Konaklama İşletmelerinde İnsan Kaynakları Çalışanlarına Göre Sapkın Çalışan Davranışları ve Psikolojik İyi Oluş

Year 2023, , 2381 - 2410, 18.09.2023

Aydın Çivilidağ , Şerife Durmaz , Kardelen Devrim Doruköz

https://doi.org/10.25295/fsecon.1336885

Abstract

Bu çalışmada konaklama endüstrisindeki insan kaynakları (İK) çalışanları açısından işgörenlerin sapkın davranışları ve psikolojik iyi oluşunun incelenmesi amaçlanmıştır. Araştırmada hem nicel hem de nitel yöntem uygulanmıştır. Nicel veriler için sapkın davranış ölçeğinden yararlanılmıştır. Nitel veri toplamak için araştırmacılar tarafından yarı yapılandırılmış görüşme formları oluşturulmuştur. Araştırmanın nitel kısmına 12 İK çalışanı gönüllü olarak katılırken, nicel kısmına 207 İK çalışanı katılmıştır. Araştırma sonucuna göre; İK çalışanları işgören davranışlarından en fazla hırsızlık sapkın davranışını ifade etmiştir. Sapkın çalışan davranışının en temel nedenin kişilik sorunları olduğu ve sapkın çalışan davranışının önlenmesi için işgörenlerin eğitim verilmesi gerektiğini belirtmiştir. İşgörenlerin iyilik halinin geliştirilmesi içinde en fazla doğum günü kutlamaları ile ayın personeli seçimi faaliyetlerinin yapıldığı anlaşılmıştır. İK çalışanlarının sapkın çalışan davranışları puanları ile İK çalışanlarının görüşleri incelendiğinde ise hem nicel hem de nitel bulgular işgörenler arasında kavgaya yönelik ilişki olduğunu ortaya koymaktadır.

Keywords

İnsan kaynakları çalışanı, sapkın çalışan davranışları, psikolojik iyi oluş

Deviant Employee Behaviors and Psychological Well-Being According to Human Resources Employees in Hospitality Business

Abstract

This study aims to examine the employees' deviant behaviors and psychological well-being in terms of human resources (HR) employees in the hospitality industry. Both quantitative and qualitative methods were used in the research. The deviant behavior scale was used for quantitative data. Semi-structured interview forms were created by the researchers to collect qualitative data. While 12 HR employees voluntarily participated in the qualitative part of the research, 207 HR employees participated in the quantitative part. According to the research result, HR employees expressed the most theft-deviant behavior among employee behaviors. He stated that the main reason for deviant employee behavior is personality problems and that employees should be trained to prevent deviant employee behavior. To improve the well-being of the employees, it was understood that the birthday celebrations and the selection of the personnel of the month activities were carried out the most. When the deviant behavior scores of HR employees and the opinions of HR employees are examined, both quantitative and qualitative findings reveal that there is a significant relationship among employees who are more inclined to fight with deviant behavior.

Keywords

Human resources worker, deviant worker behavior, well being.

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