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PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA

Year 2018, Volume: 16 Issue: 4, 98 - 115, 31.12.2018
https://doi.org/10.11611/yead.327329

Abstract

Akademisyen ve uygulayıcıların psikolojik güçlendirme ve çalışmaya
tutkunluk konularına olan ilgisi son yıllarda önemli ölçüde artmıştır. Bununla
birlikte, birbirinden bağımsız olarak ortaya çıkan bu kavramların boyutlarının nasıl
ilişkili oldukları konusunda yapılan çalışma sayısı oldukça yetersizdir. Bu
çalışmanın amacı psikolojik güçlendirmenin boyutlarının çalışmaya tutkunluğun boyutları
üzerindeki etkisini analiz etmektir. Çalışma kapsamındaki veriler Bursa’da
bulunan sağlık kurumlardaki 146 katılımcıdan anket yöntemi ile elde edilmiştir.
Verilerin analizinde korelasyon ve çoklu doğrusal regresyon istatistik
teknikleri kullanılmıştır. Analiz sonuçlarına göre, psikolojik güçlendirmenin anlamlılık
alt boyutu tüm çalışmaya tutkunluk alt boyutlarını açıklamada istatistiksel
olarak anlamlıdır. Etki alt boyutu ise hiç bir çalışmaya tutkunluk alt boyutunu
açıklamada istatistiksel olarak anlamlı değildir. Ayrıca, yeterlilik alt boyutu
çalışmaya tutkunluğun dinçlik ve
yoğunlaşma alt boyutlarını açıklamada istatistiksel olarak anlamlıyken,
özerklik alt boyutu çalışmaya tutkunluğun dinçlik ve adanmışlık alt boyutlarını
açıklamada istatistiksel olarak anlamlıdır sonuçlarına ulaşılmıştır.

References

  • Albrecht, S.L. ve Andreetta, M. (2011). The influence of empowering leadership, empowerment and engagement on affective commitment and turnover intentions in community health service workers: Test of a model. Leadership in Health Services, 24(3), 228–237.
  • Ardıç, K. ve Polatçı, S. (2009). Tükenmişlik sendromu ve madalyonun öbür yüzü: işle bütünleşme. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 32, 21-46.
  • Avolio, B. J., Zhu, W., Koh, W. ve Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of organizational behavior, 25(8), 951-968.
  • Bakker, A. B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20(4), 265-269.
  • Bakker, A. B. ve Xanthopoulou, D. (2013). Creativity and charisma among female leaders: the role of resources and work engagement. The International Journal of Human Resource Management, 24(14), 2760-2779.
  • Bakker, A. B., Demerouti, E. ve Lieke, L. (2012). Work engagement, performance, and active learning: The role of conscientiousness. Journal of Vocational Behavior, 80(2), 555-564.
  • Bhatnagar, J. (2012). Management of innovation: Role of psychological empowerment, work engagement and turnover intention in the Indian context. The International Journal of Human Resource Management, 23(5), 928-951.
  • Chaudhary, R., Rangnekar, S. ve Barua, M. K. (2012). Relationships between occupational self efficacy, human resource development climate, and work engagement. Team Performance Management: An International Journal, 18(7/8), 370-383.
  • Conger, J. A. ve Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of management review, 13(3), 471-482.
  • Cunningham, I., Hyman, J. ve Baldry, C. (1996). Empowerment: the power to do what?. Industrial Relations Journal, 27(2), 143-154.
  • Çağlar, E.S. (2011). The impact of empowerment on work engagement mediated through psychological empowerment: Moderating roles of leadership styles and work goal. Doctoral thesis. Marmara University, İstanbul.
  • Demerouti, E., Bakker, A. B., Nachreiner, F. ve Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied psychology, 86(3), 499.
  • Doğan, E. (2002). Çalışanın İşine Cezbolması: Dönüştürücü Liderlik Tarzının, Lidere Olan Güvenin, Güçlenmenin ve Duygunun Etkileri. Doktora Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Durmuş, B., Yurtkoru, E. Serra ve Çinko, M. (2013). Sosyal Bilimlerde SPSS’le Veri Analizi, 5. Baskı, İstanbul: Beta Yayınları.
  • Eryılmaz, A. ve Doğan, T. (2012). İş yaşamında öznel iyi oluş: utrecht işe bağlılık ölçeğinin psikometrik niteliklerinin incelenmesi. Klinik Psikiyatri Dergisi, 15(1), 49-55.
  • Eyiusta, C. M. (2015). İşgörenlerin Güçlendirme Algılarının Sorumluluk Üstlenme Davranışları Üzerindeki Etkisi: İşe Adanmışlık ve İş Tatmini Değişkenlerinin Aracılık Rolü. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 43(2015), 68-78.
  • Gagne, M. ve Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational behavior, 26(4), 331-362.
  • Greco, P., Laschinger, H. K. S. ve Wong, C. (2006). Leader empowering behaviours, staff nurse empowerment and work engagement/burnout. Nursing Leadership, 19(4), 41-56.
  • Gruman, J. A. ve Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.
  • Gujarati, D. N. (2009). Basic econometrics. Noida, India: Tata McGraw-Hill Education.
  • Hair, J. F., Black, W. C., Babin, B. J. ve Anderson, R. E. (2010). Multivariate Data Analysis. Seventh Edition, Upper Saddle River, NJ: Prentice Hall.
  • Hatcher, L. (1994). A step-by-step approach to using SAS for factor analysis and structural equation modeling. First Edition, Cary, NC: SAS Institute Inc.
  • Hughes, L. W., Avey, J. B. ve Norman, S. M. (2008). A study of supportive climate, trust, engagement and organizational commitment. Journal of Business and Leadership: Research, Practice and Teaching, 4(2), 51-59.
  • Jose, G. ve Mampilly, S. R. (2014). Psychological empowerment as a predictor of employee engagement: An empirical attestation. Global Business Review, 15(1), 93-104.
  • Jose, G. ve Mampilly, S. R. (2015). Relationships among perceived supervisor support, psychological empowerment and employee engagement in Indian workplaces. Journal of Workplace Behavioral Health, 30(3), 231-250.
  • Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692‐724.
  • Kanter, R. M. (1993). Men and Women of the Corporation. Basic books.
  • Kimura, T. (2011). Empowerment, PO fit, and work engagement: a mediated moderation model. European Journal of Economics, Finance and Administrative Sciences, 38, 44-58.
  • Koyuncu, M., Burke, R. J. ve Fiksenbaum, L. (2006). Work engagement among women managers and professionals in a Turkish bank: Potential antecedents and consequences. Equal Opportunities International, 25(4), 299-310.
  • Kurtpınar, M. (2011). Birey‐Örgüt Uyumunun bireysel performans üzerindeki etkisinde kişilik özellikleri ve işe adanmışlığın rolü. Yüksek Lisans Tezi, Harp Akademileri Komutanlığı, İstanbul.
  • Laschinger, H. K. S., Finegan, J. E., Shamian, J. ve Wilk, P. (2004). A longitudinal analysis of the impact of workplace empowerment on work satisfaction. Journal of Organizational Behavior, 25(4), 527-545.
  • Laschinger, H. K. S., Wilk, P., Cho, J. ve Greco, P. (2009). Empowerment, engagement and perceived effectiveness in nursing work environments: does experience matter? Journal of Nursing Management, 17, 636-646.
  • Lin, C. P. (2010). Modeling corporate citizenship, organizational trust, and work engagement based on attachment theory. Journal of Business Ethics, 94(4), 517-531.
  • Llorens, S., Schaufeli, W., Bakker, A. ve Salanova, M. (2007). Does a positive gain spiral of resources, efficacy beliefs and engagement exist?. Computers in human behavior, 23(1), 825-841.
  • MacLeod, D. ve Clarke, N. (2009). Engaging for success: enhancing performance through employee engagement: a report to government. London: Department for Business, Innovation and Skills.
  • Maslach, C., Schaufeli, W. B. ve Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
  • May, D. R., Gilson, R. L. ve Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of occupational and organizational psychology, 77(1), 11-37.
  • Metin, U. B. (2010). “The Antecedents and Consequences of Burnout, Work Engagement and Workaholism”, Yüksek Lisans Tezi, Orta Doğu Teknik Üniversitesi, Ankara.
  • Nelson, D. L. ve Simmons, B. L. (2003). Health psychology and work stress: A more positive approach. Handbook of occupational health psychology, 2, 97-119.
  • Nel, T., Stander, M. W. ve Latif, J. (2015). Investigating positive leadership, psychological empowerment, work engagement and satisfaction with life in a chemical industry. SA Journal of Industrial Psychology, 41(1), 1-13.
  • Olivier, A. L. ve Rothmann, S. (2007). Antecedents of work engagement in a multinational company. SA Journal of Industrial Psychology, 33(3), 49-56.
  • Öner, Z.H. (2008). The mediating effect of organizational justice: Moderating roles of sende of coherence and job complexity on the relationship between servant leadership and work engagement, (Doctoral thesis), Marmara University, Istanbul.
  • Quiñones, M., Van den Broeck, A. ve De Witte, H. (2013). Do job resources affect work engagement via psychological empowerment? A mediation analysis. Revista de Psicología del Trabajo y de las Organizaciones, 29(3), 127-134.
  • Ryan, R. M., Huta, V. ve Deci, E. L. (2008). Living well: A self-determination theory perspective on eudaimonia. Journal of Happiness Studies, 9, 139-170.
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), 600-619.
  • Saks, A. M. ve Gruman, J. A. (2011). Getting newcomers engaged: The role of socialization tactics. Journal of Managerial Psychology, 26(5), 383-402.
  • Schaufeli, W. B. ve Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of organizational Behavior, 25(3), 293-315.
  • Schaufeli, W. B., Bakker, A. B. ve Van Rhenen, W. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Organizational behavior, 30(7), 893-917.
  • Schaufeli, W. B., Salanova, M., González-Romá, V. ve Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92.
  • Seibert, S. E., Wang, G. ve Courtright, S. H. (2011). Antecedents and consequences of psychological and team empowerment in organizations: a meta-analytic review. Journal of Applied Psychology, 96, 981-1003.
  • Shuck, B., Reio, T.G. ve Rocco, T.S. (2011). Employee engagement: an examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427‐445.
  • Somuncuoğlu, B. A. (2013). Psikolojik Güçlendirme Ve İş Tatmini Arasındaki İlişki Ve Bir Uygulama. Yüksek Lisans Tezi. İstanbul Üniversitesi Sosyal Bilimler Enstitüsü. İstanbul.
  • Soane, E., Alfes, K., Truss, C., Rees, C. ve Gatenby, M. (2010), “Managing a positive environment: engagement, wellbeing and the role of meaningfulness”, paper presented at Academy of Management Conference. Chicago, IL.
  • Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of management Journal, 38(5), 1442-1465.
  • Spreitzer, G. M. (2008). Taking stock: A review of more than twenty years of research on empowerment at work. Handbook of organizational behavior, 54-72.
  • Spreitzer, G. M., Kizilos, M. A. ve Nason, S. W. (1997). A dimensional analysis of the relationship between psychological empowerment and effectiveness, satisfaction, and strain. Journal of management, 23(5), 679-704.
  • Srivastava, P. ve Bhatnagar, J. (2008). Talent acquisition due diligence leading to high employee engagement: case of Motorola India MDB. Industrial and Commercial Training, 40(5), 253-260.
  • Stander, M. W. ve Rothmann, S. (2010). Psychological empowerment, job insecurity and employee engagement. SA Journal of Industrial Psychology, 36(1), 1-8.
  • Storm, K. ve Rothmann, S. (2003). A psychometric analysis of the Utrecht Work Engagement Scale in the South African police service. SA Journal of Industrial Psychology, 29(4), 62-70.
  • Sürgevil, O., Tolay, E. ve Topoyan, M. (2013). Yapısal Güçlendirme ve Psikolojik Güçlendirme Ölçeklerinin Geçerlilik ve Güvenilirlik Analizleri. Journal of Yasar University, 8(31), 5371-5391.
  • Thomas, K. W. ve Velthouse, B. A. (1990). Cognitive elements of empowerment: An “interpretive” model of intrinsic task motivation. Academy of management review, 15(4), 666-681.
  • Turgut, T. (2011). Çalışmaya Tutkunluk: İş Yükü, Esnek Çalışma Saatleri, Yönetici Desteği ve İş-Aile Çatışması İle İlişkileri. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(3-4).
  • Xanthopoulou, D., Bakker, A. B., Demerouti, E. ve Schaufeli, W. B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational behavior, 74(3), 235-244.
  • Ugwu, F. O., Onyishi, I. E. ve Rodríguez-Sánchez, A. M. (2014). Linking organizational trust with employee engagement: the role of psychological empowerment. Personnel Review, 43(3), 377-400.

THE EFFECT OF PSYCHOLOGICAL EMPOWERMENT ON WORK ENGAGEMENT: A RESEARCH ON HEALTH SECTOR EMPLOYEES

Year 2018, Volume: 16 Issue: 4, 98 - 115, 31.12.2018
https://doi.org/10.11611/yead.327329

Abstract

In recent years, interest in psychological empowerment and work engagement has increased substantially among practitioners and academicians. However, the number of studies are  insufficient about these concepts that emerged independently of each other as how their dimensions are associated. The purpose of this study to analyze the impact of the dimensions of psychological empowerment on the dimensions of work engagement. The sample includes 146 employees who work in health sector in Bursa. Correlation and multiple linear regression were used in the analysis of data. According to analysis results, meaning sub-dimention of psychological empowerment is statistically significant in explaining all the sub-dimentions of work engagement. Besides, impact sub-dimention is not significant in explaining any sub-dimention. Additionally, competence sub-dimention is statistically significant in explaining the vigor and absorption sub-dimentions. Moreover, self-determination sub-dimention is statistically significant in explaining the vigor and dedication sub-dimentions of work engagement.

References

  • Albrecht, S.L. ve Andreetta, M. (2011). The influence of empowering leadership, empowerment and engagement on affective commitment and turnover intentions in community health service workers: Test of a model. Leadership in Health Services, 24(3), 228–237.
  • Ardıç, K. ve Polatçı, S. (2009). Tükenmişlik sendromu ve madalyonun öbür yüzü: işle bütünleşme. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 32, 21-46.
  • Avolio, B. J., Zhu, W., Koh, W. ve Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of organizational behavior, 25(8), 951-968.
  • Bakker, A. B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20(4), 265-269.
  • Bakker, A. B. ve Xanthopoulou, D. (2013). Creativity and charisma among female leaders: the role of resources and work engagement. The International Journal of Human Resource Management, 24(14), 2760-2779.
  • Bakker, A. B., Demerouti, E. ve Lieke, L. (2012). Work engagement, performance, and active learning: The role of conscientiousness. Journal of Vocational Behavior, 80(2), 555-564.
  • Bhatnagar, J. (2012). Management of innovation: Role of psychological empowerment, work engagement and turnover intention in the Indian context. The International Journal of Human Resource Management, 23(5), 928-951.
  • Chaudhary, R., Rangnekar, S. ve Barua, M. K. (2012). Relationships between occupational self efficacy, human resource development climate, and work engagement. Team Performance Management: An International Journal, 18(7/8), 370-383.
  • Conger, J. A. ve Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of management review, 13(3), 471-482.
  • Cunningham, I., Hyman, J. ve Baldry, C. (1996). Empowerment: the power to do what?. Industrial Relations Journal, 27(2), 143-154.
  • Çağlar, E.S. (2011). The impact of empowerment on work engagement mediated through psychological empowerment: Moderating roles of leadership styles and work goal. Doctoral thesis. Marmara University, İstanbul.
  • Demerouti, E., Bakker, A. B., Nachreiner, F. ve Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied psychology, 86(3), 499.
  • Doğan, E. (2002). Çalışanın İşine Cezbolması: Dönüştürücü Liderlik Tarzının, Lidere Olan Güvenin, Güçlenmenin ve Duygunun Etkileri. Doktora Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Durmuş, B., Yurtkoru, E. Serra ve Çinko, M. (2013). Sosyal Bilimlerde SPSS’le Veri Analizi, 5. Baskı, İstanbul: Beta Yayınları.
  • Eryılmaz, A. ve Doğan, T. (2012). İş yaşamında öznel iyi oluş: utrecht işe bağlılık ölçeğinin psikometrik niteliklerinin incelenmesi. Klinik Psikiyatri Dergisi, 15(1), 49-55.
  • Eyiusta, C. M. (2015). İşgörenlerin Güçlendirme Algılarının Sorumluluk Üstlenme Davranışları Üzerindeki Etkisi: İşe Adanmışlık ve İş Tatmini Değişkenlerinin Aracılık Rolü. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 43(2015), 68-78.
  • Gagne, M. ve Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational behavior, 26(4), 331-362.
  • Greco, P., Laschinger, H. K. S. ve Wong, C. (2006). Leader empowering behaviours, staff nurse empowerment and work engagement/burnout. Nursing Leadership, 19(4), 41-56.
  • Gruman, J. A. ve Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.
  • Gujarati, D. N. (2009). Basic econometrics. Noida, India: Tata McGraw-Hill Education.
  • Hair, J. F., Black, W. C., Babin, B. J. ve Anderson, R. E. (2010). Multivariate Data Analysis. Seventh Edition, Upper Saddle River, NJ: Prentice Hall.
  • Hatcher, L. (1994). A step-by-step approach to using SAS for factor analysis and structural equation modeling. First Edition, Cary, NC: SAS Institute Inc.
  • Hughes, L. W., Avey, J. B. ve Norman, S. M. (2008). A study of supportive climate, trust, engagement and organizational commitment. Journal of Business and Leadership: Research, Practice and Teaching, 4(2), 51-59.
  • Jose, G. ve Mampilly, S. R. (2014). Psychological empowerment as a predictor of employee engagement: An empirical attestation. Global Business Review, 15(1), 93-104.
  • Jose, G. ve Mampilly, S. R. (2015). Relationships among perceived supervisor support, psychological empowerment and employee engagement in Indian workplaces. Journal of Workplace Behavioral Health, 30(3), 231-250.
  • Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692‐724.
  • Kanter, R. M. (1993). Men and Women of the Corporation. Basic books.
  • Kimura, T. (2011). Empowerment, PO fit, and work engagement: a mediated moderation model. European Journal of Economics, Finance and Administrative Sciences, 38, 44-58.
  • Koyuncu, M., Burke, R. J. ve Fiksenbaum, L. (2006). Work engagement among women managers and professionals in a Turkish bank: Potential antecedents and consequences. Equal Opportunities International, 25(4), 299-310.
  • Kurtpınar, M. (2011). Birey‐Örgüt Uyumunun bireysel performans üzerindeki etkisinde kişilik özellikleri ve işe adanmışlığın rolü. Yüksek Lisans Tezi, Harp Akademileri Komutanlığı, İstanbul.
  • Laschinger, H. K. S., Finegan, J. E., Shamian, J. ve Wilk, P. (2004). A longitudinal analysis of the impact of workplace empowerment on work satisfaction. Journal of Organizational Behavior, 25(4), 527-545.
  • Laschinger, H. K. S., Wilk, P., Cho, J. ve Greco, P. (2009). Empowerment, engagement and perceived effectiveness in nursing work environments: does experience matter? Journal of Nursing Management, 17, 636-646.
  • Lin, C. P. (2010). Modeling corporate citizenship, organizational trust, and work engagement based on attachment theory. Journal of Business Ethics, 94(4), 517-531.
  • Llorens, S., Schaufeli, W., Bakker, A. ve Salanova, M. (2007). Does a positive gain spiral of resources, efficacy beliefs and engagement exist?. Computers in human behavior, 23(1), 825-841.
  • MacLeod, D. ve Clarke, N. (2009). Engaging for success: enhancing performance through employee engagement: a report to government. London: Department for Business, Innovation and Skills.
  • Maslach, C., Schaufeli, W. B. ve Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
  • May, D. R., Gilson, R. L. ve Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of occupational and organizational psychology, 77(1), 11-37.
  • Metin, U. B. (2010). “The Antecedents and Consequences of Burnout, Work Engagement and Workaholism”, Yüksek Lisans Tezi, Orta Doğu Teknik Üniversitesi, Ankara.
  • Nelson, D. L. ve Simmons, B. L. (2003). Health psychology and work stress: A more positive approach. Handbook of occupational health psychology, 2, 97-119.
  • Nel, T., Stander, M. W. ve Latif, J. (2015). Investigating positive leadership, psychological empowerment, work engagement and satisfaction with life in a chemical industry. SA Journal of Industrial Psychology, 41(1), 1-13.
  • Olivier, A. L. ve Rothmann, S. (2007). Antecedents of work engagement in a multinational company. SA Journal of Industrial Psychology, 33(3), 49-56.
  • Öner, Z.H. (2008). The mediating effect of organizational justice: Moderating roles of sende of coherence and job complexity on the relationship between servant leadership and work engagement, (Doctoral thesis), Marmara University, Istanbul.
  • Quiñones, M., Van den Broeck, A. ve De Witte, H. (2013). Do job resources affect work engagement via psychological empowerment? A mediation analysis. Revista de Psicología del Trabajo y de las Organizaciones, 29(3), 127-134.
  • Ryan, R. M., Huta, V. ve Deci, E. L. (2008). Living well: A self-determination theory perspective on eudaimonia. Journal of Happiness Studies, 9, 139-170.
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), 600-619.
  • Saks, A. M. ve Gruman, J. A. (2011). Getting newcomers engaged: The role of socialization tactics. Journal of Managerial Psychology, 26(5), 383-402.
  • Schaufeli, W. B. ve Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of organizational Behavior, 25(3), 293-315.
  • Schaufeli, W. B., Bakker, A. B. ve Van Rhenen, W. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Organizational behavior, 30(7), 893-917.
  • Schaufeli, W. B., Salanova, M., González-Romá, V. ve Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92.
  • Seibert, S. E., Wang, G. ve Courtright, S. H. (2011). Antecedents and consequences of psychological and team empowerment in organizations: a meta-analytic review. Journal of Applied Psychology, 96, 981-1003.
  • Shuck, B., Reio, T.G. ve Rocco, T.S. (2011). Employee engagement: an examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427‐445.
  • Somuncuoğlu, B. A. (2013). Psikolojik Güçlendirme Ve İş Tatmini Arasındaki İlişki Ve Bir Uygulama. Yüksek Lisans Tezi. İstanbul Üniversitesi Sosyal Bilimler Enstitüsü. İstanbul.
  • Soane, E., Alfes, K., Truss, C., Rees, C. ve Gatenby, M. (2010), “Managing a positive environment: engagement, wellbeing and the role of meaningfulness”, paper presented at Academy of Management Conference. Chicago, IL.
  • Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of management Journal, 38(5), 1442-1465.
  • Spreitzer, G. M. (2008). Taking stock: A review of more than twenty years of research on empowerment at work. Handbook of organizational behavior, 54-72.
  • Spreitzer, G. M., Kizilos, M. A. ve Nason, S. W. (1997). A dimensional analysis of the relationship between psychological empowerment and effectiveness, satisfaction, and strain. Journal of management, 23(5), 679-704.
  • Srivastava, P. ve Bhatnagar, J. (2008). Talent acquisition due diligence leading to high employee engagement: case of Motorola India MDB. Industrial and Commercial Training, 40(5), 253-260.
  • Stander, M. W. ve Rothmann, S. (2010). Psychological empowerment, job insecurity and employee engagement. SA Journal of Industrial Psychology, 36(1), 1-8.
  • Storm, K. ve Rothmann, S. (2003). A psychometric analysis of the Utrecht Work Engagement Scale in the South African police service. SA Journal of Industrial Psychology, 29(4), 62-70.
  • Sürgevil, O., Tolay, E. ve Topoyan, M. (2013). Yapısal Güçlendirme ve Psikolojik Güçlendirme Ölçeklerinin Geçerlilik ve Güvenilirlik Analizleri. Journal of Yasar University, 8(31), 5371-5391.
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There are 64 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Sercan Hatipoğlu

Edip Örücü

Publication Date December 31, 2018
Published in Issue Year 2018 Volume: 16 Issue: 4

Cite

APA Hatipoğlu, S., & Örücü, E. (2018). PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA. Journal of Management and Economics Research, 16(4), 98-115. https://doi.org/10.11611/yead.327329
AMA Hatipoğlu S, Örücü E. PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA. Journal of Management and Economics Research. December 2018;16(4):98-115. doi:10.11611/yead.327329
Chicago Hatipoğlu, Sercan, and Edip Örücü. “PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA”. Journal of Management and Economics Research 16, no. 4 (December 2018): 98-115. https://doi.org/10.11611/yead.327329.
EndNote Hatipoğlu S, Örücü E (December 1, 2018) PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA. Journal of Management and Economics Research 16 4 98–115.
IEEE S. Hatipoğlu and E. Örücü, “PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA”, Journal of Management and Economics Research, vol. 16, no. 4, pp. 98–115, 2018, doi: 10.11611/yead.327329.
ISNAD Hatipoğlu, Sercan - Örücü, Edip. “PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA”. Journal of Management and Economics Research 16/4 (December 2018), 98-115. https://doi.org/10.11611/yead.327329.
JAMA Hatipoğlu S, Örücü E. PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA. Journal of Management and Economics Research. 2018;16:98–115.
MLA Hatipoğlu, Sercan and Edip Örücü. “PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA”. Journal of Management and Economics Research, vol. 16, no. 4, 2018, pp. 98-115, doi:10.11611/yead.327329.
Vancouver Hatipoğlu S, Örücü E. PSİKOLOJİK GÜÇLENDİRMENİN ÇALIŞMAYA TUTKUNLUK ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA. Journal of Management and Economics Research. 2018;16(4):98-115.