The Effect of Perceived Social Support on Work-Life Balance and Work Engagement: A Case of Banking Sector

Öz

In the globalizing world, organizations are focused on enhancing the quality of service or products to gain a competitive advantage, and they believe this can be achieved through high-performing employees. Therefore, the importance of dedicated employees who are committed to their work is increasing day by day. Individuals who are focused on their jobs will exhibit positive behaviors for their organizations, effectively contributing to achieving organizational goals. These individuals will not only fulfill their tasks according to standards but often surpass expectations by delivering performance beyond the norm. An employee's commitment to work is also linked to the ability to maintain a balanced private life. In order to achieve work-life balance, it is necessary to be able to manage work and private life simultaneously by setting priorities well. The social support received from the social environment is effective in achieving work-life balance and being engaged in work. Social support for employees typically includes various benefits, social services, educational opportunities, health facilities, and adjustments in working conditions. In this context, the purpose of this study conducted with participants who are bank employees is to determine the effect of perceived social support on work-life balance and work engagement. The sample of the study consists of 492 bank employees who work at different levels of a public capital bank serving Istanbul and who voluntarily participated in the study. According to the results of the study, both exploratory factor analysis (EFA) based on obtained data and confirmatory factor analysis (CFA) conducted for the validity of the scales have shown favorable fit indices. In accordance with the measurement model, a structural aquation model (SEM) aimed at determining relationships was applied, and the results were evaluated. Correction analysis was also used in the study to identify relationships between main dimensions and sub-dimensions. According to the results obtained in the study, it is revealed that perceived social support has a significant negative effect on work-life balance and perceived social support has a significant positive effect on work engagement. The study concluded that as perceived social support increases in the banking sector, work-family and family-work conflicts will decrease, and work engagement will increase.

Anahtar Kelimeler

• Perceived Social Support
• Work-Life Balance
• Work Engagement

Algılanan Sosyal Desteğin İş Yaşam Dengesi ve İşe Angaje Olmaya Etkisi: Bankacılık Sektörü Örneği

Öz

Globalleşen dünyada, örgütler rekabet üstünlüğü sağlayabilmek adına sunulan hizmet ya da ürün kalitesinin artırılmasına; bu amacı da yüksek performanslı çalışanlarla gerçekleştirebilecekleri fikrine odaklanmışlardır. Bu nedenle kendini işe adamış çalışanların önemi gün geçtikçe artmaktadır. İşlerine odaklanmış bireyler, kurumları için olumlu davranışlar sergileyerek, örgütsel hedeflere ulaşmada etkili olacaklardır. Bu kişiler görevlerini, sadece standartlara uygun bir şekilde değil, genellikle beklenenin üzerinde bir performans göstererek yerine getireceklerdir. Bir çalışanın işe angaje durumu aynı zamanda özel hayatını da dengeli yürütebilmekle bağlantılıdır. İş yaşam dengesinin oluşması için, önceliklerin iyi belirlenerek iş ve özel hayatı eş zamanlı idare edebilmesi gerektirmektedir. Çalışanın iş yaşam dengesini sağlayabilmesinde ve işe angaje olmasında çevresinden aldığı sosyal destek etkilidir. Çalışanlara sunulan sosyal destek, genellikle çeşitli avantajlar, sosyal hizmetler, eğitim olanakları, sağlık imkanları ve çalışma koşullarındaki düzenlemeleri içermektedir. Bu bağlamda, banka çalışanları üzerinde yapılan bu araştırmanın amacı, algılanan sosyal desteğin, iş-yaşam dengesi ve işe angaje olmaya etkisinin belirlenmesidir. Araştırmanın örneklemini İstanbul’da hizmet veren bir kamu sermayeli bankanın farklı kademelerinde görev yapan ve çalışmaya gönüllü katılan 492 banka çalışanı oluşturmaktadır. Araştırmanın sonuçlarına göre, elde edilen verilere dayalı olarak açıklayıcı faktör analizi (AFA) ve ölçeklerin yapı geçerliliği için gerçekleştirilen doğrulayıcı faktör analizi (DFA), olumlu uyum iyilikleri göstermiştir. Ölçüm modeline göre, ilişkilerin belirlenmesini amaçlayan yapısal eşitlik modeli (YEM) uygulanmış ve elde edilen sonuçlar değerlendirilmiştir. Ana boyut ve alt boyut ilişkilerinin belirlenmesi amacıyla, korelasyon analizi de araştırmada kullanılmıştır. Analizlerin ardından elde edilen sonuçlara göre, algılanan sosyal desteğin iş-yaşam dengesi üzerinde negatif yönde anlamlı etkili olduğu ve algılanan sosyal desteğin işe angaje olma üzerinde pozitif yönde anlamlı etkili olduğu ortaya konmaktadır. Araştırmada bankacılık sektöründe algılanan sosyal destek arttıkça iş-aile ve aile iş çatışmalarının azalacağı; işe angaje olmanın artacağı sonucuna ulaşılmıştır.

Anahtar Kelimeler

• Algılanan Sosyal Destek
• İş Yaşam Dengesi
• İşe Angaje Olma

Kaynakça

1. Agoha, C. C., Opara, A. I., Okereke, C. N., Onwubuariri, C. N., Emberga, T. T., Inyang, G. E., ... and Chilaka, J. C. (2015). Weathered Layer Determination and Its Effects on Engineering Structures: Case Study of Parts of The Niger Delta. World, 3(2), 40-51.
2. Akın, A., Ulukök, E., ve Arar, T. (2017). İş-yaşam Dengesi: Türkiye’de Yapılan Çalışmalara Yönelik Teorik Bir İnceleme. Afyon Kocatepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19(1), 113-124.
3. Allen, T. M., and Cullis, P. R. (2013). Liposomal Drug Delivery Systems: From Concept to Clinical Applications. Advanced Drug Delivery Reviews, 65(1), 36-48.
4. Anguera, J. A., Reuter-Lorenz, P. A., Willingham, D. T., and Seidler, R. D. (2011). Failure to Engage Spatial Working Memory Contributes to Age-Related Declines in Visuomotor Learning. Journal of Cognitive Neuroscience, 23(1), 11-25.
5. Arslan, E. T., ve Demir, H. (2017). İşe Angaje Olma ve İş Tatmini Arasındaki İlişki: Hekim ve Hemşireler Üzerine Nicel Bir Araştırma. Yönetim ve Ekonomi Dergisi, 24(2), 371-389.
6. Azim, M. T., and Al-Halawani, F. M. J. (2020). Perceived Non-Work Social Support and Employee Engagement: The Mediating Role of Self-Efficacy. Middle East Journal of Management, 7(2), 166-184.
7. Boudreau, K. J., and Jeppesen, L. B. (2015). Unpaid Crowd Complementors: The Platform Network Effect Mirage. Strategic Management Journal, 36(12), 1761-1777
8. Chandrakar, S. (2017). Perceived Organizational Support and Personality Dimensions as Predictors of Job Satisfaction. Indian Journal of Health and Wellbeing, 8(1), 54-56

9. Choudhry, R. M., and Fang, D. (2008). Why Operatives Engage in Unsafe Work Behavior: Investigating Factors on Construction Sites. Safety Science, 46(4), 566-584.
10. Clarke, M. C., Koch, L. C., and Hill, E. J. (2004). The Work‐Family Interface: Differentiating Balance and Fit. Family and Consumer Sciences Research Journal, 33(2), 121-140.
11. Demirbatir, R. E., and Engür, D. (2018). Academicians' Burnout, Vigor and Occupational Satisfactions in the Department of Fine Arts Education: A Sample of Uludag University. Journal of Education and Training Studies, 6(7), 86-93.
12. Doğrul, B. Ş., ve Tekeli, S. (2010). İş-Yaşam Dengesinin Sağlanmasında Esnek Çalışma. Sosyal ve Beşeri Bilimler Dergisi, 2(2), 11-18.
13. Efeoğlu, İ. E., ve Özgen, H. (2007). İş-Aile Yaşam Çatışmasının İş Stresi, İş Doyumu ve Örgütsel Bağlılık Üzerindeki Etkileri: İlaç Sektöründe Bir Araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 16(2), 237-254.
14. Eker, D. (2001). Çok Boyutlu Algılanan Sosyal Destek Ölçeğinin Gözden Geçirilmiş Formunun Faktör Yapısı, Geçerlik ve Güvenirliği. Türk Psikiyatri Dergisi, 12, 17-25.
15. Fatima, N., and Sahibzada, S. A. (2012). An Empirical Analysis of Factors Affecting Work Life Balance Among University Teachers: The Case of Pakistan. Journal of International Academic Research, 12(1), 16-29.
16. Frone, M. R. (2003). İş-Aile Dengesi. J. C. Quick ve L. E. Tetrick'te (Ed.), İş Sağlığı Psikolojisi El Kitabı içinde (s. 143-162). Amerikan Psikoloji Derneği
17. Frye, N. K., and Breaugh, J. A. (2004). Family-Friendly Policies, Supervisor Support, Work–Family Conflict, Family–Work Conflict, And Satisfaction: A Test of A Conceptual Model. Journal of Business and Psychology, 19, 197-220.
18. Goodwin, R., and Giles, S. (2003). Social Support Provision and Cultural Values in Indonesia and Britain. Journal of Cross-Cultural Psychology, 34(2), 240-245.
19. Gorozidis, G. S., and Papaioannou, A. G. (2016). Teachers' Achievement Goals and Self-Determination to Engage in Work Tasks Promoting Educational Innovations. Learning and Individual Differences, 49, 46-58.
20. Grawitch, M. J., Gottschalk, M., and Munz, D. C. (2006). The Path to A Healthy Workplace: A Critical Review Linking Healthy Workplace Practices, Employee Well-Being, and Organizational Improvements. Consulting Psychology Journal: Practice and Research, 58(3), 129-147.
21. Greenhaus, J. H., Parasuraman, S., Granrose, C. S., Rabinowitz, S., and Beutell, N. J. (1989). Sources of Work-Family Conflict Among Two-Career Couples. Journal of Vocational Behavior, 34(2), 133-153.
22. Iyer, S., and Israel, D. (2012). for Testing the Impact of Organization Communication Satisfaction on Employee Engagement. South Asian Journal of Management 19(1), 51-81.
23. Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., and Rosenthal, R. A. (1964). Conflict and Ambiguity: Studies in Organizational Roles and Individual Stress. Int J Stress Manager, 1, 309-22.
24. Kanten, P. (2014). The Antecedents of Job Crafting: Perceived Organizational Support, Job Characteristics and Self-Efficacy. European Journal of Business and Social Sciences, 3(5), 113-128.
25. Kara, F. M., Gürbüz, B., and Öncü, E. (2019). Work Hard, Play Hard: Leisure Satisfaction and Work Engagement Among Turkish Women. Work, 64(2), 177-185.
26. Keskinkılıç Kara, S. B., Zafer Güneş, D., and Nazar Aydoğan, N. (2015). Perceived Organizational Support and Organizational Trust in Primary Schools. International Journal of Human Sciences/Uluslararası İnsan Bilimleri Dergisi.12(2)385-393
27. Kirchmeyer, C., and Cohen, A. (1999). Different Strategies for Managing the Work Non-Work Interface: A Test for Unique Pathways to Work Outcomes. Work and Stress, 13(1), 59-73.
28. Uzun, M., ve Köse, A. (2021). Örgütsel Güç Kaynakları ile Öğretmenlerin Kendini İşe Vermeleri Arasındaki İlişki. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 36(4), 886-898.
29. Lapierre, L. M., and Allen, T. D. (2006). Work-Supportive Family, Family-Supportive Supervision, Use of Organizational Benefits, and Problem-Focused Coping: Implications for Work-Family Conflict and Employee Well-Being. Journal of Occupational Health Psychology, 11(2), 169-181
30. Leiter, M. P., and Bakker, A. B. (2010). Work Engagement: Introduction. Work Engagement: A Handbook of Essential Theory and Research, 1(9).10-24.
31. Lim, V. K., and Teo, T. S. (2000a). To Work or Not to Work at Home‐An Empirical Investigation of Factors Affecting Attitudes Towards Teleworking. Journal of Managerial Psychology, 15(6), 560-586.
32. Lim, V. K., Teo, T. S., and See, S. K. (2000 b). Perceived Job Image Among Police Officers in Singapore: Factorial Dimensions and Differential Effects. The Journal of Social Psychology, 140(6), 740-750.
33. Lobel, S. A. (1991). Allocation of Investment in Work and Family Roles: Alternative Theories and Implications for Research. Academy of Management Review, 16(3), 507-521.
34. Mert, A. (2014). Sistemik Aile Yönelimli Psiko-Eğitim Programının Değerler, Algılanan Sosyal Destek ve Çift Uyumuna Etkisi (Doctoral dissertation, Sakarya Üniversitesi (Türkiye)), 1-24.
35. Netemeyer, R. G., Boles, J. S., and McMurrian, R. (1996). Development and Validation of Work–Family Conflict and Family–Work Conflict Scales. Journal of Applied Psychology, 81(4), 400-410
36. Niven, K. (2016). Why Do People Engage in Interpersonal Emotion Regulation at Work?. Organizational Psychology Review, 6(4), 305-323.
37. Peabody, C. G. (2013). Using Photovoice As A Tool to Engage Social Work Students in Social Justice. Journal of Teaching in Social Work, 33(3), 251-265.
38. Pengilly, J. W., and Dowd, E. T. (2000). Hardiness and Social Support as Moderators of Stress. Journal of Clinical Psychology, 56(6), 813-820.
39. Perry-Smith, J. E., and Blum, T. C. (2000). Work-Family Human Resource Bundles and Perceived Organizational Performance. Academy of Management Journal, 43(6), 1107-1117.
40. Prajapati, B., Dunne, M., and Armstrong, R. (2010). Sample Size Estimation and Statistical Power Analyses. Optometry Today, 16(7), 10-18.
41. Procidano, M. E., and Heller, K. (1983). Measures of Perceived Social Support from Friends and From Family: Three Validation Studies. American Journal of Community Psychology, 11(1), 1-24.
42. Quick, J. C., Quick, J. D., Nelson, D. L., and Hurrell Jr, J. J. (1997). Preventive Stress Management in Organizations. American Psychological Association.
43. Saarikoski, M., Isoaho, H., Warne, T., and Leino-Kilpi, H. (2008). The Nurse Teacher in Clinical Practice: Developing the New Sub-Dimension to The Clinical Learning Environment and Supervision (CLES) Scale. International Journal of Nursing Studies, 45(8), 1233-1237.
44. Sanz-Vergel, A. I., and Rodríguez-Muñoz, A. (2013). The Spillover and Crossover of Daily Work Enjoyment and Well-Being: A Diary Study Among Working Couples. Revista de Psicología del Trabajo y de las Organizaciones, 29(3), 179-185.
45. Sart, G. (2020). Bireysel Girişimcilik Eğilimi Ölçeğinin Geliştirilmesi: Geçerlik ve Güvenirlik Çalışması. International Journal of Applied Economic and Finance Studies, 1(5), 58-72.
46. Schaufeli, W. (2012). Work Engagement: What Do We Know And Where Do We Go?. Romanian Journal of Applied Psychology, 14(1), 3-10.
47. Seppälä, P., Mauno, S., Feldt, T., Hakanen, J., Kinnunen, U., Tolvanen, A., and Schaufeli, W. (2009). The Construct Validity of The Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence. Journal of Happiness Studies, 10, 459-481.
48. Sezgin, F. H., and Kınay, B. (2010). A Dynamic Factor Model for Evaluation of Financial Crises in Turkey. Bulletin De la Societe des Sciences Medicales, (1/10), 109-117.
49. Theorell, T., Osika, W., Leineweber, C., Magnusson Hanson, L. L., Bojner Horwitz, E., and Westerlund, H. (2013). Is Cultural Activity at Work Related to Mental Health in Employees?. International Archives of Occupational and Environmental Health, 86, 281-288.
50. Tuna, S. K., and Aslan, H. (2018). The Relationship between Perceived Social Support and Organizational Commitment Levels of Primary and Secondary School Teachers. Universal Journal of Educational Research, 6(5), 983-993. Wallace, C., Pichler, F., and Hayes, B. (2007). First European Quality of Life Survey: Quality of Work and Life Satisfaction.
51. Williams, G., Wagener, N., Goldfain, B., Drews, P., Rehg, J. M., Boots, B., and Theodorou, E. A. (2017, May). Information theoretic MPC for Model-Based Reinforcement Learning. In 2017 IEEE International Conference on Robotics and Automation (ICRA) (pp. 1714-1721). IEEE.
52. Wu, C., Dai, J., Zhang, S., Sun, L., Liu, Y., and Zhang, D. (2021a). Effect of Thawing Rates and Antioxidants on Semen Cryopreservation in Hu Sheep. Biopreservation and Biobanking, 19(3), 204-209.
53. Wu, C., Dai, J., Zhang, S., Sun, L., Liu, Y., and Zhang, D. (2021b). Effect of Thawing Rates and Antioxidants on Semen Cryopreservation in Hu Sheep. Biopreservation and Biobanking, 19(3), 204-209
54. Yadu, S., Dewangan, T. L., Chandrakar, V. ve Keshavkant, S. (2017). Pisum Sativum L.'De Tuzluluk Toleransının İyileştirilmesinde Salisilik Asit ve Nitrik Oksidin Zorunlu Rolleri Bitkilerin Fizyolojisi ve Moleküler Biyolojisi, 23, 43-58.
55. Yazıcıoğlu, Y., ve Erdoğan, S. (2014). SPSS Uygulamalı Bilimsel Araştırma Yöntemleri. Detay Yayıncılık.
56. Ylitapio-Mäntylä, O., Uusiautti, S., and Määttä, K. (2012). Critical Viewpoint to Early Childhood Education Teachers’ Well-Being at Work. Journal of Human Sciences, 9(1), 458-483.
57. Zimet, G. D., Dahlem, N. W., Zimet, S. G., and Farley, G. K. (1988). The Multidimensional Scale of Perceived Social Support. Journal of Personality Assessment, 52(1), 30-41.