AİLE DOSTU POLİTİKALARIN İŞE GÖMÜLMÜŞLÜK ÜZERİNE ETKİSİNDE DUYGUSAL TÜKENMENİN ROLÜ

Year 2020, , 194 - 200, 30.07.2020

Selahattin Kanten Yener Pazarcık Mehmet Gurturk Huseyin Orak

https://doi.org/10.17261/Pressacademia.2020.1266

Abstract

Amaç- Bu çalışmanın amacı, örgütlerde aile dostu politikaların, çalışanın işe gömülmüşlüğü üzerine olan etkisini incelemektir. Ayrıca çalışmada çalışanlarda duygusal tükenmenin bir aracı değişken olarak aile dostu politikaların işe gömülmüşlük üzerinde etkisinde ne gibi bir rol oynadığı da değerlendirilmiştir.
Yöntem- Araştırma kapsamında Çanakkale ilinde bankacılık sektöründe görev yapan 142 kadın çalışandan anket tekniği ile veriler elde edilmiştir. Bu elde edilen anket formlarından 139 tanesi analizlerde kullanılmıştır. Elde edilen veriler, açıklayıcı ve doğrulayıcı faktör analizi, korelasyon analizi ve yapısal eşitlik modeli aracılığıyla değerlendirilmiş ve anlamlı bulgulara ulaşılmıştır.
Bulgular- Araştırma bulgularına göre; aile dostu politikaların destekleyici koşullar ve izin düzenlemeleri boyutlarının işe gömülmüşlüğü etkilediği belirlenmiştir. Ayrıca destekleyici politikaların işe gömülmüşlüğün uyum ve fedakârlık boyutları üzerindeki etkisinde duygusal tükenmenin aracılık rolü olduğu belirlenmiştir.
Sonuç- Araştırma kapsamındaki işletmelerde görev yapan kadın çalışanlar tarafından algılanan aile dostu politikaların örgütlerine yönelik olumlu tutum ve davranışlar sergilemlerine yol açtığı belirlenmiştir.

Keywords

Aile dostu politikalar, işe gömülmüşlük, duygusal tükenme

THE ROLE OF EMOTIONAL EXHAUSTION IN THE EFFECT OF FAMILY FRIENDLY POLICIES ON THE JOB EMBEDDEDNESS

Abstract

Purpose- The aim of this study is to examine the effect of family friendly policies in organizations on job embeddedness. In addition, the role of emotional exhaustion among employees was evaluated as a variable in the effect of family friendly policies on job embeddedness.
Method- In the scope of the research, data were obtained from 142 women working in the banking sector in Canakkale, using a survey technique. 139 of these questionnaire forms were used in the analysis. The data obtained were evaluated through explanatory and confirmatory factor analysis, correlation analysis and structural equation model and significant findings were obtained.
Findings- According to the research findings; it was determined that the dimensions of supportive conditions and leave arrangements of family friendly policies affect job embeddedness. In addition,it has been determined that emotional exhaustion has an intermediary role in the effect of supportive policies on the dimensions of compliance and sacrifice.
Conclusion- It has been determined that family friendly policies perceived by female employees working in the operators within the scope of the research lead to positive attitudes and behaviors towards their organizations.

Keywords

Family friendly policies, job embeddedness, emotional exhaustion

References

• Arı, G. S., Bal, E. Ç. (2008). Tükenmişlik Kavramı: Birey ve Örgütler Açısından Önemi, Yönetim ve Ekonomi, 15/1, 131-148.
• Ali, F., Rasoolimanesh, S.M., Sarstedt, M., Ringle, C.M. ve Ryu, K. (2018). An assessment of the use of partial least squares structural equation modeling (PLS-SEM) in hospitality research, International Journal of Contemporary Hospitality Management, 30 (1), 514-538.
• Aydın, U., Demirkaya, S. (2017). Çalışma Yaşamında Aile Dostu İş Hukuku Uygulamaları. İş ve Hayat Dergisi, 6, 72-104
• Bambacas, M., Kulik, T.C. (2013) Job Embeddedness in China: How HR Practices Impact Turnover İntentions, The International Journal of Human Resource Management, 24/10, 1933-1952.
• Breaugh, J. A., Frye, N. K. (2008). Work-Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors,
• Budd, J. W., Mumford, K. (2005). Family-Friendly Work Practices in Britain: Availability and Perceived Accessibility, Discussion Paper No.1662. J Bus Psychol, 22, 345-353.
• Bourhis, A., Mekkaoui, R. (2010). Beyond Work-Family Balance: Are Family Friendly Organizations More Attractive?, Relations industrielles /Industrial Relations, 65(1), 98-117.
• Candan, H. (2016). Türkiye’de Akademisyenlerin İşe Gömülmüşlükleri ike Performans ve Tükenmişlikleri Arasındaki İlişkinin İncelenmesine Yönelik Bir Araştırma, IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 18, Issue 3 .Ver. II (Mar. 2016), 68-80
• Casper, W. J., Harris, C. M. (2008). Work-Life Benefits and Organizational Attachment: Self-Interest Utility and Signaling Theory Models, Journal of Vocational Behavior, 72, 95-109.
• Çoban, H. (2014). İş-Aile Çatışması ve Tükenmişlik Arasındaki İlişki: Bankacılık Sektöründe Bir Araştırma. Yüksek Lisans Tezi, Pamukkale Üniversitesi.
• Fornell, C., Larcker, D.F. (1981), Evaluating structural equation models with unobservable variables and measurement error, Journal of Marketing Research, 18 (1), 39-50.
• Kanten, P. (2013). Family Friendly Policies in Organizations and Their Effects on Work-Life Balance, Work Alienation and Life Satisfaction. 2nd Annual International Conference on Business, Technology and Innovation, Chapter: Management, Business, Economics and Law, 42-55, Albania.
• Kanten, P. (2014). İşyeri Nezaketsizliğinin Sosyal Kaytarma Davranışı ve İşten Ayrılma Niyeti Üzerindeki Etkisinde Duygusal Tükenmenin Aracılık Rolü, Aksaray Üniversitesi İİBF Dergisi, 6(1), 11-26.
• Kanten, P., Kanten, S., Dündar, G. (2016). Ücret Tatmininin ve İşin Özelliklerinin İşe Gömülmüşlük Üzerindeki Etkisinde Mutluluğun Rolü, Journal of Business Research Turk, 8/3, 64-88.
• Karatepe, O. (2013). The effects of work overload and work- family conflict on job embeddedness and job performance, the mediation of emotional exhaustion. International Journal of Contemporary Hospitality Management, 25(4), 614-634.
• Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach, International Journal of e-Colloboration, 11(4), 1-10.
• Lai-ching, L., Kam-wah, C. (2011). A Family-Friendly Policy for Honkong: Lessons from Three International Experiences. International Journal of Sociology and Social Policy. 32(1/2), 82-95.
• Morgan, L. (2009). The Impact of Work-Life Balance and Family-Friendly Human Resource Policies on Employees’ Job Satisfaction. A Dissertation: Doctor of Business Administration: Nova Southeastern University.
• Ng, T. W. H., Feldman, D. C. (2010). The Impact of Job Embeddedness on Innovation-Related Behaviors, Human Resource Management, 49(6), 1067-1087.
• Nielsen, H. S., Simonsen, M., Verner, M. (2003). Does the Gap in Family-Friendly Policies Drive the Family Gap? Working Paper No. 2003-01. University of Aarhus.
• Ringle, C. M., Wende, S., ve Becker, J.-M. 2015. "SmartPLS 3." Boenningstedt: SmartPLS GmbH, http://www.smartpls.com.
• Thakur, S. J., Bhatnagar, J. (2017). Mediator Analysis of Job Embeddednes: Relationship Between Work-Life Balance Practices and Turnover Intentions. Employee Relations, 39(5), 718-731.
• Thompson, C. A., Beauvais, L. L., Lyness, K. S. (1999). When Work–Family Benefits Are Not Enough: The Influence of Work–Family Culture on Benefit Utilization, Organizational Attachment, and Work–Family Conflict
• Uzochukwu, O. C., Obiageli, O. L., Jonathan, O. R., Olohi, E. S. (2018). Job Embeddednes and Employee Performance in Selected Oil and Gas Compaqnies in Bayelsa State of Nigeria, African Journal of Business Management, 12(2), 34-43.
• Vuksan, M., Williams, A. (2012). Family Friendly Policies: Accommodating end-of-life Caregivers in Workplace, International Journal of Workplace Health Management. 5(1), 4-14.
• Wu, T., Uen, J., Wu, S., Chang, T. (2011). Family Supportive Culture, Work-Life Segmentation and Employee’s Organizational Attachment: The Case of High-Tech Industry in Taiwan, Front. Bus. Res. China, 5(1), 79-95