by Sökmen and Yazıcıoğlu, (2005)2 were used. Pearson’s correlation coefficient was used to examine the relationship between athletes' presenteeism and conflict management, and regression analysis was used to determine the effect. The results showed that there was a moderate positive relationship between the total scores of Presenteism and ÇYSÖ (r=.436, p=.000). There was a positive and moderate relationship between presenteism and the sub-dimensions of the ÇYSÖ, such as YRD (r=.302, p=.000), UD (r=.399, p=.000), KD (r=.409, p=.000), and UYD (r=.362, p=.000). A positive effect was found between presenteeism and total ÇYSÖ score (R2=.190; p=.000). These results may mean that as athletes’ presenteeism levels increase, their conflict management also increases.

Keywords

• Sport
• presenteism
• conflict
• management

SPORCULARIN PRESENTEİZM DÜZEYLERİNİN ÇATIŞMA YÖNETİMLERİNE ETKİSİ

Abstract

Bu araştırmanın amacı, Sporcuların presenteizm düzeylerinin çatışma yönetimlerine etkisini incelemektir. Araştırmanın örneklemini, 2024-2025 eğitim-öğretim yılı Üniversitelerarası spor müsabakalarına katılan 110 kadın 191 erkek toplam 301 sporcudan oluşmaktadır. Araştırmanın veri toplama kısmında araştırmacı tarafından düzenlenen “Kişisel Bilgi Formu”, Coşkun, (2012)1 tarafından Türkçe’ye uyarlanan “Stanford Presenteizm Ölçeği” Sökmen ve Yazıcıoğlu, (2005)2 tarafından Türkçe’ye uyarlaması yapılan “Çatışma Yönetimi Stilleri Ölçeği” kullanılmıştır. Sporcuların presenteizm ve çatışma yönetimleri arasındaki ilişkiyi incelemek için Pearson korelasyon katsayısı, etkiyi belirlemek için ise regresyon analizinden faydalanılmıştır. Araştırmanın sonucunda, sporcularda Presenteizm ile ÇYSÖ toplam puanları (r=.436, p=.000) arasında pozitif yönlü orta düzeyde ilişki olduğu tespit edilmiştir. Presenteizm ile ÇYSÖ alt boyutlarından YRD (r=.302, p=.000), UD (r=.399, p=.000), KD (r=.409, p=.000) ve UYD (r=.362, p=.000) arasında pozitif yönlü orta düzeyde ilişki olduğu belirlenmiştir. Presenteizm ve ÇYSÖ toplam puanı (R2=.190; p=.000), arasında pozitif yönlü bir etki olduğu saptanmıştır. Bu sonuçlar, sporcuların presenteizm düzeyleri artış gösterdikçe çatışma yönetimlerinin de artığı anlamı taşıyabilir.

Keywords

• spor
• presenteizm
• çatışma
• yönetim

References

1. Coşkun Ö. (2012). İki işyerinde işe devamsızlık ve kendini işe verememede etkili faktörlerin değerlendirilmesi. Doktora Tezi. Ankara Üniversitesi, Sağlık Bilimleri Enstitüsü, Ankara.
2. Sökmen A., Yazıcıoğlu, İ. (2005). Thomas modeli kapsamında yöneticilerin çatışma yönetimi stilleri ve tekstil işletmelerinde bir alan araştırması. Gazi Üniversitesi Ticaret ve Turizm Eğitim Fakültesi Dergisi. 1(1), 1-19.
3. Pfeffer J. (2010). Building sustainable organizations: The human factor. Academy of Management Perspectives. 24(1), 34-45.
4. Johns G. (2010). Presenteeism in the workplace: A review and research agenda. Journal of Organizational Behavior. 31(1), 519-542.
5. Cooper CL. (1996). Hot under the collar. Times Higher Education Supplement. 21(10), 12-16.
6. Karanika-Murray M., Cooper CL. (2018). Presenteeism: An introduction to a prevailing global phenomenon. İçinde: Cooper CL., Lu L. (Editör). Presenteeism at work. 1. Basım. Cambridge: Cambridge University Press.
7. Ruhle SA., Breitsohl H., Aboagye E., Baba V., Biron C., Correia Leal C., Dietz C., Ferreira AI., Gerichh J., Johnsi G., Karanika-Murray M.,Lohausl D., Løkke A., Lopes SL., Martinez LF., Miraglia M., Muschalla B., Poethkeq U., Sarwat N., Schades H., Steidelmüller C., Vinberg S., Whysal Z., Yang T. (2020). To work, or not to work, that is the question – Recent trends and avenues for research on presenteeism. European Journal of Work and Organizational Psychology. 29(3), 344-363.
8. Ishimaru T., Mine Y., Fujino Y. (2020). Two definitions of presenteeism: Sickness presenteeism and impaired work function. Occupational Medicine. 70(2), 95-100.

9. Aronsson G., Gustafsson K., Dallner M. (2000). Sick but yet at work: An empirical study of sickness presenteeism. Journal of Epidemiology and Community Health. 54(7), 502-509.
10. Stewart W. F., Ricci JA., Chee E., Morganstein D., Lipton R. (2003). Lost productive time and cost due to common pain conditions in the US workforce. Journal of the American Medical Association. 290(1), 2443-2454.
11. Turpin RS., Ozminkowski RJ., Sharda CE., Collins JJ., Berger, ML., Billotti GM., Baase CM., Olson MJ., Nicholson S. (2004). Reliability and validity of the Stanford Presenteeism Scale. Journal of Occupational and Environmental Medicine. 46(11), 1123-1133.
12. Ipsen C., Karanika-Murray M., Nardelli G. (2020). Guest editorial: Addressing mental health and organisational performance in tandem: A challenge and an opportunity for bringing together what belongs together. Work & Stress. 34(1), 1-4.
13. Kinman G. (2019). Sickness presenteeism at work: Prevalence, costs and management. British Medical Bulletin. 129(1), 69-78.
14. Solovieva S., Leinonen T., Husgafvel-Pursiainen K., Heliövaara M., Viikari-Juntura E. (2018). Occupational differences in sickness presenteeism trend. European Journal of Public Health. 28(4), 134-145.
15. Karanika-Murray M., Biron C., Hervieux V., Whysall Z., Chen H. (2021). Managing presenteeism to optimise health and performance. In The SAGE Handbook of organizational wellbeing. 1. Baskı. London: Sage. 232-247.
16. Karasar N. (2006). Bilimsel araştırma yöntemi. 4. Baskı. Nobel Yayıncılık. 207-220.
17. Mayer J., Kühnle F., Thiel A. (2020). Presenteeism in elite sport organisations: a framework for understanding athletes’ decisions to practise sport despite health concerns. In Routledge Handbook of Athlete Welfare. 1. Baskı. Routledge. 81-93.
18. Roderick M., Waddington I., Parker G. (2000). Playing hurt: Managing injuries in English professional football. International Review for the Sociology of Sport. 35(2), 165-180.
19. Quelch JA., Knoop CI. (2018). Compassionate management of mental health in the modern workplace. 1. Baskı. Springer International Publishing. 120-150.
20. Wiese-Bjornstal DM. (2009). Sport injury and college athlete health across the lifespan. Journal of Intercollegiate Sports, 2(1), 64-80.
21. Sagar SS., Jowett S. (2012). Communicative acts in coach–athlete interactions: When losing competitions and when making mistakes in training. Western Journal of Communication. 76(2), 148-174.
22. Mayer J., Thiel A. (2018). Presenteeism in the elite sports workplace: The willingness to compete hurt among German elite handball and track and field athletes. International Review for the Sociology of Sport. 53(1), 49-68.
23. Mayer J., Giel KE., Malcolm D., Schneider S., Diehl K., Zipfel S., Thiel A. (2018). Compete or rest? Willingness to compete hurt among adolescent elite athletes. Psychology of Sport and Exercise. 35(1), 143-150.
24. Buron JW. (1987) Resolving deep rooted conflict. 1st edition. Virginia: Centre for Conflict Resolution. University Press of America. 115-135.
25. Wachsmuth S., Jowett S., Harwood CG. (2017). Conflict among athletes and their coaches: What is the theory and research so far?. International Review of Sport and Exercise Psychology. 10(1), 84-107.
26. Wachsmuth S., Jowett S., Harwood, CG. (2018). Managing conflict in coach–athlete relationships. Sport, Exercise, and Performance Psychology. 7(4), 371-391.
27. Kristiansen E., Tomten SE., Hanstad DV., Roberts GC. (2012). Coaching communication issues with elite female athletes: Two Norwegian case studies. Scandinavian Journal of Medicine & Science in Sports. 22(6), 156-167.
28. Mellalieu S., Shearer DA, Shearer C. (2013). A preliminary survey of interpersonal conflict at major games and championships. The Sport Psychologist. 27(2), 120-129.
29. Stebbings J., Taylor, IM., Spray CM., Ntoumanis N. (2012). Antecedents of perceived coach interpersonal behaviors: The coaching environment and coach psychological well-and ill-being. Journal of Sport and Exercise Psychology. 34(4), 481-502.
30. Grünhagen M., Watson A., Croonen E. (2024). Going the extra mile: Unveiling the roots of franchisee organisational citizenship behaviours in franchise systems. International Small Business Journal. 1-25.
31. Tabachnick BG., Fidell LS. (2013). Using multivariate statistics. 6. Baskı. Allyn and Bacon. ABD. 50-150.
32. Büyüköztürk Ş., Çokluk Ö., Köklü N. (2011). Sosyal bilimler için istatistik 7. Baskı. Ankara: Pegem Akademi Yayıncılık. 17-40.
33. Koopman C., Kenneth P., Murray J., Sharda C., Berger M., Turpin R., Hackleman P., Gibson P., Holmes D., Bendel T. (2002). Stanford presenteeism scale: Health status and employee productivity. Journal of Occupational and Environmental Medicine. 44(1), 14-20.
34. Ruble TL., Thomas KW. (1977), Support a Two-Dimensional Model of Conflict Behavior, Organizational Behavior and Human Performance. 16(1), 143-155.
35. Lu L., Peng S., Lin HY., Cooper CL. (2014). Presenteeism and health over time among chinese employees: The Moderating Role of Self-Efficacy, Work & Stress. 28(2), 165-178.
36. Kapız Ö., Özen S. (2002). İş-aile yaşamı dengesi ve dengeye yönelik yeni bir yaklaşım: Sınır teorisi. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 4(3), 139-153.
37. Keçeci O., Demiray E. (2020). Spor işletmeleri personelinin iş yerlerindeki örgütsel çatışmaların nedenleri ve yönetilme stillerine yönelik algıları. Celal Bayar Üniversitesi Beden Eğitimi ve Spor Bilimleri Dergisi. 15(1), 31-47.
38. Naseem K., Ahmed A. (2020). Presenteeism as a consequence of workplace bullying: Mediating role of emotional exhaustion and moderation of climate for conflict management. Pakistan Journal of Commerce and Social Sciences. 14(1), 143-166.
39. Kim J., Kim YK., Leem SH., Won JU. (2019). Association between job-related stress and experience of presenteeism among Korean workers stratified on the presence of depression. Annals of Occupational and Environmental Medicine. 31(1), 1-15.
40. Lakiša S., Matisāne L., Gobiņa I., Orru H., Vanadziņš I. (2022). Sickness presenteeism among employees having workplace conflicts-Results from pooled analyses in Latvia. International Journal of Environmental Research and Public Health. 19(17), 1-12.
41. Yang T., Shen YM., Zhu M., Liu Y., Deng J., Chen Q., See LC., Cooper C. (2015). Effects of co-worker and supervisor support on job stress and presenteeism in an aging workforce: A structural equation modelling approach. International Journal of Environmental Research and Public Health. 13(1), 1-15.
42. Mori T., Nagata T., Nagata M., Odagami K., Mori K. (2022). Perceived supervisor support for health affects presenteeism: A cross-sectional study. International Journal of Environmental Research and Public Health. 19(1), 1-10.
43. Sloan MM. (2012). Unfair treatment in the workplace and worker well-being: The role of coworker support in a service work environment. Work and Occupations. 39(1), 3-34.
44. Lee SH., Sung JH., Kim DH., Sim CS. (2021). The association between direct supervisor’s behavior and employee presenteeism in Korean wage workers: findings from the fifth Korean working condition survey. Annals of Occupational and Environmental Medicine. 33(1), 1-14.
45. Wynen J., Boon J., Op de Beeck S. (2021). Fear of missing out? Linking workplace changes and presenteeism. Australian Journal of Public Administration. 80(4), 690-712.
46. Branch S., Ramsay S., Barker M. (2012). Workplace bullying, mobbing and general harassment: A review. International Journal of Management Reviews. 15(3), 280-299.
47. Cho YS., Park JB., Lee KJ., Min KB., Baek CI. (2016). The association between Korean workers’ presenteeism and psychosocial factors within workplaces. Annals of Occupational and Environmental Medicine. 28(45), 1-8.
48. Johns G. (2011). Attendance dynamics at work: The antecedents and correlates of presenteeism, absenteeism, and productivity loss. Journal of Occupational Health Psychology. 16(4), 483-500.
49. Frone MR., Russell M., Cooper ML. (1997). Relation of work-family conflict to health outcomes: A four-year longitudinal study of employed parents. Journal of Occupational and Organizational Psychology. 70(4), 325-335.
50. Cicei CC. (2012). Examining the effects of work-family conflict: An exploratory study on sickness presenteeism. Romanian Journal of Experimental Applied Psychology. 3(1), 4-11.
51. Panari C., Simbula S. (2016). Presenteeism “on the desk”: The relationships with work responsibilities, work-to-family conflict, and emotional exhaustion among Italian school teachers. International Journal of Workplace Health Management. 9(1), 84-95.
52. Goto E., Ishikawa H., Okuhara T., Ueno H., Okada H., Fujino Y., Kiuchi T. (2020). Presenteeism among workers: Health-related factors, work-related factors and health literacy. Occupational Medicine. 70(8), 564-569.
53. Schaufeli WB., Taris TW., Van Rhenen W. (2008). Workaholism, burnout, and work engagement: Three of a kind or three different kinds of employee well-being? Applied Psychology: An International Review. 57(2), 173-203.
54. Van Beek I., Taris TW., Schaufeli WB. (2011). Workaholic and work engaged employees: Dead ringers or worlds apart? Journal of Occupational Health Psychology. 16(4), 468-482.
55. Cooper CL. (1998). The changing nature of work. Community, Work & Family, 1(3), 313-317.
56. Simpson R. (1998). Presenteeism, power and organizational change: Long hours as a career barrier and the impact on the working lives of women managers. British Journal of Management. 9(1), 37-50.