KİŞİ-ÖRGÜT UYUMU GÖNÜLLÜ İŞİ ANLAMLI KILAR MI? GÖNÜLLÜLER ÜZERİNDE BİR ARAŞTIRMA

Yıl 2022, Sayı: 42, 525 - 554, 29.12.2022

Mehmet Ali Taş

https://doi.org/10.14520/adyusbd.1182002

Öz

Bu araştırmada, kişi-örgüt uyumunun yapılan gönüllü işin anlamlılığının önemli bir öncülü olup olmadığı tespit edilmeye çalışılmıştır. Çünkü STK’larda ücret karşılığında olmadan çalışan gönüllülerin STK-gönüllü değerlerinin uyuşması önemli bir motivasyon ve anlam kaynağı olabileceği düşünülmektedir. Bu amaçla çeşitli STK’larda aktif olarak gönüllü olan 233 kişiden anket tekniğiyle veri toplanmıştır. Anket formunda; demografik soruların yanı sıra kişi-örgüt uyumu ve işin anlamlılığı ölçeklerine yer verilmiştir. Katılımcılardan elde edilen veriler; korelasyon ve yapısal eşitlik modeliyle analiz edilmiştir. Yapılan analizler sonucunda; kişi-örgüt uyumu ile işin anlamlılığı arasında önemli düzeyde pozitif bir ilişkinin olduğu tespit edilmiştir. Ayrıca kişi-örgüt uyumunun, işin anlamlılığını pozitif şekilde etkilediği ve düzeyinin artmasında önemli bir öncül olduğu saptanmıştır. Sonuç olarak değerler, inançlar hedefler ve beklentiler açısından gönüllü-STK uyumunun, gönüllülerin işi değerli, önemli ve faydalı olarak algılamalarında rol oynadığı söylenebilir. Çünkü gönüllülerin manevi faktörlerle ve işin anlamlılığıyla motive olduğu görülmektedir. Bu durum anlamlı işin iyi bir kişi-örgüt uyumu gerektirdiğini ortaya koymaktadır.

Anahtar Kelimeler

Kişi-Örgüt Uyumu, İşin Anlamlılığı, Anlamlılık, Gönüllüler, STK’lar.

DOES PERSON-ORGANIZATION FIT MAKE VOLUNTEER WORK MEANİNGFUL? A STUDY ON VOLUNTEERS

Öz

This research was conducted to determine whether the person-organization fit is an important antecedent of meaningful work. Because it is thought that the coherence of the values of the volunteers who work in NPOs without pay, with the NPO, can be an important source of motivation and meaning. For this purpose, data were collected from 233 volunteers in various NPOs, using the survey technique. In the questionnaire form; In addition to demographic questions, person-organization fit and The Work and Meaning Inventory (WAMI) scales were included. Data obtained from the participants; was analyzed by correlation and structural equation modeling. As a result of the analysis; It has been determined that there is a significant positive relationship between person-organization fit and meaningful work. In addition, it has been determined that person-organization fit positively affects meaningful work, and is an important antecedent in increasing the level of meaningful work. As a result, it can be said that volunteer-NPO fit in terms of values, beliefs, goals, and expectations that can enable volunteers to perceive work as valuable, important and beneficial. Because it is seen that the volunteers are motivated by spiritual factors and meaningfulness of the work. This suggests that meaningful work requires a good person-organization fit.

Anahtar Kelimeler

Person-Organization Fit, Meaningful Work, Meaningfulness, Volunteers, NPOs.

Kaynakça

• Adıgüzel, O. ve Kayadibi, K. (2015). “Kişi-örgüt uyumu sürecinde entelektüel sermayenin iş doyumu ve örgütsel çekicilik üzerine etkisi: Bir üniversite hastanesi örneği.” İşletme Araştırmaları Dergisi, 7(4): 92-122.
• Allan, B. A., Dexter, C., Kinsey, R. ve Parker, S. (2018b). “Meaningful work and mental health: job satisfaction as a moderator.” Journal of Mental Health, 27(1), 38-44.
• Allan, B., Duffy, R. ve Collisson, B. (2018a). “Helping Others Increases Meaningful Work: Evidence From Three Experiments.” Journal of Counseling Psychology, 65(2): 1-13.
• Alparslan, A. M., Polatcı, S. ve Yastıoğlu, S. (2021). “Akademisyenlik mesleğinde işin anlam kaynakları-akademik performans ilişkisi üzerine bir araştırma.” Journal of Higher Education ve Science/Yüksekögretim ve Bilim Dergisi, 11(2): 281-289.
• Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K. ve McKee, M. C. (2007). “Transformational leadership and psychological well-being: The mediating role of meaningful work.” Journal of Occupational Health Psychology, 12(3): 193-203.
• Bahat, E. (2021). “Person–organization fit and commitment to volunteer organizations.” VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 32(6): 1255-1270.
• Bailey, C., Lips‐Wiersma, M., Madden, A., Yeoman, R., Thompson, M. ve Chalofsky, N. (2019). “The five paradoxes of meaningful work: Introduction to the special issue ‘meaningful work: Prospects for the 21st century’.” Journal of Management Studies, 56(3): 481-499.
• Benevene, P., Dal Corso, L., De Carlo, A., Falco, A., Carluccio, F. ve Vecina, M. L. (2018). “Ethical leadership as antecedent of job satisfaction, affective organizational commitment and intention to stay among volunteers of non-profit organizations.” Frontiers in Psychology, 9: 1-17.
• Cameron, S., Dutton, J., ve Quinn, R. (2003). Positive Organizational Scholarship: Foundations Of A New Discipline. Berrett-Koehler Publishers.
• Catano, V. M., Pond, M. ve Kelloway, E. K. (2001). “Exploring commitment and leadership in volunteer organizations.” Leadership ve Organization Development Journal, 22(6): 256-263.
• Chalofsky, N. (2003). “An emerging construct for meaningful work. Human Resource Development International, 6(1): 69-83.
• Chatman, J. A. (1989). “Improving interactional organizational research: A model of person organization fit.” Academy of Management Review, 14(3): 333-349.
• Chung, Y. W., Im, S., ve Kim, J. E. (2019). “The role of volunteer participation and person-organization fit in the relationship between motives and psychological well-being.” Sustainability, 12(1): 330.
• Clary, E. G., Snyder, M., Ridge, R. D., Copeland, J., Stukas, A. A., Haugen, J. ve Miene, P. (1998). “Understanding and assessing the motivations of volunteers: A functional approach.” Journal of personality and social psychology, 74(6): 1516.
• Çiçek, M. ve Çalış, N. (2021). “Kişi-örgüt uyumunun iş tatminine etkisi.” İçtimaiyat, 5(2): 462-471.
• De Crom, N. ve Rothmann, S. (2018). “Demands–abilities fit, work beliefs, meaningful work and engagement in nature-based jobs.” SA Journal of Industrial Psychology, 44(1): 1-12.
• Ekin, E. ve Takır, S. N. (2020). “Kişi-örgüt uyumunun rol ve rol ötesi davranışlara etkilerinin analizine ilişkin bir uygulama.” Gaziantep Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 2(2): 47-61.
• Elangovan, A. R., Pinder, C. C. ve McLean, M. (2010). “Callings and organizational behavior.” Journal of Vocational Behavior, 76(3): 428-440.
• Erdurmazlı, E. (2019). “Satisfaction and commitment in voluntary organizations: a cultural analysis along with servant leadership.” VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 30(1): 129-146.
• Ferguson, J. ve Milliman, J. (2008). “Creating effective core organizational values: A spiritual leadership approach.” Intl Journal of Public Administration, 31(4): 439-459.
• Grama, B. ve Todericiu, R. (2017). “What makes work meaningful.” Studies in Business and Economics, 12(2): 46-52.
• Grube, J. ve Piliavin, J. A. (2000). “Role-identity, organizational experiences, and volunteer performance.” Personality and Social Psychology Bulletin, 26(9): 1108–1119.
• Guo, Y. ve Hou, X. (2022). “The effects of job crafting on tour leaders’ work engagement: The mediating role of person-job fit and meaningfulness of work.” International Journal of Contemporary Hospitality Management, 1-19
• Gürbüz, S. (2019). AMOS ile yapısal eşitlik modellemesi temel ilkeler ve uygulamalı analizler (IBM AMOS uygulamalı, örnek veri setleri). Ankara: Seçkin Yayıncılık.
• Haivas, S., Hofmans, J. ve Pepermans, R. (2012). “Self-determination theory as a framework for exploring the impact of the organizational context on volunteer motivation: A study of Romanian volunteers.” Nonprofit and Voluntary Sector Quarterly, 41(6): 1195-1214.
• Haski‐Leventhal, D., Meijs, L. C., Lockstone‐Binney, L., Holmes, K. ve Oppenheimer, M. (2018). “Measuring volunteerability and the capacity to volunteer among non‐volunteers: Implications for social policy.” Social Policy ve Administration, 52(5): 1139-1167.
• Hassan, A. (2007). “Human resource development and organizational values.” Training, 31(6): 435- 448.
• Hoye, R. ve Kappelides, P. (2021). “The psychological contract and volunteering: A systematic review.” Nonprofit Management and Leadership, 31(4): 665-691.
• Ihm, J. ve Baek, Y. M. (2021). “Why do participants in voluntary organizations leave? Exploring the relationship between value congruence and length of stay.” Nonprofit Management and Leadership, 31(3): 505-524.
• Johnson, M. J. ve Jiang, L. (2017). “Reaping the benefits of meaningful work: The mediating versus moderating role of work engagement.” Stress and Health, 33(3): 288-297.
• Kahn, W. A. (1990). “Psychological conditions of personal engagement and disengagement at work.” Academy of management journal, 33(4): 692-724.
• Kim, S. (2012). “Does person‐organization fit matter in the public‐sector? Testing the mediating effect of person‐organization fit in the relationship between public service motivation and work attitudes.” Public Administration Review, 72(6): 830-840.
• Kristof, A. L. (1996). “Person-organisation fit: An integrative review of its conceptualizations, measurement, and implications.” Personnel Psychology, 49(1): 1-49.
• Kristof‐Brown, A. L., Zimmerman, R. D. ve Johnson, E. C. (2005). “Consequences of individuals' fit at work: A meta‐analysis OF person–job, person–organization, person–group, and person–supervisor fit.” Personnel psychology, 58(2): 281-342.
• Lauver, K. J. ve Kristof-Brown, A. (2001). “Distinguishing between employees’ perceptions of person- job and person-organization fit.” Journal of Vocational Behavior, 59(3): 454–470.
• Lee, S. P. (2021). “Exploring a Model of Structural Relationship for Corporate Engagement in Sustainable Volunteer Management.” VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 32(6): 1346-1358.
• Lips-Wiersma, M. ve Morris, L. (2009). “Discriminating between ‘meaningful work’and the ‘management of meaning’.” Journal of business ethics, 88(3): 491-511.
• Mallum, K. (2017). “Volunteers/volunteering.” The international encyclopedia of organizational communication, 2-14.
• Martela, F. ve Pessi, A. B. (2018). “Significant work is about self-realization and broader purpose: Defining the key dimensions of meaningful work.” Frontiers in psychology, 9: 1-15.
• Meydan, C. H. ve Şeşen, H. (2015). Yapısal Eşitlik Modellemesi AMOS Uygulamaları. Ankara: Detay Yayıncılık.
• Michaelson, C., Pratt, M. G., Grant, A. M. ve Dunn, C. P. (2014). “Meaningful work: Connecting business ethics and organization studies.” Journal of Business Ethics, 121(1): 77-90.
• Mutua, J. N. ve Kiruhi, T. M. (2021). “Volunteer public leaders’ values-driven leadership: The case of village elders in Kenya.” Heliyon, 7(3): 1-6.
• Netemeyer, R. G., Boles, J. S., MacKee, D. O. ve MacMurrian, R. (1997). “An investigation into the antecedents of organizational citizenship behaviors in a personal selling context.” Journal of Marketing, 61(3): 85-98.
• Özkan, C. (2017). İşin Anlamlılığının İş Performansı ve Sapma Davranışına Etkisi: Mersin İlinde Yapılan Bir Araştırma. Yayınlanmamış Doktora Tezi, Mersin Üniversitesi, Sosyal Bilimler Enstitüsü, Mersin.
• Rokeach, M. (1973), The Nature of Human Values. USA: Free Press.
• Rosso, B. D., Dekas, K. H. ve Wrzesniewski, A. (2010). “On the meaning of work: A theoretical integration and review.” Research in Organizational Behavior, (30): 91–127.
• Sánchez-Cardona, I., Vera, M., Martínez-Lugo, M., Rodríguez-Montalbán, R. ve Marrero-Centeno, J. (2020). “When the job does not fit: The moderating role of job crafting and meaningful work in the relation between employees’ perceived overqualification and job boredom.” Journal of Career Assessment, 28(2): 257-276.
• Scherer, L. L., Allen, J. A. ve Harp, E. R. (2016). “Grin and bear it: An examination of volunteers’ fit with their organization, burnout and spirituality.” Burnout research, 3(1): 1-10.
• Schneider, B., Goldstein, H. W. ve Smith, D. B. (1995). “The ASA framework: An update.” Personnel Psychology, 48(4): 747-773.
• Schwartz, S. H. ve Bardi, A. (2001). “Value hierarchies across cultures: Taking a similarities perspective.” Journal of Cross-cultural Psychology, 32(3): 268-290.
• Scroggins, W. A. (2008). “Antecedents and outcomes of experienced meaningful work: A person- job fit perspective.” The Journal of Business Inquiry, 7(1): 68-78.
• Steger, M. F. ve Dik, B. J. (2010). Work as meaning: Individual and organizational benefits of engaging in meaningful work. In P. A. Linley, S. Harrington, ve N. Page (Eds.), Oxford handbook of positive psychology and work (pp. 131-142). Oxford: Oxford University Press.
• Steger, M. F., Dik, B. J. ve Duffy, R. D. (2012). “Measuring Meaningful Work: The Work and Meaning Inventory (WAMI).” Journal of Career Assessment, 20(3): 322-337.
• Suwanti, S., Udin, U. ve Widodo, W. (2018). P”erson-organization fit, person-job fit, and innovative work behavior: The role of organizational citizenship behavior.” European Research Studies, 6(3): 146-159.
• Taş, M. A. (2022). Sivil Toplum Kuruluşlarında Anlamlandıran Liderlik Modeli. Yayınlanmamış Doktora Tezi, Burdur Mehmet Akif Ersoy Üniversitesi, Sosyal Bilimler Enstitüsü, Burdur.
• Tims, M., Derks, D. ve Bakker, A. B. (2016). “Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study.” Journal of Vocational Behavior, 92: 44-53.
• Turunç, Ö. ve Çelik, M. (2012). İş tatmini-kişi örgüt uyumu ve amire güven-kişi-örgüt uyumu ilişkisinde dağıtım adaletinin düzenleyici rolü. ISGUC The Journal of Industrial Relations and Human Resources, 14(2), 57-78.
• Unal, Z. M. (2017). “The mediating role of meaningful work on the relationship between needs for meaning-based person-job fit and work-family conflict.” In International Scientific Conference on Sustainable Development Goals. 24-25 November 2017, Azerbaijan.
• Van Schie, S., Güntert, S. T., Oostlander, J. ve Wehner, T. (2015). “How the organizational context impacts volunteers: A differentiated perspective on self-determined motivation.” VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 26(4): 1570-1590.
• Van Vianen, A. E., Nijstad, B. A. ve Voskuijl, O. F. (2008). “A person-environment fit approach to volunteerism: Volunteer personality fit and culture fit as predictors of affective outcomes.” Basic and Applied Social Psychology, 30(2): 153-166.
• Van Wingerden, J., Berger, L. ve Poell, R. (2018). “The role of person-organization value fit in employees’ experience of meaningful work, use of strengths and work engagement.” Business Management and Strategy, 9(2): 1-17.
• Wang, W. ve Seifert, R. (2021). “The end of meaningful work in the not-for-profit sector? A case study of ethics in employee relations under the new business-like operation regime.” Journal of Business Ethics, 1-14.
• Wilson, J. (2012). “Volunteerism research: A review essay.” Nonprofit and Voluntary Sector Quarterly, 41(2): 176–212.
• Wisner, P. S., Stringfellow, A., Youngdahl, W. E. ve Parker, L. (2005). “The service volunteer–loyalty chain: An exploratory study of charitable not-for-profit service organizations.” Journal of Operations Management, 23(2): 143-161.
• Wrzesniewski, A. (2003). “Finding positive meaning in work. In K. S. Cameron, J. E. Dutton, ve R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline, (pp. 296-308). Berrett-Koehler Publisher.
• Yıldız, M. (2013). “Algılanan Kişi-Örgüt Uyumu, Tanınırlık, İmaj, Örgütsel Çekicilik Ve İşe Başvurma Niyeti Arasındaki İlişkilerin Yapısal Eşitlik Modellemesi İle İncelenmesi.” Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi, 34(1): 153-173.