DEFINING KEY ELEMENTS THAT SHAPE EMPLOYEE ENGAGEMENT IN A MASLOW HIERARCHY IN PERSPECTIVE

Year 2024, Issue: 44, 141 - 150, 07.08.2024

Ülge Taş

https://doi.org/10.18092/ulikidince.1454947

Abstract

This study focused on employee engagement as a research in the industry using qualitative methods. The purpose of this paper was to define the factors that affect employee engagement, as tested within the framework of Maslow's hierarchy of needs (MHN). Key elements for measuring employee engagement were defined based on MHN. The priority of this study is to determine which factors and to what degree contribute to employee engagement in Maslow's five levels. Data was interpreted with MAXQDA 22 for thematic content analysis. As a result of this study, a strong relationship was determined between employee engagement and the key elements of MHN. The factors of employee engagement are explained as 9 codes (key elements) and defined in the relevant step of the pyramid. There is a lack of applied studies in the literature on employee engagement, making this study original in that respect. In the analysis, a significant relationship was found between self-actualization and 9 key elements. These elements are Expectations, Materials, Recognition, Care, Development, Quality, Team, Progress, and Learn & Grow. The last step is to achieve self-actualization, all these elements must work together. As a result, this study concludes that MHN can offer valuable insights regarding employee engagement.

Keywords

Employee Engagement, Maslow’s Hierarchy of Needs (MHN), MAXQDA, Thematic Content Analysis

MASLOW HİYERARŞİSİ PERSPEKTİFİNDE ÇALIŞAN BAĞLILIĞINI BELİRLEYEN ANA UNSURLARIN TANIMLANMASI

Abstract

Bu çalışma, sektörde nitel yöntemler kullanılarak yapılan bir araştırma olarak çalışan bağlılığına odaklanmıştır. Buna bağlı olarak bu makalenin amacı, çalışan bağlılığını etkileyen faktörleri Maslow'un ihtiyaçlar hiyerarşisi çerçevesinde test ederek tanımlamaktır. Çalışan bağlılığını ölçmeye yönelik temel unsurlar MHN’ye göre tanımlanmıştır. Bu çalışmanın önceliği Maslow'un beş düzeyinde çalışan bağlılığına hangi faktörlerin ve ne ölçüde katkıda bulunduğunun belirlenmesidir. Veriler tematik içerik analizi için MAXQDA 22 ile yorumlanmıştır. Bu çalışmanın sonucunda çalışan bağlılığı ile MHN’nin arasında güçlü bir ilişki olduğu tespit edilmiştir. Çalışan bağlılığını etkileyen faktörler 9 kod (temel unsur) olarak açıklanmış ve piramidin ilgili adımında tanımlanmıştır. Literatürde çalışan bağlılığı konusunda uygulamalı çalışmaların eksikliği bu çalışmayı özgün kılmaktadır. Analizde kendini gerçekleştirme ile 9 temel unsur arasında anlamlı bir ilişki bulunmuştur. Bu unsurlar; Beklentiler, Malzemeler, Tanınma, İlgi, Gelişim, Kalite, Ekip, İlerleme ve Öğrenme & Büyüme’dir. Son basamak olan kendini gerçekleştirmeyi başarmak için tüm bu unsurların birlikte çalışması gerekmektedir. Sonuç olarak bu çalışmanın bulguları MHN’nin çalışan bağlılığı konusunda değerli bilgiler sunabileceğini iddia etmektedir.

Keywords

Çalışan Bağlılığı, Maslow’un İhtiyaçlar Hiyerarşisi, MAXQDA, Tematik İçerik Analizi

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