The effect of perceived overqualification on turnover intention: The mediating role of boreout and work alienation

Öz

This study investigated the impact of employees' perceptions of overqualification on their turnover intention, as well as the role of boreout and work alienation in mediating this relationship. The study used a relational survey approach and collected data from a convenience sample of 210 university administrative staff, with an equal distribution of male and female participants and an average age of 38 years and an average tenure of 11 years. The researchers used the Perception of Overqualification Scale, Turnover Intention Scale, Boreout Scale, Workplace Alienation Scale, and Personal Information Form to collect the data. Confirmatory factor analysis and Pearson Correlation analysis were used to analyze the data, while mediation analyses were conducted using the Process macro. The study found that employees' perception of being overqualified for their jobs had a significant positive effect on their turnover intention, and that this relationship was mediated by both workplace boreout and work alienation. The study's findings indicate that employees who perceive themselves as overqualified are more likely to experience boreout and alienation in the workplace, which in turn increases their turnover intention. The study's limitations were discussed, and the findings were contextualized within the existing literature on turnover intentions and workplace dynamics.

Anahtar Kelimeler

• Perception of Overqualification
• Turnover Intention
• Work Alienation
• Boreout
• Serial Mediation

Algılanan aşırı nitelikliliğin işten ayrılma niyetine etkisi: İş yeri bezginliği ve işe yabancılaşmanın aracı rolü

Öz

Bu araştırmanın amacı, çalışanların aşırı niteliklilik algılarının işten ayrılma niyetlerine olan etkisini ortaya koymaktır. Çalışmada ayrıca, bu iki değişken arasındaki ilişkide iş yeri bezginliği ve işe yabancılaşmanın seri aracılığının incelenmesi de amaçlanmıştır. Araştırmanın modeli, nicel araştırma çeşitlerinden olan ilişkisel taramadır. Araştırmanın örneklem grubu üniversite idari personellerinden oluşmaktadır. Bu kapsamda Süleyman Demirel Üniversitesi’nde görev yapan 99’u kadın ve 111’i erkek olmak üzere toplam 210 katılımcıya ulaşılmıştır. Katılımcıların yaş ortalaması 38, kıdem ortalaması ise 11 yıldır. Araştırma kapsamında kolayda örnekleme yöntemiyle, anket tekniği kullanılarak veriler toplanmıştır. Bu çalışmanın verileri: Aşırı Niteliklilik Algısı Ölçeği, İşten Ayrılma Niyeti Ölçeği, İş Yeri Bezginliği Ölçeği, İşe Yabancılaşma Ölçeği ve araştırmacılar tarafından hazırlanan Kişisel Bilgi Formu kullanılarak toplanmıştır. Verilerin analizinde öncelikle toplanan veri doğrulayıcı faktör analizine tabi tutulmuştur. Ardından tüm değişkenlere ilişkin betimsel istatistikler hesaplanmış, değişkenler arası ilişkiler Pearson Korelasyon analizi kullanılarak tespit edilmiştir. Aracılık analizleri Preacher ve Hayes’in önerileri doğrultusunda Process makrosu kullanılarak yapılmıştır. Seri aracılığı ortaya koyabilmek için Process Model 6 kullanılmıştır. Analiz sonuçlarına göre, aşırı niteliklilik algısının çalışanların işten ayrılma niyetlerini pozitif ve anlamlı bir şekilde etkilediği sonucuna ulaşılmıştır. Seri aracılık analiz sonuçlarına göre ise, aşırı niteliklilik algısı ve işten ayrılma niyeti arasındaki ilişkide, işe yabancılaşma ve iş yeri bezginliğinin aracı rolünün anlamlı olduğu görülmüştür. Bu kapsamda çalışmada geliştirilen tüm hipotezler desteklenmiştir. Model, aşırı niteliklilik algısı yüksek olan çalışanların işten ayrılma niyetlerinin de yüksek olacağını, bunun yanı sıra işe yabancılaşma ve iş yeri bezginliği yaşayan çalışanlarda bu olumsuz etkinin daha da fazla olacağını göstermektedir. Son olarak araştırmanın kısıtları ifade edilmiş ve elde edilen bulgular alan yazını ışığında tartışılmıştır.

Anahtar Kelimeler

• Aşırı Niteliklilik Algısı
• İşten Ayrılma Niyeti
• İşe Yabancılaşma
• İş Yeri Bezginliği
• Seri Aracılık

Kaynakça

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