ÇALIŞANLARIN İŞ BECERİKLİLİĞİNİN İŞ TATMİNİ VE İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ BAĞLAMINDA BİR ARAŞTIRMA

Year 2023, Issue: 56, 185 - 215, 22.05.2023

Mehmet Yıldırım

https://doi.org/10.30794/pausbed.1100142

Cited By: 1

Abstract

Bu araştırma aşağıdan yukarıya doğru bir iş dizaynı stratejisi olarak değerlendirilen iş becerikliliğinin iş tatmini ve işten ayrılma niyeti üzerindeki etkisini incelemek amacı ile gerçekleştirilmiştir. Yapılan literatür taramasında iş becerikliliğinin hem iş tatmini hem de işten ayrılma niyeti üzerindeki etkisini bütüncül bir model ile inceleyen bir araştırmaya rastlanmamıştır. Araştırma amacı çerçevesinde sağlık hizmetleri sektöründe faaliyet gösteren özel bir hastanede görevli çalışanlardan veriler toplanmıştır. Toplanan veriler üzerinden iş becerikliliğinin iş tatmini ve işten ayrılma niyeti üzerindeki etkisi yapısal eşitlik modellemesi ile analiz edilmiştir. Yapılan analizler sonucunda sadece iş becerikliliğinin merak uyandırıcı iş taleplerini arttırma boyutunun iş tatminini arttırdığı diğer boyutların iş tatmini üzerinde anlamlı herhangi bir etkisinin olmadığı görülmüştür. Ayrıca iş becerikliliğinin hiç boyutunun işten ayrılma niyeti üzerinde anlamlı bir etkisinin olmadığı elde edilen bir diğer bulgudur. Araştırma bulguları yorumlanarak, araştırmanın kısıtları ifade edilmiştir.

Keywords

İş becerikliliği, iş tatmini, işten ayrılma niyeti

THE EFFECT OF EMPLOYEES' JOB CRAFTING ON JOB SATISFACTION AND TURNOVER INTENTION: A RESEARCH IN THE CONTEXT OF HEALTH SECTOR

Abstract

This research was conducted to reveal the effect of job crafting, which is assesed as a bottom-up job design strategy, on job satisfaction and turnover intention. In the literature review, no research has been found that revealed the effect of job crafting on both job satisfaction and turnover intention with a holistic model. Within the framework of the research purpose, data were collected from the employees working in a private hospital operating in the health services sector. The effect of job crafting on job satisfaction and turnover intention was analyzed by structural equation modeling on the collected data. As a result of the analyzes, it was revealed that only the increasing challenging job demands dimension increased job satisfaction, while the other dimensions did not have any significant effect on job satisfaction. In addition, it is another finding that no dimension of job crafting has a significant effect on turnover intention. The research findings were interpreted and the limitations of the research were expressed.

Keywords

Job Crafting, Job Satisfaction, Turnover Intention

References

• Akın, A., Sarıçam, H., Kaya, Ç., & Demir, T. (2014). Turkish version of job crafting scale (JCS): The validity and reliability study. International Journal of Educational Researchers, 5(1), 10-15.
• Bagozzi, R. P., Yi, Y., & Phillips, L. W. . (1991). Assessing construct validity in organizational research. Administrative science quarterly, 421-458.
• Bernarto, I., Bachtiar, D., Sudibjo, N., Suryawan, I. N., Purwanto, A., & Asbari, M. (2020). Effect of transformational leadership, perceived organizational support, job satisfaction toward life satisfaction: Evidences from indonesian teachers.
• Bothma, C. F., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1), 1-12.
• Cheng, J. C., & Yi, O. (2018). Hotel employee job crafting, burnout, and satisfaction: The moderating role of perceived organizational support. International Journal of Hospitality Management, 72, 78-85.
• Cheng, J. C., Chen, C. Y., Teng, H. Y., & Yen, C. H. (2016). Tour leaders’ job crafting and job outcomes: The moderating role of perceived organizational support. Tourism Management Perspectives, 20, 19-29.
• Cho, Y. J., & Lewis, G. B. . (2012). Turnover intention and turnover behavior: Implications for retaining federal employees. Review of public personnel administration, 32(1), 4-23.
• Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
• Ćulibrk, J., Delić, M., Mitrović, S., & Ćulibrk, D. (. (2018). Job satisfaction, organizational commitment and job involvement: The mediating role of job involvement. Frontiers in psychology, 9, 132. 2.
• Dai, Y. De, Zhuang, W. L. ve Huan, T. C. (2019). . (2019). Engage or quit? The moderating role of abusive supervision between resilience, intention to leave and work engagement. Tourism Management, 70, 69–77. doi:10.1016/j.tourman.2018.07.014.
• Dardar, A. H. A., Jusoh, A., & Rasli, A. (2012). The impact of job training, job satisfaction and alternative job opportunities on job turnover in Libyan oil companies. Procedia-Social and Behavioral Sciences, 40, 389-394.
• Demerouti, E. (2014). Design your own job through job crafting. European Psychologist. 237-247.
• Demirel, E. T. (2013). Mesleki stresin iş tatminine etkisi: Örgütsel desteğin aracılık rolü. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 6(1), 220-241.
• Eliyana, A., & Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150.
• Falk, R. F., & Miller, N. B. (1992). A primer for soft modeling. University of Akron Press.
• Fornell C, Larcker DF. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of Marketing Research 18: 382-388.
• Garson, G. D. (2016). Partial least squares. Regression and structural equation models.
• Hair JF, Black WC, Babin BJ. (2010). Multivariate data analysis: A global perspective. Upper Saddle River, NJ: Pearson Prentice Hall.
• Hair, J. F. Jr., Anderson, R. E., Tatham, R. L. & Black, W. C. (1995). Multivariate Data Analysis (3rd ed). New York: Macmillan.
• Hair, J.F.; Hult, T.M.; Ringle, C.M. e Sarstedt, M. A . (2014). Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). Los Angeles: SAGE, 2014.
• Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the academy of marketing science, 43(1), 115-135.
• Ingusci, E., Callea, A., Chirumbolo, A., & Urbini, F. (2016). Job crafting and job satisfaction in a sample of Italian teachers: the mediating role of Perceived Organizational Support. Electronic Journal of Applied Statistical Analysis, 9(4), 675-687.
• Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job attitudes, job satisfaction, and job affect: A century of continuity and of change. Journal of Applied Psychology, 102(3), 356.
• Kerse, G. (2019). İş Becerikliliğinin İşte Can Sıkıntısı Üzerindeki Etkisi: İmalat Sektörü Bağlamında Bir İnceleme. Third Sector Social Economic Review, 54(1), 531-548. 531-548.
• Kline, R. B. (2011). Principles and practice of structural equation modeling. New York: Guilford Press. Teo, T. S. H.,.
• Küçükusta, D. (2007). Konaklama İşletmelerinde İş-Yaşam Dengesinin Çalışma Yaşamı Kalitesi Üzerindeki Etkisi. Yayınlanmamış Doktora Tezi, Dokuz Eylül Üniversitesi, SBE, İzmir.
• Narcıkara, E. B. (2018). Spiritüelite (Ruhsallık) ve iş ortamında anlam arayışı. Alanya Akademik Bakış, 2(1), 11-25.
• Ogbuanya, T. C., & Chukwuedo, S. O. (2017). Job crafting-satisfaction relationship in electrical/electronic technology education programme: Do work engagement and commitment matter?. Revista de Psicología del Trabajo y de las Organizaciones, 33(3), 165-173.
• Oprea, B., Păduraru, L., & Iliescu, D. . (2020). Job Crafting and Intent to Leave: The Mediating Role of Meaningful Work and Engagement. Journal of Career Development, 0894845320918666.
• Park, J., & Min, H. K. . (2020). Turnover intention in the hospitality industry: a meta-analysis. International Journal of Hospitality Management, 90, 102599.
• PERYÖN, T. İ. (2018). Çalışan devir oranı araştırması sonuç raporu. İstanbul.
• Petrou, P., Demerouti, E., Peeters, M. C., Schaufeli, W. B., & Hetland, J. . (2012). Petrou, P., Demerouti, E., Peeters, M. C., Schaufeli, W. B., & Hetland, J. (2012). Crafting a job on a daily basis: Contextual correlates and the link to work engagement. Journal of Organizational Behavior, 33(8), 1120-1141. 1120-1141.
• Pett, M. A., Lackey, N. R., & Sullivan, J. J. . (2003). Making sense of factor analysis: The use of factor analysis for instrument development in health care research. Thousand Oaks, CA: Sage.
• Polatcı, S., & Sobacı, F. (2018). The Effect Of Job Crafting On Job Satisfaction: A Research On Teachers. Journal of Global Strategic Management, V. 12 , N. 1, 0049-056| DOI: 10.20460/JGSM.2018.260.
• Sarstedt, M., Ringle, C. M., & Hair, J. F. (2017). Partial least squares structural equation modeling. Handbook of market research, 26(1), 1-40.
• Sökmen, A., & Sezgin, A. C. . (2017). İş tatmini ve işten ayrılma niyetinin değerlendirilmesi: otel işletmeleri sınır birim. Journal of Tourism and Gastronomy Studies, 5(2), 237-250.
• Şimşir, İ., & Seyran, F. (2020). İş Tatmininin Önemi ve Etkileri. Meyad Akademi, 1(1), 25-42.
• Tekingündüz, S., Mehmet, T. O. P., & Seçkin, M. (2015). İş Tatmini, Performans, İş Stresi Ve İşten Ayrilma Niyeti Arasindaki İlişkilerin İncelenmesi: Hastane Örneği. Verimlilik Dergisi, (4), 39-64.Teo, T. S. H., Srivastava, S. C., & Jiang, L. (2008). Trust and electronic government success: an empirical study. Journal of Management Information Systems, 25(3), 99–132.
• Tims, M., Bakker, A. B., ve Derks, D. (2013). The impact of job crafting on job demands, job resources, and well-being. Journal of occupational health psychology, 18(2), 230. 230-240.
• Turan, M. F. (2019). İş şekillendirmenin iş performansına ve işten ayrılma niyetine etkisinde iş tutumlarının aracılık rolünün incelenmesi.
• Uysal, B., Özçelik, G., ve Uyargil, C. (2018). Bireysel iş yapılandırmanın sonuçları: Bireysel iş yapılandırmanın psikolojik sermaye ve işe adanmışlık üzerindeki etkisinin değerlendirilmesi. Journal of Administrative Sciences/Yonetim Bilimleri Dergisi, 16
• Üçüncü, K. (2016). İş Tatmini ve Motivasyon. Trabzon: Karadeniz Teknik Üniversitesi.
• Van den Broeck, A., Van Ruysseveldt, J., Vanbelle, E., & De Witte, H. (2013). The job demands–resources model: Overview and suggestions for future research. In Advances in positive organizational psychology. Emerald Group Publishing Limited. 83-105.
• Way, S. A., Sturman, M. C., & Raab, C. (2010). What matters more? Contrasting the effects of job satisfaction and service climate on hotel food and beverage managers’ job performance. Cornell Hospitality Quarterly, 51(3), 379-397.
• Wayne, W. J., Shore, L. M. ve Linden, R. C. (1997). “Perceived Organizational Behaviors and Their Effects on Organizational Effectiveness in Limited-Menu Restaurants”, Academy of Management Journal, 40(1), 82-111.
• Wrzesniewski, A., LoBuglio, N., Dutton, J. E., & Berg, J. M. (2013). Job crafting and cultivating positive meaning and identity in work. In Advances in positive organizational psychology. Emerald Group Publishing Limited.
• Wrzesniewski, A., ve Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of management review, 26(2), 179-201. 179.
• Zhang, T., & Li, B. (2020). Job crafting and turnover intention: The mediating role of work engagement and job satisfaction. Social Behavior and Personality: an international journal, 48(2), 1-9.