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OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ

Year 2022, , 81 - 97, 28.10.2022
https://doi.org/10.30794/pausbed.1076887

Abstract

Bu araştırmanın temel amacı, otel işletmeleri çalışanlarının örgütsel dışlanma algılarının, iş tatmini düzeylerine ve işten ayrılma niyetlerine etkisinin belirlenmesidir. Bu amaç doğrultusunda geliştirilen model, ampirik olarak test edilmiştir. Araştırmada kullanılan verilerin elde edilmesi için Konya’da hizmet veren 4 ve 5 yıldızlı otel işletmelerinde çalışan 345 kişiye ulaşılmıştır. Veriler anket tekniği ile toplanmıştır. Araştırmanın istatistiksel analizleri SPSS 25 ve G*Power programları yardımıyla değerlendirilmiştir. Araştırmanın hipotezleri lineer regresyon analizi ile gerçekleştirilmiştir. Çalışmanın gücü ise % 5 Tip 1 hata ve d= 0,5 etki büyüklüğü ile % 89 olarak tespit edilmiştir. Çalışma sonucunda örgütsel dışlanmanın, iş tatminini olumsuz yönde, işten ayrılma niyetini ise olumlu yönde etkilediği tespit edilmiştir. Çalışma sonuçlarının örgütsel dışlanma ile ilgili yaygın bilgi çerçevesine katkıda bulunması beklenilmektedir. Araştırmanın sınırlılıkları ve sonuçlar doğrultusunda konaklama endüstrisine yönelik geliştirilebilecek öneriler, çalışmanın sonunda tartışılmaktadır.

References

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THE EFFECT OF WORKPLACE OSTRACISM ON JOB SATISFACTION AND TURNOVER INTENTION IN HOTEL ENTERPRISES

Year 2022, , 81 - 97, 28.10.2022
https://doi.org/10.30794/pausbed.1076887

Abstract

The main purpose of this study is to investigate the effect of workplace ostracism perceptions of hotel employees on their job satisfaction levels and turnover intentions. The model developed for this purpose has been tested empirically. In order to obtain the data used in the research, 345 people working in 4 and 5 star hotels in Konya were reached. The data were collected by questionnaire technique. Statistical analyzes of the research were evaluated with the help of SPSS 25 and G*Power programs. The hypotheses of the research were carried out by linear regression analysis. The power of the study was determined as 89% with 5% Type 1 error and d= 0.5 effect size. As a result of the study, it was determined that workplace ostracism affects job satisfaction negatively and affects turnover intention positively. The results of the study are expected to contribute to the widespread knowledge framework about workplace ostracism. Limitations of the research and suggestions that can be developed for the accommodation industry in line with the results are discussed at the end of the study.

References

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  • Aşık, A. N. (2020). “İşyerinde Dışlanma ve Örgütsel Sinizmin İşten Ayrılma Niyetine Etkisi: Otel İşletmelerinde Bir Araştırma”, Uluslararası Sosyal Araştırmalar Dergisi / The Journal of International Social Research, 13/75, 735-747.
  • Artar, M., Adıgüzel, Z. ve Erdil, O. (2019). “Örgütlerde Yöneticiye Duyulan Güvenin, Psikolojik Sözleşme İhlali, Örgütsel Dışlanma ve Iş Tatmini Arasındaki İlişkilerin İncelenmesi”, İşletme Araştırmaları Dergisi, 11/3, 1417-1432.
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  • Aydın, Ş.N. ve Akın, A. (2020). “Örgütsel Dışlanma ile Sosyal Kaytarma Arasındaki İlişki ve Demografik Değişkenlere Göre Farklılıkların İncelenmesi”. Kırıkkale Üniversitesi Sosyal Bilimler Dergisi (KÜSBD), 10/2, 423-448.
  • Baker, R. (1991). “The Reliability and Criterion Validity of a Measure of Patients' Satisfaction with Their General Practice”, Fam Pract, 8/2, 7-171, Doi: 10.1093/fampra/8.2.171. PMID: 1874365.
  • Bilgiç, R. (1999). “A Different Way of Testing the Interaction Between Core Job Dimensions and Growth Need Strength (GNS)”, Proceedings of the International Conference on TQM and Human Factors, (Eds: J. Axelsson, B. Bergman ve J. Eklund), 210-215.
  • Bowling, N.A., Eschleman, K.J. ve Wang, Q. (2010). “A Meta-Analytic Examination of The Relationship Between Job Satisfaction and Subjective Well-Being”, Journal of Occupational and Organisational Psychology, 83/4, 915–934.
  • Cass, M.H., Siu, O.L., Faragher, E.B. ve Cooper, C.L. (2003). “A Meta-Analysis of the Relationship Between Job Satisfaction and Employee Health in Hong Kong, Stress and Health, 19/2, 79–95.
  • Choi, K. (2006). “A Structural Relationship Analysis of Hotel Employees’ Turnover Intention”, Asia Pacific Journal of Tourism Research, 11/4, 321-337.
  • Chung, Y.W. (2018). “Workplace Ostracism and Workplace Behaviors: A Moderated Mediation Model of Perceived Stress and Psychological Empowerment”. Anxiety, Stress & Coping, 31/3, 304–317.
  • Chung, Y.W. ve Kim, T. (2017). “Impact of Using Social Network Services on Workplace Ostracism, Job Satisfaction, and Innovative Behaviour”, Behaviour & InformationTechnology, 36/12, 1235-1243.
  • Clercq, D.D., Haq, I.U. ve Azeem, M.U. (2019). “Workplace Ostracism and Job Performance: Roles of Self-Efficacy and Job Level”, Personnel Review, 48/2, 1-40.
  • Cronbach, L. (1951). “Coefficient Alpha and The Internal Structure of Tests”, Psychomerika, 297-334, Doi: 10.1007/BF02310555.
  • Çatalsakal, S. (2016). How Trait Mindfulness Is Related to Job Performance and Job Satisfaction: Self-Regulation as a Potential Mediator. (M.S. - Master of Science). Middle East Technical University.
  • Dai, Y.D., Chen, K.Y. ve Zhuang, W.L. (2016). “Moderating Effect of Work-Family Conflict on The Relationship Between Leader-Member Exchange and Relative Deprivation: Links to Behavioral Outcomes”, Tourism Management, 54, 369-382.
  • Ferris D. L., Brown D. J., Berry J. W. ve Lian H. (2008). “The Development and Validation of the Workplace Ostrasicm Scale”, The Journal of Applied Psychology, 93/6, 1348-1366.
  • Firth, L., Mellor, D., Moore, K., ve Loquet, C. (2004). “How Can Managers Reduce Employee Intention to Quit?”, Journal of Managerial Psychology, 19/2, 170- 87.
  • Froese, F.J. ve Peltokorpi, V. (2011). “Cultural Distance and Expatriate Job Satisfaction”, International Journal of Intercultural Relations, 35/1, 49-60.
  • Gkorezis P., Panagiotou M. ve Theodorou M. (2016). “Workplace Ostracism and Employee Silence in Nursing: The Mediating Role of Organizational Identification”, Journal of Advanced Nursing, 72/10, 2381–2388.
  • Griffeth, R.W., Hom, P.W. ve Gaertner, S. (2000). “A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium”, Journal of Management, 26/3, 463-488.
  • Hackman, J.R. ve Oldham, G.R. (1975). “Development of the Job Diagnostic Survey”, Journal of Applied Psychology, 60, 159-170, http://dx.doi.org/10.1037/h0076546.
  • Halis, M. ve Demirel, Y. (2016). “Sosyal Desteğin Örgütsel Soyutlama (Dışlanma) Üzerine Etkisi”, Kastamonu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11, 318-335.
  • Haq, I. U. (2014). “Workplace Ostracism and Job Outcomes: Moderating Effects of Psychological Capital”, In Human Capital Without Borders: Knowledge and Learning for Quality of Life, Proceedings of The Management, Knowledge and Learning International Conference 2014, Örebro, Sweden, ToKnowPress, 1309-1323.
  • Hayes, C.T. ve Weathington, B.L. (2007). “Optimism, Stress, Life Satisfaction, and Job Burnout in Restaurant Managers”, The Journal of Psychology, 141/6, 565-579.
  • Hinton, PR. (2007). Statistics Explained, 2nd Edition, Taylor & Francis, NY, USA.
  • Hitlan, R.T., Cliffton, R.J. ve DeSoto, M.C. (2006). “Perceived Exclusion in the Workplace: The Moderating Effects of Gender on Work-Related Attitudes and Psychological Health”, North American Journal of Psychology, 8/2, 217-236.
  • Howard, M.C., Cogswell, J.E. ve Smith, M.B. (2019). “The Antecedents and Outcomes of Workplace Ostracism: A Meta-Analysis”, Journal of Applied Psychology, 1–20. https:// doi.org/10.1037/apl0000453.
  • Hsieh, H., ve Karatepe, O.M. (2019). “Outcomes of Workplace Ostracism Among Restaurant Employees”, Tourism Management Perspectives, 30, 129–137.
  • Huertas-Valdivia, I., Braojos, J. ve Llorens-Montes, F.J., (2019). “Counteracting Workplace Ostracism in Hospitality with Psychological Empowerment”, International Journal of Hospitality Management, 76, 240–251.
  • Jiang, H., Jiang, X., Sun, P. ve Li, X. (2020). “Coping with Workplace Ostracism: The Roles of Emotional Exhaustion and Resilience in Deviant Behavior”, Management Decision, 59/2, 358-371.
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There are 68 citations in total.

Details

Primary Language Turkish
Subjects Tourism (Other)
Journal Section Articles
Authors

Gamze Temizel 0000-0001-6576-1634

Publication Date October 28, 2022
Acceptance Date May 31, 2022
Published in Issue Year 2022

Cite

APA Temizel, G. (2022). OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi(53), 81-97. https://doi.org/10.30794/pausbed.1076887
AMA Temizel G. OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ. PAUSBED. October 2022;(53):81-97. doi:10.30794/pausbed.1076887
Chicago Temizel, Gamze. “OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, no. 53 (October 2022): 81-97. https://doi.org/10.30794/pausbed.1076887.
EndNote Temizel G (October 1, 2022) OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 53 81–97.
IEEE G. Temizel, “OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ”, PAUSBED, no. 53, pp. 81–97, October 2022, doi: 10.30794/pausbed.1076887.
ISNAD Temizel, Gamze. “OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 53 (October 2022), 81-97. https://doi.org/10.30794/pausbed.1076887.
JAMA Temizel G. OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ. PAUSBED. 2022;:81–97.
MLA Temizel, Gamze. “OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, no. 53, 2022, pp. 81-97, doi:10.30794/pausbed.1076887.
Vancouver Temizel G. OTEL İŞLETMELERİNDE ÖRGÜTSEL DIŞLANMANIN İŞ TATMİNİNE VE İŞTEN AYRILMA NİYETİNE ETKİSİ. PAUSBED. 2022(53):81-97.