Çaba-Ödül Dengesizliği ve İşten Ayrılma Niyeti İlişkisinde Örgütsel Adalet Algısının ve İş Hareketliliğinin Rolü

Abstract

İş stresi, modern işyerlerinde yaygın bir sorundur ve pozitif ve üretken bir çalışma ortamını teşvik etmek isteyen şirketlerin, stresin çalışanların tutum ve davranışları üzerindeki yıkıcı etkilerini anlamaları ve çözüm bulmaları gerekmektedir. İş stresi literatüründe çaba-ödül dengesizliği (ÇÖD), organizasyonlarda çalışanlara ait önemli sonuçları etkileyen önemli bir stres etkeni olarak ortaya çıkmaktadır. Önceki araştırmalar ÇÖD’ün işten ayrılma niyeti üzerindeki etkisine ilişkin çok sayıda kanıt sağlarken, bu ilişkiyi açıklayan spesifik mekanizmalar ve koşullar hakkında yeteri kadar bilgi bulunmamaktadır. Bu eksikliği göz önünde tutan bu çalışma, ÇÖD’ün işten ayrılma niyetinin artmasına nasıl yol açtığını araştırmak amacıyla çaba-ödül dengesizliği yaklaşımını eşitlik kuramı ile bütünleştirmektedir. Bu çalışma, önemli bir iş stresi kaynağı olan ÇÖD’ün işten ayrılma niyeti üzerindeki etkisinin örgütsel adalet algısı aracılığıyla gerçekleştiğini ve bu dolaylı ilişkinin gücünün iş hareketliliği tarafından biçimlendirildiğini öne sürmektedir. Önerilen durumsal aracılık modelini test etmek için çevrimiçi anket yoluyla 147 beyaz yakalı çalışandan veri toplanmıştır. Regresyon analizi sonuçları, bir stres kaynağı olan ÇÖD’ün örgütsel adalet algısı ile negatif ilişkili olduğunu göstermiştir. Ayrıca bulgular, ÇÖD’ün örgütsel adalet algısı aracılığıyla çalışanların işten ayrılma niyetini dolaylı olarak yordadığını göstermiştir. Sonuçlar ayrıca, ÇÖD’ün çalışanların adalet algısı aracılığıyla işten ayrılma niyeti üzerindeki dolaylı etkisinin, çalışanların daha yüksek iş hareketliliğine sahip olması durumunda daha güçlü olduğunu göstermiştir. Genel olarak, bu araştırma, bir iş stresi kaynağı olarak ÇÖD’ün çalışanların işleri ve kuruluşları hakkındaki tutumlarını olumsuz etkilediğine ve bu olumsuz etkinin gücünün çalışanların iş hareketliliği algısı tarafından şekillendirildiğine dair kanıtlar sunmaktadır. Mevcut araştırma, ÇÖD yaklaşımını ve eşitlik kuramını birleştiren bütünleştirici bir model sunarak stres alan yazınına katkıda bulunmaktadır.

Keywords

• Stres
• çaba-ödül dengesizliği
• örgütsel adalet
• eşitlik kuramı
• işten ayrılma niyeti
• iş hareketliliği

Effort-Reward Imbalance and Turnover Intention: The Roles of Organizational Justice Perception and Job Mobility

Abstract

Stress at work is a common problem in modern workplaces, and companies that want to promote a positive and productive work environment must understand and address the destructive effects of stress on employees’ attitudes and behaviors. In work stress literature, effort-reward imbalance (ERI) emerges as an important stressor that affects important employee outcomes at organizations. While previous research has provided abundant evidence regarding the effect of ERI on turnover intention, there is a lack of knowledge about the specific mechanisms and conditions that explain this relationship. Considering this gap in the literature this study attempts to integrate the ERI approach with equity theory to explore how ERI results in increased turnover intention. Specifically, this work proposes that the influence of ERI, which is an important work stressor, on turnover intention is mediated through organizational justice perception, and that the strength of this indirect relationship is moderated by job mobility. The proposed moderated-mediation model was tested on data collected from 147 white-collar workers through online questionnaires. Results of regression analysis demonstrated that ERI is negatively related to organizational justice perception. Moreover, findings indicated that ERI indirectly predicts employees’ turnover intention through organizational justice perception. Results also displayed that the indirect effect of ERI on turnover intention through justice perception is stronger when employees perceive higher job mobility. Overall, this research provides evidence that ERI as a work stressor negatively influences employees’ attitudes about their jobs and organizations, and that the strength of this negative effect is shaped by employees’ perception of job mobility. The current research contributes to the stress literature by presenting an integrative model incorporating the ERI approach and equity theory.

Keywords

• Stress
• effort-reward imbalance
• organizational justice
• equity theory
• turnover intention
• job mobility

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