KİŞİ-ÇEVRE UYUMUNUN FARKLI KAVRAMSAL YAKLAŞIMLAR AÇISINDAN ÇOK DÜZEYLİ ÖLÇÜMÜ; HEMŞİRELERİN UYUM ALGILARI İLE ÇALIŞMA TUTUM VE DAVRANIŞLARI ARASINDAKİ İLİŞKİLERİN İNCELENMESİ

Kişi-çevre uyumu, bireyin bir veya birden çok özniteliği ve içerisinde bulunduğu ortamın özelliklerini yansıtan ortak değerlerin uyumluluk durumu olarak tanımlamaktadır. Uyumun işlevsel hale getirilmesinde bütüncül yaklaşımların benimsendiği ve farklı unsurların etkilerinin bir arada incelendiği araştırmalar, kişi-çevre uyumu literatürüne sağladığı katkılar açısından ihtiyaç duyulan nitelikte çalışmalar olarak değerlendirilmektedir. Yürütülen araştırmada, uyum alanında farklı kavramsallaştırma yaklaşımları ve işlevselleştirme türlerinin bir arada kullanıldığı bir ölçüm aracının Türkçe literatüre kazandırılması ve kişi-çevre uyumunun çok düzeyli incelemelerine katkı sağlamak amaçlanmıştır. Bu bağlamda öncelikle çalışma yaşamında yer alan bireylerin; örgüt, iş, grup ve yönetici düzeyleriyle algıladıkları uyumun doğrudan ölçümünü sağlayan, Algılanan Kişi-Çevre Uyumu Ölçeği’nin uyarlama çalışmaları gerçekleştirilmiştir. Daha sonra yataklı sağlık kurumlarında görev yapan hemşirelik mesleği çalışanlarının uyum algılarının; örgüte duygusal bağlılık, işe bağlılık ve yardımseverlik değişkenleri ile ilişkileri incelenmiştir. Araştırma sonucunda, uyarlanan ölçüm aracının geçerlilik ve güvenilirlik kriterlerini sağladığı ve farklı uyum düzeylerinin çalışma çevresinin farklı unsurlarına karşı geliştirilen tutum ve davranışların önemli belirleyicileri olduğu bulgularına ulaşılmıştır.

MULTI-LEVEL MEASUREMENT OF PERSON-ENVIRONMENT FIT IN TERMS OF DIFFERENT CONCEPTUALIZATIONS; INVESTIGATION OF RELATIONSHIPS BETWEEN NURSES' FIT PERCEPTIONS WITH THEIR WORK ATTITUDES AND BEHAVIORS

Person-environment fit is defined as a state of compatibility one or more attributes of an individual and that joint values reflect of characteristics of the environment. Researches which integrated different fit conseptualizations and operationalizations are adopted, is considered as the studies that are needed in terms of the contributions it provides to the person-environment harmony literature. Through in this research, it is aimed to gain a multi-level measurement tool which different conceptualizations and operationalizations of fit used together to Turkish literature and to contribute to the multi-level researchs of fit. In this context, firstly it was carried out adaptation studies of Perceived Person-Environment Fit Scale, which provides direct measurement of the employees' perceptions of fit with organization, job, group and supervisor levels of environment. Then, it was examined the relations of nursing profession employees' perception of fit with emotional commitment to organization, job Involvement and altruism variables. As a result of the study, the adapted measurement instrument provides validity and reliability criteria and different levels of fit is an important determinant of work attitudes and behaviors developed against different elements of working environment.

PDF

___

Astakhova, M. N. (2016), “Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the U.S. and Japan”, Journal of Business Research, 69 (2), 956-963.
Badger, J. M. (2014), “The Formative Nature of Perceived Person-Environment Fit,” Yayınlanmamış Doktora Tezi, Columbian College of Arts and Sciences of The George Washington University, Washington.
Benligiray, S. ve H. Sönmez (2011), “Hemşirelerin Mesleki Bağlılıkları ile Diğer Bağlılık Formları Arasındaki İlişki: Örgüte Bağlılık, İşe Bağlılık ve Aileye Bağlılık,” Sağlık Bilimleri Fakültesi Hemşirelik Dergisi, 18 (1), 28- 40.
Blau, G. (1987), “Using a person-environment fit model to predict job involvement and organizational commitment,” Journal of Vocational Behavior, 30 (3), 240-257.
Chatman, J. A. (1989), “Improving interactional organizational research: A model of person–organization fit,” Academy of Management Review, 14 (3), 333–349.
Cohen, J. (1988), Statistical power analysis for the behavioral sciences (2nd ed.), Lawrence Erlbaum Associates, Hillsdale, US.
Chuang, A., C. Shen ve T. A. Judge (2016), “Development of a Multidimensional Instrument of Person– Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS),” Applied Psychology, 65 (1), 66-98.
Çakınberk, A. ve E. T. Demirel (2010), “Örgütsel Bağlılığın Belirleyicisi Olarak Liderlik: Sağlık Çalışanları Örneği,” Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 24, 103-119.
Dawis, R. V. ve L. H. Lofquist (1984), A psychological theory of work adjustment, Minneapolis: University of Minnesota Press.
Demirel, H. G. ve B. Akdemir (2018), “İş Motivasyon Kaynaklarının Duygusal Emek Üzerindeki Etkisini Belirlemeye Yönelik Bir Araştırma,” Akademik Yaklaşımlar Dergisi, 9 (1), 1-30.
DeRue, D. S. ve J. R. Hollenbeck (2007), “The search for internal and external fit in teams,” Perspectives on Organizational Fit (Der: Cheri Ostroff ve Timothy A. Judge), San Francisco, CA: Jossey-Bass, 259-285.
Edwards, J. R. (2001), “Ten difference score myths,” Organizational Research Methods, 4 (3), 265-287.
Dimitriades, Z. S. (2007), “The influence of service climate and job involvement on customer-oriented organizational citizenship behavior in Greek service organizations: a survey.” Employee Relations 29 (5), 469- 491.
Edwards, J. R. ve A. J. Shipp (2007), “The relationship between person–environment fit and outcomes: An integrative theoretical framework,” Perspectives on Organizational Fit (Der: Cheri Ostroff ve Timothy A. Judge), San Francisco, CA: Jossey-Bass, 209-258.
Edwards, J. R., D. M. Cable, I. O. Williamson, L. S. Lambert ve A. J. Shipp (2006), “The phenomenology of fit: Linking the person and environment to the subjective experience of person-environment fit.” Journal of Applied Psychology, 91 (4), 802-827.
Edwards, J. R., R. D. Caplan, ve R. V. Harrison (1998), Person–environment fit theory: Conceptual foundations, empirical evidence, and directions for future research, Theories of organizational stress, (Der: Cooper CL), Oxford: Oxford University Press, 28-67.
Farzaneh, J., A. D. Farashah ve M. Kazemi (2014), “The impact of person-job fit and person-organization fit on OCB: The mediating and moderating effects of organizational commitment and psychological empowerment,” Personnel Review, 43 (5), 672-691.
Fornell, C. ve David F. L. (1981), “Evaluating Structural Equation Models With Unobservable Variables And Measurement Error,” Journal of Marketing Research, 18 (1), 39-50.
Garson, G. D. (2016), Partial Least Squares Regression and Structural Equation Models, School of Public & International Affairs, North Carolina State University, Statistical Associates Blue Book Series.
Greguras, G. J. ve J. M. Diefendorff (2009), “Different Fits Satisfy Different Needs: Linking Person-Environment Fit to Employee Commitment and Performance Using SelfDetermination Theory,” Journal of Applied Psychology, 94 (2), 465-477.
Greguras, G. J., J. M. Diefendorff, J. Carpenter ve C. Tröster (2014), “Person-Environment Fit and Self- Determination Theory,” The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory (Der: Marylene Gagne), New York, Oxford University Press, 143-162.
Hackman, J. R. ve G. R. Oldham (1976), “Motivation through the design of work: test of a theory,” Organizational Behavior and Human Performance, 16 (2), 204-403.
Hackman, J. R. and G. R. Oldham (1980), “Work redesign,” Reading, MA: Addison-Wesley.
Hair, J. F., C. M. Ringle ve M. Sarstedt (2011), “PLS-SEM: Indeed a Silver Bullet,” The Journal of Marketing Theory and Practice, 19 (2), 139-152.
Hair, J. F., G. T. M. Hult, C. Ringle ve M. Sarstedt (2014), A Primer on Partial Least Square Structural Equations Modeling (PLS-SEM), Los Angeles: Sage.
Hair, J. F., W. C. Black, B. J. Babin, R. E. Anderson ve R. L. Tatham (2006), Multivariate Data Analysis, Upper Saddle River, Pearson Prentice Hall, US.
Harrison, D. A. (2007), Pitching fits in applied psychological research: Making fit methods fit theory, Perspectives on organizational fit (Der.:Ostroff, Cheri ve Timothy. A. Judge), New York: Erlbaum, 389-416.
Henseler, J., C. M. Ringle ve M. Sarstedt (2015), “A New Criterion For Assessing Discriminant Validity in Varience-Based Structural Equation Modelling,” Journal of the Academy of Marketing Science, 43 (1), 115-135.
Jawad, M., T. M. Tabassum, S. Raja ve A. Abraiz (2013), “Study onWork Place Behaviour: Role of Person- Organization Fit, Person-Job Fit& Empowerment, Evidence from Pakistan,” Journal of Business and Management Sciences, 1 (4), 47-54.
Karagöz, Y. (2017), SPSS ve AMOS Uygulamalı Nitel-Nicel-Karma Bilimsel Araştırma Yöntemleri ve Yayın Etiği, Nobel Akademik Yayıncılık, Ankara.
Karahan, Atila (2008), “Hastanelerde Liderlik ve Örgütsel Bağlılık Arasındaki İlişkinin İncelenmesi,” Sosyal Bilimler Dergisi, 10 (1), 145-162.
Krıstof, A. L. (1996), “Person–organization fit: An integrative review of its conceptualization, measurement, and implications.” Personnel Psychology, 49 (1) 1-49.
Krishnan, V. R. (2002), “Transformational leadership and value system congruence,” International Journal of Value-Based Management, 15 (1), 19-33.
Kristof-Brown, A. L. ve R. P. Guay, (2011), Person-environment fit, APA Handbook of Industrial and Organizational Psychology (Der.: S. Zedeck), Washington, DC: American Psychological Association, 3-50.
Kristof-Brown, A. Lee, R. D. Zimmerman ve E. C. Johnson (2005), “Consequences of individual’s fit at work: A meta-analysis of person–job, person-organization, person–group, and person–supervisor fit,” Personnel Psychology, 58 (2), 281-342.
Lodahl, T. M. ve M. Kejnar (1965), “The Definition and Measurement of Job Involvement,” Journal of Applied Psychology, 49 (1), 24-33.
Maden, C. (2010), “Person-Environment Fit, Social Exchange Relationships, and Employee Outcomes in Organizations,” Yayınlanmamış Doktora Tezi, Boğaziçi University Institute for Graduate Studies in Social Sciences, İstanbul.
Muchinsky, P. M. ve C. J. Monahan (1987), “What Is Person Envıronment Congruence Supplementary Versus Complementary Models Of Fıt,” Journal Of Vocatıonal Behavıor, 31 (3), 268-277.
Nyambegera, S., Daniels, K., & Sparrow, P. (2001), “Why fit doesn’t always matter: the impact of HRM and cultural fit on job involvement of Kenyan employees.” Applied Psychology: An International Review, 50 (1), 109- 140.
O'Reilly, C. A., J. Chatman ve D. F. Caldwell (1991), “People and organizational culture: A Q-sort approach to assessing person–organization fit,” Academy of Management Journal, 34 (3), 487-516.
Ostroff, C., Y. Shin ve A. J. Kinicki (2005), “Multiple perspectives of congruence: Relationships between value congruence and employee attitudes,” Journal of Organizational Behavior, 26 (6), 591-623.
Örücü, E. ve S. K. Teker (2014), “Hastanelerde Liderlik ve Örgütsel Bağlılık Arasındaki İlişkinin İncelenmesi: Sağlık Sektöründe Bir Araştırma,” Yönetim ve Ekonomi Araştırmaları Dergisi, 24, 73-90.
Podsakoff, P. M., S. B. MacKenzie, R. H. Moorman ve R. Fetter (1990), “Transformational leader behaviors, and their effects on followers' trust in leader, satisfaction, and organizational citizenship behvaiors,” Leadership Quarterly, 1 (2), 107-142.
Sarstedt, M., C. M. Ringle and J. F. Hair (2017); “Partial Least Squares Structural Equation Modelling,” Handbook of Market Research, (Edt.: C. Homburg, M. Klarmann ve A. Vomberg), Heidelberg, 1-40.
Seong, J. Y. ve A. L. Kristof-Brown (2012), “Testing multidimensional models of person-group fit,” Journal of Managerial Psychology, 27 (6), 536-556.
Seong, J. Y., A. L. Kristof-Brown, W. Park, D. Hong, Y. Shin (2015); “Person-Group Fit: Diversity Antecedents, Proximal Outcomes, and Performance at the Group Level,” Journal of Management, 41 (4), 1184-1213.
Sharom, Q. N. (2017), “The Relationship Between Person-Organization Fit and Employee Outcomes: The Mediating Role of Psychological Need Satisfaction and Employee Attitudes,” Yayınlanmamış Doktora Tezi, Salford Business School University of Salford, Salford.
Shin, Y. ve J. N. Choi (2010), “What makes a group of good citizens? The role of perceived group‐level fit and critical psychological states in organizational teams,” Journal of Occupational and Organizational Psychology, 83 (2), 531-552.
Vancouver, J. B. ve N. W. Schmitt (1991), “An Exploratory Examınatıon of Person-Organızatıon Fıt: Organızatıonal Goal Congruence,” Personnel Psychology, 44 (2), 333-352.
Van Vianen, A. E. M., C. Shen and A. Chuang (2011), “Person-organization and person-supervisor fits: Employee commitments in a Chinese contex,” Journal of Organizational Behavior, 32 (6), 906-926.
Wasti, S. A. (2000), “Meyer ve Allen’in üç boyutlu örgütsel bağlılık ölçeğinin geçerlilik ve güvenilirlik analizi,” 8. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Nevşehir, 401-410.