THE MEDIATING AND REGULATORY ROLE OF ORGANIZATIONAL DESENSITIZATION IN THE RELATIONSHIP BETWEEN SHRINKAGE OF AIM AND LOSS OF MOTIVATION

Abstract

Employees spend a significant part of their lives in the workplace, and the time spent here wears them out physically, mentally, and psychologically. This situation, which we call employee attrition, makes itself felt more especially in places with job satisfaction and insufficient motivation. The main purpose of this research is to question the attrition of employees through loss of motivation, shrinkage of aim and organizational desensitization. The research method is cross-sectional research in quantitative and general screening models. The study's sample was determined according to the random sampling technique and consisted of employees working in different universities. The data of the research were collected by online survey method. The research examined the mediator and moderator role of organizational desensitization in the relationship between shrinkage of aim and loss of motivation in employees. In addition, the differences in the levels of loss of motivation, shrinkage of aim, and organizational desensitization, which are the sub-dimensions of attrition of the employees, were examined according to the demographic variables. According to the findings, it was determined that goal decrease and organizational desensitization positively affected the loss of motivation, and organizational desensitization had a mediating and regulatory role in the effect of goal decrease on motivation loss. These findings showed that a negative emotional state affects another negative emotional state in employees, and negative emotions affect other emotions with a kind of emotional contagion.

Keywords

• The mediating variable
• regulatory variable
• organizational desensitization
• shrinkage of aim
• loss of motivation

AMAÇ AZALMASI VE MOTİVASYON KAYBI İLİŞKİSİNDE ÖRGÜTSEL DUYARSIZLAŞMANIN ARACI VE DÜZENLEYİCİ ROLÜ

Abstract

Çalışanlar yaşamlarının önemli bir kısmını işyerinde geçirir ve burada geçen süre onları fiziksel, zihinsel ve psikolojik olarak yıpratır. İşgören yıpranması dediğimiz bu durum özellikle iş tatmininin ve yetersiz motivasyonun olduğu yerlerde kendisini daha fazla hissettirir. Bu araştırmanın temel amacı, işörenlerin yıpranmalarını motivasyon kaybı, amaç azalması ve örgütsel duyarsızlaşma üzerinden sorgulamaktır. Araştırma yöntemi itibariyle nicel yöntemde ve genel tarama modellerinden kesitsel bir araştırmadır. Araştırmanın örneklemi tesadüfi örnekleme tekniğine göre belirlenmiştir ve farklı üniversitelerde görev yapan işgörenlerden oluşmaktadır. Araştırmanın verileri çevrimiçi anket yöntemi ile toplanmıştır. Araştırmada iş görenlerde amaç azalması ve motivasyon kaybı durumları arasındaki ilişkide örgütsel duyarsızlaşmanın aracı ve düzenleyici rolü incelenmiştir. Ayrıca işgörenlerin yıpranma alt boyutları olan motivasyon kaybı, amaç azalması ve örgütsel duyarsızlaşma düzeylerinin demografik değişkenlere göre farklılığına bakılmıştır. Elde edilen bulgulara göre amaç azalması ve örgütsel duyarsızlaşma değişkenlerinin motivasyon kaybını pozitif yönde etkilediği, amaç azalmasının motivasyon kaybı üzerindeki etkisinde örgütsel duyarsızlaşmanın aracılık ve düzenleyicilik rolünün olduğu belirlenmiştir. Bu bulgular işgörenlerde olumsuz bir duygu durumunun başka bir olumsuz duygu durumunu etkilediği olumsuz duyguların bir tür duygusal bulaşma ile başka duyguları etkilediği anlaşılmıştır.

Keywords

• Aracı değişken
• düzenleyici değişken
• örgütsel duyarsızlaştırma
• amaç azalması
• motivasyon kaybı

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