Mustafa YAVUZ, Nermin GÜRHAN, Bahadır GENİŞ

Sağlık çalışanlarında nepotizm algısı ve iş doyumu

Amaç: Türkiye'de kamu kurum ve kuruluşlarında nepotizm algısı üzerine çalışma sayısı azdır. Sağlık sektöründe, nepotizm konusunda neredeyse hiçbir çalışma yoktur. Bu nedenle, bu çalışma sağlık profesyonellerinin nepotizme karşı algılarının araştırılmasına katkı sağlayacaktır. Yöntem: Bu çalışmada, Türkiye'de sağlık sektöründe nepotizm algısı araştırılmaya çalışılmıştır. Araştırmada Veri Toplama Formu, Nepotizm ve İş Doyumu Ölçekleri kullanılmış; veri, nicel veri toplama tekniği kullanılarak toplanmıştır. Çalışma örneklemi 316 kişiden oluşmaktadır. Sonuçlar: Katılımcıların %91.8'i iş/terfi vb. için herhangi biri tarafından kayrılmadığını söylerken, %77.8'i iş aramada öncelikli muamele gören en az bir kişiyi tanıdığını söylemiştir. Çalışma, Nepotizm Ölçeğinin tüm alt boyutları ile iş doyumu ölçeğinin ücret, terfi, denetim ve iş arkadaşları alt boyutları arasında anlamlı bir ilişki olduğunu ortaya koymuştur (p

Nepotism perception and job satisfaction in healthcare workers

Objective: Studies on the perception of nepotism in public institutions and organizations in Turkey is rather limited.In the health sector, there are almost no studies on nepotism. This study will therefore make a great contribution inrespect of investigating the perceptions of healthcare professionals towards nepotism. Methods: In this study, theperception of nepotism in the health sector in Turkey has sought to investigate. Data collection form, Nepotism andJob Satisfaction Scales were used in this study, and data were collected using the quantitative data collectiontechnique. The study sample consists of 316 people. Results: While 91.8% of the participants said that they werenot favored by anybody to secure a job/promotion etc., 77.8% said they knew at least one person who receivedpreferential treatment in job search. The study revealed a significant negative correlation between the all subdimensions of the Nepotism Scale and the pay, promotions, supervision and co-workers’ subdimensions of the Job Satisfaction Scale (p

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