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Örgütlerde Çalışanların İş Yoğunluğu ve Örgütsel İletişime Bağlı Olarak Yalnızlığın ve Örgütsel Etkinliğin İncelenmesi

Yıl 2020, Cilt: 23 Sayı: 43, 159 - 179, 30.06.2020

Zafer Adıgüzel İrem Küçükoğlu

https://doi.org/10.31795/baunsobed.684240

Öz



Emek yoğun sermayeye sahip iş
sektörlerinde rekabet ortamının getirdiği sorunlardan en önemlileri iş
yoğunluğu ve örgütsel iletişimdir. Özellikle özel sektörde yaşanmakta olan az
çalışan çok iş felsefesinden dolayı, çalışanlara aşırı iş yükü verilmesi, aşırı
iş yoğunluğu sorununu ortaya çıkarmaktadır. Örgütsel iletişim ise çalışanlar
arasında uyumun sağlanabilmesi, üst-ast arasındaki hiyerarşik ilişkinin açık ve
net olabilmesi konusunda ön plana çıkmaktadır. Araştırmada iş yoğunluğu yaşayan
çalışanların yalnızlık durumlarının ve örgütsel etkinliğin ne yönde
etkilendiğini, bununla birlikte örgütsel iletişimin olması durumunda yalnızlık
ve örgütsel etkinlikde bir değişim olup olmadığının incelenmesi amaçlanmıştır.
Bu nedenle, araştırmanın amacı kapsamında tekstil firmalarında çalışan 340
beyaz yakalı (mühendis)’dan anketler toplanmıştır. Analizler, SPSS 25 ve AMOS programı kullanılarak yapılmıştır. Araştırma
sonucunda çalışanların yaşamakta oldukları iş yoğunlukları ve örgütsel
iletişim, çalışanların yalnızlık hissine kapılmalarını önlediği bulunmuştur.
Aynı zaman da iş yoğunluğu ve örgütsel iletişimin, örgütsel etkinliği pozitif
yönde etkilediği tespit edilmiştir.




Anahtar Kelimeler

İş Yoğunluğu Çalışma Yoğunluğu Örgütsel İletişim Yalnızlık Örgütsel Etkinlik

Kaynakça

  • Abu Bakar, H., & Su Mustaffa, C. (2013), Organizational communication in Malaysia organizations: Incorporating cultural values in communication scale. Corporate Communications: An International Journal, 18(1), 87-109.
  • Akat, İ., Budak, G., & Budak, G. (1999), İşletme Yönetimi, İzmir: Barış Yayınları.
  • Aroian, L. A. (1944/1947), The probability function of the product of two normally distributed variables. Annals of Mathematical Statistics, 18, 265-271.
  • Atak, M. (2005), Örgütlerde resmi olmayan iletişimin yeri ve önemi. Journal of Aeronautics and Space Technologies, 2(2), 59-67.
  • Bakker, A. B., & Demerouti, E. (2007), The job demands-resources model: State of the art. Journal of managerial psychology, 22(3), 309-328.
  • Bandalos, D. L., & Finney, S. J. (2018), Factor analysis: Exploratory and confirmatory. In The reviewer’s guide to quantitative methods in the social sciences 98-122). Routledge.
  • Bayram, N. (2017), SPSS ile Veri Analizi, Ankara, Seçkin Yayıncılık, 6. Baskı
  • Brown, M. (2012), Responses to work intensification: does generation matter?. The International Journal of Human Resource Management, 23(17), 3578-3595. Brown, S. P., & Leigh, T. W. (1996), A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of applied psychology, 81(4), 358.
  • Burke, R. J., Singh, P., & Fiksenbaum, L. (2010), Work intensity: potential antecedents and consequences. Personnel Review, 39(3), 347-360.
  • Buyukozturk, S. (2007), Sosyal bilimler için veri analizi el kitabı. Ankara: Pegem A Yayıncılık.
  • Cacioppo, J., Hawkley, L., & Berntson, G. (2003), The anatomy of loneliness. Current Directionsin Psychological Science, 12, 71–74.
  • Çinko, M., Yurtkoru, E. S., & Durmuş, B. (2016). Sosyal Bilimlerde SPSS'le Veri Analizi. Beta Yayınları, Ankara, 6.
  • Curkovic, S., Melnyk, S., Calantone, R., & Handfield, R. (2000). Validating the Malcolm Baldrige National Quality Award framework through structural equation modelling. International Journal of Production Research, 38(4), 765-791.
  • Doğan, T., Çetin, B., & Sungur, M. Z. (2009). İş yaşamında yalnızlık ölçeği Türkçe formunun geçerlilik ve güvenilirlik çalışması. Anadolu Psikiyatri Dergisi, 10(6), 271-277.
  • Durak, M., & Senol-Durak, E. (2010). Psychometric qualities of the UCLA loneliness scale-version 3 as applied in a Turkish culture. Educational Gerontology, 36(10-11), 988-1007.
  • Edwards, P., & Whitston, C. (1993). Attending To Work: The Management Of Attendance And Shopfloor Order. Blackwell.
  • Edwards, P., Collinson, D., & Della Rocca, G. (1995). Workplace resistance in Western Europe: A preliminary overview and a research agenda. European Journal of Industrial Relations, 1(3), 283-316.
  • Erdoğan, İ. (2002). İletişimi Anlamak. Ankara: Erk Yayınları
  • Eren, E. (2000). Davranış, Ö. ve Psikolojisi, Y. Beta Basım Yayım Dağıtım.
  • Ergeneli, A., & Eryiğit, M. (2001). Öğretim Elemanlarinin İş Tatmini: Ankara’da Devlet Ve Özel Üniversite Karşilaştirmasi. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19(2), 159-178.
  • Ernst, J. M., & Cacioppo, J. T. (1999). Lonely hearts: Psychological perspectives on loneliness. Applied and Preventive Psychology, 8(1), 1-22.
  • Gaertner, G. H., and Ramnarayan, S. (1983). Organizational effectiveness: An alternative perspective. Academy of Management Review, 8(1), 97-107.
  • Georgopolous, B. S., & Tannenbaum, A. S. (1957). The Study of Organizational Effectiveness, American Sociological Review.
  • Goodman, L. A. (1960). On the exact variance of products. Journal of the American Statistical Association, 55, 708-713.
  • Gürgen, H. (1997). Örgütlerde iletişim kalitesi. Der Yayınevi.
  • Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis: Pearson new international edition. Essex: Pearson Education Limited.
  • Hodson, R. (2001). Dignity at work. Cambridge University Press.
  • Hodson, R. (2008). The ethnographic contribution to understanding co‐worker relations. British Journal of Industrial Relations, 46(1), 169-192.
  • Karatepe, S. (2005). Örgütlerde iletişim-güdüleme ilişkisi. Siyasal Kitabevi.
  • Kaymaz, Y. D. D. K., & Eroğlu, Y. D. D. U. (2014). Effect of Loneliness at Work on the Employees’ Intention to Leave. ISGUC The Journal of Industrial Relations and Human Resources, 16(1), 38-53.
  • Keyton, J. (2017). Communication in organizations. Annual Review of Organizational Psychology and Organizational Behavior, 4, 501-526.
  • Koçel, T., Yöneticiliği, İ., & Basım, B. (2003). Genişletilmiş 9. Baskı, Beta Yayınevi, İstanbul, (7).
  • Korczynski, M. (2003), Communities of coping: Collective emotional labour in service work. Organization, 10(1), 55-79.
  • Kudoh, T., & Nishikawa, M. (1983). A study of the feeling of loneliness (I). The Japanese Journal of Experimental Social Psychology, 22(2), 99-108.
  • MacKinnon, D. P., Warsi, G., & Dwyer, J. H. (1995). A simulation study of mediated effect measures. Multivariate Behavioral Research, 30, 41-62.
  • Mottaz, C. J. (1981). Some determinants of work alienation. Sociological Quarterly, 22(4), 515-529.
  • Mumby, D. K., & Kuhn, T. R. (2018). Organizational Communication: A Critical Introduction. Sage Publications.
  • Özarallı, N. (1997). Etkin Örgütsel İletişim Olarak Etkin Kaynak Alışverişi, Endüstri ve Örgüt Psikolojisi, Türk Psikologlar Derneği Yayınları, Ankar.
  • Özdamar, K. (2013). Paket programlar ile istatistiksel veri analizi (Cilt 1). Ankara: Nisan Kitapevi.
  • Richardsen, A. M. (2019). Work engagement: increasing employee well-being and organizational effectiveness. In Creating Psychologically Healthy Workplaces. Edward Elgar Publishing.
  • Roy, M. H., & Dugal, S. S. (2005). Using employee gainsharing plans to improve organizational effectiveness. Benchmarking: An International Journal, 12(3), 250-259.
  • Russell, D. W. (1996). UCLA Loneliness Scale (Version 3): Reliability. Validity and Factor Structure.
  • Sabuncuoğlu, Z. (1977). Örgütlerde haberleşme düzeni. Bursa: İktisadi ve Ticari İlimler Akademisi.
  • Schalk, R., & Van Rijckevorsel, A. (2007). Factors influencing absenteeism and intention to leave in a call centre. New Technology, Work and Employment, 22(3), 260-274.
  • Shrivastava, S., & Shaw, J. B. (2003). Liberating HR through technology. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 42(3), 201-222.
  • Sobel, M. E. (1982). Asymptotic intervals for indirect effects in structural equations models. In S. Leinhart (Ed.), Sociological methodology (290-312). San Francisco: Jossey-Bass.
  • Sonnentag, S. (2011). Recovery from fatigue: The role of psychological detachment.
  • Sonnentag, S., & Fritz, C. (2015). Recovery from job stress: The stressor‐detachment model as an integrative framework. Journal of Organizational Behavior, 36(1), 72-103.
  • Sulu, S., Ceylan, A., & Kaynak, R. (2010). Work alienation as a mediator of the relationship between organizational injustice and organizational commitment: implications for healthcare professionals. International Journal of Business and Management, 5(8), 27.
  • Thomas, J. R., Nelson, J. K., & Silverman, S. J. (2015). Research methods in physical activity. Human kinetics.
  • Tuna, B. (2014). The influence of person-organization fit on contextual performance and its impact on organizational effectiveness: The moderating role of organizational climate (yayımlanmamış doktora tezi). Yeditepe Üniversitesi Sosyal Bilimler Enstitüsü.
  • Türkmen, İ. (2000). Yöneticiler için etken iletişim modeli. Milli Prodüktivite Merkezi.
  • Vural, B. A. (2003). Kurum Kültürü. İstanbul: İletişim Yayınları.
  • Wang, Z. M. (2000). Managerial psychology. People’s Educational Press, Beijing (in Chinese).
  • Wang, Z. M. (2002). Hrm Strategies in Managing Virtual Organizations in China. Human Resource Management in Virtual Organizations, 297.
  • Wang, Z. M., & Mobley, W. (1999). Strategic human resource management for twenty-first-century China. Research in Personnel and Human Resources Management, 17, 353-366.
  • Zıllıoğlu, M. (1993). İletişim Nedir? İstanbul: Cem Yayınevi.

EXAMINING OF LONELINESS AND ORGANIZATIONAL EFFECTIVENESS BASED ON WORK DENSITY AND ORGANIZATIONAL COMMUNICATION IN ORGANIZATIONS

Yıl 2020, Cilt: 23 Sayı: 43, 159 - 179, 30.06.2020

Zafer Adıgüzel İrem Küçükoğlu

https://doi.org/10.31795/baunsobed.684240

Öz

Work
intensity and organizational communication are the most important problems are
made it by competitive environment in business sectors that have
labor-intensive. Organizational communication, on the other hand, comes to the
forefront in ensuring the harmony between the employees and being loud and
clear of the hierarchical relationship between the superior and
subordinate.  In the research, it was
aimed to examine the loneliness and organizational effectiveness of the
employees who have work intensity, and if there is a change in loneliness and
organizational effectiveness in case of organizational communication.
Therefore, within the scope of the research, a questionnaire study was carried
with 340 white-collar (engineer) employees in the textile companies. Analyzes
were made using SPSS 25 and AMOS program. According to the results of the
analysis, the workloads and organizational communication of the employees
prevent the employees from feeling lonely. At the same time, work intensity and
organizational communication positively affect to organizational effectiveness.

Anahtar Kelimeler

Workload Work Intensity Organizational Communication Loneliness Organizational Effectiveness

Kaynakça

  • Abu Bakar, H., & Su Mustaffa, C. (2013), Organizational communication in Malaysia organizations: Incorporating cultural values in communication scale. Corporate Communications: An International Journal, 18(1), 87-109.
  • Akat, İ., Budak, G., & Budak, G. (1999), İşletme Yönetimi, İzmir: Barış Yayınları.
  • Aroian, L. A. (1944/1947), The probability function of the product of two normally distributed variables. Annals of Mathematical Statistics, 18, 265-271.
  • Atak, M. (2005), Örgütlerde resmi olmayan iletişimin yeri ve önemi. Journal of Aeronautics and Space Technologies, 2(2), 59-67.
  • Bakker, A. B., & Demerouti, E. (2007), The job demands-resources model: State of the art. Journal of managerial psychology, 22(3), 309-328.
  • Bandalos, D. L., & Finney, S. J. (2018), Factor analysis: Exploratory and confirmatory. In The reviewer’s guide to quantitative methods in the social sciences 98-122). Routledge.
  • Bayram, N. (2017), SPSS ile Veri Analizi, Ankara, Seçkin Yayıncılık, 6. Baskı
  • Brown, M. (2012), Responses to work intensification: does generation matter?. The International Journal of Human Resource Management, 23(17), 3578-3595. Brown, S. P., & Leigh, T. W. (1996), A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of applied psychology, 81(4), 358.
  • Burke, R. J., Singh, P., & Fiksenbaum, L. (2010), Work intensity: potential antecedents and consequences. Personnel Review, 39(3), 347-360.
  • Buyukozturk, S. (2007), Sosyal bilimler için veri analizi el kitabı. Ankara: Pegem A Yayıncılık.
  • Cacioppo, J., Hawkley, L., & Berntson, G. (2003), The anatomy of loneliness. Current Directionsin Psychological Science, 12, 71–74.
  • Çinko, M., Yurtkoru, E. S., & Durmuş, B. (2016). Sosyal Bilimlerde SPSS'le Veri Analizi. Beta Yayınları, Ankara, 6.
  • Curkovic, S., Melnyk, S., Calantone, R., & Handfield, R. (2000). Validating the Malcolm Baldrige National Quality Award framework through structural equation modelling. International Journal of Production Research, 38(4), 765-791.
  • Doğan, T., Çetin, B., & Sungur, M. Z. (2009). İş yaşamında yalnızlık ölçeği Türkçe formunun geçerlilik ve güvenilirlik çalışması. Anadolu Psikiyatri Dergisi, 10(6), 271-277.
  • Durak, M., & Senol-Durak, E. (2010). Psychometric qualities of the UCLA loneliness scale-version 3 as applied in a Turkish culture. Educational Gerontology, 36(10-11), 988-1007.
  • Edwards, P., & Whitston, C. (1993). Attending To Work: The Management Of Attendance And Shopfloor Order. Blackwell.
  • Edwards, P., Collinson, D., & Della Rocca, G. (1995). Workplace resistance in Western Europe: A preliminary overview and a research agenda. European Journal of Industrial Relations, 1(3), 283-316.
  • Erdoğan, İ. (2002). İletişimi Anlamak. Ankara: Erk Yayınları
  • Eren, E. (2000). Davranış, Ö. ve Psikolojisi, Y. Beta Basım Yayım Dağıtım.
  • Ergeneli, A., & Eryiğit, M. (2001). Öğretim Elemanlarinin İş Tatmini: Ankara’da Devlet Ve Özel Üniversite Karşilaştirmasi. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19(2), 159-178.
  • Ernst, J. M., & Cacioppo, J. T. (1999). Lonely hearts: Psychological perspectives on loneliness. Applied and Preventive Psychology, 8(1), 1-22.
  • Gaertner, G. H., and Ramnarayan, S. (1983). Organizational effectiveness: An alternative perspective. Academy of Management Review, 8(1), 97-107.
  • Georgopolous, B. S., & Tannenbaum, A. S. (1957). The Study of Organizational Effectiveness, American Sociological Review.
  • Goodman, L. A. (1960). On the exact variance of products. Journal of the American Statistical Association, 55, 708-713.
  • Gürgen, H. (1997). Örgütlerde iletişim kalitesi. Der Yayınevi.
  • Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis: Pearson new international edition. Essex: Pearson Education Limited.
  • Hodson, R. (2001). Dignity at work. Cambridge University Press.
  • Hodson, R. (2008). The ethnographic contribution to understanding co‐worker relations. British Journal of Industrial Relations, 46(1), 169-192.
  • Karatepe, S. (2005). Örgütlerde iletişim-güdüleme ilişkisi. Siyasal Kitabevi.
  • Kaymaz, Y. D. D. K., & Eroğlu, Y. D. D. U. (2014). Effect of Loneliness at Work on the Employees’ Intention to Leave. ISGUC The Journal of Industrial Relations and Human Resources, 16(1), 38-53.
  • Keyton, J. (2017). Communication in organizations. Annual Review of Organizational Psychology and Organizational Behavior, 4, 501-526.
  • Koçel, T., Yöneticiliği, İ., & Basım, B. (2003). Genişletilmiş 9. Baskı, Beta Yayınevi, İstanbul, (7).
  • Korczynski, M. (2003), Communities of coping: Collective emotional labour in service work. Organization, 10(1), 55-79.
  • Kudoh, T., & Nishikawa, M. (1983). A study of the feeling of loneliness (I). The Japanese Journal of Experimental Social Psychology, 22(2), 99-108.
  • MacKinnon, D. P., Warsi, G., & Dwyer, J. H. (1995). A simulation study of mediated effect measures. Multivariate Behavioral Research, 30, 41-62.
  • Mottaz, C. J. (1981). Some determinants of work alienation. Sociological Quarterly, 22(4), 515-529.
  • Mumby, D. K., & Kuhn, T. R. (2018). Organizational Communication: A Critical Introduction. Sage Publications.
  • Özarallı, N. (1997). Etkin Örgütsel İletişim Olarak Etkin Kaynak Alışverişi, Endüstri ve Örgüt Psikolojisi, Türk Psikologlar Derneği Yayınları, Ankar.
  • Özdamar, K. (2013). Paket programlar ile istatistiksel veri analizi (Cilt 1). Ankara: Nisan Kitapevi.
  • Richardsen, A. M. (2019). Work engagement: increasing employee well-being and organizational effectiveness. In Creating Psychologically Healthy Workplaces. Edward Elgar Publishing.
  • Roy, M. H., & Dugal, S. S. (2005). Using employee gainsharing plans to improve organizational effectiveness. Benchmarking: An International Journal, 12(3), 250-259.
  • Russell, D. W. (1996). UCLA Loneliness Scale (Version 3): Reliability. Validity and Factor Structure.
  • Sabuncuoğlu, Z. (1977). Örgütlerde haberleşme düzeni. Bursa: İktisadi ve Ticari İlimler Akademisi.
  • Schalk, R., & Van Rijckevorsel, A. (2007). Factors influencing absenteeism and intention to leave in a call centre. New Technology, Work and Employment, 22(3), 260-274.
  • Shrivastava, S., & Shaw, J. B. (2003). Liberating HR through technology. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 42(3), 201-222.
  • Sobel, M. E. (1982). Asymptotic intervals for indirect effects in structural equations models. In S. Leinhart (Ed.), Sociological methodology (290-312). San Francisco: Jossey-Bass.
  • Sonnentag, S. (2011). Recovery from fatigue: The role of psychological detachment.
  • Sonnentag, S., & Fritz, C. (2015). Recovery from job stress: The stressor‐detachment model as an integrative framework. Journal of Organizational Behavior, 36(1), 72-103.
  • Sulu, S., Ceylan, A., & Kaynak, R. (2010). Work alienation as a mediator of the relationship between organizational injustice and organizational commitment: implications for healthcare professionals. International Journal of Business and Management, 5(8), 27.
  • Thomas, J. R., Nelson, J. K., & Silverman, S. J. (2015). Research methods in physical activity. Human kinetics.
  • Tuna, B. (2014). The influence of person-organization fit on contextual performance and its impact on organizational effectiveness: The moderating role of organizational climate (yayımlanmamış doktora tezi). Yeditepe Üniversitesi Sosyal Bilimler Enstitüsü.
  • Türkmen, İ. (2000). Yöneticiler için etken iletişim modeli. Milli Prodüktivite Merkezi.
  • Vural, B. A. (2003). Kurum Kültürü. İstanbul: İletişim Yayınları.
  • Wang, Z. M. (2000). Managerial psychology. People’s Educational Press, Beijing (in Chinese).
  • Wang, Z. M. (2002). Hrm Strategies in Managing Virtual Organizations in China. Human Resource Management in Virtual Organizations, 297.
  • Wang, Z. M., & Mobley, W. (1999). Strategic human resource management for twenty-first-century China. Research in Personnel and Human Resources Management, 17, 353-366.
  • Zıllıoğlu, M. (1993). İletişim Nedir? İstanbul: Cem Yayınevi.
Toplam 57 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular İşletme
Bölüm İşletme
Yazarlar

Zafer Adıgüzel 0000-0001-8743-356X

İrem Küçükoğlu 0000-0003-0159-3621

Yayımlanma Tarihi 30 Haziran 2020
Gönderilme Tarihi 3 Şubat 2020
Kabul Tarihi 24 Haziran 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 23 Sayı: 43

Kaynak Göster

APA Adıgüzel, Z., & Küçükoğlu, İ. (2020). EXAMINING OF LONELINESS AND ORGANIZATIONAL EFFECTIVENESS BASED ON WORK DENSITY AND ORGANIZATIONAL COMMUNICATION IN ORGANIZATIONS. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 23(43), 159-179. https://doi.org/10.31795/baunsobed.684240
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