Araştırma Makalesi
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İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ

Yıl 2022, Sayı: 52, 333 - 349, 25.09.2022
https://doi.org/10.30794/pausbed.1059595

Öz

Çalışan bireyler ve ailelerin iş ve aile alanlarına ait çeşitli sorumlulukları bulunmaktadır. Zaman içerisinde sorumlulukları nedeniyle her iki alandan gelen talepler bireyde çatışmaya yol açabilmektedir. Bu sürecin sonunda iş-aile çatışması gerçekleşmektedir. Bazı bireyler, iş-aile çatışması sürecini sağlıklı yönetebilirken, bazı bireyler olumsuz sonuçlarla karşılaşabilmektedir. Tükenmişlik ve işten ayrılma niyeti bu sonuçlar arasında sıklıkla görülmektedir. Bu süreçte ailenin ve toplumun da olumlu veya olumsuz etkisi olabilmektedir. Buna dayanarak, mevcut araştırmanın amacı iş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde tükenmişliğin aracılık rolünü ortaya koymak, sosyal norm olarak cinsiyet eşitsizliğinin düzenleyici rolü olup olmadığını araştırmaktır. Araştırma, Adana ve Niğde şehirlerinde hizmet sektöründe çalışan 418 katılımcıdan anket yöntemiyle toplanan veriler üzerinden yürütülmüştür. Veriler, SPSS ile AMOS paket programları kullanılarak analiz edilmiştir. Sonuçlar, iş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde tükenmişliğin, istatiksel olarak kısmi aracılık rolüne sahip olduğunu, sosyal normların bu ilişkilerde istatiksel olarak düzenleyici rolü olmadığını (ilişkilerin yönü ve gücü üzerinde etkisi olmadığını) göstermiştir. Araştırma iş-aile çatışması, tükenmişlik, işten ayrılma niyeti ve sosyal normları bütünsel incelemesi yönüyle ayırıcı önem taşımaktadır.

Destekleyen Kurum

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Proje Numarası

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Kaynakça

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THE EFFECT OF WORK-FAMILY CONFLICT ON TURNOVER INTENTION: THE MEDIATING ROLE OF BURNOUT AND THE MODERATING ROLE OF GENDER DISCRIMINATION

Yıl 2022, Sayı: 52, 333 - 349, 25.09.2022
https://doi.org/10.30794/pausbed.1059595

Öz

Working individuals and families have various responsibilities for work and family areas. Over time, the requirements of both areas may cause conflict in the individual. At the end of this process, individuals face work-family conflict. While some individuals can manage the work-family conflict positively, some individuals may encounter negative consequences. Burnout and turnover intention are frequently seen among these results. In this process, the family and society can also have a positive or negative effect. Based on that, the aim of the research is to investigate the mediating role of burnout in the effect of work-family conflict on turnover intention and to reveal whether gender discrimination as a social norm has a moderating role. The study was conducted on the data collected by survey method from 418 participants operating in the service sector in Adana and Niğde region. The data were analyzed using SPSS and AMOS package programs. The results showed that burnout had a statistically partial mediating role in the effect of work-family conflict on turnover intention, and social norms did not have a statistical moderator role in these relationships (no effect on the direction and strength of relationships). The study is of distinctive importance thanks to its holistic examination of work-family conflict, burnout, turnover intention, and social norms.

Proje Numarası

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Kaynakça

  • Achoui, M. & Mansour, M. (2007). Employee turnover and retention strategies: Evidence from Saudi companies, International Review of Business Research Papers, 3, 1-16.
  • Ajala, E. M. (2017). Work-family-conflict and family-work-conflict as correlates of job performance among working mothers: Implications for industrial social workers. African Journal of Social Work, 7(1), 52-62.
  • Akintayo, D. I. (2010). Work-family role conflict and organizational commitment among industrial workers in Nigeria. International Journal of Psychology and Counselling, 2(1), 1-8.
  • Altindag, E., & Siller, F. (2014). Effects of flexible working method on employee performance: An empirical study in Turkey. Business and Economics Journal, 5, 1-7.
  • Andres, M., Moelker, R., & Soeters, J. (2012). The work–family interface and turnover intentions over the course of project-oriented assignments abroad. International Journal of Project Management, 30(7), 752-759.
  • Aslan, Z. & Etyemez, S. (2015). İşgörenlerin tükenmişlik düzeylerinin işten ayrılma niyeti üzerine etkisi: Hatay’daki otel işletmelerinde bir araştırma. İşletme Araştırmaları Dergisi, 7(3), 482-507.
  • Aycan, Z. (2008). Cross-cultural approaches to work-family conflict. In Handbook of Work-family Integration, 353-370, Academic Press.
  • Bamber, D., & Van Santen, J. P. (1985). How many parameters can a model have and still be testable?. Journal of Mathematical Psychology, 29(4), 443-473.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173.
  • Baumgartner, H., & Homburg, C. (1996). Applications of structural equation modeling in marketing and consumer research: A review. International Journal of Research in Marketing, 13(2), 139-161.
  • Bem, S. L. (1981). Gender schema theory: A cognitive account of sex typing. Psychological Review, 88(4), 354.
  • Bem, S. L. (1983). Gender schema theory and its implications for child development: Raising gender-aschematic children in a gender-schematic society. Signs: Journal of Women in Culture and Society, 8(4), 598-616.
  • Bentler, P. M. (1980). Multivariate analysis with latent variables: Causal modeling. Annual Review of Psychology, 31(1), 419-456.
  • Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588.
  • Blanch, A., & Aluja, A. (2012). Social support (family and supervisor), work–family conflict, and burnout: Sex differences. Human Relations, 65(7), 811-833.
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  • Lu, L., Kao, S. F., Chang, T. T., Wu, H. P., & Cooper, C. L. (2011). Work/family demands, work flexibility, work/family conflict, and their consequences at work: A national probability sample in Taiwan. International Perspectives in Psychology: Research, Practice, Consultation, 1(S), 68.
  • Lu, A. C. C. & Gursoy, D. (2016). Impact of job burnout on satisfaction and turnover intention: Do generational differences matter?. Journal of Hospitality & Tourism Research, 40(2), 210-235.
  • Lu, Y., Hu, X. M., Huang, X. L., Zhuang, X. D., Guo, P., Feng, L. F. & Hao, Y. T. (2017). The relationship between job satisfaction, work stress, work-family conflict, and turnover intention among physicians in Guangdong, China: a cross-sectional study. BMJ Open, 7(5), 1-12.
  • Maier, C., Laumer, S., Eckhardt, A. and Weitzel, T. (2013) Analysing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention. The Journal of Strategic Information Systems, 22(3), 193- 207. Marsh, H. W., Hau, K. T., Artelt, C., Baumert, J., & Peschar, J. L. (2006). OECD's brief self-report measure of educational psychology's most useful affective constructs: Cross-cultural, psychometric comparisons across 25 countries. International Journal of Testing, 6(4), 311-360.
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  • Yavuz, M., & Akca, M. (2018). Çatışma, stres, tükenmişlik ve işten ayrılma niyeti: Medeni durum ve cinsiyete göre farklılıkların incelenmesi. İşletme Araştırmaları Dergisi, 10(2), 827-846.
  • Yıldırım, M. H., Erul, E. E., & Kelebek, P. (2014). Tükenmişlik ile işten ayrılma niyeti arasindaki ilişki banka çalışanları üzerine bir araştırma. Organizasyon ve Yönetim Bilimleri Dergisi, 6(1), 34-44.
  • Yıldız, B., Ensari, M. Ş., Elçi, M., & Karabay, M. E. (2019). İş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde tükenmişliğin aracı etkisi. İş ve İnsan Dergisi, 6(1), 13-27.
  • Yılmaz, S. E. (2018). İş-aile çatışmasının, tükenmişlik ve işten ayrılma niyeti üzerindeki etkisi: Sosyal normların düzenleyici rolü, Master's Thesis, Niğde Ömer Halisdemir Üniversitesi/Sosyal Bilimler Enstitüsü, Niğde.
Toplam 101 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Çalışma Ekonomisi
Bölüm Makaleler
Yazarlar

Fatih Çetin 0000-0002-2487-9553

Sıdıka Ece Yılmaz 0000-0002-0375-3505

Proje Numarası -
Erken Görünüm Tarihi 15 Eylül 2022
Yayımlanma Tarihi 25 Eylül 2022
Kabul Tarihi 22 Nisan 2022
Yayımlandığı Sayı Yıl 2022 Sayı: 52

Kaynak Göster

APA Çetin, F., & Yılmaz, S. E. (2022). İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi(52), 333-349. https://doi.org/10.30794/pausbed.1059595
AMA Çetin F, Yılmaz SE. İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ. PAUSBED. Eylül 2022;(52):333-349. doi:10.30794/pausbed.1059595
Chicago Çetin, Fatih, ve Sıdıka Ece Yılmaz. “İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, sy. 52 (Eylül 2022): 333-49. https://doi.org/10.30794/pausbed.1059595.
EndNote Çetin F, Yılmaz SE (01 Eylül 2022) İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 52 333–349.
IEEE F. Çetin ve S. E. Yılmaz, “İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ”, PAUSBED, sy. 52, ss. 333–349, Eylül 2022, doi: 10.30794/pausbed.1059595.
ISNAD Çetin, Fatih - Yılmaz, Sıdıka Ece. “İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 52 (Eylül 2022), 333-349. https://doi.org/10.30794/pausbed.1059595.
JAMA Çetin F, Yılmaz SE. İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ. PAUSBED. 2022;:333–349.
MLA Çetin, Fatih ve Sıdıka Ece Yılmaz. “İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, sy. 52, 2022, ss. 333-49, doi:10.30794/pausbed.1059595.
Vancouver Çetin F, Yılmaz SE. İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ. PAUSBED. 2022(52):333-49.