Esnek çalışmanın yenilikçi davranışa etkisinde iş tatmininin aracılık rolü
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Dosyalar
Tarih
2022
Yazarlar
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Yayıncı
Aksaray Üniversitesi Sosyal Bilimler Enstitüsü
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Bu çalışmanın amacı esnek çalışmanın yenilikçi davranışa etkisinde iş tatmininin aracılık rolünü analiz etmektir. Literatürde esnek çalışmanın yenilikçi davranışa etkisinde iş tatminin aracılık rolüne yönelik yapılan çalışmalar incelenmiştir. Araştırmanın amacı doğrultusunda hazırlanmış olan soru formu ile Aksaray ilindeki kamu ve özel sektörde görev yapan 388 işgörenden veri toplanmıştır. İşgörenlerin esnek çalışmaya ilişkin tutumlarını ölçmek için Albion (2004) tarafından geliştirilmiş ve Çamlı (2010) tarafından Türkçe diline çevrilen Esnek Çalışma Düzenlemelerine Yönelik Tutum Ölçeği kullanılmıştır. Scott ve Bruce tarafından (1994), Kanter'in (1988) çalışmasına dayanarak geliştirilen Yenilikçi Davranışlar Ölçeği kullanılmıştır. İşgörenlerin iş tatminini ölçmek için Weiss ve arkadaşları (1967) tarafından geliştirilip, Baycan (1985) tarafından Türkçe diline çevrilen Minnesota İş Doyumu Ölçeği kullanılarak elde edilen veriler analiz edilmiştir. Çalışmanın sonucunda ulaşılan en önemli bulgu; Aksaray ilinde kamu sektörü ve özel sektördeki işgörenlerin esnek çalışma düzenlemelerine yönelik tutumlarının yenilikçi davranışa etkisinde iş tatmininin aracılık rolüne sahip olmadığı tespit edilmiştir. İlaveten işgörenlerin esnek çalışma düzenlemelerine yönelik tutumlarının, yenilikçi davranışa etkisinde iş tatmininin aracılık rolü üzerinde yaş, cinsiyet ve kıdem gibi demografik özelliklere göre anlamlı şekilde farklılaşmakta olduğu bulgusu da elde edilmiştir.
The aim of this study is to analyze the mediating role of job satisfaction in the effect of flexible working on innovative behavior. Data were collected from 388 employees working in the public and private sectors in Aksaray with the questionnaire prepared in line with the purpose of the research. The Attitude Scale Towards Flexible Working Arrangements, developed by Albion (2004) and translated into Turkish by Çamlı (2010), was used to measure the employees' attitudes towards flexible working. The Innovative Behavior Scale developed by Scott and Bruce (1994) based on the work of Kanter (1988) was used. The data obtained by using the Minnesota Job Satisfaction Scale, which was developed by Weiss et al. (1967) and translated into Turkish by Baycan (1985), was analyzed to measure the job satisfaction of the employees. The most important finding reached as a result of the study; It has been determined that job satisfaction does not have a mediating role in the effect of the attitudes of employees in the public and private sectors towards flexible working arrangements on innovative behavior in Aksaray. In addition, it was found that the attitudes of the employees towards flexible working arrangements differ significantly according to demographic characteristics such as age, gender and seniority on the mediating role of job satisfaction in the effect of innovative behavior.
The aim of this study is to analyze the mediating role of job satisfaction in the effect of flexible working on innovative behavior. Data were collected from 388 employees working in the public and private sectors in Aksaray with the questionnaire prepared in line with the purpose of the research. The Attitude Scale Towards Flexible Working Arrangements, developed by Albion (2004) and translated into Turkish by Çamlı (2010), was used to measure the employees' attitudes towards flexible working. The Innovative Behavior Scale developed by Scott and Bruce (1994) based on the work of Kanter (1988) was used. The data obtained by using the Minnesota Job Satisfaction Scale, which was developed by Weiss et al. (1967) and translated into Turkish by Baycan (1985), was analyzed to measure the job satisfaction of the employees. The most important finding reached as a result of the study; It has been determined that job satisfaction does not have a mediating role in the effect of the attitudes of employees in the public and private sectors towards flexible working arrangements on innovative behavior in Aksaray. In addition, it was found that the attitudes of the employees towards flexible working arrangements differ significantly according to demographic characteristics such as age, gender and seniority on the mediating role of job satisfaction in the effect of innovative behavior.
Açıklama
Anahtar Kelimeler
Esnek Çalışma, Yenilikçi Davranış, İş Tatminini, Flexible Working, Innovative Behavior, Job Satisfaction
