İş Taplepleri-Kaynakları Ölçeği: Güvenirlilik ve Geçerlilik Çalışması

Öz

İş Talepleri-Kaynakları Modeli, çalışma koşullarının iş sonuçlarıyla farklı şekillerde ilişkili olabileceğini öne sürmektedir. Bu modele göre, yüksek iş talepleri ve düşük iş kaynakları, stres ve tükenmişlik gibi faktörlerin artmasına neden olmaktadır. Bu çalışmanın amacı, İş Talepleri-Kaynakları Ölçeğinin (İT-K Ölçeği) Türkiye bağlamına uyarlanması, güvenilirlik ve geçerliliğinin incelenmesidir. Veriler iki farklı aşamada toplanmıştır; dolayısıyla bu araştırmaya iki örneklem katılmıştır (n1= 244- kadın= 119 ve erkek= 125 ve n2= 227- kadın= 117 ve erkek= 110 akademisyen). İlk aşamada İT-K Ölçeği ve demografik bilgi formu kullanılmıştır. İkinci aşamada ise İT-K Ölçeği, İşe Bağlanma Ölçeği ve demografik bilgi formu kullanılmıştır. Promax rotasyonlu temel bileşenler analizi, toplam değişkenliğin %69.99'unu açıklayan 35 madde ve yedi faktör göstermiştir. Doğrulayıcı faktör analizi kabul edilebilir uyum göstermiştir. İT-K Ölçeğinin boyutları ile işe bağlanma arasında anlamlı korelasyonlar bulunmuştur. Güvenilirlik katsayıları da kabul edilebilir bulunmuştur. İT-K Ölçeğinin Türkiye'de iş taleplerini ve kaynaklarını değerlendirmek için geçerli ve güvenilir bir ölçek olduğu sonucuna varılabilir.

Anahtar Kelimeler

• İş Talepleri
• İş Kaynakları
• Güvenirlilik
• Geçerlilik
• Ölçek Uyarlama.

The Job Demands-Resources Scale: A Reliability and Validity Study

Öz

The Job Demands-Resources Model proposes that working conditions may relate to job outcomes in different ways. According to this model, high job demands, and low job resources cause an increase in factors such as stress and burnout. This study aimed to adapt the Job Demands-Resources Scale (JD-R Scale) to Turkish context and to examine its the reliability and validity. Data were collected in two different stages; therefore, two separate samples participated in this research (n1= 244- women= 119 and men= 125, and n2= 227- women= 117 and men= 110 academicians). In the first stage, the JD-R Scale and demographic information form were utilized. In the second stage, the JD-R Scale, Work Engagement Scale, and demographic information form were used. Principal component analysis with a Promax rotation revealed 35 items and seven factors which explained 69.99% of the total variability. Confirmatory factor analysis indicated acceptable fits. Significant correlations were found between dimensions of the JD-R Scale and work engagement. The reliability coefficients were also found to be acceptable. It can be concluded that the JD-R Scale is a valid and reliable instrument for assessing job demands and resources in Turkey.

Anahtar Kelimeler

• job demands
• job resources
• reliability
• validity
• scale adaptation

Kaynakça

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