Algılanan Yeni İş Fırsatları ile İşten Ayrılma Niyeti Arasındaki İlişkiler Üzerinde Sosyal Desteğin Aracılık Etkisi: Bolu Beyaz-Et Sektör Çalışanları Üzerinde Bir Araştırma

Year 2015, Volume: 3 Issue: 2, 73 - 90, 01.04.2015

Necmettin Özel

Abstract

Bu çalışmada, hem işten ayrılma niyeti, yeni iş fırsatları ve üstlerden ve arkadaşlardan sosyal destek arasındaki ilişkiler hem de sosyal desteğin aracılık etkisi incelenmiştir. Beyaz-et sektör çalışanlarından oluşan katılımcılara s=830 , kişisel özellikler ölçeği dışında işten ayrılma niyeti, yeni iş fırsatları ve üstlerden ve çalışma arkadaşlarından sosyal destek ölçeklerini içeren bir soru kâğıdı uygulanmıştır. Ölçekler, sırasıyla, 0.89, 0.82, 0.80 ve 0.68 düzeyinde güvenilir bulunmuştur. Araştırma ölçeklerinin geçerliği için uygulanan açımlayıcı faktör analizi, toplam değişimin, %82 işten ayrılma niyeti; %65 yeni iş fırsatları ve % 59 sosyal destek tarafından açıklandığını göstermiştir. Hipotez analizi, yeni iş fırsatları ile işten ayrılma niyeti arasında olumlu; üstlerden ve çalışma arkadaşlarından sosyal destek ile işten ayrılma niyeti arasında da olumsuz ilişki ortaya koymuştur. Ayrıca, işten ayrılma niyeti ve yeni iş fırsatları arasındaki ilişkiler üzerinde sosyal desteğin kısmi aracılık etkisi olduğu belirlenmiştir. İş örgütleri ya da uygulamacılar açısından, çalışanlara verilen sosyal desteğin artırılması önerilmiştir.

Keywords

İşten Ayrılma Niyeti, Yeni İş Fırsatı, Sosyal Destek, Açımlayıcı Faktör Analizi.

Mediation Effect of Social Support on Relationships between Perceived New Job Opportunities and Intention to Leave: A Research on WhiteMeat Sector Employees in Bolu

Abstract

An examination relationship between turnover intention and new job opportunities and social support from supervisors and co-workers was the main purpose of this study. Participants N=830 conducted a questionnaire consisting of three scale. The C’sAs ranged from 0.68 to 0.89. Further, exploratory factor analysis showed that intention to leave explained 82%; perceived new job opportunities %65 and social support %59 of total variation. Meanwhile, we found positive relationships between perceived new job opportunities and intention to leave. We also detected a negative relationship between intention to leave and social support from supervisors and coworkers. Finally, study results revealed that social support has a mediation effect on relationships between new job opportunities and intention to leave. For organizations, to increase social support has been suggested

Keywords

Intention to leave, New Job Opportunities, Social support, Exploratory Factor Analysis.

References

• Abdul Rahman, S. M., Naqvi, R. ve Ramay, M.İ. (2008), ”Measuring Turnover Intention: A Study of IT Professionals in Pakistan”, International Review of Business Research Papers, 4, 3, s.45-55.
• Ali, N. (2007), ”Factors Affecting Overall Job Satisfaction and Turnover Intention” Journal of Managerial Sciences, 2, 2, s.239-252.
• Arnold, H. J. ve Feldman, D. C. (1982), ”A Multivariate Analysis of the Determinants of Job Turnover”, Journal of Applied Psychology, 67, 3, s.350-360.
• Ashford, S. J., Lee, C. ve P. Bobko, P. (1989), ”Content, Causes and Concequences of Job Insecurity: A Theory Based-Measure and Substantive Test”, Academy of Management Journal, 32, 4, s.803- 829.
• Balogun, A. G., Adetula, G. A. ve Olowodunoye, S. A. (2013), ”Job Conditions, Psychological Climate, and Affective Commitment as Predictors of Intention to Quit Among two Groups of Bank Employees in Nigeria”, Romanian Journal of Applied Psychology, 15, 1, s.9-19.
• Batt, R., Colvin, A. ve Keefe, J. (2002),”Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry”, Industrial and Labor Relations Review, 55, 4, s.573-594.
• Beecroft, P. C., Dorey, F. ve Wenten, M. (2008), ”Turnover Intention in New Graduate Nurses: A Multivariate Analysis”, Journal of Advanced Nursing, 62, 1, s.41-52.
• Billings, R. ve Wemmems, V. (1983), ”The Role of Alternatives in Process Models of Withdrawal”, Proceedings of the 26th Annual Conference of the Midwestern, Academy of Management, 18-29.
• Bodla, A. ve Mahmood, A. H. (2008), ”Controllable vs. Uncontrollable Factors of Employee Turnover Intentions: An Empirical Evidence from Textile Sector of Pakistan”, Proceedings of International Conference on Business and Management, 17th-20th Nov., Bangkok.
• Bourbonnais, R., Comeau, M. Ve Vezına, M. (1999),”Job Strain and Evaluation of Mental Health Among Nurses”, Journal of Occupational Health Psychology, 4, 2, s.95-107.
• Brough, P. ve Frame, R. (2004),”Predicting Police Job Satisfaction and Turnover Intentions: The Role of Social Support and Police Organizational Variables”, New Zealand Journal of Psychology, 33, 1, s.8-16.
• Büyüköztürk, Ş. (2010), Sosyal Bilimler için Veri Analizi El Kitabı, 11. Baskı, Pegem Akademi Yayıncılık, Ankara.
• Cammann, C., Fichman, M., Jenkins, D. ve Klesh, J. (1979), The Michigan Organizational Manuscript, University of Michigan, Michigan.
• Questionnaire, Unpublished
• Can, A. (2013), SPSS ile Bilimsel Araştırma Sürecinde Nicel Veri Analizi, Pegem Akademi Yayıncılık, Ankara.
• Coomber, B. ve Barriball, K. L. (2007), ”Impact of Job Satisfaction Components on Intent to Leave and Turnover for Hospital-Based Nurses: A Review of the Research Literature”, International Journal of Nursing Studies, 44, s.297–314.
• Çokluk, Ö., Şekerrcioğlu, G. ve Büyüköztürk, Ş. (2010), Sosyal Bilimler İçin Çok Değişkenli İstatistik:SPSS ve LISREL Uygulamaları (Birinci baskı), Pegem Akademi Yayınları, Ankara.
• CP (2013), http://www.cpturkiye.com/tr/medya-merkezi/basin-bultenleri/ 12.12.2013
• De Araujo, T. M. ve Karasek, R. (2008), ”Validity and Reliability of the Job Content Questionnaire in Formal and Informal Jobs in Brazil”, Scandinavian Journal of Work, Environment & Health, 6, s.52-59.
• Gerhart, B. (1989), ”Voluntary Turnover and Alternative Job Opportunities (CAHRS)”, Working Paper #89-03), Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies, New York.
• Greenhalgh, L. ve Rosenblatt osenblatt, Z. (1984) ”Job Insecurity: Toward Conceptual Clarity”, The Academy of Management Review, 9, 3, s.438- 448.
• Hammer, T. H., Saksvik, P. O., Nytro, K. K., Torvan, H. ve Bayazıt, M. (2004), ”Expanding the Psychological Work Environment: Workplace Norms and Work-Family Conflict as Correlates of Stress and Health”, Journal of Occupational Health Psychology, 9, 1, s.83-97.
• Harris, R. B., Harris, K.J. ve Harvey, H. (2008), ”An Examination of the Impact of Supervisor on the Relationship between Job Strains and Turnover Intention for Computer Workers”, Journal of Applied Social Psychology, 38, 8, s.2108–2131.
• Hwang, I.-S. ve Kuo, J-H. (2006), ”Effects of Job Satisfaction and Perceived Alternative Employment Opportunities on Turnover Intention- An Examination in Public Sector Organizations”, Journal of American Academy of Business, 8, 2, s.254-259.
• Johnson, J. V. ve Hall, E. M. (1988), ”Job Strain, Work Place Social Support, and Cardiovascular Disease: A Cross Sectional Study of a Random Sample of the Swedish Working Population”, American Journal of Public Health, 78, s.1336-1342.
• Karasek, R. (1979), ”Job Demands, Job Decision Latitude and Mental Strain: Implications for Job Redesign”, Administrative Science Quarterly, 24, 2, s.285-308.
• Karasek, R., Brisson, C., Kawakami, N., Houtman, I., Bogersve, P. ve Amick, B. (1998), ”The Job Content Questionnaire (JCQ): An Instrument for Internationally Comparative Assessments of Psychological Job Characteristics”, Journal of Occupational Health Psychology, 3, 4, s.322-355.Iren
• Khatri, N., Budhwar, P. ve Tze, F.C. (1999), Employee Turnover: Bad Attitude or Poor Management?, Nanyang Technological University, Singapore.
• Kitapçı, H., Kaynak, R. Ve Ökten, S.S. (2013), “Güçlendirmenin İş Tatmini ve İşten Ayrılma Niyetine Etkisi: Kamu ve Özel Sektörde Mukayeseli Bir Araştırma”, International Review of Economics and Management, 1, 1, s.49-73.
• Kıdak, L. B. (2011), “Örgüt İçi Stres Kaynakları ve İşten Ayrılma Niyetine Etkisi: Eğitim Diş Hastanesinde Çalışan Diş Hekimleri Üzerine Bir Uygulama”, Eğitim, Finans Politik & Ekonomik Yorumlar Dergisi, 48, 555, s.35-48.
• Landsbergis, P. A. (1988), ”Occupational Stress Faced by Health Care Workers: A Test of the Job Demands-Control Model”, Journal of Organizational Behavior, 9, s.217-239.
• Lee, W-J. (2008), A Pilot Survey of Turnover Intention and Its Determinants Among Adult Probation Line Officers, Angelo State University, Criminal Justice Center, Texas.
• Lobburi, P. (2012), ”The Influence of Organizational and Social Support on Turnover Intention in Collectivist Context”, The Journal of Applied Business Research, 28, 1, s.93-104.
• Long, C. S., Thean, L. Y., Wan Ismail, W. K. ve Jusoh, A. (2012), ”Leadership Styles and Employees’ Turnover Intention: Exploratory Study of Academic Staff in a Malaysian College”, World Applied Sciences Journal, 19, 4, s.575-581.
• Lucas, J. W., Whitestone, Y., Segal, D. R., Segal, M. W., White, M. A. Ve Mottern, J. A. (2009), ”Social Support and Turnover: Review and Recommendations”, Current Topics in Management, Ed. M. AfzalurRahim, Transaction Publishers, New Jersey, s. 49-72.
• Malik, M. E., Danish, R. Q. ve Munir, Y. (2011), ”Employee’s Turnover Intentions: Is this HR Failure or Employee’s better Employment Opportunity?”, Management and Service, IPEDR, vol.14. Conference on Innovation
• Miller, V.D., Allen, M., Casey, M.K. ve Johnson, J.R. (2000). “Reconsidering The Organizational Identification Questionnaire”, Management Communication Quarterly, 13, 4, s. 626-658.
• Motshegwa, B. (2011), ”Comparative Analysis of Teachers’ Perception of Equity, Pay Satisfaction, Affective Commitment and Intention to Turnover in Botswana”, Journal of Management Research, 3, 1, s.1-21.
• Mowday, R. T., Koberg, C. S. ve Mcarthur, A. W. (1984), ”The Psychology of the Withdrawal Process: A Cross-Validation of Mobley’s Intermediate Linkages Model of Turnover in Two Sample”, Academy of Management Journal, 27, 1, s.79-94.
• Niedhammer, I. (2002), ”Psychometric Properties of the French Version of the Karasek Job Content Questionnaire: A Study of the Scales of Decision Latitude, Psychological Demands, Social Support, and Physical Demands in the GAZEL Cohort”, Int Arch Occup Environ Health, 75, s.129–144.
• Nunnally, J. ve Bernstein, I. (1994), Psychometric Theory, McGraw-Hill, New York.
• Olabimitan, B. A., Ilevbare, F. M. ve Alausa, V. M. (2012), ”Perceived Job Insecurity, Sex and Age as Predictors of Turnover Intensions Among Employees of Merged Banks”, Asian Journal of Business and Management Sciences, 2, 6, s.69-79.
• Onay, M. ve Kılcı, S. (2011), “İş Stresi ve Tükenmişlik Duygusunun İşten ŞTEN Ayrılma Niyeti Üzerine Etkileri: Garsonlar ve Aşçıbaşılar”, Organizasyon ve Yönetim Bilimleri Dergisi, 3, 2, s.363-372.
• Poyraz, K. ve Kama, B. (2008), ” Algılanan İş Güvencesinin İş Tatmini, Örgütsel Bağlılık ve İşten Ayrılma Niyeti Üzerindeki Etkilerin İncelenmesi”, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 13, 2, s.143-164.
• Rafferty, Y., Friend, R. ve Landbergis, P.A. (2001), ”The Association between Job Skill Discretion, Decision Authority and Burnout”, Work & Stress: An International Journal of Work, Health & Organizations, 15, 1, s.73-85.
• Sabuncuoğlu, E. T. (2007), ”Eğitim, Örgütsel Bağlılık ve İşten Ayrılma Niyeti Arasındaki İlişkilerin İncelenmesi”, Ege Akademik Bakış, 7, 2, s.613-628.
• Sverke, M. ve Hellgren, J. (2002), ”The Nature of Job Insecurity: Understanding Employment Uncertainty on the Brink of a New Millennium”, Applied Psychology: An International Review, 51, 1, s.23-42.
• TMP, (Bolu Tarım Master Planı), (2013), T.C. Tarım ve Köy İşleri Bakanlığı 2013. Tumwesigye
• G. (2010), ”The Relationship between Perceived
• Organizational Support and Turnover Intentions in a Developing
• Country: The Mediating Role of Organizational Commitment”
• African Journal of Business Management, 4, 6, s.942-952.
• Turgut, H., Bitmiş, M.G. ve Sökmen, A. (2013), “Psikolojik Dayanıklılığın İşten Ayrılma Niyeti üzerine Etkisi: Kamu Kurumu Çalışanları Üzerine Bir Araştırma”, 12. Ulusal İşletmecilik Kongresi, 2-4 Mayıs, Muğla.
• Van Yperen, N. W. Ve Snijders, T. A. B. (2000), ”A Multilevel Analysis of the Demands-Control Model: Is Stress at Work Determined by Factors at the Group Level or the Individual Level?”, Journal of Occupational Health Psychology, 5, 1, s.182-190.
• Yıldız, S., Yalvaç, S. ve Meydan, C.H. (2013), “Tükenmişliğin İşten Ayrılma Niyetine Etkisinde Örgüte Bağlılığın Aracı Rolü: Türkiye’deki Gümrük ve Ticaret Bakanlığı Personeli üzerinde Bir Araştırma”, Bilgi Ekonomisi ve Yönetimi Dergisi, 8, 2, s.157-170.
• Yıldız, S. M. (2013), “Spor ve Fiziksel Etkinlik İşletmelerinde İş Yaşam Kalitesinin Çalışanların İşten Ayrılma Niyetine Etkisi”, Ege Akademik Bakış, 13, 3, s.317-324.
• Zhang, Y. Ve Feng, X. (2011), ”The Relationship between Job Satisfaction, Burnout and Turnover Intention Among Physicians from Urban State-Owned Medical Institutions in Hubei, China: A Cross Sectional Study”, BMC Health Services Research, 11, 235.