İş Ortamı ve Çalışan Refahının Bütünsel İncelemesi

Year 2023, Volume: 7 Issue: Özel Sayı 2, 1 - 21, 31.10.2023

Begüm Al

https://doi.org/10.55775/ijemi.1353571

Abstract

Bu çalışma, iş ortamı ile çalışan refahı arasındaki karmaşık ilişkiyi, konaklama sektöründeki bir zincir otel aracılığıyla ele almaktadır. Veri toplama yöntemi olarak, katılımcıları perspektiflerini samimi bir şekilde paylaşmaya teşvik etmek amacıyla yarı yapılandırılmış bir şekilde oluşturulmuş anket tasarımı benimsenmiştir. Araştırma, incelenen zincir otel içindeki kapsamlı çalışan tabanını kapsamış olup, örnekleme hesaplaması yöntemi kullanılarak yüzde 95 güven düzeyi ve yüzde 5 hata payı ile 344 katılımcıdan görüş toplanmıştır. Araştırma bulgularının analizi, işyeri stresinin çoğunlukla olumsuz bir etki yarattığına dair çalışanlar arasında yaygın bir duyarlılık vurgulamaktadır. Açıkça görülmektedir ki, katılımcıların önemli bir kısmı iş ortamını stres seviyelerinin artışı ile ilişkilendirmektedir. Ayrıca, gece vardiyasına ilişkin olarak da önemli bir fikir birliği göze çarpmakta olup; çoğunluk bu çalışma saatlerinin stresi artırdığını belirtmektedir. Bunun yanında, çalışanlar, uzun iş saatleri ile stres arasındaki ilişki konusunda belirsizlik sergilemektedir. Özellikle yüklü iş yükünün bir stres faktörü olarak evrensel kabul edilmesi dikkat çekicidir. Bu faktörler, çalışan üretkenliğini karmaşık bir biçimde şekillendirmekte ve organizasyonun etkinliğinin artırılabileceği alanları aydınlatmaktadır. Araştırma, katılımcılar arasında, yönetici görüşlerine ilişkin algılanan belirsizliğin yaygın bir endişe kaynağı olduğuna dair belirgin bir dinamiği yansıtmaktadır. Bu belirsizlik, çalışanlar arasında stresi devam ettirerek, yönetici-çalışan iletişiminin güçlendirilmesinin ve böylece stresi hafifletmenin ve iş taahhüdünü artırmanın önemini vurgulamaktadır. Sonuç olarak, bu çalışma, iş ortamı ile çalışan refahı arasındaki kritik etkileşimi, konaklama sektörü kapsamında vurgulamaktadır. Stres yaratan faktörleri tespit ederek ve iletişim kanallarını geliştirerek, organizasyonlar çalışan refahını destekleyebilir ve böylece iş hedeflerine olan taahhütlerini gerçekleştirebilir.

Keywords

Çalışan refahı, İş yeri stresi, İş ortamı, Stres belirleyicileri, Konaklama sektörü

A Holistic Examination of Work Environment and Employee Well-being

Abstract

This study delves into the intricate relationship between the work environment and employee well-being, with a focus on a chain hotel within the accommodation sector. The primary data collection method involved a meticulously designed questionnaire, formulated in a semi-structured manner to encourage participants to share their perspectives candidly. Our investigation encompassed a comprehensive employee base, totaling 3250 individuals within the chain hotel under scrutiny. Employing a sample calculation technique with a 95% confidence level and a 5 percent margin of error, we gathered insights from 344 participants, subsequently shaping our analysis. Analysis of the research findings unveils a prevailing sentiment among employees, wherein workplace stress exerts a predominantly negative influence. Evidently, a significant portion of respondents associates the work environment with an escalation of stress levels. A consensus emerges surrounding the nocturnal shift, with the majority attributing heightened stress to such work hours. Conversely, employees exhibit a degree of uncertainty regarding the correlation between extended work hours and stress. Notably, the burden of an elevated workload garners unanimous acknowledgment as a potent stress factor. These determinants intricately shape employee productivity, shedding light on areas where the company's efficacy might be enhanced. Intriguingly, the research indicates a pervasive concern among participants about their perceived ambiguity regarding managerial sentiments. This opacity perpetuates stress among employees, highlighting the significance of bolstering manager-employee communication to alleviate stress and foster heightened work commitment. By discerning stress-inducing factors and advocating for enhanced communication channels, organizations can bolster employee welfare, thereby fortifying their commitment to organizational objectives.

Keywords

Employee well-being, Workplace stress, Work environment, Stress determinants, Hospitality industry

References

• Akova, O., & Işık, K. (2008). Otel işletmelerinde stres yönetimi: İstanbul’daki beş yıldızlı otel işletmelerinde bir araştırma. Kocaeli Üniversitesi Sosyal Bilimler Dergisi, 15, 17-44.
• Allen, R.D., Hitt, M.A. & Greer, C.R. (1982). Occupational stress and perceived organizational effectiveness in formal groups: an examination of stress level and stress type. Personnel Psychology, 35(2), 359-370.
• Anderson, C.R. (1976). Coping behaviors as intervening mechanisms in the inverted U stress performance relationship. Journal of Applied Psychology, 61, 30-34.
• Arnold, J., Robertson, I.T. & Cooper, C.L. (1991). Work psychology. London: Pitman.
• Bakke, D.W. (2005). Joy at work: a revolutionary approach to fun on the job. Seattle, WA: PVG.
• Baptiste, N.R. (2008). Tightening the link between employee wellbeing at work and performance. Management Decision, 46, 284-309.
• Bareket-Bojmel, L., Chernyak-Hai, L. & Margalit, M. (2023). Out of sight but not out of mind: The role of loneliness and hope in remote work and in job engagement. Personality and Individual Differences, 202, 111955.
• Barone, D.F., Caddy, G.R., Katell, A.D., Roselione, F.B. & Hamilton, R.A. (1988). The work stress inventory: organizational stress and job risk. Educational and Psychological Measurement, 48(1), 141-154.
• Bhagat, R.S., O'Driscoll, M.P., Babakus, E., Frey, L., Chokkar, J., Ninokumar, B.H., et al. (1994). Organizational stress and coping in seven national contexts: A cross-cultural investigation. In G.P. Keita & J.J. Hurrell, Jr. (Eds.), Job stress in a changing workforce: Investigating gender, diversity, and family issues (pp. 93–105). American Psychological Association.
• Cao, M., Zhao, Y. & Zhao, S. (2023). How CEOs’ inclusive leadership fuels employees’ well-being: a three-level model. The International Journal of Human Resource Management, 34(11), 2305-2330.
• Cartwright, S. & Cooper C.L. (1997). Managing workplace stress. London: Sage Publications
• Cartwright, S., Cooper, C.L. & Murphy, L.R. (1995). Diagnosing a healthy organization: a proactive approach to stress in the workplace. Washington: American Psychological Association.
• Cassidy, T. (1999). Stress, cognition and health. London: Routledge.
• Colman, A.M. (2006). Motivation. In Dictionary of psychology (2nd ed.). Oxford: Oxford University Press.
• Cooper, C.L. & Robertson, I. (2001). Well-Being In organizations: a reader for students and practitioners. London: Wiley.
• Cooper, C.L. & Marshall, J. (1978). Sources of managerial and white-collar stress. In C.L. Cooper & R. Payne (1978). Stress at work. Chichester, UK: Wiley.
• Cooper, C.L. (1994). The costs of healthy work organizations. In C.L. Cooper & S. Williams (1994). Creating healthy work organizations. Chichester: Wiley.
• Cooper, C.L., Cooper, R. & Eaker, L. (1988). Living with stress. London: Penguin.
• Cooper, C.L., Dewe, P.J. & O'Driscoll, M.P. (2001). Organizational stress: a review and critique of theory, research, and applications. London: Sage Publications.
• Cox, T., Griffiths, A. & Leka, S. (2005). Work organization and work-related stress. In K. Gardiner & J.M. Harrington (2005). Occupational hygiene. Oxford: Blackwell Publishing.
• Cunha, R.C. & Cooper, C. (2002) Does privatization affect corporate culture and employee wellbeing? Journal of Managerial Psychology, 17(1), 21-49.
• Currie J. (2001). Managing employee well-being. Oxford: Chandos Publishing.
• Fontana, D. (1989). Managing stress. London: Routledge.
• Han, J., Huang, K. & Shen, S. (2022). Are tourism practitioners happy? The role of explanatory style played on tourism practitioners’ psychological well-being. Sustainability, 14(9), 4881.
• Hart, P.M. & Cooper, C.L. (2002). Occupational stress: toward a more integrated framework. In Anderson, N., Ones, D.S., Sinangil, H.K. & Viswesvaran, C. (2002). Handbook of Industrial Work & Organizational Psychology: Vol. 2. London: Sage Publications, Inc.
• Huo, M. L. & Jiang, Z. (2023). Work–life conflict and job performance: The mediating role of employee wellbeing and the moderating role of trait extraversion. Personality and Individual Differences, 205, 112-109.
• Ivancevich, J.M. & Matteson, M.T. (1984). A Type A-B person-work environment interaction model for examining occupational stress and consequences. Human Relations, 37, 491-513.
• Jamal, M. (1984). Job stress and job performance controversy: an empirical assessment. Organizational Behavior and Human Performance, 32.
• Jamal, M. (1985). Relationship of job stress to job performance: a study of managers and blue-collar workers. Human Relations, 38, 409-424.
• Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix G. & Oxenbridge, S. (2006). Inside the Workplace: First Findings from the 2004 Workplace Employment Relations Survey. Online: https://www.gov.uk/government/publications/the-2004-workplace-employment-relations-survey-wers
• McGrath, J.E. (1976). Stress and behavior in organizations. In Dunnette M.D. (1976). Handbook of Industrial and Organizational Psychology. Chicago, IL: Rand McNally.
• McGuire, D. & McLaren, L. (2009). The impact of physical environment on employee commitment in call centres: The mediating role of employee well-being. Team Performance Management: An International Journal, 15(1/2), 35-48.
• Murphy, L.R. (1995). Managing job stress: An employee assistance/human resource management partnership. Personnel Review, 24, 41-50.
• Novelli, M., Burgess, L.G., Jones, A. & Ritchie, B.W. (2018). ‘No Ebola… still doomed’–The Ebola-induced tourism crisis. Annals of Tourism Research, 70, 76-87.
• Olsen, K. M., Hildrum, J., Kummen, K. & Leirdal, C. (2023). How do young employees perceive stress and job engagement while working from home? Evidence from a telecom operator during COVID-19. Employee Relations: The International Journal, 45(3), 762-775.
• Özkan, G. ve Gürbüz, B.İ. (2019). Bina ortamlarının çalışan refahı ve performansı üzerine etkisi. Elektronik Sosyal Bilimler Dergisi, 18(70), 616-632.
• Patterson, M.G. & West, MA. (1998). Human resource management practices, employee attitudes and company performance. Proceedings of the 1st International Work Psychology Conference. Sheffield, UK: University of Sheffield Institute of Work Psychology.
• Pearsall, M.J., Ellis, A.P. & Stein, J.H. (2009). Coping with challenge and hindrance stressors in teams: Behavioral, cognitive, and affective outcomes. Organizational Behavior and Human Decision Processes, 109(1), 18-28.
• Pianese, T., Errichiello, L. & da Cunha, J. V. (2023). Organizational control in the context of remote working: A synthesis of empirical findings and a research agenda. European Management Review, 20(2), 326-345.
• Quick, J.C. & Quick, J.D. (1984). Organizational stress and preventive management. New York: McGraw-Hill.
• Sahut, J.M. & Lissillour, R. (2023). The adoption of remote work platforms after the Covid-19 lockdown: New approach, new evidence. Journal of Business Research, 154, 113345.
• Schuler, R.S. (1982). An integrative transactional process model of stress in organizations. Journal of Occupational Behavior, 3, 5-19.
• Schuster F.E. (1998). A strategy for high commitment and involvement: employee centred management. London: Quorum Books.
• Seaward, B.L. (1994). Managing stress. London: Jones & Bartlett Learning.
• Siegrist, J. (1996) Adverse health effects of high-effort/low-reward conditions. Journal of Occupational Health Psychology, 1, 27-41.
• Siegrist, J. (2001). A theory of occupational stress. In Dunham, J. (2001). Stress in the Workplace: Past, Present and Future. London. Whurr Publishers.
• Sirgy, M.J., Efraty, D., Siegel, P. & Lee, D.J. (2001). A new measure of quality of work life based on need satisfaction and spill over theories. Social Indicators Research, 55(3), 241-302.
• Smite, D., Moe, N.B., Hildrum, J., Gonzalez-Huerta, J. & Mendez, D. (2023). Work-from-home is here to stay: Call for flexibility in post-pandemic work policies. Journal of Systems and Software, 195, 111-552.
• Spreitzer, G.M. (1996). Social structural characteristics of psychological empowerment. Academy of Management Journal, 39, 483–504.
• Sutherland, V.J. & Cooper, C.L. (1993). Identifying distress among general practitioners: predicators of psychological ill-health and job satisfaction. Social Science & Medicine, 37, 575-581.
• Tehrani, N., Humpage, S., Willmott, B. & Haslam, I. (2007). What’s happening with well-being at work? change agenda. London: Chartered Institute of Personnel Development.
• Tetrick, L.E. & Larocco, J.M. (1987). Understanding, prediction, and control as moderators of the relationship between perceived stress, satisfaction, and psychological well-being. Journal of Applied Psychology, 72, 538-543.
• Thompson, N., Murphy, M. & Stradling, S. (1994). Dealing with stress. Basingstoke: Macmillan.
• Tutar, F., Alpaslan, C., Tutar, E., & Erkan, Ç. (2013). Turizm sektörünün istihdam üzerine etkileri. Global Journal of Economics and Business Studies, 2(4), 14-27.
• Warr, P. (1992). Age and occupational well-being. Psychology and Ageing, 7(1), 37-45.
• Warr, P. (2002). Psychology at work. Pakefield: Penguin.
• Wayne, S.J., Shore, I.M. & Liden, R.C. (1997). Perceived organisation support and leader-member exchange: a social exchange perspective. Academy of Management Journal, 40(1), 82-111.
• Williams E.S, Konrad T.R. & Scheckler W.E. (2001). Understanding physicians' intentions to withdraw from practice: the role of job satisfaction, job stress, mental and physical health. Health Care Management Review, 26, 7-19.
• Wong, J.Y. & Wang, C.H. (2009). Emotional labor of the tour leaders: An exploratory study. Tourism Management, 30(2), 249-259.
• Wright, T.A. & Cropanzano, R. (2007). The happy/productive worker thesis revisited. In Martocchio J.J. (2007). Research in personnel and human resources management, 26, 269–307.
• Yüksel, A. ve Yılık, P. (2022). Çalışan Refahı Ölçeği: Türk Kültürüne Uyarlama Çalışması. Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 9(3), 1959-1975.
• Yvonne, K. & Jiang, S. (2023). A review on the new normal, employee wellbeing and the role of HRM: A tale of HR among the new normal for the employee wellbeing. International Journal of Business and Management, 16(8), 115-115.
• Zopiatis, A., Constanti, P. & Theocharous, A. L. (2014). Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus. Tourism Management, 41, 129-140.