İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması

Yıl 2022, , 316 - 336, 30.06.2022

Hasan Tutar , Ahmet Tuncay Erdem

https://doi.org/10.25204/iktisad.1023806

Öz

İnsanlar yaşamlarının önemli bir kısmını işyerlerinde geçirmektedirler ve bu durum onların fiziksel, zihinsel ve psikolojik olarak yıpranmalarına neden olmaktadır. Bu çalışmanın temel amacı, işörenlerin zihinsel ve psikolojik yıpranma algılarını belirlemek amacıyla İşgören Yıpranması Ölçeğini (İYÖ) geliştirmektir. Ölçeğin geliştirilmesi sürecinde önce Dünya Sağlık Örgütünün zihinsel ve psikolojik sağlık koşullarını esas alarak zihinsel ve psikolojik yıpranma durumlarına uygun “aday ölçek” madde havuzu oluşturulmuştur. Daha sonra ölçeğin kapsam geçerliği için uzman görüşüne başvurulmuştur. Kapsam geçerliği çalışmasından sonra taslak ölçeğin pilot çalışması imalat işletmelerinde çalışan 145 işgörenin katılımıyla gerçekleştirilmiştir. Aday ölçek ile toplanan veriler önce Açımlayıcı Faktör Analizi (AFA) ile analiz edilmiştir. Açımlayıcı Faktör Analizi sonucunda ölçeğin dört faktörlü yapısı tespit edilmiştir. Ölçeğin ana uygulaması aynı örneklemin genişletilmesiyle tabakalı örnekleme yöntemiyle belirlenen 334 işgörenin katılımıyla gerçekleştirilmiştir. Ana uygulamada İşgören Yıpranması Ölçeğinin geçerliği Doğrulayıcı Faktör Analizi (DFA), güvenirliği Cronbach alfa katsayısı ile belirlenmiştir. Doğrulayıcı Faktör Analizi sonuçları pilot çalışma aşamasında geliştirilen dört boyutlu İşgören Yıpranması Ölçeğinin yapısını doğrulamıştır. Yapılan geçerlilik ve güvenirlik analizi sonuçları geliştirilen ölçeğin güvenilir ve geçerli bir veri toplama aracı olduğu sonucuna ulaşılmıştır.

Anahtar Kelimeler

İşgören, Yıpranma, Ölçek Geliştirme

Employee Attrition Scale (EPS): Scale Development Study

Öz

People spend a significant part of their lives in their workplaces, and this causes them to wear out physically, mentally, and psychologically. The primary purpose of this study is to develop the Employee Attrition Scale (ESS) to determine the employees' mental and psychological attrition perceptions. In the process of developing the scale, firstly, the "candidate scale" item pool was created based on the mental and psychological health conditions of the World Health Organization, suitable for mental and psychological wear and tear. Then, expert opinion was sought for the content validity of the scale. After the content validity study, the pilot study of the draft scale was carried out with 145 employees working in manufacturing enterprises. The data collected with the candidate scale were first analyzed with Exploratory Factor Analysis (EFA). As a result of the Exploratory Factor Analysis, the four-factor structure of the scale was determined. The main application of the scale was carried out with the participation of 334 employees selected by the stratified sampling method by expanding the same sample. In the main application, the validity of the Employee Attrition Scale was determined by Confirmatory Factor Analysis (CFA), and the Cronbach alpha coefficient determined its reliability. Confirmatory Factor Analysis results confirmed the structure of the four-dimensional Employee Attrition Scale developed during the pilot study. As a result of the validity and reliability analysis, it was concluded that the developed scale is a reliable and valid data collection tool.

Anahtar Kelimeler

Employee, Attrition, Scale Development

Kaynakça

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