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ÇALIŞMA İLİŞKİLERİNİN İŞ YÜKÜ VE İŞ TATMİNİ ÜZERİNDEKİ ETKİLERİNİN İNCELENMESİ

Year 2020, Issue: 83, 363 - 378, 30.09.2020

Abstract

Çalışmanın amacı çalışma ilişkilerinin çalışanın örgütün sunduğu hizmeti algılayışı, iş yükü ve iş tatmini üzerindeki etkilerini incelemektir. Çalışma ilişkilerinin çalışan tutum, davranışları ve görev algılayışını etkileyeceği düşünülmektedir. Buna göre çalışma ilişkileri bağımsız, iş yükü ve iş tatmini bağımlı değişkenler olarak ele alınmış, bu üç değişkene ilişkin ölçekler kullanılarak anket formları hazırlanmıştır. Anket formu demografik özelliklere ilişkin soruları, ölçek soruları yanında çalışanların üyesi bulunduğu örgütün hizmetlerini alıp almak istemeyecekleri, yakınlarına tavsiye etmek isteyip istemeyecekleri sorularını da kapsamaktadır. Çalışmanın uygulaması sağlık çalışanları ile gerçekleştirilmek istenmiş ve Rize’de bulunan bir RTEU Eğitim ve Araştırma Hastanesi’nde yapılmıştır. Çalışmanın örneklemini oluşturan 175 sağlık çalışanından elde edilen verilere çeşitli istatistiksel analizler yapılmış ve çalışma ilişkilerinin iş yükü ve iş tatmini üzerindeki etkisine ilişkin sonuçlara ulaşılmıştır. Analiz sonuçlarında ilk dikkati çeken sonucun çalışanların örgütlerinin sunduğu hizmeti alma ve tavsiye etmeleri sorusuna verdikleri cevapların ortalamasıdır. Buna göre çalışanların mensubu oldukları örgütün çıktılarından memnuniyet düzeylerinin yeterli olduğu sonucuna varılmıştır.Analiz sonuçlarına göre çalışan ilişkilerinin alt boyutları çalışma ortamında saygı ve destek, kendi kendine öğrenme ve kendinden memnuniyetin çalışanın örgütün hizmetlerini almak istemesi ve tavsiye etmesi üzerinde pozitif etkilerinin olduğu, çalışma ilişkilerinin alt boyutlarının çalışma ortamında saygı ve destek, amirlerle ilişkiler ve algılanan adaletin iş tatmini üzerinde pozitif yönlü etkilerinin olduğu, buna karşın çalışma ilişkilerinin çalışma ortamında saygı ve destek boyutunun iş yükü üzerinde negatif yönlü bir etkisinin olduğu sonucuna varılmıştır.

References

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  • Blegen, M. (1993). Nurses' job satisfaction: a meta-analyasis of related variables. Nursing Research, 42(1), 36-41.
  • Borman, W. C. (2004). The concept of organizational citizenship. Current Directions in Psychological Science, 13(6), 238-241.
  • Boshoff, C. & Mels, G. (1995). A causal model to evaluate the relationships among supervision, role stress, organizational commitment and internal service quality. European Journal of Marketing, 29(2), 23-42.
  • Burke,R.J.&Greenglass, E.R.(1999).Work-Family conflict,spouse support, and nursing staff well-being during organizational restructuring. Journal of Occupational Health Psychology, 4(4), 327-336.
  • Chaubey, D. S., Mishra, M. & Dimri, R. R. (2017). Analysis of employee relationship management and its impact on job satisfaction. International Refereed Research Journal, 2(1), 16-25.
  • Cummins, R. (1990). Job stress and the buffering effect of supervisory support. Group Org Stud.,15, 92-104.
  • Çekmecelioğlu, H. G. (2005). Örgüt ikliminin iş tatmini ve işten ayrılma niyeti üzerindeki etkisi: bir araştırma. CÜ İktisadi ve İdari Bilimler Dergisi, 6(2), 23-39.
  • Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T.E., Gonzalez- Morales, M.G., Steiger-Mueller, M.(2008). Leader–member exchange and affective organizational commitment: The contribution of supervisor's organizational embodiment. Journal of Applied Psychology, 98(6), 1085-1103.
  • Field, A. (2000). Discovering statistics using SPSS for Windows. Sage p. London- Thousand Oaks- New Delhi: Sage Publications.
  • George, J. & Jones, G. (2008). Understanding and managing organizational behavior. (Fifth Edition dü.),Upper Saddle River New Jersey: Pearson Prentice Hall. Ghazzawi, I. (2008). Job satisfaction antecednets and consequences: a new conceptual frame work and research agenda. The Business Review, Cambridge, 11(2), 1-10.
  • Hartline, M.D., Maxham III, J.G., McKee, D.O., 2000. Corridors of influence in the dissemination of customer-oriented strategy to customer contact service employees. Journal of Marketing 64(2), 35-50.
  • Heskett,J.L.,Jones,T.O., Loveman, G.W., SasserJr.,W.E., Schlesinger, L.A.(1994). Putting the service-profit chain to work. Harvard Business Review 72(2), 164-174.
  • Ieva, M., Claudia, A.S.(2013). When creativity enhances sales effectiveness: The moderating role of leader-member exchange. Journal of Organizational Behavior, 34(7), 974-994.
  • Karavardar, G. (2012). Çalışan ilişkileri ve bilgi paylaşımı: Bankacılık sektöründe bir uygulama. Çankırı Karatekin Üniversitesi İİBF Dergisi, 2(1), 145-156.
  • Kelloway, E. & Day, A. L., (2005). Building healthy workplaces: What we know so far. Canadian Journal of Behavioural Science, 37(4), 223-235.
  • Keser, A. (2006). Çağrı merkezi çalışanlarında iş yükü düzeyi ile iş doyumu iliişkisinin araştırılması. Kocaeli Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11, 100- 119.
  • Lam, W., Huang, X., Snape, E.(2007). Feedback-seeking behavior and leader-member exchange: Do supervisor-attributed motives matter?, Academy of Management Journal, 50(2), 348-363.
  • Liden, R.C., Maslyn, J.M.(1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72.
  • Malhotra, N., Mukherjee, A.(2004). The relative influence of organisational commitment and job satisfaction on service quality of customer-contact employees in banking call centres. Journal of Services Marketing, 18(3), 162-174.
  • Martins, J. T. Ribeiro R. P., Bobroff M. C. C., Marziale M. H. P., Robazzi M. L. C. C., Mendes, A. C. (2013). Meaning of workload on the view of celaning professionals. Acta Paul Enferm, 26(1), 63-70.
  • Mayer, R. C., Davis,J. H. & Schoorman, D. (1995).An integrative model of organizational trust. Academy of Management Review, 20, 709-734.
  • Mustapha, N. & Zakaria, Z. (2013). Measuring job satisfaction from the perspective of ınterpersonal relationship and faculty workload among academic Staff at Public Universities in Kelantan, Malaysia. Entrepreneurship Vision 2020: Innovation, Development Sustainability, and Economic Growth.
  • Özdevecioğlu, M. & Balcı, F. (2011). Kültürel sinerji yönetimi: Kavramsal çerçeve. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 38, 27-45.
  • Pravamayee, S. (2014). Strategy to develop an effective workplace environment. International Journal of Language&Linguistics, 1(1), 57-61.
  • Rousseau, D., Sitkin, M. & Burt, S. B. (1998). Not so different after at all: A cross- discipline view of trust. Academy of Management Review, 23(3), 393-404.
  • Schneider, B. & Snyder, R. A. (1975). Some relationship between job satisfaction and organizational climate. Journal of Applied Psychology, 60(3), 318-328.
  • Schweitzer, L. & Lyons, S. (2008). The market within: A marketing approach to creating and developing high-value employment relationships. Business Horizons,51, 555-565.
  • Shader K., Broome M. E., Broome C. D., West M. E., Nash M. (2001). Factorsinfluencing satisfaction and anticipated turnover for nurses in an academic medical center. Journal of Nursing Administration, 31(4), 210-216.
  • Silvestro, R., Cross, S.(2000). Applying the service-profit chain in a retail environment: Challenging the satisfaction mirror. International Journal of Service Industry Management, 11(3), 244-268.
  • Smith, P.C., Kendall, L.M., Hulin, C.L.(1969). The measurement of satisfaction in work and retirement. Chicago: Rand-McNally.
  • Spector,P.E.&Jex,S.M.(1998).Development offourself-reportmeasures ofjob stressors and strain: Interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory. Journal of Occupational Health Psychology, 3(4), 356-367.
  • Steinhardt, M. A., Dolbier, C. L., Gottlieb, N. H., McCalister, K. T. (2003). The relationship between hardiness, supervior support, group cohension, and job stress as predictors of job satisfaction. American Journal of Health Promotion, 17(6), 382-389.
  • Wang, H., Law, K.S., Hackett, R.D., Wang, D., Chen, Z.X.(2005). Leader-member exchange as a mediator of the relationship between transformational leadership and followers' performance and organizational citizenship behavior. Academy of Management Journal, 48(3), 420-432.
  • Yee, R.W.Y, Guo, Y., Yeung A.C.L.(2015). Being close or being happy? The relative impact of work relationship and job satisfaction on service quality. Intern. Journal of Production Economics, http://dx.doi.org/10.1016/j.ijpe.2015.08.021
  • Zhang, Z., Wang, M., Shi, J.(2012). Leader-follower congruence in proactive personality and work outcomes: The mediating role of leader-member exchange. Academy of Management Journal 55(1), 111-130.
Year 2020, Issue: 83, 363 - 378, 30.09.2020

Abstract

References

  • Abdel-Halim, A. (1982). Social support and managerial affective response to job stress. Journal of Organizational Behavior, 3, 281-295.
  • Blegen, M. (1993). Nurses' job satisfaction: a meta-analyasis of related variables. Nursing Research, 42(1), 36-41.
  • Borman, W. C. (2004). The concept of organizational citizenship. Current Directions in Psychological Science, 13(6), 238-241.
  • Boshoff, C. & Mels, G. (1995). A causal model to evaluate the relationships among supervision, role stress, organizational commitment and internal service quality. European Journal of Marketing, 29(2), 23-42.
  • Burke,R.J.&Greenglass, E.R.(1999).Work-Family conflict,spouse support, and nursing staff well-being during organizational restructuring. Journal of Occupational Health Psychology, 4(4), 327-336.
  • Chaubey, D. S., Mishra, M. & Dimri, R. R. (2017). Analysis of employee relationship management and its impact on job satisfaction. International Refereed Research Journal, 2(1), 16-25.
  • Cummins, R. (1990). Job stress and the buffering effect of supervisory support. Group Org Stud.,15, 92-104.
  • Çekmecelioğlu, H. G. (2005). Örgüt ikliminin iş tatmini ve işten ayrılma niyeti üzerindeki etkisi: bir araştırma. CÜ İktisadi ve İdari Bilimler Dergisi, 6(2), 23-39.
  • Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T.E., Gonzalez- Morales, M.G., Steiger-Mueller, M.(2008). Leader–member exchange and affective organizational commitment: The contribution of supervisor's organizational embodiment. Journal of Applied Psychology, 98(6), 1085-1103.
  • Field, A. (2000). Discovering statistics using SPSS for Windows. Sage p. London- Thousand Oaks- New Delhi: Sage Publications.
  • George, J. & Jones, G. (2008). Understanding and managing organizational behavior. (Fifth Edition dü.),Upper Saddle River New Jersey: Pearson Prentice Hall. Ghazzawi, I. (2008). Job satisfaction antecednets and consequences: a new conceptual frame work and research agenda. The Business Review, Cambridge, 11(2), 1-10.
  • Hartline, M.D., Maxham III, J.G., McKee, D.O., 2000. Corridors of influence in the dissemination of customer-oriented strategy to customer contact service employees. Journal of Marketing 64(2), 35-50.
  • Heskett,J.L.,Jones,T.O., Loveman, G.W., SasserJr.,W.E., Schlesinger, L.A.(1994). Putting the service-profit chain to work. Harvard Business Review 72(2), 164-174.
  • Ieva, M., Claudia, A.S.(2013). When creativity enhances sales effectiveness: The moderating role of leader-member exchange. Journal of Organizational Behavior, 34(7), 974-994.
  • Karavardar, G. (2012). Çalışan ilişkileri ve bilgi paylaşımı: Bankacılık sektöründe bir uygulama. Çankırı Karatekin Üniversitesi İİBF Dergisi, 2(1), 145-156.
  • Kelloway, E. & Day, A. L., (2005). Building healthy workplaces: What we know so far. Canadian Journal of Behavioural Science, 37(4), 223-235.
  • Keser, A. (2006). Çağrı merkezi çalışanlarında iş yükü düzeyi ile iş doyumu iliişkisinin araştırılması. Kocaeli Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11, 100- 119.
  • Lam, W., Huang, X., Snape, E.(2007). Feedback-seeking behavior and leader-member exchange: Do supervisor-attributed motives matter?, Academy of Management Journal, 50(2), 348-363.
  • Liden, R.C., Maslyn, J.M.(1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72.
  • Malhotra, N., Mukherjee, A.(2004). The relative influence of organisational commitment and job satisfaction on service quality of customer-contact employees in banking call centres. Journal of Services Marketing, 18(3), 162-174.
  • Martins, J. T. Ribeiro R. P., Bobroff M. C. C., Marziale M. H. P., Robazzi M. L. C. C., Mendes, A. C. (2013). Meaning of workload on the view of celaning professionals. Acta Paul Enferm, 26(1), 63-70.
  • Mayer, R. C., Davis,J. H. & Schoorman, D. (1995).An integrative model of organizational trust. Academy of Management Review, 20, 709-734.
  • Mustapha, N. & Zakaria, Z. (2013). Measuring job satisfaction from the perspective of ınterpersonal relationship and faculty workload among academic Staff at Public Universities in Kelantan, Malaysia. Entrepreneurship Vision 2020: Innovation, Development Sustainability, and Economic Growth.
  • Özdevecioğlu, M. & Balcı, F. (2011). Kültürel sinerji yönetimi: Kavramsal çerçeve. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 38, 27-45.
  • Pravamayee, S. (2014). Strategy to develop an effective workplace environment. International Journal of Language&Linguistics, 1(1), 57-61.
  • Rousseau, D., Sitkin, M. & Burt, S. B. (1998). Not so different after at all: A cross- discipline view of trust. Academy of Management Review, 23(3), 393-404.
  • Schneider, B. & Snyder, R. A. (1975). Some relationship between job satisfaction and organizational climate. Journal of Applied Psychology, 60(3), 318-328.
  • Schweitzer, L. & Lyons, S. (2008). The market within: A marketing approach to creating and developing high-value employment relationships. Business Horizons,51, 555-565.
  • Shader K., Broome M. E., Broome C. D., West M. E., Nash M. (2001). Factorsinfluencing satisfaction and anticipated turnover for nurses in an academic medical center. Journal of Nursing Administration, 31(4), 210-216.
  • Silvestro, R., Cross, S.(2000). Applying the service-profit chain in a retail environment: Challenging the satisfaction mirror. International Journal of Service Industry Management, 11(3), 244-268.
  • Smith, P.C., Kendall, L.M., Hulin, C.L.(1969). The measurement of satisfaction in work and retirement. Chicago: Rand-McNally.
  • Spector,P.E.&Jex,S.M.(1998).Development offourself-reportmeasures ofjob stressors and strain: Interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory. Journal of Occupational Health Psychology, 3(4), 356-367.
  • Steinhardt, M. A., Dolbier, C. L., Gottlieb, N. H., McCalister, K. T. (2003). The relationship between hardiness, supervior support, group cohension, and job stress as predictors of job satisfaction. American Journal of Health Promotion, 17(6), 382-389.
  • Wang, H., Law, K.S., Hackett, R.D., Wang, D., Chen, Z.X.(2005). Leader-member exchange as a mediator of the relationship between transformational leadership and followers' performance and organizational citizenship behavior. Academy of Management Journal, 48(3), 420-432.
  • Yee, R.W.Y, Guo, Y., Yeung A.C.L.(2015). Being close or being happy? The relative impact of work relationship and job satisfaction on service quality. Intern. Journal of Production Economics, http://dx.doi.org/10.1016/j.ijpe.2015.08.021
  • Zhang, Z., Wang, M., Shi, J.(2012). Leader-follower congruence in proactive personality and work outcomes: The mediating role of leader-member exchange. Academy of Management Journal 55(1), 111-130.
There are 36 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Güler Yanık This is me

Vedat Taniş This is me

Publication Date September 30, 2020
Published in Issue Year 2020 Issue: 83

Cite

APA Yanık, G., & Taniş, V. (2020). ÇALIŞMA İLİŞKİLERİNİN İŞ YÜKÜ VE İŞ TATMİNİ ÜZERİNDEKİ ETKİLERİNİN İNCELENMESİ. EKEV Akademi Dergisi(83), 363-378.