THE EFFECT OF WORKPLACE LONELINESS ON BURNOUT: THE MODERATING ROLE OF EXTRAVERSION PERSONALITY TRAIT

Yıl 2026, Cilt: 22 Sayı: 1, 356 - 379, 26.03.2026

Umut Ayyıldız

https://doi.org/10.17130/ijmeb.1683863

https://izlik.org/JA36HY43KS

Öz

Workplace loneliness has garnered increasing attention from both researchers and practitioners recently due to its widespread prevalence and significant negative consequences. The rapid changes in work arrangements following the COVID-19 pandemic have further intensified this interest. However, compared to studies on loneliness in general life, research on workplace loneliness remains limited. Unlike previous studies, this research examines extraversion, a personality trait, as a moderating variable and investigates whether this personality trait impacts the relationship between workplace loneliness and burnout. Based on data collected from 467 employees across Türkiye, the study found that workplace loneliness positively affects burnout; extraversion moderates this effect; and as employees’ extraversion increases, the impact of workplace loneliness on their burnout decreases. In other words, extraverted employees experience less burnout than introverted employees when experiencing loneliness in the workplace. This finding is consistent with research conducted in Canada but contrasts with a study conducted in China. Considering the individualism/collectivism cultural characteristics of the societies in China, Türkiye, and Canada, this study suggests that the moderating factor is not solely extraversion or introversion, but rather whether the personality trait in question is one that is accepted by the society to which the individual belongs.

Anahtar Kelimeler

Workplace Loneliness , Burnout , Extraversion , Individualism/collectivism

Etik Beyan

The research was conducted under the ethical approval of the Social and Human Sciences Ethics Committee of Balıkesir University, with the decision dated 29/11/2024 and numbered 2024/11-26.

İŞ YAŞAMINDA YALNIZLIĞIN TÜKENMİŞLİĞE ETKİSİ: DIŞADÖNÜKLÜK KİŞİLİK ÖZELLİĞİNİN DÜZENLEYİCİ ROLÜ

https://izlik.org/JA36HY43KS

Öz

İş yaşamında yalnızlık, yaygınlık oranı ve ciddi olumsuz sonuçları sebebiyle son yıllarda hem araştırmacıların hem de uygulayıcıların ilgisinin giderek arttığı bir konu olmuştur. COVID-19 pandemisi ve sonrasında çalışma düzenlerinde yaşanan hızlı değişiklikler bu ilgiyi daha da artırmıştır. Ancak genel yaşamda yalnızlık konusunda yapılan araştırmalarla karşılaştırıldığında, iş yaşamında yalnızlık üzerine yapılan araştırmalar halen sınırlı sayıdadır. Diğer çalışmalardan farklı olarak bu çalışmada bir kişilik özelliği olan dışadönüklük düzenleyici değişken olarak ele alınmakta ve söz konusu kişilik özelliğinin, iş yaşamında yalnızlık ile tükenmişlik ilişkisinde herhangi bir etkiye sahip olup olmadığı incelenmektedir. Türkiye genelindeki 467 çalışandan elde edilen verilere dayanan araştırma sonucunda; iş yaşamında yalnızlığın tükenmişliği olumlu yönde etkilediği, dışadönüklük kişilik özelliğinin söz konusu bu etki üzerinde düzenleyici etkisinin bulunduğu ve çalışanların dışadönüklük özelliği arttığında, iş yaşamındaki yalnızlıklarının tükenmişliklerine olan etkisinin ise azaldığı yani dışadönük çalışanların iş yaşamında yalnızlık çektiklerinde, içedönük çalışanlara göre daha az tükenmişlik hissettikleri bulgusuna ulaşılmıştır. Bu sonuç Kanada örnekleminde gerçekleştirilmiş bir araştırma sonucuna benzerlik gösterirken, Çin’de gerçekleştirilmiş bir araştırma sonucundan ise ayrışmaktadır. Çin, Türkiye ve Kanada toplumlarının bireycilik/kolektivizm kültürel özellikleri dikkate alındığında, bu çalışma dışadönüklük ya da içedönüklüğün tek başına düzenleyici bir faktör olmadığını; söz konusu kişilik özelliğinin bireyin ait olduğu toplum tarafından kabul görüp görmediğinin de belirleyici bir unsur olduğunu ileri sürmektedir.

Anahtar Kelimeler

İş Yaşamında Yalnızlık , Tükenmişlik , Dışadönük Kişilik , Bireycilik/kolektivizm

Kaynakça

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