Öz

Bu araştırmada,bir moderator değişken olarak yöneticilerin desteğinin, duygusal emek, iş tatmini ve tükenmişlik arasındaki ilişki üzerindeki etkisi araştırılmıştır. Bu amaçla altısı vakıf, altısı devlet olmak üzere 12 üniversitede öğretim elemanlarına anketler dağıtılmış, dağıtılan 400 anketten 310’u geri döndüğünden, geri dönüş oranı %77 olmuştur. Yapılan tanımlayıcı faktör analizinde rol yapma, bastırma ve içten rol yapma olarak adlandırılan üç faktör ortaya çıkmıştır. Yapılan analizler sonunda rol yapma ve tükenmişlik arasında pozitif bir ilişki görülmesine rağmen, yönetici desteğinin araya girmesi ile bu ilişkinin yönü olumsuza çevrilmiştir. Benzeri biçimde, ilk aşamada bastırma ve tükenmişlik arasında olumlu bir ilişki varken, yönetici desteğinin araya girmesi ile bu ilişki negatife dönmüştür. Ayrıca başlangıçta da aralarında olumsuz bir ilişki gözlemlenen içten rol yapma ve tükenmişlik arasındaki ilişki yönetici desteğinin araya girmesi ile daha da güçlenmiştir. Duygusal emek boyutları ile iş tatmini arasındaki ilişkide ise; rol yapma ve tatmin arasında başlangıçta anlamlı bir ilişki gözlemlenmezken, yönetici desteğinin araya girmesi ile aralarında olumlu bir ilişki ortaya çıkmıştır. Aynı etki bastırma ve tatmin arasında da gözlemlenmiştir. İçten rol yapma ve tatmin arasında başlangıçta görülen olumlu ilişki yönetici desteğinin araya girmesi ile daha da artmıştır.

Anahtar Kelimeler

• Duygusal emek, Yönetici Desteği, İş tatmini, Tükenmişlik

The Role of Supervisor Support in Relationship between Emotional Labour and Job Satisfaction and Burnout

Abstract

In this study supervisory support’s moderating effect on the relationship between emotional labour, job satisfaction and burnout has been explored. For this purpose questionnaires were distributed in 12 universities of which six were public and six private universities. Out of initially distributed 400 surveys, 310 were returned, yielding a return rate of 77%. Descriptive factor analysis of Emotional Labour scale yielded three factors which were named as; acting, suppression and deep acting. The analysis indicated that acting and burnout were positively related, however, after its interaction with supervisor support, acting dimension of emotional labour became negatively related to burnout. Similarly, at the initial stage, suppression and burnout were positively related but after its interaction with supervisor support, suppression became negatively related to burnout, too. Additionally, deep acting and burnout were negatively related initially, and after interaction with supervisory support, deep acting’s negative effect on burnout was observed to increase. The relationship between the dimensions of emotional labour and job satisfaction were as follows; acting and job satisfaction became positively related after its interacting with supervisor support though initially there was no significant relation. The same effect was observed in suppression and job satisfaction relationship. Deep acting and satisfaction were observed to have a positive relationship, and this positive effect increased after interacting with support.

Keywords

• Emotional Labour, Supervisor Support, Job satisfaction, Burnout

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