The Impact of Person–Organization Fit, Burnout, and Quantitative Workload on Turnover Intention among Social Workers: The Case of Istanbul

Öz

This study aims to examine the effects of person–organization fit, burnout, and workload on social workers’ turnover intentions. The research was designed within a quantitative research framework and conducted as a cross-sectional online survey with the participation of 114 social workers. Data were collected using a sociodemographic information form along with standardized scales measuring person–organization fit, burnout, workload, and turnover intention. The obtained data were analyzed using SPSS 24, employing descriptive statistics as well as independent samples t-tests, one-way ANOVA, Pearson correlation, and multiple regression analyses. The results revealed that the emotional exhaustion dimension of burnout was the strongest positive predictor of social workers’ turnover intention. A high positive relationship was found between emotional exhaustion and turnover intention, and this relationship remained statistically significant when other variables were controlled. Although workload and person–organization fit were also significantly associated with turnover intention, regression analyses indicated that the relative effect of emotional exhaustion was more dominant compared to the other variables. These findings suggest that interventions aimed at supporting social workers’ retention should primarily focus on reducing emotional exhaustion, balancing quantitative workload, and developing practices that strengthen organizational fit.

Anahtar Kelimeler

• Burnout
• Quantitative Workload
• Turnover Intention

Etik Beyan

Etik kurul oluru İstanbul Sabahattin Zaim Üniversitesi'nden 2023/07 sayılı toplantıda alınmıştır.

Kişi-Örgüt Uyumu, Tükenmişlik Ve Nicel İş Yükünün Sosyal Hizmet Uzmanlarının İşten Ayrılma Niyeti Üzerindeki Etkisi: İstanbul Örneği

Öz

Bu çalışma, kişi-örgüt uyumu, tükenmişlik ve iş yükünün sosyal hizmet uzmanlarının işten ayrılma niyetleri üzerindeki etkilerini incelemeyi amaçlamaktadır. Araştırma, nicel araştırma deseninde planlanmış olup, 114 sosyal hizmet uzmanının katılımıyla gerçekleştirilen kesitsel bir çevrimiçi anket çalışmasıdır. Veri toplama sürecinde sosyodemografik bilgi formu ile kişi-örgüt uyumu, tükenmişlik, iş yükü ve işten ayrılma niyetini ölçmeye yönelik ölçekler kullanılmıştır. Elde edilen veriler SPSS 24 programı aracılığıyla analiz edilmiş; tanımlayıcı istatistiklerin yanı sıra bağımsız örneklem T-Testi, tek yönlü ANOVA, Pearson korelasyon ve çoklu regresyon analizlerinden yararlanılmıştır. Analiz sonuçları, tükenmişliğin duygusal tükenmişlik boyutunun sosyal hizmet uzmanlarının işten ayrılma niyetinin en güçlü pozitif yordayıcısı olduğunu ortaya koymuştur. Duygusal tükenmişlik ile işten ayrılma niyeti arasında yüksek düzeyde pozitif bir ilişki saptanmış; diğer değişkenler kontrol edildiğinde de bu ilişkinin istatistiksel olarak anlamlılığını koruduğu belirlenmiştir. İş yükü ve kişi-örgüt uyumu değişkenlerinin de işten ayrılma niyeti ile anlamlı ilişkiler gösterdiği, ancak regresyon analizleri sonucunda duygusal tükenmişliğin göreli etkisinin diğer değişkenlere kıyasla daha baskın olduğu görülmüştür. Bu bulgular, sosyal hizmet alanında çalışanların işte kalmalarını desteklemeye yönelik müdahalelerin, özellikle duygusal tükenmişliğin azaltılmasına, nicel iş yükünün dengelenmesine ve örgütsel uyumu güçlendiren uygulamaların geliştirilmesine odaklanması gerektiğine işaret etmektedir.

Anahtar Kelimeler

• Tükenmişlik
• Nicel İş Yükü
• İşten Ayrılma Niyeti

Kaynakça

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