Research Article
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Year 2019, Volume: 4 Issue: 1, 25 - 45, 30.04.2019
https://doi.org/10.25203/idd.513485

Abstract

References

  • Adler, P.S. ve Seok-Woo K. (2002). Social capital: Prospects for a new concept. Academy of Management Re view, 27 (1), 17-40.
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  • Avey, J.B., Reichard, R.J., Luthans, F. ve Mhatre, K.H. (2011). Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance. Human Resources Development Quarterly, 22 (2), 127- 152.
  • Avey, J.B., Luthans, F.ve Youssef, C.M. (2010). The additive value of positive psychological capital in predicting work attitudes and behaviors. Journal of Management, 36 (2), 430-452.
  • Avey, J.B., Wernsing, T.S. ve Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44 (1), 48-70.
  • Aycan, Z. (b.t.). İş-Aile Dengesi: Uluslararası Araştırma Projesi, PROJECT 3535, Türkçe Ölçekler. Erişim Tarihi: 14.01.2015. http://zeynepaycan.net/doc/p6.pdf.
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  • Bakker, A. ve Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22, 309-328.
  • Bakker, A.B., Demerouti, E., Euwema, M.C. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Pschology, 10 (2), 170-180.
  • Bakker, A.B., Demerouti, E., ve Verbeke, W. (2004). Using the job-demands and resources model to predict burnout and performance.Human Resource Management, 43 (1), 83-104.
  • Bakker, A. ve Schaufeli, W.B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147-154.
  • Bal Taştan, S. (2014). The theoretical implications of job demands– resources model: A research study on the relations of job demands, supervisor support and job autonomy with work engagement. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 28 (4).
  • Baron, Reuben M. ve David A. Kenny (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51 (6): 1173-1182.
  • Bilgiç, R. (2008). İş Özellikleri Kuramı: Geniş Kapsamlı Gözden Geçirme. Türk Psikoloji Yazıları, Aralık 2008, 11 (22), 66-77.
  • Bitmiş, M.G. & Ergeneli, A. (2013). The Role of Psychological Capital and Trust in Individual Performance and Job Satisfaction Relationship: A Test of Multiple Mediation Model. Procedia - Social and Behavioral Sciences, 99 ( 2013 ), 173 – 179.
  • Boudrias, J., Brunet, L., Savoie, A., Plunier, P., Morin, A.J. S. & Cacciatore (2010). Empowering Employees: The Moderating Role of Perceived Organisational Climateand Justice. Canadian Journal of Behavioural Science, 42 (4), 201–211.
  • Caesensa,G. & Stinglhamberb, F. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. Revue européenne de psychologie appliquée, 64 (2014) 259–267.
  • Çankır, B. (2016). The effect of work engagement on organizational citizenship behavior and a research. The Journal of International Social Research, 9 (47), 776-781. Çetin, F. & Basım, H. N. (2012). Örgütsel Psikolojik Sermaye: Bir Ölçek Uyarlama Çalısması. Amme İdaresi Dergisi, 45 (1), 121-137.
  • Çetin, F. , Şeşen, H. & Basım, H. (2013). Örgütsel Psikolojik Sermayenin Tükenmişlik Sürecine Etkileri: Kamu Sektöründe Bir Araştırma. Anadolu Üniversitesi Sosyal Bilimler Dergisi, 13 (3), 95-108.
  • Colea, K., Dalya, A. & Makb, A. (2009). Good for the soul: The relationship between work, wellbeing and psychological capital. The Journal of Socio-Economics, 38, 464–474.
  • Constable, J.F. ve Russell, D.W. (1986). The effect of social support and the work environment upon burnout among nurses. Journal of Human Stress, 12 (1), 20-26.
  • Davidsson, P. Ve Honig, B. (2003). The role of social and human capital among nascent entrepreneurs. Journal of Business Venturing, 18 (3), 301-331.
  • Demerouti, E. & Bakker, A. B. (2011). The Job Demands-Resources model: Challenges for future research. Erişim tarihi: 15.01.2015. http://www.sajip.co.za doi:10.4102/sajip.v37i2.974
  • Demerouti, E., Bakker, A.B., Nachreiner, F. ve Schaufeli, W.B. (2001). The Job-Demands-Resources Model of Burnout. Journal of Applied Psychology, 86 (3), 499-512.
  • Dormann, C. Ve Zapt, D. (2002). Social stressors at work, irritation and depressive symptoms: Accounting for unmeasured third variablesin a multi-wave study. Journal of Occupational and Organizational Psychology, 75, 33-58.
  • Dzinkowski, R. (2000). The value of intellectual capital. Journal of Business Strategy, 21 (4). 3-4
  • Eisenberger, R., Stinglhamber, F., Vanderberghe, C., Sucarski, I.L. ve Rhoades, L. (2002). Perceived Supervisor Support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87 (3), 565-573 .
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İş Yükü, İrritasyon ve Çalışmaya Tutkunluk İlişkisinde Alıgılanan Yönetici Desteği ve Pozitif Psikolojik Sermaye Biçimleyici midir?

Year 2019, Volume: 4 Issue: 1, 25 - 45, 30.04.2019
https://doi.org/10.25203/idd.513485

Abstract

Amaç : Çalışmanın amacı, işin çalışan üzerindeki psikolojik yükünü
ifade eden aşırı iş yükünün
çalışanların irritasyon düzeyi ve dolaylı
olarak çalışmaya tutkunluk
düzeyleri üzerindeki olası etkisinin
ortaya çıkarılması ve bu ilişkilerde çalışanın algıladığı yönetici desteği ve
pozitif psikolojik sermayenin rollerinin tespit edilmesidir.
Ayrıca
iş stresi ve iş yükünün çalışanlar üzerindeki etkisi ile bağlantılı bir kavram
olarak tükenmişliğe kıyasla nispeten daha az çalışmaya konu olmuş
irritasyon
kavramının
iş yükü ve çalışmaya tutkunluk arasındaki ilişkide aracı
değişken özelliğinin araştırılmasıdır.

Tasarım/Yöntem : Araştırma kesitsel ve ilişkisel bir çalışmadır. Aratırma
yöntemi olarak anket (survey) yöntemi uygulanmıştır.
Bu doğrultuda örneklem
olarak farklı sektörlerde çalışan 147 bireye ulaşılmış,
katılımcılardan
elde
edilen veriler SPSS 20 programı vasıtasıyla basit ve çoklu regresyon
analizleri, aracı değişken analizi
, Sobel Testi ve Biçimleyici
değişken analizi
(Moderated Regression) gibi istatistiksel
yöntemler kullanılarak incelenmiştir.

Sonuçlar: Analizler neticesinde aşırı iş yükünün bilişsel ve duygusal irritasyon
ile pozitif bir ilişki içerisinde olduğu, duygusal irritasyonun çalışmaya
tutkunluk boyutlarını olumsuz etkilediği bulunmuştur. Algılanan yönetici
desteği ve pozitif psikolojik sermaye gibi kaynakların biçimleyici etkisi
istatistiksel olarak gösterilememesine rağmen bu değişkenlerin çalışan
esenliğini ilgilendiren faktörler ile beklenen yönde ilişki gösterdiği
gözlemlenmiştir. Ayrıca bilişsel irritasyonun aşırı iş yükü ve duygusal irritasyon
arasında aracı (mediatör) değişken olduğu ve irritasyonun iş stresi ve çalışan
esenliğini anlamak için önemli bir yapı olabileceği de araştırmanın bulguları
arasındadır. 

Özgün Değer: İrritasyon kavramı
hem yabancı hem de yerli literatürde tükenmişlik kavramına göre daha az incelen
bir yapıdır. Bu bağlamda iş yükü ve çalışmaya tutkunluk gibi değişkenler ile
ilişkisinin incelenmesi önemlidir. Ayrıca bilişsel irritasyonun iş yükü ve
duygusal irritasyon arasında aracı değişken olarak bulunması iş stresine yönelik
bilişsel müdahalelerin ve çözümlerin çalışanların duygularını düzenleyebilmesi
açısından faydalı olabileceğini gösteren bir bulgudur

References

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  • Avey, J.B., Reichard, R.J., Luthans, F. ve Mhatre, K.H. (2011). Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance. Human Resources Development Quarterly, 22 (2), 127- 152.
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  • Avey, J.B., Wernsing, T.S. ve Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44 (1), 48-70.
  • Aycan, Z. (b.t.). İş-Aile Dengesi: Uluslararası Araştırma Projesi, PROJECT 3535, Türkçe Ölçekler. Erişim Tarihi: 14.01.2015. http://zeynepaycan.net/doc/p6.pdf.
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  • Bakker, A. ve Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22, 309-328.
  • Bakker, A.B., Demerouti, E., Euwema, M.C. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Pschology, 10 (2), 170-180.
  • Bakker, A.B., Demerouti, E., ve Verbeke, W. (2004). Using the job-demands and resources model to predict burnout and performance.Human Resource Management, 43 (1), 83-104.
  • Bakker, A. ve Schaufeli, W.B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147-154.
  • Bal Taştan, S. (2014). The theoretical implications of job demands– resources model: A research study on the relations of job demands, supervisor support and job autonomy with work engagement. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 28 (4).
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  • Bitmiş, M.G. & Ergeneli, A. (2013). The Role of Psychological Capital and Trust in Individual Performance and Job Satisfaction Relationship: A Test of Multiple Mediation Model. Procedia - Social and Behavioral Sciences, 99 ( 2013 ), 173 – 179.
  • Boudrias, J., Brunet, L., Savoie, A., Plunier, P., Morin, A.J. S. & Cacciatore (2010). Empowering Employees: The Moderating Role of Perceived Organisational Climateand Justice. Canadian Journal of Behavioural Science, 42 (4), 201–211.
  • Caesensa,G. & Stinglhamberb, F. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. Revue européenne de psychologie appliquée, 64 (2014) 259–267.
  • Çankır, B. (2016). The effect of work engagement on organizational citizenship behavior and a research. The Journal of International Social Research, 9 (47), 776-781. Çetin, F. & Basım, H. N. (2012). Örgütsel Psikolojik Sermaye: Bir Ölçek Uyarlama Çalısması. Amme İdaresi Dergisi, 45 (1), 121-137.
  • Çetin, F. , Şeşen, H. & Basım, H. (2013). Örgütsel Psikolojik Sermayenin Tükenmişlik Sürecine Etkileri: Kamu Sektöründe Bir Araştırma. Anadolu Üniversitesi Sosyal Bilimler Dergisi, 13 (3), 95-108.
  • Colea, K., Dalya, A. & Makb, A. (2009). Good for the soul: The relationship between work, wellbeing and psychological capital. The Journal of Socio-Economics, 38, 464–474.
  • Constable, J.F. ve Russell, D.W. (1986). The effect of social support and the work environment upon burnout among nurses. Journal of Human Stress, 12 (1), 20-26.
  • Davidsson, P. Ve Honig, B. (2003). The role of social and human capital among nascent entrepreneurs. Journal of Business Venturing, 18 (3), 301-331.
  • Demerouti, E. & Bakker, A. B. (2011). The Job Demands-Resources model: Challenges for future research. Erişim tarihi: 15.01.2015. http://www.sajip.co.za doi:10.4102/sajip.v37i2.974
  • Demerouti, E., Bakker, A.B., Nachreiner, F. ve Schaufeli, W.B. (2001). The Job-Demands-Resources Model of Burnout. Journal of Applied Psychology, 86 (3), 499-512.
  • Dormann, C. Ve Zapt, D. (2002). Social stressors at work, irritation and depressive symptoms: Accounting for unmeasured third variablesin a multi-wave study. Journal of Occupational and Organizational Psychology, 75, 33-58.
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There are 76 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Articles
Authors

İrem Öztürk Anabal 0000-0002-6776-2515

Selma Arıkan

Publication Date April 30, 2019
Acceptance Date March 25, 2019
Published in Issue Year 2019 Volume: 4 Issue: 1

Cite

APA Öztürk Anabal, İ., & Arıkan, S. (2019). İş Yükü, İrritasyon ve Çalışmaya Tutkunluk İlişkisinde Alıgılanan Yönetici Desteği ve Pozitif Psikolojik Sermaye Biçimleyici midir?. İş’te Davranış Dergisi, 4(1), 25-45. https://doi.org/10.25203/idd.513485

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