THE MEDIATING ROLE OF EMOTIONAL BURNOUT IN THE EFFECT OF WORKPLACE OSTRACISM ON EMPLOYEE SILENCE

Yıl 2023, Cilt: 2 Sayı: 2, 258 - 281, 31.12.2023

Mehmet Selman Kobanoğlu Ömer Faruk İşcan

https://doi.org/10.58654/jebi.1394027

Öz

Organizations are social structures and through their social components, they can create a competitive advantage that is difficult to imitate by their competitors. Today’s organizations are choosing, recruiting and training employees who are more experienced, better educated, and capable of adding value to organization. Exclusion and ignoring these employees who are expert in their field, will lead them silent and more hesitated to share their ideas, even if it is fort he benefit of the organization. The aim of the study is to reveal the effect of perceived ostracism often encountered in organizations on employee silence, which prevents the formation of a pluralistic organizational structure that can contribute to change and development, and to determine whether employees' emotional burnout plays a mediating role in this effect. The sample of the research is consist of white collar employees working in manufacturing enterprises operating in the Central Anatolia Region. In this context, 431 samples obtained from the participants by easy sampling method were analyzed through SPSS, AMOS and Process Macro programs. In order to reveal that the data used in the research are reliable and valid, Cronbach's Alpha coefficients, skewness and kurtosis values, and Confirmatory Factor Analysis related to the scales were performed. In the study, the Process (Model 4) method developed by Hayes (2013) was used to determine the mediation effect. As a result, it was found that there are significant relationships between organizational ostracism, emotional burnout and employee silence. According to the research model, it has been statistically proven that emotional burnout has a significant partial mediation role in the relationship between perceived organizational ostracism and employee silence. Due to the absence of similar variables in the literature in terms of modeling, the study is considered to have original content and contribute to the field.

Anahtar Kelimeler

Workplace ostracism, employee silence, emotional burnout

İŞYERİNDE DIŞLANMANIN İŞGÖREN SESSİZLİĞİNE ETKİSİNDE DUYGUSAL TÜKENMİŞLİĞİN ARACI ROLÜ

Öz

Örgütler sosyal yapılardır ve barındırdıkları sosyal bileşenler sayesinde rakipleri tarafından taklit edilmesi güç rekabet avantajı oluşturabilmektedirler. Günümüz örgütleri işe alım sürecinde daha deneyimli, daha iyi eğitime sahip ve örgüte katma değer katabilecek işgörenlerin seçilmesi ve eğitilmesi yoluna gitmektedirler. Konusunda uzman olan söz konusu işgörenlerin örgüt içi süreçlerden dışlanması, görmezden gelinmesi ve işe dair fikir ve önerilerinin dikkate alınmaması, gelecekte onların daha sessiz kalmalarını ve örgüt yararına bile olsa fikirlerini paylaşmaktan çekinmelerini beraberinde getirecektir. Çalışma, örgütlerde sıklıkla karşılaşılan dışlanma davranışlarının değişim ve gelişime katkıda bulunabilecek çoğulcu bir örgüt yapısının oluşabilmesine engel teşkil eden işgören sessizliği üzerindeki etkisinin ortaya konulmasını ve bu etkide işgörenlerin duygusal tükenmişliklerinin aracı rolü oynayıp oynamadığının belirlenmesini amaçlamaktır. Araştırmanın örneklemini İç Anadolu Bölgesinde faaliyet gösteren imalat işletmelerinde görev yapan beyaz yakalılar oluşturmaktadır. Bu kapsamda, katılımcılardan kolayda örnekleme yöntemi ile elde edilen 431anket SPSS, AMOS ve Process Macro paket programları aracılığıyla analiz edilmiştir. Araştırmada kullanılan verilerin güvenilir ve geçerli olduklarını ortaya koyabilmek amacıyla Cronbach’s Alpha katsayıları, çarpıklık ve basıklık değerleri ile ölçeklere ilişkin Doğrulayıcı Faktör Analizi gerçekleştirilmiştir. Çalışmada aracılık etkisinin belirlenebilmesi amacıyla Hayes (2013) tarafından geliştirilen Process (Model 4) yönteminden faydalanılmıştır. Sonuç olarak, örgütsel dışlanma, duygusal tükenmişlik ve işgören sessizliği arasında anlamlı ilişkilerin olduğu görülmüştür. Araştırmanın modeli doğrultusunda, duygusal tükenmişliğin algılanan örgütsel dışlanma ile işgören sessizliği arasındaki ilişkide anlamlı bir kısmi aracı rolü bulunduğu istatistiksel olarak kanıtlanmıştır. Çalışmaya konu olan değişkenlerin modelleme bakımından literatürde benzeri olmaması nedeniyle özgün bir içeriğe sahip olduğu ve alana katkı sağlayacağı değerlendirilmektedir.

Anahtar Kelimeler

İşyerinde dışlanma, işgören sessizliği, duygusal tükenmişlik

Kaynakça

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