Hemşirelerin Merhamet Yorgunluğunun İş Performansı ve Örgütsel Vatandaşlık Davranışı Üzerine Etkisinde Birey-İş Uyumunun Aracı Rolü

Abstract

Amaç: Bu araştırmanın amacı, hemşirelerde merhamet yorgunluğunun örgütsel vatandaşlık davranışı ve iş performansı üzerindeki yordayıcı etkilerini incelemek ve bu ilişkilerde birey-iş uyumunun aracılık rolünü test etmektir. Yöntem: Kesitsel araştırma niteliğinde olan bu çalışma bir devlet hastanesinde 200 hemşire ile gerçekleştirilmiştir. Veriler tanımlayıcı anket formu, Merhamet Yorgunluğu, İş Performansı ve Örgütsel Vatandaşlık Davranışı ve Birey-İş Uyumu ölçekleri kullanılarak elde edilmiştir. Toplanan veriler, SPSS ve AMOS yazılım paketleri kullanılarak analiz edilmiştir. Değişkenler arasındaki doğrudan ve dolaylı etkileri (aracılık rolünü) test etmek amacıyla PROCESS Makro (Model 4) analizi uygulanmış ve anlamlılık düzeyleri Bootstrap yöntemiyle (5000 yeniden örnekleme) değerlendirilmiştir. Bulgular: Araştırmada merhamet yorgunluğunun örgütsel vatandaşlık davranışı ve iş performansı üzerindeki etkisi incelenmiş ve bu ilişkilerin birey-iş uyumu aracılığıyla açıklanıp açıklanmadığı değerlendirilmiştir. Elde edilen bulgular, merhamet yorgunluğunun örgütsel vatandaşlık davranışını negatif yönde anlamlı şekilde etkilediğini göstermiştir (Beta = -0.21, p < 0.001). Ayrıca yapılan aracılık analizine göre, birey-iş uyumu bu ilişki üzerinde kısmi aracılık rolü oynamaktadır (dolaylı etki Beta = -0.02, GA [-0.05, -0.01]). Bununla birlikte, merhamet yorgunluğunun iş performansı üzerindeki doğrudan etkisi anlamlı bulunmamıştır (Beta = -0.06, p > 0.05). Ancak, birey-iş uyumunun, merhamet yorgunluğu ile iş performansı arasındaki ilişkide tam aracılık rolü oynadığı tespit edilmiştir (dolaylı etki Beta = -0.05, GA [-0.12, -0.01]). Sonuç: Birey-iş uyumu, hem hemşirelerin merhamet yorgunluğunun olumsuz etkilerini azaltmada hem de örgütsel vatandaşlık davranışı ve iş performansını desteklemede kritik bir rol oynamaktadır. Bu doğrultuda, sağlık yöneticilerinin hemşirelik yönetiminde birey-iş uyumunu destekleyici esnek ve adil çalışma modelleri geliştirmesi önerilmektedir.

Keywords

• Merhamet
• Hemşire
• Hastane
• Performans
• Örgütsel vatandaşlık
• Birey-iş uyumu

Supporting Institution

Bu araştırma için herhangi bir kamu kuruluşundan, özel veya kâr amacı gütmeyen sektörlerden hibe alınmamıştır.

Ethical Statement

Araştırmanın etik kurul onayı Bayburt Üniversitesi Etik Kurulu’nun 26.05.2023 tarihli, 9/208 sayılı kararı ile alınmış; başlık değişikliği ve “aracı rol” ifadesi 15.10.2025 tarihli, 13/471 sayılı kararı ile uygun bulunmuştur.

Thanks

Bu çalışmanın veri toplama sürecine katkı sağlayan devlet hastanesi yönetimine, il sağlık müdürlüğüne ve araştırmaya katılım gösteren hemşirelere teşekkür ederiz.

The Mediating Role of Person–Job Fit in the Effect of Nurses’ Compassion Fatigue on Job Performance and Organizational Citizenship Behavior

Abstract

Aim: The aim of this study is to examine the predictive effects of compassion fatigue on organizational citizenship behavior and job performance among nurses, and to test the mediating role of person-job fit in these relationships. Method: This cross-sectional study was conducted with 200 nurses in a public hospital. Data were collected using a descriptive questionnaire along with the Compassion Fatigue, Job Performance, Organizational Citizenship Behavior and Person-Job Fit scales. The collected data were analyzed using SPSS and AMOS software packages. To test the direct and indirect effects (mediating role) between the variables, PROCESS Macro (Model 4) analysis was applied, and significance levels were evaluated using the bootstrap method (5000 resamples). Results: The study examined the effect of compassion fatigue on organizational citizenship behavior and job performance, and evaluated whether these relationships are explained through person-job fit. The findings showed that compassion fatigue significantly negatively affects organizational citizenship behavior (Beta = -0.21, p < 0.001). Additionally, according to the mediation analysis, person-job fit plays a partial mediating role in this relationship (indirect effect Beta = -0.02, CI [-0.05, -0.01]). Furthermore, the direct effect of compassion fatigue on job performance was found to be insignificant (Beta = -0.06, p > 0.05). However, it was determined that person-job fit fully mediates the relationship between compassion fatigue and job performance (indirect effect Beta = -0.05, CI [-0.12, -0.01]). Conclusion: Person-job fit plays a critical role both in mitigating the negative effects of compassion fatigue among nurses and in supporting their organizational citizenship behavior and job performance. In this regard, it is recommended that healthcare managers develop flexible and fair working models that support person-job fit in nursing management.

Keywords

• Compassion
• Nurse
• Hospital
• Performance
• Organizational citizenship
• Person–job fit.

Supporting Institution

This research was not funded by any public, private, or non-profit organizations.

Ethical Statement

The research received ethical approval from the Bayburt University Ethics Committee with decision number 9/208 dated 26.05.2023; the title change and the phrase "mediator role" were approved with decision number 13/471 dated 15.10.2025.

Thanks

We would like to thank the state hospital administration, the provincial health directorate, and the nurses who participated in the research for their contributions to the data collection process of this study.

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