Yıl: 2022 Cilt: 40 Sayı: 4 Sayfa Aralığı: 799 - 817 Metin Dili: Türkçe DOI: 10.17065/huniibf.1031320 İndeks Tarihi: 02-01-2023

Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü

Öz:
İş Talepleri ve Kaynakları Modeli (JD-R), çalışma koşulları ile ilgili özelliklerin (iş talepleri ve iş kaynakları), çalışanın iyilik halini (tükenmişlik ve işle bütünleşme) nasıl etkilediğini gösteren bir modeldir. Kaynakların korunması teorisi (C.O.S) ise çalışanların iş talepleri ile başa çıkmada, sahip olduğu kaynakları kullandıklarını öne sürer. Bu araştırmanın amacı; otel işletmeleri çalışanlarının yaşadıkları duygusal çelişki (iş talebi) ve sahip oldukları özerkliğin (iş kaynağı), işle bütünleşmeleri üzerindeki etkilerini JD-R Modeli ve C.O.S Teorisi temelinde incelemektir. Hizmet işletmeleri çalışanlarının tükenmişliğinin azaltılması yerine, işle bütünleşmelerinin artırılması önerildiğinden işle bütünleşmeyi olumsuz etkileyen iş taleplerinin neler olduğu ve bu olumsuz etkinin azaltılmasında iş kaynaklarının rolünün belirlenmesi önem taşımaktadır. Nicel araştırma yöntemlerinden ilişkisel analiz yaklaşımı benimsenerek gerçekleştirilen araştırmanın verileri, İstanbul’da faaliyet gösteren 4 ve 5 yıldızlı otel işletmelerinde görev yapan 429 çalışandan anket aracılığıyla elde edilmiştir. Duygusal çelişki ve özerkliğin işle bütünleşme üzerindeki etkisini belirleyebilmek amacıyla hiyerarşik regresyon, moderatör analizi için ise Hayes’in (2009) Process makrosu kullanılmıştır. Elde edilen bulgular; işle bütünleşme üzerinde özerkliğin olumlu yönde etkisi bulunduğuna dair kanıt sağlamıştır. Duygusal çelişkinin ise işle bütünleşme üzerinde beklenenin aksine, olumlu yönde etkisi olduğu sonucuna ulaşılmıştır. Ayrıca özerkliğin bu ilişkide düzenleyici etkisi bulunmuştur.
Anahtar Kelime: Duygusal Çelişki Özerklik İşle Bütünleşme

The Moderator Effect of Job Autonomy in Relationship Between Emotional Dissonance and Work Engagement

Öz:
The Job Demands and Resources Model (JD-R) shows how characteristics of working conditions (job demands and job resources) affect employee well-being (burnout and work engagement). Conservation of resources theory (C.O.S), on the other hand, asserts that employees use job resources to cope with job demands. This research aims to examine the effects of the emotional dissonance (job demand) and the autonomy (job resource) on work engagement based on the JD-R Model and the C.O.S. Since it is suggested to increase work engagement of the employees of service companies instead of trying to reduce burnout, it is important to determine the job demands that negatively affect the work engagement and the role of job resources in reducing this negative effect. The relational analysis method was carried out. The data was obtained through a questionnaire from 429 employees working in 4 and 5-star hotels operating in Istanbul. Hierarchical regression was used to determine the effects of emotional dissonance and autonomy on work engagement, and Hayes' Process macro was used for moderator analysis. Findings demonstrated that autonomy has a positive effect on work engagement. Unexpectedly, emotional dissonance was found to be positively related to work engagement. In addition, autonomy has been found to have a moderating effect on this relationship.
Anahtar Kelime: Emotional Dissonance Autonomy Work Engagement

Belge Türü: Makale Makale Türü: Araştırma Makalesi Erişim Türü: Erişime Açık
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APA METE B, Demir H (2022). Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. , 799 - 817. 10.17065/huniibf.1031320
Chicago METE BILGEN,Demir Halis Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. (2022): 799 - 817. 10.17065/huniibf.1031320
MLA METE BILGEN,Demir Halis Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. , 2022, ss.799 - 817. 10.17065/huniibf.1031320
AMA METE B,Demir H Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. . 2022; 799 - 817. 10.17065/huniibf.1031320
Vancouver METE B,Demir H Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. . 2022; 799 - 817. 10.17065/huniibf.1031320
IEEE METE B,Demir H "Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü." , ss.799 - 817, 2022. 10.17065/huniibf.1031320
ISNAD METE, BILGEN - Demir, Halis. "Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü". (2022), 799-817. https://doi.org/10.17065/huniibf.1031320
APA METE B, Demir H (2022). Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 40(4), 799 - 817. 10.17065/huniibf.1031320
Chicago METE BILGEN,Demir Halis Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 40, no.4 (2022): 799 - 817. 10.17065/huniibf.1031320
MLA METE BILGEN,Demir Halis Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, vol.40, no.4, 2022, ss.799 - 817. 10.17065/huniibf.1031320
AMA METE B,Demir H Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2022; 40(4): 799 - 817. 10.17065/huniibf.1031320
Vancouver METE B,Demir H Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2022; 40(4): 799 - 817. 10.17065/huniibf.1031320
IEEE METE B,Demir H "Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü." Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 40, ss.799 - 817, 2022. 10.17065/huniibf.1031320
ISNAD METE, BILGEN - Demir, Halis. "Duygusal Çelişki ve İşle Bütünleşme Arasındaki İlişkide Özerkliğin Düzenleyici Rolü". Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 40/4 (2022), 799-817. https://doi.org/10.17065/huniibf.1031320