The Effect of Workplace Conditions On Employee Job Performance

Abstract

In the health sector, violent situations have led to the advancement of prevention policies and practices for employees working efficiently. The condition of the hospital, the adequacy of resources, the presence of conflicts between employees, and the management style make happy or unhappy employees that causes them to behave positively or negatively. The aim of the study is to determine the effect of the workplace conditions, violence prevention policies and practices, organizational constraints and conflicts between employees on employee job performance, dimensioned as counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). A survey on the permanent nurses and health officers in a hospital was conducted, and a developed model was tested using structural equational modeling. The result partially corresponds to the model in that a violence prevention climate in the workplace and constraints within the organization affect well-being, OCB and CWB. As the most important dissimilarity from the literature, organizational constraints positively affect organizational citizenship behavior. This result can be explained that most work should be completed immediately regardless of what happens in the health sector. The results are discussed, and suggestions are presented.

Keywords

• Organizational Citizenship Behavior,Organizational Constrains,Counterproductive Work Behavior,Violence Prevention Climate,Interpersonal Conflicts,Well-being

Abstract

Sağlık sektöründe yaşanan şiddet olaylarıyla beraber çalışanların işlerini etkili bir şekilde yerine getirebilmeleri için şiddet önleyici politika ve uygulamalar geliştirilmektedir. Hastane ortamı, kaynakların yetersizliği, çalışanlar arasındaki çatışmalar ve yönetim biçimi çalışanların olumlu veya olumsuz davranışına neden olmakta, onları mutlu veya mutsuz yapmaktadır. Bu çalışmanın amacı; işyeri koşulları, şiddet önleyici politika ve uygulamalar, örgütsel kısıtlılıklar ve çatışmalar, çalışanın iş performansı (üretken karşıtı iş davranışı (ÜİD) ve örgütsel vatandaşlık davranışı (ÖVD) şeklinde ayrılmaktadır) üzerindeki etkisini incelemektir. Anket, bir hastanedeki kadrolu hemşire ve sağlık çalışanları üzerinde yapılmıştır. Geliştirilen model, yapısal eşitlik modeli kullanılarak test edilmiştir. Sonuçlar modeli kısmen doğrulamıştır; işyerindeki şiddet önleyici iklim ve örgütsel kısıtlılıklar mutluluğu, ÖVD ve ÜİD’yi etkilemektedir. Literatürden ayrılan en önemli farklılık, örgütsel kısıtlılıkların örgütsel vatandaşlık davranışını olumlu yönde etkilediğidir. Bu sonuç sağlık sektöründe olayların nasıl oluştuğuna bakılmaksızın işlerin hızlı bir şekilde yapılması gerekliliği ile açıklanabilir. Bulunan sonuçlar tartışılmış ve öneriler sunulmuştur.

Keywords

• Üretken Karşıtı İş Davranışı,Örgütsel Vatandaşlık Davranışı,Örgütsel Kısıtlıklar,Şiddet Önleyici İklim,Kişilerarası Çatışma,Mutluluk

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