Aykut TÖNGÜR, Sedat KULA, Abdurrahim EMHAN

Yapısal eşitlik modeli kullanılarak yönetici desteği, örgütsel bağlılık, örgütsel performans ve tükenmişlik kavramları arasındaki ilişkilerin analizi: Kamu sektöründe bir uygulama

Bu çalışmada Yapısal Eşitlik Modeli kullanılarak, örgütsel bağlılık, örgütselperformans ve tükenmişlik kavramları arasındaki ilişkilerin incelenmesiamaçlanmıştır. Ayrıca, yönetici desteğinin tükenmişlik ve örgütsel performansaaracı etkisinin (mediatingeffect) olup olmadığı araştırılmıştır. Modeli test etmekamacıyla demografik değişkenler dışında 25 soruluk bir ölçek kullanılmıştır. Buölçekler Diyarbakır Vergi Dairesi personeline dağıtılmış, elde edilen ölçeklerden203ü kullanılmıştır. Sonuçta, örgütsel bağlılık ile örgütsel performans arasındapozitif doğrusal bir ilişki tespit edilirken, örgütsel bağlılık ve tükenmişlikarasında negatif doğrusal bir ilişki olduğu tespit edilmiştir. Yönetici desteğinin,örgütsel bağlılık ve örgütsel performans arasındaki ilişkiye aracılık yaptığı ancakörgütsel bağlılık ve tükenmişlik arasındaki ilişki üzerinde herhangi bir rolününolmadığı görülmüştür. Demografik değişkenlerden, kadınların erkeklere göre;yöneticilerin memurlara göre daha çok tükenmişlik içinde oldukları tespitedilmiştir. Ayrıca iş tecrübesi fazla olanların performans algılarının azaldığıgörülmüştür.

Analysis of relationship among manager support, organizational commitment, organizational performance, and burnout with structural equation model: The Case of government sector

In this study, using structural equation modeling, the relationships amongorganizational commitment, organizational performance and burnout wereinvestigated. In addition, it was aimed to examine whether supervisor support,mediate the relationship between organizational commitment and organizationalperformance, and between organizational commitment and burnout. In order totest the model, the questionnaire, except for the demographic questions,comprising 25 items were delivered to tax office staff working in the province ofDiyarbakir, and 203 scales were used for further analysis. As a result of this,positive and linear relationship was found between organizational commitmentand organizational performance. It was also identified negative and linearrelationship between organizational commitment and burnout. Supervisorsupport was found to partially mediate the relationship between organizationalcommitment and organizational performance, but the relationship betweenburnout and organizational commitment was not mediated by supervisor support.In addition, in terms of the demographic variables effect, women expressed moreburnout level than their male counterparts; in a similar way, managers reportedmore burnout level than regular officers. Finally experienced employees reportedless perception of performance than the other groups.

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