Vardiyalı Çalışma ve Sessiz İstifa Arasındaki İlişkide Aracı Olarak Algılanan Örgütsel Destek

Yıl 2025, Cilt: 45 Sayı: 3, 356 - 371, 22.12.2025

Efe Cenk Akın , Selver Kurtuldu

https://doi.org/10.26650/SP2025-1716563

https://izlik.org/JA74WM82GX

Öz

Bu çalışmanın amacı, sosyal mübadele teorisi ve psikolojik sözleşme teorisi çerçevesinde, algılanan örgütsel desteğin, çalışma sistemi türü (vardiyalı ve vardiyasız) ile sessiz istifa arasındaki ilişkide aracılık rolü oynayıp oynamadığını incelemektir. Toplam 332 kamu çalışanı (198 vardiyalı, 134 vardiyasız) algılanan örgütsel destek ve sessiz istifa eğilimlerini değerlendiren ölçekleri doldurmuştur. Cinsiyet ve kıdem değişkenlerinin kontrol edildiği hiyerarşik regresyon analizleri, vardiyalı çalışanların vardiyasız çalışanlara kıyasla daha yüksek düzeyde sessiz istifa ve daha düşük algılanan örgütsel destek bildirdiklerini göstermiştir. Algılanan örgütsel destek ile sessiz istifa arasında negatif yönlü bir ilişki bulunmuş, aracılık analizleri, algılanan örgütsel desteğin çalışma sistemi ile sessiz istifa arasındaki ilişkide istatistiksel düzeyde anlamlı bir aracı değişken olduğunu ortaya koymuştur. Bulgular, vardiya sistemleri gibi yapısal çalışma koşullarının, sessiz istifayı büyük ölçüde çalışanların örgütsel desteği algılama düzeyleri üzerinden etkilediğini göstermektedir. Bu sonuç, özellikle vardiyalı çalışma ortamlarında örgütsel desteğin artırılmasının, kamu sektöründe sessiz istifayı azaltmada ve sürdürülebilir çalışan bağlılığını teşvik etmede etkili bir strateji olabileceğine işaret etmektedir.

Anahtar Kelimeler

Sessiz istifa , algılanan örgütsel destek , vardiyalı çalışma , kamu sektörü

Perceived Organizational Support as a Mediator Between Shift Work and Quiet Quitting

https://izlik.org/JA74WM82GX

Öz

The aim of this study was to examine whether perceived organizational support mediates the relationship between work schedule type (shift versus non-shift) and quiet quitting among public-sector employees, within the frameworks of social exchange theory and psychological contract theory. A total of 332 employees (198 shift workers, 134 nonshift workers) completed the measures of perceived organizational support and quiet quitting tendencies. Hierarchical regression analyses controlling for gender and tenure showed that shift workers reported higher quiet quitting and lower perceived organizational support than nonshift workers. Perceived organizational support was negatively correlated with quiet quitting, and mediation analyses indicated that perceived organizational support served as a statistically significant mediator in the relationship between work schedule and quiet quitting. These findings demonstrate that structural work conditions, such as shift systems, influence quiet quitting largely through employees’ perceptions of organizational support. This result indicates that enhancing organizational support, particularly in shift-based work environments, may be an effective strategy to reduce quiet quitting and promote sustainable employee engagement in the public sector.

Anahtar Kelimeler

Quiet quitting , perceived organizational support , shift work , public sector

Kaynakça

• Âkerstedt, T., Narusyte, J., & Svedberg, P. (2020). Night work, mortality, and the link to occupational group and sex. Scandinavian Journal of Work, Environment and Health, 46(5), 508-515. https://doi.org/l0.527l/sjweh.3892 google scholar
• Akgöl, A. (2010). Vardiyalı çalışanlarda örgüte bağlılık [Organizational commitment at multiple- shift operation] (Master's Thesis). Marmara Üniversitesi. google scholar
• Alban, J. (2025, June ). "Quitting the idea of going above and beyond": TikToker says he’s "quiet quitting" his job, sparking debate. The Daily Dot. https://www.dailydot.com/irl/quiet-quitting/ google scholar
• Anand, A., Doll, J., & Ray, P. (2024). Drowning in silence: A scale development and validation of quiet quitting and quiet firing. International Journal of Organizational Analysis, 32(4), 721-743. https://doi.org/10.1108/IJOA-01-2023-3600 google scholar
• Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(Spec. Iss.), 491-509. https://doi.org/10.1002/job.211 google scholar
• Atkinson, C. (2007). Trust and the psychological contract. Employee Relations, 29(3), 227-246. https://doi.org/10.1108/01425450710741720 google scholar
• Ayyıldız, F., & Arslan, S. (2023). Evden çalışma ile iş ve iş dışı yaşam dengesi arasındaki ilişkide uzayan ulaşılabilirlik halinin düzenleyici rolü [Working from home and balancing work and nonwork life: The moderating role of extended availability]. Studies in Psychology, 43(3), 523-552. https://doi.org/l0.26650/sp2023-1243838 google scholar
• Beutell, N. J. (2010). Work schedule, work schedule control and satisfaction in relation to work-family conflict, work-family synergy, and domain satisfaction. Career Development International, 15(5), 501-518. https://doi.org/10.1108/13620431011075358 google scholar
• Blau, P. M. (1964). Justice in social exchange. Sociological Inquiry, 34(2), 193-206. https://doi.org/10.1111/j.1475-682X.1964.tb00583.x google scholar
• Blytt, K. M., Bjorvatn, B., Moen, B. E., Pallesen, S., Harris, A., & Waage, S. (2022). The association between shift work disorder and turnover intention among nurses. BMC Nursing, 21(143). https://doi.org/10.1186/s12912-022-00928-9 google scholar
• Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model Fit. In K. Bollen & J. Long, (Eds.), Testing structural equation models (pp. 136-162). Sage. google scholar
• Büyükgöze, H., & Kavak, Y. (2017). Algılanan örgütsel destek ve pozitif psikolojik sermaye ilişkisi: Lise öğretmenleri örnekleminde bir inceleme [The relationship of perceived organizational support and psychological capital: An investigation among high school teachers]. Kuram ve Uygulamada Eğitim Yönetimi, 23(1), 1-32. google scholar
• Chan, X. W., Shang, S., Brough, P., Wilkinson, A., & Lu, C. (2023). Work, life and COVID-19: A rapid review and practical recommendations for the post-pandemic workplace. Asia Pacific Journal of Human Resources, 61(2), 257-276. https://doi.org/10.1111/1744-7941.12355 google scholar
• Chen, Z., Eisenberger, R., Johnson, K. M., Sucharski, I. L., & Aselage, J. (2009). Perceived organizational support and extra-role performance: Which leads to which? The Journal of Social Psychology, 149(1), 119-124. https://doi.org/10.3200/SOCP.149.1.119-124 google scholar
• Costa, G. (1997). The problem: Shiftwork. Chronobiology International, 14(2), 89-98. https://doi.org/10.3109/07420529709001147 google scholar
• Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900. https://doi.org/10.1177/0149206305279602 google scholar
• Dall’Ora, C., Griffiths, P., Ball, J., Simon, M., & Aiken, L. H. (2015). Association of 12 h shifts and nurses’ job satisfaction, burnout and intention to leave: Findings from a cross-sectional study of 12 European countries. BMJ Open, 5(9). https://doi.org/10.1136/ bmjopen-2015-008331 google scholar
• Dawley, D., Houghton, J. D., & Bucklew, N. S. (2010). Perceived organizational support and turnover intention: The mediating effects of personal sacrifice and job fit. Journal of Social Psychology, 150(3), 238-257. https://doi.org/10.1080/00224540903365463 google scholar
• Eder, P., & Eisenberger, R. (2008). Perceived organizational support: Reducing the negative influence of coworker withdrawal behavior. Journal of Management, 34(1), 55-68. https://doi.org/10.1177/0149206307309259 google scholar
• Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Percieve organisational support. Journal of Applied Psychology, 71(3), 500-507. google scholar
• Esen, D. (2023). Quiet quitting in public institutions: A descriptive content analysis. International Journal of Contemporary Economics and Administrative Sciences, 13(1), 296-326. https://doi.org/10.5281/zenodo.8428256 google scholar
• Faul, F., Erdfelder, E., Buchner, A., & Lang, A. G. (2009). Statistical power analyses using G*Power 3.1: Tests for correlation and regression analyses. Behavior Research Methods, 41(4), 1149-1160. https://doi.org/10.3758/BRM.41.4.1149 google scholar
• Ferri, P., Guadi, M., Marcheselli, L., Balduzzi, S., Magnani, D., & Di Lorenzo, R. (2016). The impact of shift work on the psychological and physical health of nurses in a general hospital: A comparison between rotating night shifts and day shifts. Risk Management and Healthcare Policy, 9, 203-211. https://doi.org/10.2147/RMHP.S115326 google scholar
• Formica, S., & Sfodera, F. (2022). The great resignation and quiet quitting paradigm shifts: An overview of current situation and future research directions. Journal of Hospitality Marketing and Management, 31(8), 899-907. https://doi.org/10.1080/19368623. 2022.2136601 google scholar
• Galanis, P., Katsiroumpa, A., Vraka, I., Siskou, O., Konstantakopoulou, O., Katsoulas, T., Moisoglou, I., Gallos, P., & Kaitelidou, D. (2024). Nurses quietly quit their job more often than other healthcare workers: An alarming issue for healthcare services. International Nursing Review, 71(4), 850-859. https://doi.org/10.1111/inr.12931 google scholar
• Galanis, P., Katsiroumpa, A., Vraka, I., Siskou, O., Konstantakopoulou, O., Moisoglou, I., Gallos, P., & Kaitelidou, D. (2023). The Quiet Quitting Scale: Development and initial validation. AIMS Public Health, 10(4), 828-848. https://doi.org/10.3934/publichealth.2023055 google scholar
• Gan, K-P, & Lin, Y., & Wang, Q. (2020). Public service motivation and turnover intention: Testing the mediating effects of job attitudes. Frontiers in Psychology, 11, 1289. https://doi.org/10.3389/fpsyg.2020.01289. google scholar
• Ganesan, S., Magee, M., Stone, J. E., Mulhall, M. D., Collins, A., Howard, M. E., Lockley, S. W., Rajaratnam, S. M. W., & Sletten, T. L. (2019). The impact of shift work on sleep, alertness and performance in healthcare workers. Scientific Reports, 9(1), 4635. https://doi.org/10. 1038/s41598-019-40914-x google scholar
• George, D., & Mallery, P. (2021). IBM SPSS Statistics 27 step by step: A simple guide and reference (17th ed.). Routledge. google scholar
• Gün, İ., Balsak, H., & Ayhan, F. (2025), Mediating effect of job burnout on the relationship between organisational support and quiet quitting in nurses. Journal of Advanced Nursing , 81, 4644-4652. https://doi.org/10.1111/jan.16599 google scholar
• Hair, J.F., Risher, J.J., Sarstedt, M., & Ringle, C.M. (2019) When to use and how to report the results of PLS-SEM. European Business Review, 31, 2-24. https://doi.org/10.1108/EBR-11-2018-0203 google scholar
• Hamouche, S., Koritos, C., & Papastathopoulos, A. (2023). Quiet quitting: Relationship with other concepts and implications for tourism and hospitality. International Journal of Contemporary Hospitality Management, 35(12), 4297-4312. https://doi.org/10.1108/IJCHM-11-2022-1362 google scholar
• Hayes, A. F. (2022). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (3rd ed.). Guilford Press. google scholar
• International Labour Organization. (2025, July 02). Shift work (Information Sheet No. WT-8). Conditions of Work and Employment Programme. https://www.ilo.org/media/314331/download google scholar
• Joy, M., & Chiramel, M. (2016). Importance of Perceived Organizational Support in Controlling Employee withdrawal Behaviors. Interna-tional Journal of Engineering Technology, Management and Applied Sciences, 4, 37-41. google scholar
• Karaca, E., & Özmen, A. (2018). Örgütsel adaletin örgütsel vatandaşlık davranışına etkisi: Kamu ve özel sektörde karşılaştırmalı bir araştırma [The effect of organizational justice on organizational citizenship behavior: A comparative study on public and private sector employees]. Kastamonu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 20(1), 7-30. https://doi.org/10.21180/kuiibf. 2018136756 google scholar
• Karasioğlu, H. H. (2024). Organizational silence, communication satisfaction and quiet quitting: A study in a public institution [Master's Thesis, Ankara Yıldırım Beyazıt Üniversitesi]. google scholar
• Karrani, M. A., Bani-Melhem, S., & Mohd-Shamsudin, F. (2024). Employee quiet quitting behaviours: Conceptualization, measure devel-opment, and validation. The Service Industries Journal, 44(3-4), 218-236. https://doi.org/10.1080/02642069.2023.2286604 google scholar
• Kazancı Yabanova, E. (2016). Gece vardiyasının işçileri üzerinde yarattığı fizyolojik, psikolojik, sosyolojik ve iş kazası etkilerine ilişkin bir alan araştırması [Occupational accident, physiological, psychological and sociological effects caused by night shift on workers: A field research] [Master's Thesis, Çanakkale Onsekiz Mart Üniversitesi]. google scholar
• Koç, M. (2017). Vardiyalı çalışma sisteminin çalışan motivasyonu üzerine etkisi: Özel güvenlik personeli üzerine bir uygulama [Effec-tiveness of working motivation of the vascular working system: An application on special security personnel] [Master's Thesis, İstanbul Gelişim Üniversitesi]. google scholar
• Lee, D., Park, J., & Shin, Y. (2024). Where are the workers? From great resignation to quiet quitting. Federal Reserve Bank of St. Louis Review, 106(1), 59-71. https://doi.org/10.20955/r.106.59-71 google scholar
• Li, Z., Liu, J., Li, H., Huang, Y., & Xi, X. (2023). Primary healthcare pharmacists’ perceived organizational support and turnover intention: Do gender differences exist? Psychology Research and Behavior Management, 16, 1181-1193. https://doi.org/10.2147/PRBM.S406942 google scholar
• Lopez, P. D., & Fuiks, K. (2021). How COVID-19 is shifting psychological contracts within organizations. Industrial and Organizational Psychology, 14(1-2), 45-49. https://doi.org/10.1017/iop.2021.59 google scholar
• Lu, M., Al Mamun, A., Chen, X., Yang, Q., & Masukujjaman, M. (2023). Quiet quitting during COVID-19: The role of psychological empow-erment. Humanities & Social Sciences Communications, 10(1), 485-500. https://doi.org/10.1057/s41599-023-02012-2 google scholar
• Marshall, G. & Michaels, C. & Mulki, J. (2007). Workplace isolation: Exploring the construct and its measurement. Psychology and Marketing. 24(3). 195-223. https://doi.org/10.1002/mar.20158. google scholar
• Moisoglou, I., Katsiroumpa, A., Vraka, I., Kalogeropoulou, M., Gallos, P., Prasini, I., & Galanis, P. (2024). Quiet quitting threatens healthcare organizations and services: Alarming evidence from a cross-sectional study with nurses in Greece. International Journal of Caring Sciences, 17(2), 1115-1122. https://doi.Org/l0.21203/rs.3.rs-4593376/v1 google scholar
• Nguyen, B. G. (2024). The phenomenon of quiet quitting: A scoping review (Master’s thesis). Macquarie University. google scholar
• Öztürk, E., Arıkan, Ö. U., & Ocak, M. (2023). Understanding quiet quitting: Triggers, antecedents and consequences. Uluslararası Davranış, Sürdürülebilirlik ve Yönetim Dergisi, 10(18), 57-79. https://doi.org/10.54709/jobesam.1299018 google scholar
• Öztürk, U., Yavuz, A., Kaya, M., & Öztürk, A. (2023). Vardiyalı çalışmanın işle bütünleşme algısı ve iş-yaşam dengesi üzerine etkisi [The effect of shift working on perception of job engagement and work-life balance]. Akademik İzdüşüm Dergisi, 8(2), 407-431. google scholar
• Preacher, K. J., & Kelley, K. (2011). Effect size measures for mediation models: Quantitative strategies for communicating indirect effects. Psychological Methods, 16(2), 93-115. https://doi.org/10.1037/a0022658 google scholar
• Radey, M., & Schelbe, L. (2020). Gender support disparities in a majority-female profession. Social Work Research, 44(2), 123-135. https:// doi.org/10.1093/swr/svaa004 google scholar
• Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714. https://doi.org/10.1037/0021-9010.87.4.698 google scholar
• Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121139. https://doi.org/10.1007/BF01384942 google scholar
• Saksvik-LehouiLLİer, I., & S0rengaard, T. A. (2023). Comparing shift work tolerance across occupations, work arrangements, and gender. Occupatlonal Medlclne, 73(7), 427-433. https://doi.org/l0.1093/occmed/kqad090 google scholar
• Serenko, A. (2024). The human capital management perspective on quiet quitting: Recommendations for employees, managers, and national policymakers. Journal of Knowledge Management, 28(1), 27-43. https://doi.org/10.1108/JKM-10-2022-792 google scholar
• Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applled Psychology, 78(5), 774-780. https://doi.org/10.1037/0021-9010.78.5.774 google scholar
• Tang, H., An, S., Zhang, L., Xiao, Y., & Li, X. (2024). The antecedents and outcomes of public service motivation: A meta-analysis using the job demands-resources model. Behavloral Sclences, 14(10), 861. https://doi.org/10.3390/bs14100861 google scholar
• Tavlan Soydan, N., Aksel, İ., & Dolma, S. (2022). Algılanan kurumsal destek, lider-üye etkileşimi, öz-yeterlilik ve kariyer tatmini ilişkisi [Relation of perceived organizational support, leader-member exchange, self efficacy and career satisfaction]. Pamukkale Unlverslty Journal of Soclal Sclences Instltute, 53, 229-250. https://doi.org/10.30794/pausbed.1119879 google scholar
• Thapa, A. (2025, July 18). How ‘qulet qulttlng’ became the next phase of the Great Reslgnatlon. CNBC. https://www.cnbc.com/2022/09/ 02/how-quiet-quitting-became-the-next-phase-of-the-great-resignation.html google scholar
• Thomason, B., & Williams, H. (2025, June 22). What wlll work-llfe balance look llke after the pandemlc. Harvard Business Review. https:// hbr.org/2020/04/what-will-work-life-balance-look-like-after-the-pandemic google scholar
• Tong, G. C. (2025, July 05). Is ‘qulet qulttlng’ a good ldea? Here’s what workplace experts say. CNBC. https://www.cnbc.com/2022/08/30/ is-quiet-quitting-a-good-idea-heres-what-workplace-experts-say.html google scholar
• Tsemach, S., & Barth, A. (2023). Authentic leadership as a predictor of organizational citizenship behaviour and teachers’ burnout: What’s ‘quiet quitting’ got to do with it? Educatlonal Management Admlnlstratlon & Leadershlp, 53(5), 1105-1125. https://doi.org/ 10.1177/17411432231212288 google scholar
• Üstün, F., & Tatlı, M. (2020). İçsel işten ayrılma (içsel göç) ve performans düşürme eğiliminin demografik özellikler açısından değerlendirilmesi: Kamu-özel sektör karşılaştırması [Evaluation of inner resignation (inner migration) and tendency to reduce performance in terms of demographic features: Public-private sector comparison]. İn A. A. Akdoğan (Ed.), 19. Uluslararası işlet-meclllk Kongresl (499-516). Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi. google scholar
• Wickwire, E. M., Geiger-Brown, J., Scharf, S. M., & Drake, C. L. (2017). Shift work and shift work sleep disorder: Clinical and organizational perspectives. Chest, 151(5), 1156-1172. https://doi.org/10.1016/j.chest.2016.12.007 google scholar
• Xueyun, Z., Al Mamun, A., Masukujjaman, M., Rahman, M. K., Gao, J., & Yang, Q. (2023). Modelling the significance of organizational conditions on quiet quitting intention among Gen Z workforce in an emerging economy. Sclentlfic Reports, 13(1), 15438. https:// doi.org/10.1038/s41598-023-42591-3 google scholar
• Yavuz, E. (2010). Kamu ve özel sektör çalışanlarının örgütsel adalet algılamaları üzerine bir karşılaştırma çalışması [A comparative study on organizational justice perception of public and private sector workers]. Doğuş Ünlversltesl Derglsl, 11(2), 302-312. google scholar