Örgütsel aile desteği, iş-aile çatışması ve işle bütünleşme arasındaki ilişkileri belirlemeye yönelik bir araştırma

Year 2020, Issue: 48, 9 - 53, 30.06.2020

Gözde Gülen Aydın , Nazlı Ayyıldız Ünnü

Abstract

Bu çalışma örgütsel aile desteğinin işle bütünleşme üzerindeki etkisi ile bu etkide iş ve aile arasında yaşanan çatışmanın rolünü incelemek üzere gerçekleştirilmiştir. Gerçekleştirilen yazın taraması ışığında örgütsel aile desteğinin, formel aile dostu politikalar ve enformel destekleyici iş-aile kültürü şeklinde tanımlandığı ve boyutlandırıldığı tespit edilmiştir. Bununla birlikte hem ulusal hem de uluslararası yazında örgütsel aile desteği ve örgütsel aile desteğinin işle bütünleşme ile ilişkisi üzerine gerçekleştirilen çalışmalar sınırlıdır. Bu çerçevede araştırma kapsamında, aile dostu politikalara sahip firmalarda çalışan, beyaz yakalı, evli ve/veya bağımlı bakım sorumluluğu olan 217 çalışandan anket formu aracılığı ile veriler toplanmış ve gerçekleştirilen analizler sonucunda bulgular ve öneriler ortaya konmuştur. Araştırma sonucunda, aile dostu politikalar ile iş-aile kültürünün işle bütünleşme üzerinde pozitif bir etkisinin olduğu ve bu etkide iş-aile çatışmasının aracı rol üstlendiği tespit edilmiştir. Araştırmada, çalışanların, sunulan politikalara ve aileye ilişkin örgütsel kültüre karşı algılarının ölçülmesinin yanı sıra bu politikaların mevcut durumu ve önemine dikkat çekmek de hedeflenmiştir.

Keywords

Örgütsel Aile Desteği, Aile Dostu Programlar, İş-Aile Kültürü, İş-Aile Çatışması, İşle Bütünleşme

Project Number

Tez No: 551480

Thanks

Sayın Editör, Bu çalışma, Doç. Dr. Nazlı Ayşe Ayyıldız Ünnü’nün danışmanlığını yürüttüğü, Gözde Gülen Aydın’ın “Örgütsel Aile Desteğinin İş-Aile Çatışması ve İşle Bütünleşme Üzerindeki Etkisini Açığa Çıkarmaya Yönelik Bir Araştırma” başlıklı Yönetim Bilimi ve Organizasyon programındaki yüksek lisans tez çalışmasından türetilmiştir.

A research on determining the relationships among organizational family support, work-family conflict and work engagement

Abstract

This study aims
to investigate the effect of organizational family support on work engagement
and analyze the role of work-family conflict on this proposed effect. In the
light of literature review, it is seen that the organizational family support
is defined and dimensionalized as formal family friendly programs and informal
work-family culture. However, there are limited number of studies that examine
organizational family support and its relationship with work engagement in both
national and international literature. In this context, a questionnaire was
applied to 217 white collar, married and/or dependent care employees working in
companies with family friendly policies and both the findings and suggestions
are presented. As a result of the research, it is found that family friendly
policies and work-family culture have positive effect on work engagement and
work-family conflict plays a mediator role in this effect. It is aimed to draw
attention to the current status and importance of family friendly policies as
well, while measuring the perceptions of the employees towards these policies
and family friendly organizational culture.

Keywords

Organizational Family Support, Family Friendly Programs, Work-Family Culture, Work-Family Conflict, Work Engagement

Project Number

Tez No: 551480

References

• Akın M. (2008). Örgütsel destek, sosyal destek ve iş/aile çatışmalarının yaşam tatmini üzerindeki etkileri. Erciyes Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 1(25), 141-171.
• Aksu B. A. (2014). İşletmelerde kadın çalışanlara yönelik aile dostu insan kaynakları politikaları, iş-aile çatışması ve desteğinin iş doyumu ile ilişkisi [Yayımlanmamış yüksek lisans tezi]. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü.
• Allen, T. D. (2001). Family-supportive work environments: the role of organizational perceptions. Journal of vocational behavior, 58(3), 414-435.
• Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formel organizational initiatives and enformel workplace practices: links to work-family conflict and job-related outcomes. Journal of management, 28(6), 787-810.
• Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international, 13(3), 209-223.
• Bardoel, E. A., Tharenou, P., & Moss, S. A. (1999). Organizational predictors of work-family practices. Asia Pacific Journal of Human Resources, 36(3), 31-49.
• Behson, S. J. (2002). Which dominates? The relative importance of work–family organizational support and general organizational context on employee outcomes. Journal of vocational behavior, 61(1), 53-72.
• Behson, S. J. (2005). The relative contribution of formel and enformel organizational work–family support. Journal of vocational behavior, 66(3), 487-500.
• Brislin, R. W. Lonner, W.J., & Thorndike, R.M. (1973). Cross-cultural research methods. Canada: John Wiley & Sons Pub.
• Brough, P., O'driscoll, M. P., & Kalliath, T. J. (2005). The ability of ‘family friendly’organizational resources to predict work–family conflict and job and family satisfaction. Stress and Health, 21(4), 223-234.
• Butts, M. M., Casper, W. J. & Yang, T. S. (2013). How important are work–family support policies? a meta-analytic investigation of their effects on employee outcomes. Journal of Applied Psychology, 98(1), 1-25.
• Buz, D. (2009). The relationship between family friendly policies and work family conflict with special reference to the moderating effects of depressive symptoms and occupational self efficacy [Yayımlanmamış yüksek lisans tezi]. Marmara Üniversitesi Sosyal Bilimler Enstitüsü.
• Byron, K. (2005). A meta-analytic review of work–family conflict and its antecedents. Journal of Vocational Behavior, 67(2), 169-198.
• Caillier, J. G. (2016). Does satisfaction with family-friendly programs reduce turnover? A panel study conducted in US federal agencies. Public Personnel Management, 45(3), 284-307.
• Carlson, D. S., & Perrewé, P. L. (1999). The role of social support in the stressorstrain relationship: an examination of work-family conflict. Journal of management, 25(4), 513-540.
• Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work–family conflict. Journal of Vocational behavior, 56(2), 249-276.
• Ceylan, G. (2011). Aile dostu uygulamaların iş-özel yaşam dengesi üzerindeki etkisi [Yayımlanmamış yüksek lisans tezi]. Dokuz Eylül Üniversitesi Sosyal Bilimleri Enstitüsü.
• Cooklin, A. R., Westrupp, E. M., Strazdins, L., Giallo, R., Martin, A., & Nicholson, J. M. (2016). Fathers at work: Work–family conflict, work–family enrichment and parenting in an Australian cohort. Journal of family issues, 37(11), 1611-1635
• Çarıkçı, İ. (2001). Örgütlerin aile yaklaşımları çerçevesinde aile dostu örgüt yapıları. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 6(1), 127-138.
• Çarıkçı, İ., & Avşar, N. (2005). Kamu kesimi yöneticilerinde cinsiyet rolü algılamalarının aile dostu düzenleme ve politikalarına etkileri. Yönetim Bilimleri Dergisi, 3(1), 65-78
• Demirtaş, Ö., & Bingöl, D. (2016). Örgütlerde sosyal destek kapsamında örgütsel aile ve amir desteğinin izdüşümleri. Ataturk University Journal of Economics & Administrative Sciences, 29(1), 171-186.
• Dikkers, J. S., Geurts, S. A., Dulk, L. D., Peper, B., Taris, T. W., & Kompier, M. A. (2007). Dimensions of work–home culture and their relations with the use of work–home arrangements and work–home interaction. Work & Stress, 21(2), 155-172.
• Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied psychology, 71(3), 500-507.
• Eker, I. (2011). İş, aile ve bireysel yaşam uyumu: yaşamın dengesine bazı değişkenlerin etkisinin incelenmesi [Yayımlanmamış yüksek lisans tezi]. Ankara Üniversitesi Fen Bilimleri Enstitüsü.
• Ertemli, B. (2011). İş aile ve işle çatışmalarının işe cezbolma üzerindeki etkisine yönelik bir uygulama [Yayımlanmamış yüksek lisans tezi]. Yıldız Teknik Üniversitesi Sosyal Bilimler Enstitüsü.
• Feierabend, A. (2010). Spillover effect of family supportive work environment. Discussion paper, No: 11.
• Fiksenbaum, L. M. (2014). Supportive work–family environments: implications for work–family conflict and well-being. The International Journal of Human Resource Management, 25(5), 653-672.
• French, K. A. & Agars, M. D. (2018). Work–family culture in low-income environments: can we generalize?. Journal of Career Development, 45(1), 50-67.
• Frone, M. R., Russell, M., & Cooper, M. L. (1992a). Prevalence of work‐family conflict: Are work and family boundaries asymmetrically permeable? Journal of Organizational Behavior, 13(7), 723-729.
• Frone, M. R., Russell, M., & Cooper, M. L. (1992b). Antecedents and outcomes of work-family conflict: testing a model of the work-family interface. Journal of applied psychology, 77(1), 65-78.
• Glaveli, N., Karassavidou, E., & Zafiropoulos, K. (2013). Relationships among three facets of family-supportive work environments, work–family conflict and job satisfaction: a research in Greece. The International Journal of Human Resource Management, 24(20), 3757-3771.
• Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of management review, 10(1), 76-88.
• Haar, J. M., & Roche, M. A. (2010). Family supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction. The International Journal of
• Human Resource Management, 21(7), 999-1014.
• Halbesleben, J. R. B., Harvey, J., & Bolino, M. (2009). Too engaged? a conservation of resources view of the relationship between work engagement and work interference with family. Journal of Applied Psychology, 94(6), 1452-1465.
• Hammer, L., Kossek, E., Yragui, N., Bodner, T., & Hanson, G. (2009). Development and validation of a multidimensional measure of family supportive supervisor behaviors. Journal of Management, 35(4), 837-856.
• Holter, Ø. G. (2007). Men's work and family reconciliation in Europe. Men and masculinities, 9(4), 425-456.
• Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress: studies in role conflict and ambiguity. New York: Wiley.
• Kahn W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal. 33(4), 692-724.
• Kossek, E. E., Pichler, S., Bodner, T., & Hammer, L. B. (2011). Workplace social support and work–family conflict: a meta‐analysis clarifying the influence of general and work–family‐specific supervisor and organizational support. Personnel psychology, 64(2), 289-313.
• Lapierre, L. M., Spector, P. E., Allen, T. D., Poelmans, S., Cooper, C. L., Odriscoll, M. P., & Kinnunen, U. (2008). Family-supportive organization perceptions, multiple dimensions of work–family conflict, and employee satisfaction: a test of model across five samples. Journal of Vocational Behavior, 73(1), 92-106.
• Liddicoat, L. (1999). Stakeholder perceptions of family friendly workplaces: case studies of six New Zealand organisation [Unpublished PhD thesis]. Massey University, Palmerston North.
• Listau, K., Christensen, M., &Innstrand, S. T. (2017). Work engagement-A double edged Sword: a Study of the Relationship between Work Engagement and the Work-Home Interaction Using the ARK Research Platform. Scandinavian Journal of Work and Organizational Psychology, 2(1), 1–13.
• Mansour, S. & Tremblay, D. G. (2016). Work–family conflict/family–work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways”. The International Journal of Human Resource Management, 1-33.
• Martin, A. B. (2013). Work/family conflict as a predictor of employee work engagement of extension professionals [Unpublished PhD thesis]. University of Tennessee, Knoxville.
• Maslach, C. & Leiter, M. P. (1997). The truth about burnout: how organization cause, personal stress and what to do about it. San Francisco: Jossey-Bass.
• Maslach, C., Schaufeli, W. & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
• Mauno S., Kinnunen, U., & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70(1), 149-171.
• Mesmer-Magnus, J. R., & Viswesvaran, C. (2006). How family-friendly work environments affect work/family conflict: A meta-analytic examination. Journal of labor research, 27(4), 555-574.
• Mesmer-Magnus, J., Murase, T., Dechurch, L. A., & Jiménez, M. (2010). Coworker informal work accommodations to family: scale development and validation. Educational and Psychological Measurement, 70(3), 511-531.
• Netemeyer, R. G., Boles, J. S., & Mcmurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of applied psychology, 81(4), 400-410.
• Noor, N. M. (2004). Work-family conflict, work and family-role salience, women's well being. The Journal of Social Psychology, 144, 389-405.
• O'driscoll, M. P., Poelmans, S., Spector, P. E., Kalliath, T., Allen, T. D., Cooper, C. L., & Sanchez, J. I. (2003). Family-responsive interventions, perceived organizational and supervisor support, work-family conflict, and psychological strain. International Journal of Stress Management, 10(4), 326-344.
• Özen S., & Uzun, T. (2005). İşyerinde çalışanın yaşadığı çatışmanın azaltılmasında örgütün ve ailenin rolü: polis memurlarına yönelik bir uygulama. Dokuz Eylül Üniversitesi Sosyal Bilimler Dergisi, 7(3), 128-147.
• Özkalp, E., & Meydan, B. (2015). Schaufeli ve Bakker tarafından geliştirilmiş olan işe angaje olma ölçeğinin Türkçe’de güvenilirlik ve geçerliliğinin analizi. The Journal of Industrial Relations and Human Resources, 17(3), 1-19.
• Parasuraman, S. Greenhaus, J. H., & Granrose, C. S. (1992). Role stressors, social support, and well‐being among two‐career couples. Journal of Organizational behavior, 13(4), 339-356.
• Peeters, M., Wattez, C., Demerouti, E., & De Regt, W. (2009). Work-family culture, work-family interference and well-being at work: Is it possible to distinguish between a positive and a negative process?. Career Development International, 14(7), 700-713.
• Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698-714.
• Richman, A. L., Civian, J. T., Shannon, L. L., Jeffrey Hill, E., & Brennan, R. T. (2008). The relationship of perceived flexibility, supportive work–life policies, and use of formel flexible arrangements and occasional flexibility to employee engagement and expected retention. Community, work and family, 11(2), 183-197.
• Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study. Journal of organizational Behavior, 25(3), 293-315.
• Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: a cross-national study. Educational and psychological measurement, 66(4), 701-716.
• Schaufeli, W. B., & Salanova, M. (2008). Enhancing work engagement through the management of human resources. The individual in the changing working life, 380-402. https://www.wilmarschaufeli.nl/publications/Schaufeli/293.pdf
• Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92.
• Stock, R. M., Strecker, M. M., & Bieling, G. I. (2016). Organizational work– family support as universal remedy? A cross-cultural comparison of China, India and the USA. The International Journal of Human Resource Management, 27(11), 1192-1216.
• Thomas, L. T., & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: a control perspective. Journal of applied psychology, 80(1), 6.
• Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work–family benefits are not enough: The influence of work–family culture on benefit utilization, organizational attachment, and work–family conflict. Journal of Vocational behavior, 54(3), 392-415.
• Thompson, C. A., Jahn, E. W., Kopelman, R. E., & Prottas, D. J. (2004). Perceived organizational family support: a longitudinal and multilevel analysis. Journal of Managerial issues, 545-565.
• Thompson, C. A. & Prottas, D. J. (2006). Relationships among organizational family support, job autonomy, perceived control, and employee well-being. Journal of occupational health psychology, 11(1), 100-118.
• Timms, C., Brough, P., O'driscoll, M., Kalliath, T., Siu, O. L., Sit, C., & Lo, D. (2015). Flexible work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific Journal of Human Resources, 53(1), 83-103.
• Turgut, T. (2011). Çalışmaya tutkunluk: iş yükü, esnek çalışma saatleri, yönetici desteği ve iş-aile çatışması ile ilişkileri. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(3-4), 155-179.
• Turunç, Ö. & Çelik, M. (2010). Algılanan örgütsel desteğin çalışanların iş-aile, aile-iş çatışması, örgütsel özdeşleşme ve işten ayrılma niyetine etkisi: savunma sektöründe bir araştırma, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 14(1), 209-232.
• Ulukapı, H. (2013). Algılanan örgütsel desteğin iş-yaşam dengesine etkisi: Konya Üniversiteleri [Yayımlanmamış doktora tezi]. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü.
• Ülker, V. (2018). Aile dostu politikaların işgörenlerin kariyer tatminleri ve yaşam doyumlarına olan etkisi [Yayımlanmamış doktora tezi]. Namık Kemal Üniversitesi.
• Wooten, L. P. (2004). Creating family-friendly organization. USA: Chowdhury, Next Generation Business Handbook.
• 6663 Sayılı Gelir Vergisi Kanunu ile Bazı Kanunlarda Değişiklik Yapılmasına Dair Kanun (2016, Şubat 10). Resmi Gazete, Sayı 29620, https://www.resmigazete.gov.tr/eskiler/2016/02/20160210.pdf