The Effect of Job Crafting on Flow Experience: The Case of AFAD Black Sea Region

Öz

Organizations should adapt themselves and their employees to environmental conditions, develop strategies and make it sustainable in order to achieve sustainable competitive advantage, act proactively, innovate and survive in a changing and developing environment. Two concepts become important for organizations to struggle with all these changes and developments. These are the concepts of job crafting and flow experience. Job crafting is defined as individuals’ making some additions and subtractions while doing their jobs, creating differences or gains by changing the shape and effectiveness of their jobs. Flow experience is defined as a state of consciousness in which the individual fully focuses on the activity he is in, enjoys it, and involuntarily ignores the activities occurring in his environment. The aim of this study is to examine the effect of job crafting on flow experience. Within the framework of this purpose, research data were collected from 548 employees working in the Provincial Directorates of the Disaster and Emergency Management Presidency (AFAD) Black Sea Region by survey technique. Research data were tested with factor and reliability analysis, correlation analysis and multiple regression analysis. Within the scope of the research findings; it can be seen that job crafting (task crafting, relational crafting, cognitive crafting) has a positive and significant effect on flow experience. It is found that job crafting has a positive and significant effect on "absorption", "work enjoyment" and " intrinsic work motivation" as subdimensions of flow experience.

Anahtar Kelimeler

• Job Crafting
• Flow
• Flow Experience
• AFAD

İş Becerikliliğinin Akış Deneyimi Üzerindeki Etkisi: AFAD Karadeniz Bölgesi Örneği

Öz

Örgütler, değişen ve gelişen çevre içerisinde sürdürülebilir rekabet avantajı yakalamak, proaktif davranabilmek, yenilik yapabilmek ve hayatta kalmak için kendilerini ve çalışanlarını çevre şartlarına uyumlu hale getirmeli, stratejiler geliştirmeli ve bunu sürdürülebilir kılmalıdırlar. Örgütlerin tüm bu değişim ve gelişimlerle mücadele edebilmeleri için iki kavram önemli hale gelmektedir. Bunlar, iş becerikliliği ve akış deneyimi kavramlarıdır. İş becerikliliği, bireylerin işlerini yaparken bazı eklemeler ve çıkarmalar yapması, işlerinin şeklini ve etkinliğini değiştirerek farklılıklar veya kazanımlar yaratması olarak tanımlanmaktadır. Akış deneyimi, bireyin içinde bulunduğu faaliyete tamamen odaklandığı, zevk aldığı ve çevresinde meydana gelen faaliyetleri istemeyerek görmezden geldiği bir bilinç hali olarak tanımlanmaktadır. Bu çalışmanın amacı, iş becerikliliğinin akış deneyimi üzerindeki etkisinin incelenmesidir. Bu amaç çerçevesinde araştırma verileri, Afet ve Acil Durum Başkanlığı (AFAD) Karadeniz Bölgesi İl Müdürlüklerinde görev yapan 548 çalışandan anket tekniği ile toplanmıştır. Araştırma verileri faktör ve güvenirlik analizi, korelasyon analizi ve çoklu regresyon analizi ile test edilmiştir. Araştırmanın bulguları kapsamında; iş becerikliliğinin (görev becerikliliği, ilişkisel beceriklilik, bilişsel beceriklilik) akış deneyimi üzerinde pozitif ve anlamlı bir etkisinin olduğu görülmektedir. İş becerikliliğinin akış deneyiminin alt boyutları olan “dalma”, “işi sevme” ve “içe dönük çalışma motivasyonu” üzerinde pozitif ve anlamlı bir etkisinin olduğu tespit edilmiştir.

Anahtar Kelimeler

• İş Becerikliliği
• Akış
• Akış Deneyimi
• AFAD

Kaynakça

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