Öz

Yalnızlık ve işyerinde yalnızlık, çalışanların sosyo-psikolojik açıdan çalışma performanslarını etkileyen ve “insan” odaklı kurumsal uygulamalar açısından dikkatle değerlendirilmesi gereken önemli kavramlardır. İşyerinde yalnızlık hissi, kurumsal bağlılığı azaltabilmekte, sosyal ilişkileri zayıflatabilmekte ve dolayısıyla işgücü verimliliğini negatif yönde tetikleyebilmektedir. Bu durum göreli olmakla birlikte işten ayrılma niyetinin oluşmasına ve belki de bir sonraki adımda fiili işten ayrılma davranışının ortaya çıkmasına zemin hazırlayabilmektedir. Bu çerçevede, araştırmadan elde edilen en önemli bulgu, işyerinde yalnızlık hissinin, işten ayrılma niyeti oluşturduğu yönündedir. Dolayısıyla insan kaynakları pratikleri açısından “işyerinde yalnızlık”, üzerinde dikkatle durulması gereken önemli bir olgudur. Çalışanlar arası iş içi ve iş dışı sosyal ilişkilerin geliştirilmesi, formel düzeyde ast üst ilişkilerinin iyileştirilmesi, takım çalışmaları, biçimsel ve biçimsel olmayan iletişim kanallarının etkinleştirilmesi, psikolojik / sosyal destek hizmeti sunan uzmanların istihdamı vb. uygulamalar, işyerinde yalnızlık hissini azaltan örgütsel önlemler olarak düşünülebilmektedir. Bu araştırmanın amacı, işyerinde yalnızlık hissinin çalışanların işten ayrıla niyeti üzerindeki etkilerini tespit etmektir. Araştırma verilerinin toplanabilmesi için ilgili literatürde yer alan ve işyerinde yalnızlık ile işten ayrılma niyetini ölçümlemeye yarayan iki ayrı ölçek kullanılmıştır. İşyerinde yalnızlık endeksinin oluşturulması için PCA analizi kullanılmış, hesaplanan endeks değerleri regresyon analizine açıklayıcı değişkenler olarak dahil edilmiştir. Elde edilen sonuçlar, bu araştırma kapsamında işyerinde yalnızlığın, işten ayrılma niyeti üzerinde etkisi olduğunu ortaya koymaktadır. Diğer taraftan, araştırmaya katılan çalışanların işyerinde yalnız hissetmedikleri bulgulanmıştır.

Anahtar Kelimeler

• Yalnızlık, iyerinde yalnızlık, kurumdan ayrılma niyeti, örgütsel bağlılık, çalışan memnuniyeti

Effect of Loneliness at Work on the Employees’ Intention to Leave

Abstract

act As loneliness and loneliness at work are important socio-psychological concepts that affect employee job performance, they should be carefully considered with respect to human-oriented corporate practices. Loneliness at work may decrease organizational commitment and weaken social relationships, thereby adversely affecting the employee’s level of productivity. Loneliness at work may further result in intention to leave and perhaps even culminate in actual leaving behavior. Therefore, “loneliness at work” is an important phenomenon that should be carefully addressed in terms of human resources practices. The development of social relationships between employees both at work and outside of work, the improvement of formal relations between senior and junior employees, team collaboration, the activation of formal and informal communication channels, and the employment of experts providing psychological / social support services are organizational measures that will help to reduce loneliness at work. The aim of the research is to determine the effect of loneliness at work on the employee’s intention to leave. In the study, two main survey were used from the related literature for both loneliness at work and intention to leave in order to collect data. A primary components analysis (PCA) was employed to create the loneliness index, and the calculated index values were included in the regression analysis as explanatory variables. The results indicate that in the context of this study loneliness at work effect the employee’s intention to leave. On the other hand, employees included in the research do not feel lonely at their workplaces

Keywords

• Loneliness, loneliness at work, intention to leave, organizational commitment, employee satisfaction

Kaynakça

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