Araştırma Makalesi
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Mavi Yakalıların İyi Oluş Düzeyi Her Zaman İşe Tutunmayı Arttırır mı? Anlamlı İşin Düzenleyici Etkisi

Yıl 2023, Cilt: 7 Sayı: 2, 167 - 187, 30.09.2023

Meral Kızrak Gamze Güner Kibaroğlu

Öz

Amaç: Öz-Düzenleme Kuramı, İş Özellikleri Modeli ve Pozitif Psikoloji Yaklaşımının varsayımlarını dayanan bu görgül çalışma, mavi yakalı çalışanlar arasındaki iyi oluş ve işe tutunma arasındaki ilişkide işin anlamlılığının düzenleyici rolünü araştırarak bu kavramlar arasındaki karmaşık etkileşimin daha iyi anlaşılmasına katkıda bulunmayı amaçlamıştır.
Yöntem: Araştırmada nicel araştırma deseni benimsenmiştir. Mavi yakalı çalışanlardan elde edilen veriler (n:237), güvenirlik ve geçerlik düzeyleri yüksek ölçekler kullanılarak online yöntemle toplanmış olup, veri analizi için Smart PLS 4 and IBM SPSS 26 yazılımları kullanılmıştır. Hipotezler ve araştırma modeli analizi ve Yapısal Eşitlik Modellemesi ile test edilmiştir.
Bulgular: Mavi yakalı çalışanların iyi olma ve işe tutunma ilişkisi, işin anlamlılık düzeyinden etkilenmektedir. Yaptıkları işin anlamlı olduğunu düşünen çalışanlarda iyi olma ile işe tutunma arasında olumlu bir ilişki gözlemlenirken, anlamlılık düzeyinin düşük olması bu ilişkiyi olumsuz yönde etkilemektedir.
Sonuç ve Katkılar: Yöneticiler, mavi yakalı çalışma ortamında iş görenlerin iyi olma durumunu ve işe tutunma düzeyini arttıracak destekleyici bir liderlik tarzı benimsemelidir. Ayrıca mavi yakalı çalışanların görevlerini çeşitlendirerek işlerine olan ilgiyi ve işin anlamlılık düzeyini arttırmalıdır.
Sınırlılıklar: Çalışmanın sadece Türk katılımcı örneklemi içermesi genelleme olasılığını sınırlamaktadır. Ayrıca, çalışmanın öz bildirime dayalı ölçümlerinin yanıt yanlılığına yol açabilmesi; kullanılan kesitsel verilerin nedensel ilişkileri ortaya çıkarmadaki sorunları ve çalışmanın sadece nicel yöntemlere dayandırılmış olması önemli sınırlılıklar olarak değerlendirilmektedir.

Anahtar Kelimeler

Anlamlı İş İyi oluş İşe tutunma Mavi yakalı çalışanlar

Kaynakça

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  • Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K. & McKee, M. C. (2007). Transformational leadership and psychological well-being: The mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193-203. https://doi.org/10.1037/1076-8998.12.3.193
  • Baek, S. U., Yoon, J. H. & Won, J. U. (2023). Association between constant connectivity to work during leisure time and insomnia: does work engagement matter? Social Psychiatry and Psychiatric Epidemiology, 1-11.
  • Bakker, A. B. & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328. https://doi.org/10.1108/02683940710733115
  • Bakker, A. B. & Bal, P. M. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology, 83(2), 189-206. https://doi.org/10.1348/096317909X402596
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  • Bendassolli, P. F., Borges-Andrade, J. E., Alves, J. S. C. & Torres, T. D. L. (2015). Meaningful Work Scale in creative industries: A confirmatory factor analysis. Psico-USF, 20(1), 1-12. https://doi.org/10.1590/1413-82712015200101
  • Brand-Labuschagne, L., Mostert, K., Rothmann Jr, S. & Rothmann, J. C. (2012). Burnout and work engagement of South African blue-collar workers: The development of a new scale. Southern African Business Review, 16(1).
  • Bryson, A., Forth, J. & Stokes, L. (2017). Does employees' subjective well-being affect workplace performance? Human Relations, 70(8), 1017–1037. https://doi.org/10.1177/0018726717693073
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  • Chen, C., Yen, C. & Tsai, F. C. (2014). Job crafting and job engagement: The mediating role of person-job fit. International Journal of Hospitality Management, 37, 21-28. https://doi.org/10.1016/j.ijhm.2013.10.006
  • Chen, F. F. (2007). Sensitivity of goodness of fit indexes to lack of measurement invariance. Structural Equation Modeling, 14(3), 464–504. https://doi.org/10.1080/10705510701301834
  • Chandra, C. M., Szwedo, D. E., Allen, J. P., Narr, R. K. & Tan, J. S. (2020). Interactions between anxiety subtypes, personality characteristics, and emotional regulation skills as predictors of future work outcomes. Journal of Adolescence, 80, 157-172. https://doi.org/10.1016/j.adolescence.2020.02.011
  • Dávila, C. & Finkelstein, M. A. (2013). Organizational citizenship behavior and well-being: preliminary results. International Journal of Applied Psychology, 3(3), 45-51. https://doi.org/10.5923/j.ijap.20130303.03
  • De Los Santos, J. A. A. & Labrague, L. J. (2021). Job engagement and satisfaction are associated with nurse caring behaviours: A cross-sectional study. Journal of Nursing Management, 29(7), 2234-2242. https://doi.org/10.1111/jonm.13384
  • Diener, E., Wirtz, D., Tov, W., Kim-Prieto, C., Choi, D., Oishi, S. & Biswas-Diener, R. (2010). New well-being measures: Short scales to assess flourishing and positive and negative feelings. Social Indicators Research, 97, 143-156. https://doi.org/10.1007/s11205-009-9493-y
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Does Blue-Collars’ Well-Being Always Enhance Job Engagement? The Moderating Influence of Meaningful Work

Yıl 2023, Cilt: 7 Sayı: 2, 167 - 187, 30.09.2023

Meral Kızrak Gamze Güner Kibaroğlu

Öz

Purpose: Integrating the assumptions of Self-Regulation Theory, the Job Characteristics Model and the Positive Psychology Approach, this empirical study aims to investigate the moderating role of meaningful work in the relationship between well-being and job engagement among blue-collar workers, contributing to an enhanced understanding of the complex interplay between these constructs.
Methodology: The research adopted a quantitative research design by utilizing data obtained from blue-collar workers (n:237). The data, collected through an online method using scales with high levels of reliability and validity, was analyzed using Smart PLS 4 and IBM SPSS 26 software. The hypotheses and research model were tested employing the Bootstrapping analysis and structural equation modelling.
Findings: The relationship between well-being and job engagement among blue-collar workers is influenced by the level of meaningful work, meaning that high meaningful work corresponds to a positive well-being-job engagement link while low meaningful work alters this relationship by negatively affecting job engagement through well-being.
Implications: Managers should adopt a supportive leadership style in the blue-collar work environment to enhance the well-being and job engagement levels of employees. Additionally, blue-collar workers should have diversified tasks to increase their interest in their jobs and the level of meaningfulness associated with their work.
Limitations: Limitations include a Turkish-only participant sample, potentially limiting generalization; self-report measures introducing response bias; cross-sectional data hindering causal relationship establishment; and a sole reliance on quantitative methods, omitting qualitative insights.

Anahtar Kelimeler

Meaningful work Well-being Job engagement Blue-collar workers

Kaynakça

  • Allan, B. A., Batz-Barbarich, C., Sterling, H. M. & Tay, L. (2019). Outcomes of meaningful work: A meta‐analysis. Journal of Management Studies, 56(3), 500–528. https://doi.org/10.1111/joms.12406
  • Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K. & McKee, M. C. (2007). Transformational leadership and psychological well-being: The mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193-203. https://doi.org/10.1037/1076-8998.12.3.193
  • Baek, S. U., Yoon, J. H. & Won, J. U. (2023). Association between constant connectivity to work during leisure time and insomnia: does work engagement matter? Social Psychiatry and Psychiatric Epidemiology, 1-11.
  • Bakker, A. B. & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328. https://doi.org/10.1108/02683940710733115
  • Bakker, A. B. & Bal, P. M. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology, 83(2), 189-206. https://doi.org/10.1348/096317909X402596
  • Bandura, A. (1997). Self-efficacy: The exercise of control. W.H. Freeman.
  • Bendassolli, P. F., Borges-Andrade, J. E., Alves, J. S. C. & Torres, T. D. L. (2015). Meaningful Work Scale in creative industries: A confirmatory factor analysis. Psico-USF, 20(1), 1-12. https://doi.org/10.1590/1413-82712015200101
  • Brand-Labuschagne, L., Mostert, K., Rothmann Jr, S. & Rothmann, J. C. (2012). Burnout and work engagement of South African blue-collar workers: The development of a new scale. Southern African Business Review, 16(1).
  • Bryson, A., Forth, J. & Stokes, L. (2017). Does employees' subjective well-being affect workplace performance? Human Relations, 70(8), 1017–1037. https://doi.org/10.1177/0018726717693073
  • Carver, C. S. & Scheier, M. F. (1981). Attention and self-regulation: A control-theory approach to human behavior. New York: Springer.
  • Chen, C., Yen, C. & Tsai, F. C. (2014). Job crafting and job engagement: The mediating role of person-job fit. International Journal of Hospitality Management, 37, 21-28. https://doi.org/10.1016/j.ijhm.2013.10.006
  • Chen, F. F. (2007). Sensitivity of goodness of fit indexes to lack of measurement invariance. Structural Equation Modeling, 14(3), 464–504. https://doi.org/10.1080/10705510701301834
  • Chandra, C. M., Szwedo, D. E., Allen, J. P., Narr, R. K. & Tan, J. S. (2020). Interactions between anxiety subtypes, personality characteristics, and emotional regulation skills as predictors of future work outcomes. Journal of Adolescence, 80, 157-172. https://doi.org/10.1016/j.adolescence.2020.02.011
  • Dávila, C. & Finkelstein, M. A. (2013). Organizational citizenship behavior and well-being: preliminary results. International Journal of Applied Psychology, 3(3), 45-51. https://doi.org/10.5923/j.ijap.20130303.03
  • De Los Santos, J. A. A. & Labrague, L. J. (2021). Job engagement and satisfaction are associated with nurse caring behaviours: A cross-sectional study. Journal of Nursing Management, 29(7), 2234-2242. https://doi.org/10.1111/jonm.13384
  • Diener, E., Wirtz, D., Tov, W., Kim-Prieto, C., Choi, D., Oishi, S. & Biswas-Diener, R. (2010). New well-being measures: Short scales to assess flourishing and positive and negative feelings. Social Indicators Research, 97, 143-156. https://doi.org/10.1007/s11205-009-9493-y
  • Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
  • Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218-226. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3122271/ Göçen, A. (2021). How do teachers perceive meaningful leadership? Overview of a qualitative exploration. Journal of Pedagogical Research, 5(1), 31-49. https://doi.org/ 10.33902/JPR.2021066866
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  • Haar, J. & Roche, M. (2013). Three-way interaction effects of workaholism on employee well-being: Evidence from blue-collar workers in New Zealand. Journal of Management & Organization, 19(2), 134-149. https://doi:10.1017/jmo.2013.10.
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  • Hammedi, W., Leclercq, T., Poncin, I. & Alkire (Née Nasr), L. (2021). Uncovering the dark side of gamification at work: Impacts on engagement and well-being. Journal of Business Research, 122, 256-269. https://doi.org/10.1016/j.jbusres.2020.08.032
  • Hampel, N., Sassenberg, K., Scholl, A. & Reichenbach, M. (2022). Introducing digital technologies in the factory: Determinants of blue-collar workers’ attitudes towards new robotic tools. Behaviour & Information Technology, 41(14), 2973-2987. https://doi.org/10.1080/0144929X.2021.1967448
  • Harzer, C. & Ruch, W. (2012). The application of signature character strengths and positive experiences at work. Journal of Happiness Studies, 13(5), 965-983. https://doi.org/10.1007/s10902-012-9364-0
  • Helzer, E. G. & Kim, S. H. (2019). Creativity for workplace well-being. Academy of Management Perspectives, 33(2), 134-147. https://doi.org/10.5465/amp.2016.0141
  • Henseler, J., Ringle, C.M. & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135. https://doi.org/10.1007/s11747-014-0403-8
  • Hirschi, A. (2012). Callings and work engagement: Moderated mediation model of work meaningfulness, occupational identity, and occupational self-efficacy. Journal of Counseling Psychology, 59(3), 479–485. https://doi.org/10.1037/a0028949
  • Jawad, M., Naz, M. & Rizwan, S. (2023). Leadership support, innovative work behavior, employee work engagement, and corporate reputation: Examining the effect of female in non-government organizations. Corporate Social Responsibility and Environmental Management, 30(2), 708-719. https://doi.org/10.1002/csr.2383
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724. https://doi.org/10.2307/256287
  • Kahn, W. A. & Fellows, S. (2013). Employee engagement and meaningful work. In B. J. Dik, Z. S. Byrne & M. F. Steger (Eds.), Purpose and meaning in the workplace (pp. 105–126). American Psychological Association. https://doi.org/10.1037/14183-006
  • Kyprianides, A. & Easterbrook, M. J. (2020). Social factors boost well-being behind bars: The importance of individual and group ties for prisoner well-being. Applied Psychology: Health and Well-Being, 12(1), 7-29. https://doi.org/10.1111/aphw.12171
  • Labrague, L. J. & Obeidat, A. A. (2022). Transformational leadership as a mediator between work–family conflict, nurse-reported patient safety outcomes, and job engagement. Journal of Nursing Scholarship, 54(4), 493-500. https://doi.org/10.1111/jnu.12756
  • Latham, G. P. & Locke, E. A. (1991). Self-regulation through goal setting. Organizational Behavior and Human Decision Processes, 50(2), 212-247. https://doi.org/10.1016/0749-5978(91)90021-K
  • Lips-Wiersma, M., Wright, S. & Dik, B. (2016). Meaningful work: differences among blue, pink- , and white-collar occupations. Career Development International, 21(5), 534-551. https://doi.org/10.1108/CDI-04-2016-0052
  • Locke, E. A. & Latham, G. P. (1990). A theory of goal setting & task performance. Prentice-Hall, Inc.
  • May, D. R., Gilson, R. L. & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37. https://doi.org/10.1348/096317904322915892
  • Moore, S. Y., Grunberg, L., & Krause, A. J. (2014). The relationship between work and home: Examination of white and blue-collar generational differences in a large US organization. Psychology, 5(15), 1768. https://doi.org/10.4236/psych.2014.515183
  • Napholz, L. (2005). An effectiveness trial to increase psychological well-being and reduce stress among African American blue-collar working women. Psychology of stress, 1-16. https://doi.org/10.1177/1049731514549631
  • Nielsen, K. & Abildgaard, J. S. (2012). The development and validation of a job crafting measure for use with blue-collar workers. Work & Stress, 26(4), 365-384. https://doi.org/10.1080/02678373.2012.733543.
  • Nimon, K., Shuck, B., Fulmore, J. & Zigarmi, D. (2023). Testing the redundancy between work engagement and job attitudes: A replication and extension of the affective events theory in human resource development. Human Resource Development Quarterly, 34(1), 75-90. https://doi.org/10.1002/hrdq.21464
  • Rich, B. L., LePine, J. A. & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635. https://doi.org/10.5465/AMJ.2010.51468988
  • Ringle, C.M., Wende, S. & Becker, J.M. (2015), SmartPLS 3. Retrieved from www.smartpls.com. Accepted: 18.08.2023
  • Roberts, D. R. & Davenport, T. O. (2002). Job engagement: Why it's important and how to improve it. Employment Relations Today, 29(3), 21-29. Retrieved from https://www.proquest.com/trade-journals/job-engagement-why-important-how-improve/docview/237053133/se-2
  • Ryan, R. M. & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78. https://doi.org/10.1037/0003-066X.55.1.68
  • Saari, T., Leinonen, M. & Tapanila, K. (2021). Sources of meaningful work for blue-collar workers. Social Sciences, 11(1), 2. https://doi.org/10.3390/socsci11010002
  • Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716. https://doi.org/10.1177/0013164405282471
  • Seligman, M. E. (2002). Authentic happiness: Using the new positive psychology to realize your potential for lasting fulfillment. Simon and Schuster.
  • Seligman, M. E. P. & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5–14. https://doi.org/10.1037/0003-066X.55.1.5
  • Silic, M., Marzi, G., Caputo, A. & Bal, P. M. (2020). The effects of a gamified human resource management system on job satisfaction and engagement. Human Resource Management Journal, 30(2), 260-277. https://doi.org/10.1111/1748-8583.12272
  • Singh, S. & Sharma, N. R. (2018). Self-regulation as a correlate of psychological well-being. Indian Journal of Health and Wellbeing, 9(3), 441-444. Retrieved from https://www.proquest.com/scholarly-journals/self-regulation-as-correlate-psychological-well/docview/2030127745/se-2, Accepted: 06.09.2023
  • Steger, M. F., Dik, B. J. & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322-337. https://doi.org/10.1177/1069072711436160
  • Steger, M. F., Frazier, P., Oishi, S. & Kaler, M. (2006). The meaning in life questionnaire: Assessing the presence of and search for meaning in life. Journal of Counseling Psychology, 53(1), 80-93. https://doi.org/10.1037/0022-0167.53.1.80
  • Siu, O. L. (2002). Occupational stressors and well‐being among Chinese employees: The role of organisational commitment. Applied Psychology, 51(4), 527-544. https://doi.org/10.1111/1464-0597.t01-1-00106
  • Sung, M., Yoon, D.-Y. & Han, C. S.-H. (2022). Does job autonomy affect job engagement? Psychological meaningfulness as a mediator. Social Behavior and Personality: An International Journal, 50(5), e11275. https://doi.org/10.2224/sbp.11275
  • Telef, B. B. (2013). Psikolojik İyi Oluş Ölçeği: Türkçeye uyarlama, geçerlik ve güvenirlik çalışması. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 28(3), 374-384. https://doi.org/10.13140/RG.2.1.2414.4480
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  • Toshav-Eichner, N. & Bareket-Bojmel, L. (2022). Yesterday's workers in Tomorrow's world. Personnel Review, 51(5), 1553-1569. https://doi.org/10.1108/PR-02-2020-0088
  • Truss, C., Shantz, A., Soane, E., Alfes, K. & Delbridge, R. (2013). Employee engagement, organisational performance and individual wellbeing: Exploring the evidence, developing the theory. The International Journal of Human Resource Management, 24(14), 2657-2669. https://doi.org/10.1080/09585192.2013.798921
  • Um, B. & Bardhoshi, G. (2022). Demands, resources, meaningful work, and burnout of counselors-in-training. Counselor Education and Supervision, 61(2), 160-173. https://doi.org/10.1002/ceas.12232
  • Venzin, M. (2020). Understanding motivation: Create meaningful work for volunteers. The Volunteer Management Report, 25(11), 5-5.
  • Vestling, M., Tufvesson, B. & Iwarsson, S. (2003). Indicators for return to work after stroke and the importance of work for subjective well-being and life satisfaction. Journal of rehabilitation medicine, 35(3), 127-131. https://doi.org/ 10.1080/16501970310010475
  • Yogamalar, I. & Samuel, A. A. (2019). Job engagement, psychological well-being and organisational commitment: An empirical test of direct and indirect effects. International Journal of Business Innovation and Research, 20(3), 392-414. https://doi.org/10.1504/IJBIR.2019.102717
  • Warshawsky, N. E., Havens, D. S. & Knafl, G. (2012). The influence of interpersonal relationships on nurse managers' work engagement and proactive work behavior. Journal of Nursing Administration, 42(9), 418-425. https://doi.org/10.1097/NNA.0b013e3182668129
  • West, A. (2023). Meaningful work and unethical work: The crisis in Australian financial advice. Business Ethics, the Environment & Responsibility, 32(3), 882-895. https://doi.org/10.1111/beer.12531
  • Xanthopoulou, D., Bakker, A. B., Demerouti, E. & Schaufeli, W. B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74(3), 235-244. https://doi.org/10.1016/j.jvb.2008.11.003
  • Yuan, Z., Li, Y. & Tetrick, L. E. (2015). Job hindrances, job resources, and safety performance: The mediating role of job engagement. Applied Ergonomics, 51, 163-171. https://doi.org/10.1016/j.apergo.2015.04.
Toplam 73 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular Sosyal ve Kişilik Psikolojisi (Diğer)
Bölüm Makaleler
Yazarlar

Meral Kızrak 0000-0003-0053-6043

Gamze Güner Kibaroğlu 0000-0001-6187-4607

Yayımlanma Tarihi 30 Eylül 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 7 Sayı: 2

Kaynak Göster

APA Kızrak, M., & Güner Kibaroğlu, G. (2023). Does Blue-Collars’ Well-Being Always Enhance Job Engagement? The Moderating Influence of Meaningful Work. Başkent Üniversitesi Ticari Bilimler Fakültesi Dergisi, 7(2), 167-187.
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