Bir Grup İnsan Kaynakları Yöneticisinin İşyeri Maneviyatı Anlayışı: Anlam, Etkileyen Faktörler ve Uygulamalar

Öz

Bu çalışmanın amacı, işyeri maneviyatının Türkiye'de bir grup insan kaynakları yöneticisi
tarafından nasıl anlaşıldığını ve şirketlerinde ne şekilde uygulandığını ortaya koymaktır. Araştırma
metodolojisi nitel olarak seçilmiş olup çalışmada fenomenolojik araştırma tasarımı izlenmiştir.
Verileri toplamak için odak grup görüşmesi kullanılmıştır. Veriler içerik analizi kullanılarak analiz
edilmiştir. Üç ana tema ve alt temaları saptanmıştır. Bulgular, katılımcıların işyeri maneviyatı ile ilgili
farklı anlayış ve tanımları olduğunu göstermiştir. İşyeri maneviyatının örgütsel değerler, aidiyet,
sadakat, güven, destek, örgütle bütünleşme ve örgüt kimliğini benimseme ile katılımcı yönetim ve üst
yönetimin desteğiyle ilişkili olduğu görülmüştür. İşyeri maneviyatını etkileyen ana etkenler; katılımcı
yönetim, kalbe dokunma, etkin örgütsel iletişim, karşılıklılık, çalışanlara saygı ve ailenin bir parçası
olarak kabul edilmeleri, takdir ve motivasyon, çalışanlara ödül ve resmi hakların verilmesi ve nihayet
kültürel değerlerdir. İşyeri maneviyatı ile ilgili uygulamalar farklı şekillerde gerçekleşmekte olup,
daha ziyade güçlü bir örgütsel iletişim ve aidiyete yönelik çalışmaları içermektedir. Çalışma, işyeri
maneviyatının anlaşılmasına katkıda bulunmakta ve sonraki araştırmalar için bir temel
oluşturmaktadır.

Anahtar Kelimeler

• İşyeri maneviyatı,insan kaynakları yönetimi,işyeri maneviyatı uygulamaları

The Understanding of Workplace Spirituality among a Group of Human Resource Managers: Meaning, Influencing Factors and Practices

Abstract

The purpose of this paper was to find out how workplace spirituality was understood by a
group of human resource managers from Turkey and how it was practised in their companies. The
research methodology was qualitative, and the study followed a phenomenological research design. A
focus group interview method was used to collect the data. The data were analysed using content
analysis. Three main themes and their sub-themes are reported. The findings indicated that the
participants had different understandings and definitions of workplace spirituality. Workplace
spirituality was understood as being related to organizational values, commitment, loyalty, trust,
support, integration and identification, and also to participatory management and support from senior
management. The main factors influencing workplace spirituality were participatory management,
touching the heart, well-established organizational communication, reciprocity, respect for employees
and their acceptance as part of the family, appreciation and motivation, the giving of rewards and
official rights to employees and, finally, cultural values. The practices related to workplace
spirituality were different, but they were mostly aimed at a stronger organizational communication
and commitment. The study contributes to the understanding of workplace spirituality and forms a
basis for further research.

Keywords

• Workplace spirituality,human resource management,workplace spirituality practices

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