Effect Of Quality Of Work Life (QWL) On Proactive And Prosocial

Yıl 2014, Cilt: 19 Sayı: 1, 251 - 274, 01.03.2014

 Organizational Behaviors: A Research On Kanten Pelin Kanten

Öz

This study investigates the effect of quality of work life on proactive and prosocial organizational behaviors. Previous studies suggest that organizational factors as precursors of employees’ positive organizational behaviors. Accordingly, the extent of the study composed of prosocial and proactive behaviors as part of positive organizational behaviors and one of the organizational determinants of these behaviors which is characterized as QWL. For this purpose, 218 employees who are working in private hospitals in Istanbul have participated in the study. In this respect, exploratory and conŞrmatory factor analysis and the structural equation modelling applied to the data obtained from employees in hospitals. Based on the findings, significant relationships have been observed between some of the dimensions of QWL and employees proactive and prosocial behaviors. However, QWL affects employees co-worker oriented and individual proactive behaviors and extra-role prosocial behaviors. Moreover, QWL is found out have no effect on employee’s organizational oriented proactive behaviors, role-prescribed and cooperation prosocial behaviors

Anahtar Kelimeler

-

İŞ YAŞAMININ KALİTESİNİN PROAKTİF VE PROSOSYAL ÖRGÜTSEL DAVRANIŞLAR ÜZERİNDEKİ ETKİSİ: SAĞLIK SEKTÖRÜ ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA

Öz

Bu çalışmada, iş yaşamının kalitesinin proaktif ve prososyal örgütsel davranışlar üzerindeki etkisi incelenmektedir. Mevcut çalışmalarda, işgörenlerin pozitif örgütsel davranış sergilemeleri üzerinde örgütsel faktörlerin belirleyici olduğu ileri sürülmektedir. Bu doğrultuda, çalışmanın kapsamını pozitif örgütsel davranışlar bağlamında proaktif ve prososyal örgütsel davranışlar ile bu davranışlar üzerinde etkili olması beklenen örgütsel faktörlerden birisi olan iş yaşamının kalitesi oluşturmaktadır. Araştırmanın örneklemini, İstanbul’da faaliyet gösteren özel hastanelerde görev yapan 218 çalışan oluşturmaktadır. Çalışanlardan anket yöntemi ile elde edilen veriler keşfedici ve doğrulayıcı faktör analizi ve yapısal eşitlik modellemesi vasıtasıyla değerlendirilmiştir. Elde edilen bulgulara göre, iş yaşamının kalitesinin bazı boyutları ile proaktif ve prososyal örgütsel davranışlar arasında anlamlı ilişkiler vardır. Bununla birlikte, iş yaşamının kalitesi işgörenlerin bireysel ve çalışma arkadaşlarına yönelik proaktif davranış sergilemeleri ile rol ötesi prososyal davranış sergilemelerini etkilemektedir. Ayrıca, iş yaşamının kalitesinin işgörenlerin örgüte yönelik proaktif davranış sergilemelerini, rol tanımlı ve işbirlikçi prososyal davranışlar sergilemelerini etkilemediği görülmektedir

Anahtar Kelimeler

İş Yaşamının Kalitesi, Proaktif Davranışlar, Prososyal Örgütsel Davranışlar, Örgütsel Davranış, Sağlık Sektörü

Kaynakça

• ACKFELDT, A.L. and WONG, V. (2006). “The Antecedents of Prosocial Service Behaviours: An Empirical Investigation”, The Service Industries Journal, 26(7): 727-745.
• AJALA, E.M. (2013). “Quality of Work Life and Workers Wellbeing: The Industrial Social Workers Approach”, Ife PsychologIA, 21(2): 46-56.
• AKETCH, J.R., ODERA, O., CHEPKUTO, P. and OKAKA, O. (2012). “Effects of Quality of Work Life on Job Performance: Theoretical Perspectives and Literature Review”, Current Research Journal of Social Sciences, 4(5): 383-388.
• ALMALKI, M.J., FITZGERALD, G. and CLARK, M. (2012). “The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia, BMC Health Services Research, 12(314): 1-11.
• ANDERSON, J.C. and GERBING, D.W. (1988). “Structural equation modelling in practice: A review and recommended two-step approach”, Psychological Bulletin, 103(3): 411-423.
• ARTHI, J. and CHITRAMANI, P. (2011). “Impact of Quality of Work Life on Organisational Commitment among Its Employees in Coimbatore”, The International Journal’s Research Journal of Social Science & Management, 1(5): 154-168.
• AZRIL, M.S.H., JEGAK, U., ASIAH, M., AZMAN, A.N., BAHAMAN, A.S., JAMILAH, O. and THOMAS, K. (2010). “Can Quality of Work Life Affect Work Performance among Government Agriculture Extension Officers? A Case from Malaysia”, Journal of Social Sciences, 6(1): 64-73.
• BAHRAMI, A., ASLANI, G., ABDOLLAHIC, B. and TORABI, N. (2013). “A study on the relation between quality of work life and four career anchors among the personnel of Esfahan’s iron foundry organization”, Procedia-Social and Behavioral Sciences, 83: 208-213.
• BAKKER, A.B. and SCHAUFELI. W.B. (2008). “Positive Organizational Behavior: Engaged Employees in Flourishing Organizations”, Journal of Organizational Behavior, 29: 147-154.
• BARUCH, Y., O’CREEVY, M.F., HIND, P. and GADOT, E.V. (2004). “Prosocial Behavior and Job Performance: Does the Need for Control and the Need for Achievement Make a Difference?”, Social Behavior and Personality, 32(4): 399- 412.
• BARZEGAR, M., KOOCHAKYAZDI, S., AFZAL, E., TABIBI, S.J. and DELGOSHAEI, B. (2012). “Relationship between Leadership Behavior, Quality of Work Life and Human Resources Productivity: Data from Iran”, International Journal of Hospital Research, 1(1): 1-14.
• BELLOU, V. and ANDRONIKIDIS, A. (2008). “The Impact of Internal Service Quality on Customer Service Behaviour Evidence from the Banking Sector”, International Journal of Quality & Reliability Management, 25 (9): 943-954.
• BELSCHAK, F.D. and HARTOG, D.N.D. (2010). “Pro-Self, Prosocial, and ProOrganizational Foci of Proactive Behaviour: Differential Antecedents and Consequences”, Journal of Occupational and Organizational Psychology, 83: 475- 498.
• BELSCHAK, F.D., HARTOG, D.N.D. and FAY, D. (2010). “Exploring Positive, Negative and Context-Dependent Aspects of Proactive Behaviours at Work”, Journal of Occupational and Organizational Psychology, 83: 267-273.
• BETTENCOURT, L.A. and BROWN, S.W. (1997). “Contact employees: Relationships Among Workplace Fairness, Job Satisfaction and Prosocial Service Behaviors”, Journal of Retailing, 73(1): 39-61.
• BINDL, U.K. and PARKER, S.K. (2011). “Proactive Work Behavior: Forward-Thinking and Change-Oriented Action in Organizations”, Institute of Work Psychology, University of Sheffield, United Kingdom, Working Paper, 1-71.
• BOLINO, M., VALCEA, S. and HARVEY, J. (2010). “Employee, Manage Thyself: The Potentially Negative Implications of Expecting Employees to Behave Proactively”, Journal of Occupational and Organizational Psychology, 83: 325-345.
• BOONROD, W. (2009). “Quality of Working Life: Perceptions of Professi onal Nurses at Phramongkutklao Hospital”, J Med Assoc Thai, 92(1): 7-14.
• BÜLBÜL, A. (2014). “Social Work Design and Prosocial Organizational Behaviors”, Universal Journal of Psychology, 2(2): 47-58.
• CRANT, J.M. (2000). “Proactive Behavior in Organizations”, Journal of Management, 26(3): 435-462.
• GANGULY, R. (2010). “Quality of work life and job satisfaction of a group of university employees, Asian Journal of Management Research, ISSN 2229–3795: 209-216.
• GILLET, N., FOUQUEREAU, E., BONNAUD-ANTIGNAC, A., MOKOUNKOLO, R. and COLOMBAT, P. (2013). “The mediating role of organizational justice in the relationship between transformational leadership and nurses’ quality of work life A cross-sectional questionnaire survey”, International Journal of Nursing Studies, 50(10): 1359-1367.
• GUPTA, M. and SHARMA, P. (2011). “Factor Credentials Boosting Quality of Work Life of Bsnl Employees in Jammu Region”, APJRBM, ISSN 2229-4104, 2(1): 80-89.
• HAZZI, O.A. and MALDAON, I.S. (2012). “Prosocial Organizational Behaviors: The Lifeline of Organizations”, European Journal of Economics, Finance and Administrative Sciences, 54: 106-114.
• HINAMI, K., WHELAN, C.T., WOLOSIN, R.J., MILLER, J.A., WETTERNECK, T.B. (2011). “Work life and Satisfaction of Hospitalists: Toward Flourishing Careers”, J Gen Intern Med, 27(1): 28-36.
• HSU, C.P., CHANG, C.W., HUANG, C.H. and CHIANG, C.Y. (2011). “The Relationships among Social Capital, Organisational Commitment and Customer-Oriented Prosocial Behaviour of Hospital Nurses”, Journal of Clinical Nursing, 20: 1383- 1392.
• KANTEN, S. and SADULLAH, O. (2012), “An Empirical Research on Relationship Quality of Work Life and Work Engagement”, Procedia - Social and Behavioral Sciences, 62: 360-366.
• KASHANI, F.H. (2012). “A Review on Relationship between Quality of Work Life and Organizational Citizenship Behavior (Case Study: An Iranian Company)”, Journal of Basic and Applied Scientific Research, 2(9): 9523-9531.
• KOONMEE, K. and VIRAKUL, B. (2007). “Ethics, Quality of Work life, and Employee job-related outcomes: A survey”, The 2007 ISQOLS Conference San Diego Marriott Mission Valley, San Diego, California, USA, December 6-9.
• KORUNKA, C., HOONAKKER, P. and CARAYON, P. (2007). Job and Organizational Factors as Predictors of Quality of Working Life and Turnover Intention in IT Work Places, In R. Rau., S. Mühlpfordt & P. Richter (Hrsg.), Arbeit und Gesundheit. München: Papst Publishers.
• LAI, S.L., CHANG, J. and HSU, L.Y. (2012). “Does Effect of Workload on Quality of Work Life Vary With Generations?”, Asia Pacific Management Review, 17(4): 437-451.
• LEE, H.J. (2001). “Willingness and Capacity: The Determinants of Prosocial Organizational Behaviour among Nurses in the UK”, The International Journal of Human Resource Management, 12(6): 1029-1048.
• LEE, Y., DAI, Y., PARK, C. MCCREARY, L.L. (2013). “Predicting Quality of Work Life on Nurses’ Intention to Leave”, Journal of Nursing Scholarship, 45(2): 160-168.
• LEE, Y.K., NAM, J.H., PARK, D.H. and LEE, K.A. (2006). “What Factors Influence Customer-Oriented Prosocial Behavior of Customer-Contact Employees?”, Journal of Services Marketing, 20(4): 251-264.
• MARLER, L.E. (2008). “Proactive Behavior: A Selection Perspective”, Doktora Tezi, College of Business Louisiana Tech University.
• MEMARI, H., VALIKHANI, M., AGHABABAEE, Z and MEHDI, M. (2013). “The Effect of Positive Organizational Behavior of the Staff on Organizational Performance, Based on the Luthans Model in Public Organizations of Behbahan”, Interdisciplinary Journal of Contemporary Research in Business, 4(9): 568-583.
• MICHIE, S. (2009). “How Positive Emotions Influence the Prosocial Behaviors of Organizational Leaders”, Journal of Leadership & Organizational Studies, 15(4): 393-403.
• MOGHIMI, S.M., KAZEMI, M. and SAMIIE, S. (2013). “Studying the Relationship between Organizational Justice and Employees’ Quality of Work Life in Public Organizations: A Case Study of Qom Province”, Iranian Journal of Management Studies (IJMS), 6(1): 119-145.
• MORTAZAVI, S., YAZDI, S.V.S. and AMINI, A. (2012). “The Role of the Psychological Capital on Quality of Work Life and organization performance”, Interdisciplinary Journal of Contemporary Research in Business, 4(2): 206-217.
• NAIR, G.S.S. (2013). “A Study on The Effect of Quality of Work Life (QWL) on Organisational Citizenship Behaviour (OCB)”, Integral Review A Journal of Management, 6(1): 34-46.
• NGUYEN, T.D. and NGUYEN, T.T.M. (2012). “Psychological Capital, Quality of Work Life, and Quality of Life of Marketers: Evidence from Vietnam”, Journal of Macromarketing, 32(1): 87-95.
• ONYISHI, I.E. (2012). “Abusive Supervision and Prosocial Organizational Behavior: A Study of Workers in the Banking Industry in Nigeria”, The African Symposium: An Online Journal of the African Educational Research Network, 12(2): 96-103.
• PARVAR, M.R.F., ALLAMEH, S.M. and ANSARI, R. (2013). “Effect of Quality of Work Life on Organizational Commitment by SEM (Case Study: OICO Company)”, International Journal of Academic Research in Business and Social Sciences, 3(10): 135-144.
• PAVITHRA, S. and BARANI, G. (2012). “A Study on Quality of Work Life of Lawyers in Coimbatore District”, Indian Streams Research Journal, 2(8): 1-9.
• PENNY, W.Y.K. and JOANNE, C.S.H. (2013). “Casino employees’ perceptions of their quality of work life”, International Journal of Hospitality Management, 34: 348- 358.
• PERMARUPAN, P.Y., AL- MAMUN, A. and SAUFI, R.A. (2013). “Quality of Work Life on Employees Job Involvement and Affective Commitment between the Public and Private Sector in Malaysia”, Asian Social Science; 9(7): 268-278.
• PRABHU, V.P. (2013). “Proactive Personality and Career Future: Testing a Conceptual Model and Exploring Potential Mediators and Moderators”, American Journal of Management, 13(1): 11- 31.
• ROSE, R.C., BEH, L., ULI, J. and IDRIS, K. (2006). “Quality of Work Life: Implications of Career Dimensions”, Journal of Social Sciences, 2(2): 61-67.
• SADRI, S. and GOVEAS, C. (2013). “Sustainable Quality of Work Life and Job Satisfaction, [An Indian Case Study], Elite Research Journal of Education and Review, 1(5), 48-54.
• SCHERMELLEH-ENGEL, K., MOOSBRUGGER, H. and MÜLLER, H. (2003). “Evaluating the fit of structural equation models: Tests of significance and descriptive goodness-of-fit measures”, Methods of Psychological Research, 8(2): 23-74.
• SEIBERT, S.E., KRAIMER, M.L and CRANT, J.M. (2001). “What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success”, Personnel Psychology, 54: 845-874.
• ŞİMŞEK, Ö.F. (2008). “Yapısal eşitlik modellemesine giriş temel ilkeler ve LISREL uygulamaları”. (1.Baskı). Ankara: Ekinoks Yayınları.
• SUNDARAY, B.K. and SAHOO, C.K. (2013). “Impact of Strategic Industrial Relations Measures on Quality of Work Life: The Indian Experience”, Employment Relations Record, 13(1): 25-44.
• TABASSUM, A., RAHMAN, T. and JAHAN, K. (2011). “A Comparative Analysis of Quality of Work Life among the Employees of Local Private and Foreign Commercial Banks in Bangladesh”, World Journal of Social Sciences, 1(1): 17-33.
• TAHER, A. (2013). “Variations of quality of work life of academic professionals in Bangladesh, A discriminant analysis”, European Journal of Training and Development, 37(6): 580-595.
• TIMOSSI, L.S., PEDROSO, B., FRANCISCO, A.C. and PILATTI, L.A. (2008). “Evaluation of Quality of Work Life: An Adaptation from the Walton’s QWL Model”, XIV International Conference on Industrial Engineering and Operations Management, Rio de Janeiro, Brazil, 13 to 16 October.
• TULASI, D.V. and VIJAYALAKSHMI, C. (2013). “Quality of Work Life - A Strategy for Good Industrial Relations”, Advances In Management, 6(11): 8-15.
• VAN DER BERG, Y. and MARTINS, N. (2013). “The relationship between organisational trust and quality of work life”, SA Journal of Human Resource Management, 11(1): 1-13.
• WANBERG, C.R. and KAMMEYER-MUELLER, J.D. (2000). “Predictors and Outcomes of Proactivity in the Socialization Process”, Journal of Applied Psychology, 85 (3): 373-385.
• WANG, M. (2012). “Why Do Social Support Affect Prosocial Service Behaviors? The Moderating Role of Service Climate”, International Journal of Academic Research in Business and Social Sciences, 2(6): 311-325.
• WU, C. and PARKER, S.K. (2011). “Proactivity in the Workplace”, CAMERON, K.S. and SPREITZER, G.M (Editors), inside in The Oxford Handbook of Positive Organizational Scholarship, Oxford University Press, New York.
• YI, Z. (2009). “The Relationship between Organizational Authority-Control and Employee’s Proactive Behavior: The Moderating Role of Individual Proactive Personality”, Master Thesis, City University of Hong Kong.
• YÜNCÜ, H.R. (2010). Şarap Turizmi Bölgelerinin Rekabet Edebilirliğine Yönelik Bir Model Önerisi: Kapadokya Örneği, Doktora Tezi, Anadolu Üniversitesi Sosyal Bilimler Enstitüsü, Eskişehir.