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The Moderator Effect of Job Autonomy in Relationship Between Emotional Dissonance and Work Engagement

Yıl 2022, , 799 - 817, 27.12.2022
https://doi.org/10.17065/huniibf.1031320

Öz

The Job Demands and Resources Model (JD-R) shows how characteristics of working conditions (job demands and job resources) affect employee well-being (burnout and work engagement). Conservation of resources theory (C.O.S), on the other hand, asserts that employees use job resources to cope with job demands. This research aims to examine the effects of the emotional dissonance (job demand) and the autonomy (job resource) on work engagement based on the JD-R Model and the C.O.S. Since it is suggested to increase work engagement of the employees of service companies instead of trying to reduce burnout, it is important to determine the job demands that negatively affect the work engagement and the role of job resources in reducing this negative effect. The relational analysis method was carried out. The data was obtained through a questionnaire from 429 employees working in 4 and 5-star hotels operating in Istanbul. Hierarchical regression was used to determine the effects of emotional dissonance and autonomy on work engagement, and Hayes' Process macro was used for moderator analysis. Findings demonstrated that autonomy has a positive effect on work engagement. Unexpectedly, emotional dissonance was found to be positively related to work engagement. In addition, autonomy has been found to have a moderating effect on this relationship. 

Kaynakça

  • Abraham, R. (2000). The role of job control as a moderator of emotional dissonance and emotional intelligence-outcome relationships. The Journal of Psychology, 134(2), 169-184. https://doi.org/10.1080/00223980009600860
  • Abraham, R. (1998). Emotional dissonance in organizations: A conceptualization of consequences, mediators and moderators. Leadership & Organization Development Journal, 19(3), 137-146. https://doi.org/10.1108/01437739810210185
  • Aiken, L., & West, S. (1991). Multiple Regression: Testing and Interpreting Interactions. California: Sage Publications Inc.
  • Albayrak, A. S. (2006). Uygulamalı Çok Değişkenli İstatistik Teknikleri. Ankara: Asil Yayın Dağıtım Ltd. Şti.
  • Ashforth, B., & Humphrey, R. (1993). Emotional labor in service roles: The influence of identitiy. Academy of Management Review, 88-115. https://doi.org/10.5465/amr.1993.3997508
  • Bailey, C., Madden, A., Alfes, K., & Fletcher, L. (2017). The meaning, antecedents and outcomes of employee engagement: A narrative synthesis. International Journal of Management Reviews, 19, 31-53. https://doi.org/10.1111/ijmr.12077
  • Bakker, A. B., Demerouti, E., de Boer, E., & Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62, 341-356. https://doi.org/10.1016/S0001-8791(02)00030-1
  • Bakker, A., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223. https://doi.org/10.1108/13620430810870476 Bakker, A., & Demerouti, E. (2014). Job Demands - Resources Theory. In P. Chen, & C. Cooper (Eds.), Work and Wellbeing: A Complete Reference Guide, Volume III. John Wiley & Sons.
  • Bakker, A., Demerouti, E., & Verbeke, W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resources Management, 43(1), 83-104. https://doi.org/10.1002/hrm.20004
  • Bakker, A., Hakanen, J., Demerouti, E., & Xahthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284. https://doi.org/10.1037/0022-0663.99.2.274
  • Baron , R., & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037//0022-3514.51.6.1173
  • Basım, H. N., & Beğenirbaş, M. (2012). Çalışma yaşamında duygusal emek: Bir ölçek uyarlama çalışması. Yönetim ve Ekonomi, 19(1), 77-90.
  • Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley & Sons.
  • Breevaart, K., Bakker, A. B., Demerouti, E., & van den Heuvel, M. (2015). Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754-770. https://doi.org/10.1108/JMP-03-2013-0088
  • Caesens, G., & Stinglhamber, F. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. Revue Europeenne de Psychologie Appliquee, 64, 259-267. https://doi.org/10.1016/j.erap.2014.08.002
  • Chang, H.-Y. (2011). Restaurant service providers' emotional labor: The antecedents and effects on employees' intention to leave. Yayımlanmamış Doktora Tezi.
  • Chu, K. H., Baker, M. A., & Murrmann, S. K. (2012). When we are on stage, we smile: The effects of emotional labor on employee work outcomes. International Journal of Hospitality Management, 31, 906-915. https://doi.org/10.1016/j.ijhm.2011.10.009
  • Chu, K. H.L. (2002). The Effects of Emotional Labor on Employee Work Outcomes. Yayımlanmamış Doktora Tezi.
  • Chu, K. H.-L., & Murrmann, S. K. (2006). Development and validation of the hospitality emotional labor scale. Tourism Management, 1181-1191. https://doi.org/10.1016/j.tourman.2005.12.011
  • de Jonge, J., Dormann, C., & van den Tooren, M. (2008). The Demand-Induced Strain Compensation Model: Renewed Theoretical Considerations and Emperical Evidence. In K. Naswall, J. Hellgren, & M. Sverke (Eds.), The Individual in the Changing Working Life (pp. 67-87). Cambridge University Press.
  • Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268. https://doi.org/10.1207/S15327965PLI1104_01
  • Demerouti, E., & Bakker, A. B. (2011). The job demands-resources model: Challenges for future research. Journal of Industrial Psychology, 37(2). https://doi.org/10.4102/sajip.v37i2.974
  • Demerouti, E., Bakker, A., Nachreiner, F., & Schaufeli, W. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499-512. https://doi.org/10.1037/0021-9010.86.3.499
  • Diefendorff, J. M., & Richard, E. M. (2003). Antecedents and consequences of emotional display rule perceptions. Journal of Applied Psychology, 88(2), 284-294. https://doi.org/10.1037/0021-9010.88.2.284
  • Diefendorff, J., & Gosserand, R. (2003). Understanding the emotional labor process: a control theory perspective. Journal of Organizational Behavior, 24, 945-959. https://doi.org/10.1002/job.230
  • Erdem , B. (2004). Otel işletmelerinde insan kaynakları planlamasının yeri ve önemi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 35-55.
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DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ

Yıl 2022, , 799 - 817, 27.12.2022
https://doi.org/10.17065/huniibf.1031320

Öz

İş Talepleri ve Kaynakları Modeli (JD-R), çalışma koşulları ile ilgili özelliklerin (iş talepleri ve iş kaynakları), çalışanın iyilik halini (tükenmişlik ve işle bütünleşme) nasıl etkilediğini gösteren bir modeldir. Kaynakların korunması teorisi (C.O.S) ise çalışanların iş talepleri ile başa çıkmada, sahip olduğu kaynakları kullandıklarını öne sürer. Bu araştırmanın amacı; otel işletmeleri çalışanlarının yaşadıkları duygusal çelişki (iş talebi) ve sahip oldukları özerkliğin (iş kaynağı), işle bütünleşmeleri üzerindeki etkilerini JD-R Modeli ve C.O.S Teorisi temelinde incelemektir. Hizmet işletmeleri çalışanlarının tükenmişliğinin azaltılması yerine, işle bütünleşmelerinin artırılması önerildiğinden işle bütünleşmeyi olumsuz etkileyen iş taleplerinin neler olduğu ve bu olumsuz etkinin azaltılmasında iş kaynaklarının rolünün belirlenmesi önem taşımaktadır. Nicel araştırma yöntemlerinden ilişkisel analiz yaklaşımı benimsenerek gerçekleştirilen araştırmanın verileri, İstanbul’da faaliyet gösteren 4 ve 5 yıldızlı otel işletmelerinde görev yapan 429 çalışandan anket aracılığıyla elde edilmiştir. Duygusal çelişki ve özerkliğin işle bütünleşme üzerindeki etkisini belirleyebilmek amacıyla hiyerarşik regresyon, moderatör analizi için ise Hayes’in (2009) Process makrosu kullanılmıştır. Elde edilen bulgular; işle bütünleşme üzerinde özerkliğin olumlu yönde etkisi bulunduğuna dair kanıt sağlamıştır. Duygusal çelişkinin ise işle bütünleşme üzerinde beklenenin aksine, olumlu yönde etkisi olduğu sonucuna ulaşılmıştır. Ayrıca özerkliğin bu ilişkide düzenleyici etkisi bulunmuştur.

Kaynakça

  • Abraham, R. (2000). The role of job control as a moderator of emotional dissonance and emotional intelligence-outcome relationships. The Journal of Psychology, 134(2), 169-184. https://doi.org/10.1080/00223980009600860
  • Abraham, R. (1998). Emotional dissonance in organizations: A conceptualization of consequences, mediators and moderators. Leadership & Organization Development Journal, 19(3), 137-146. https://doi.org/10.1108/01437739810210185
  • Aiken, L., & West, S. (1991). Multiple Regression: Testing and Interpreting Interactions. California: Sage Publications Inc.
  • Albayrak, A. S. (2006). Uygulamalı Çok Değişkenli İstatistik Teknikleri. Ankara: Asil Yayın Dağıtım Ltd. Şti.
  • Ashforth, B., & Humphrey, R. (1993). Emotional labor in service roles: The influence of identitiy. Academy of Management Review, 88-115. https://doi.org/10.5465/amr.1993.3997508
  • Bailey, C., Madden, A., Alfes, K., & Fletcher, L. (2017). The meaning, antecedents and outcomes of employee engagement: A narrative synthesis. International Journal of Management Reviews, 19, 31-53. https://doi.org/10.1111/ijmr.12077
  • Bakker, A. B., Demerouti, E., de Boer, E., & Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62, 341-356. https://doi.org/10.1016/S0001-8791(02)00030-1
  • Bakker, A., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223. https://doi.org/10.1108/13620430810870476 Bakker, A., & Demerouti, E. (2014). Job Demands - Resources Theory. In P. Chen, & C. Cooper (Eds.), Work and Wellbeing: A Complete Reference Guide, Volume III. John Wiley & Sons.
  • Bakker, A., Demerouti, E., & Verbeke, W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resources Management, 43(1), 83-104. https://doi.org/10.1002/hrm.20004
  • Bakker, A., Hakanen, J., Demerouti, E., & Xahthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284. https://doi.org/10.1037/0022-0663.99.2.274
  • Baron , R., & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037//0022-3514.51.6.1173
  • Basım, H. N., & Beğenirbaş, M. (2012). Çalışma yaşamında duygusal emek: Bir ölçek uyarlama çalışması. Yönetim ve Ekonomi, 19(1), 77-90.
  • Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley & Sons.
  • Breevaart, K., Bakker, A. B., Demerouti, E., & van den Heuvel, M. (2015). Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754-770. https://doi.org/10.1108/JMP-03-2013-0088
  • Caesens, G., & Stinglhamber, F. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. Revue Europeenne de Psychologie Appliquee, 64, 259-267. https://doi.org/10.1016/j.erap.2014.08.002
  • Chang, H.-Y. (2011). Restaurant service providers' emotional labor: The antecedents and effects on employees' intention to leave. Yayımlanmamış Doktora Tezi.
  • Chu, K. H., Baker, M. A., & Murrmann, S. K. (2012). When we are on stage, we smile: The effects of emotional labor on employee work outcomes. International Journal of Hospitality Management, 31, 906-915. https://doi.org/10.1016/j.ijhm.2011.10.009
  • Chu, K. H.L. (2002). The Effects of Emotional Labor on Employee Work Outcomes. Yayımlanmamış Doktora Tezi.
  • Chu, K. H.-L., & Murrmann, S. K. (2006). Development and validation of the hospitality emotional labor scale. Tourism Management, 1181-1191. https://doi.org/10.1016/j.tourman.2005.12.011
  • de Jonge, J., Dormann, C., & van den Tooren, M. (2008). The Demand-Induced Strain Compensation Model: Renewed Theoretical Considerations and Emperical Evidence. In K. Naswall, J. Hellgren, & M. Sverke (Eds.), The Individual in the Changing Working Life (pp. 67-87). Cambridge University Press.
  • Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268. https://doi.org/10.1207/S15327965PLI1104_01
  • Demerouti, E., & Bakker, A. B. (2011). The job demands-resources model: Challenges for future research. Journal of Industrial Psychology, 37(2). https://doi.org/10.4102/sajip.v37i2.974
  • Demerouti, E., Bakker, A., Nachreiner, F., & Schaufeli, W. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499-512. https://doi.org/10.1037/0021-9010.86.3.499
  • Diefendorff, J. M., & Richard, E. M. (2003). Antecedents and consequences of emotional display rule perceptions. Journal of Applied Psychology, 88(2), 284-294. https://doi.org/10.1037/0021-9010.88.2.284
  • Diefendorff, J., & Gosserand, R. (2003). Understanding the emotional labor process: a control theory perspective. Journal of Organizational Behavior, 24, 945-959. https://doi.org/10.1002/job.230
  • Erdem , B. (2004). Otel işletmelerinde insan kaynakları planlamasının yeri ve önemi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 35-55.
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  • Hair, J., Black, W., Babin, B., & Anderson, R. (2019). Multivariate Data Analysis (8. Baskı ed.). Hampshire: Cengage Learning.
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  • Hobfoll, S. (1989). Conservation of resources a new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524. https://doi.org/10.1037/0003-066X.44.3.513
  • Hobfoll, S. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6(4), 307-324. https://doi.org/10.1037/1089-2680.6.4.307
  • Hochschild, A. (2003). The Managed Hearth: Commercialization of Human Feeling. Berkeley: University of California Press.
  • Hochschild, A. R. (1983). The Managed Heart. Los Angeles: University of California Press.
  • Hofmann, V., & Stokburger-Sauer, N. (2017). The impact of emotional labor on employees' work-life balance perception and commitment: A study in the hospitality industry. International Journal of Hospitality Management, 65, 47-58. https://doi.org/10.1016/j.ijhm.2017.06.003
  • İplik, F. N., Topsakal, Y., & İplik, E. (2014). The effects of emotional labor on job attitudes of hotel employees: Mediating and moderating roles of social support and job autonomy. International Review of Management and Marketing, 4(3), 175-186.
  • Isen, A., Daubman, K., & Nowicki, G. (1987). Positive affect facilitates creative problem solving. Journal of Personality and Social Psychology, 52(6), 1122-1131. https://doi.org/10.1037/0022-3514.52.6.1122
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724. https://doi.org/10.2307/256287
  • Karatepe, O., & Aleshinloye, K. D. (2009). Emotional dissonance and emotional exhaustion among hotel employees in nigeria. International Journal of Hospitality Management, 28, 349-358. https://doi.org/10.1016/j.ijhm.2008.12.002
  • Kemper, T. D. (1990). Themes and Variations in the Sociology of Emotions. In T. D. Kemper (Ed.), Research Agendas In The Sociology Of Emotions (pp. 3-27). New York: State University of New York.
  • Lam, W., & Chen, Z. (2012). When i put on my service mask: Determinants and outcomes of emotional labor among hotel service providers according to affective event theory. International Journal of Hospitality Management, 31, 3-11. https://doi.org/10.1016/j.ijhm.2011.04.009
  • Li, X., Sanders, K., & Frenkel, S. (2012). How leader-member exchange, work engagement and hrm consistency explain chinese luxury hotel employees' job performance. International Journal of Hospitality Management, 31, 1059-1066. https://doi.org/10.1016/j.ijhm.2012.01.002
  • Macey, W. H., Schneider, B., Barbera, K. M., & Young, S. A. (2009). Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage. Malden: Wiley.
  • Maslach, C., & Leiter, M. (1997). The Truth About Burnout. San Francisco: John Wiley & Sons.
  • Maslach, C., Schaufeli, W., & Leiter, M. (2001). Job burnout. Annual Review of Psychology, 52, 397-422. https://doi.org/10.1146/annurev.psych.52.1.397
  • May, D., Gilson, R., & Harter, L. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37. https://doi.org/10.1348/096317904322915892
  • Montgomery, D. C., Peck, E. A., & Vining, G. G. (2013). Doğrusal Regresyon Analizine Giriş (Beşinci Basımdan Çeviri ed.). Ankara: Nobel Yayıncılık.
  • Morris, J., & Feldman, D. (1996). The dimensions, antecedents, and consequences of emotional labor. Academy of Management Review, 21(4), 989-1010. https://doi.org/10.2307/259161
  • Naktiyok, A. (2019). Örgütsel Davranışa Giriş. In Ö. F. İşcan (Ed.), Örgütsel Davranış (pp. 4-29). Erzurum: Atatürk Üniversitesi Açıköğretim Fakültesi.
  • Pienaar, J., & Willemse, S. A. (2008). Burnout, engagement, coping and general health of service employees in the hospitality industry. Tourism Management, 29, 1053-1063. https://doi.org/10.1016/j.tourman.2008.01.006
  • Sargut, A. S. (2002). Bilimin ikilemi: belirlenirlik ya da belirlenmezlik. Yönetim Araştırmaları Dergisi, 2(2), 121-126.
  • Schaubroeck, J., & Jones, J. (2000). Antecedents of workplace emotional labor dimensions and moderators of their effects on physical symptoms. Journal of Organizational Behavior, 21, 163-183. https://doi.org/10.1002/(SICI)1099-1379(200003)21:2<163::AID-JOB37>3.0.CO;2-L
  • Schaufeli , W. B. (2013). What is engagement? In C. Truss, R. Delbridge, K. Alfes, A. Shantz, & E. Soane (Eds.), Employee Engagement in Theory and Practice (pp. 15-36). New York: Routledge.
  • Schaufeli , W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92. https://doi.org/10.1023/A:1015630930326
  • Schaufeli, W. B., Bakker, A. B., & van Rhenen, W. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Occupational Health Psychology, 22(7), 345-356. https://doi.org/10.1002/job.595
  • Schaufeli, W. B., Bakker, A., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire. Educational and psychological measurement, 66(4), 701-716. https://doi.org/10.1177/0013164405282471
  • Schaufeli, W., Salanova, M., Gonzalez-Roma, V., & Bakker, A. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 71-92. https://doi.org/10.1023/A:1015630930326
  • Slatten, T., & Mehmetoğlu, M. (2011). Antecedents and effects of engaged frontline employees a study from the hospitality industry. Managing Service Quality, 21(1), 88-107. https://doi.org/10.1108/09604521111100261
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  • Sutton, R. I., & Rafaeli, A. (1988). Untangling the relationship between displayed emotions and organizational sales: The case of convenience stores. The Academy of Management Journal, 31(3), 461-487. https://doi.org/10.2307/256456
  • Tajifel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. The Social Psychology of Intergroup Relations, 33-47.
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  • Van den Broeck, A., Vansteenkiste, M., De Witte, H., & Lens, W. (2008). Explaining the relationships between job characteristics, burnout, and engagement: the role of basic psychological need satisfaction. Work & Stress, 22(3), 277-294. https://doi.org/10.1080/02678370802393672
  • Wharton, A. S. (1993). The affective consequences of service work: Managing emotions on the job. Work and Occupations, 20(2), 205-232. https://doi.org/10.1177/0730888493020002004
  • William, J. (1884). What is an Emotion? Oxford University Press, 188-205.
  • Wright, T. A., & Hobfoll, S. E. (2004). Commitment, psychological well-being and job performance: An examination of conservation of resources (cor) theory and job burnout. Journal of Business and Management, 9(4), 389-406.
  • Xanthopoulou, D., Bakker, A., Dollard, M., Demerouti, E., Schaufeli, W., Taris, T., & Schreurs, P. (2007). When do job demands particularly predict burnout? Journal of Managerial Psychology, 22(8), 766-786. https://doi.org/10.1108/02683940710837714
  • Yıldırım, E. (2007). Örgüt Kuramında Yeni Gelişmeler: Postmodern ve Eleştirel Bakış. In A. S. Sargut, & Ş. Özen (Eds.), Örgüt Kuramları (2. Basım ed., pp. 379-407). Ankara: İmge Kitabevi.
  • Yoo, J., & Jeong, J. (2017). The effects of emotional labor on work engagement and boundary spanner creativity. Asia Pacific Journal of Innovation, 11(2), 214-232. https://doi.org/10.1108/APJIE-08-2017-028
  • Yukl, G. (1989). Leadership in Organizations. New Jersey: Prentice-Hall.
  • Zapf, D., Seifert, C., Schmutte, B., Mertini, H., & Holz , M. (2001). Emotion work and job stressors and their effects on burnout. Psychology & Health, 16(5), 527-545. https://doi.org/10.1080/08870440108405525
Toplam 79 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi
Yazarlar

Bilgen Mete 0000-0002-9126-3337

Halis Demir 0000-0002-1284-4759

Yayımlanma Tarihi 27 Aralık 2022
Gönderilme Tarihi 2 Aralık 2021
Yayımlandığı Sayı Yıl 2022

Kaynak Göster

APA Mete, B., & Demir, H. (2022). DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 40(4), 799-817. https://doi.org/10.17065/huniibf.1031320
AMA Mete B, Demir H. DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. Aralık 2022;40(4):799-817. doi:10.17065/huniibf.1031320
Chicago Mete, Bilgen, ve Halis Demir. “DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 40, sy. 4 (Aralık 2022): 799-817. https://doi.org/10.17065/huniibf.1031320.
EndNote Mete B, Demir H (01 Aralık 2022) DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 40 4 799–817.
IEEE B. Mete ve H. Demir, “DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ”, Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, c. 40, sy. 4, ss. 799–817, 2022, doi: 10.17065/huniibf.1031320.
ISNAD Mete, Bilgen - Demir, Halis. “DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ”. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 40/4 (Aralık 2022), 799-817. https://doi.org/10.17065/huniibf.1031320.
JAMA Mete B, Demir H. DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2022;40:799–817.
MLA Mete, Bilgen ve Halis Demir. “DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, c. 40, sy. 4, 2022, ss. 799-17, doi:10.17065/huniibf.1031320.
Vancouver Mete B, Demir H. DUYGUSAL ÇELİŞKİ VE İŞLE BÜTÜNLEŞME ARASINDAKİ İLİŞKİDE ÖZERKLİĞİN DÜZENLEYİCİ ROLÜ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2022;40(4):799-817.

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