Dışsal Prestijin, İş Becerikliliğinin ve Kişi-Örgüt Uyumunun İş-Aile Çatışması İle İlişkisi

Amaç – Bu araştırmada, çalışanların yaşadığı iş-aile çatışmasını azaltacağı varsayılarak, öncelikle örgütünün başkaları tarafından prestijli olarak algılanmasının ve çalışanların kendi işini kendisinin şekillendirmesinin (iş becerikliliğinin) iş-aile çatışması üzerindeki etkisinin belirlenmesi amaçlanmıştır. Çalışmada ayrıca, iş becerikliliği ile iş-aile çatışması ilişkisinde kişi-örgüt uyumunun olası aracılık etkisinin tespit edilmesine çalışılmıştır. Yöntem – Veriler yükseköğretim kurumlarında görev alan akademik personelden çalışmaya katılmayı kabul eden 247 kişiden kartopu yöntemi ile toplanmıştır. Araştırma modeli; dışsal prestijin, iş-aile çatışması üzerindeki etkisi ve iş becerikliliği ile iş-aile çatışması arasındaki ilişkide algılanan kişi-örgüt uyumunun aracılık rolünü belirlemek üzere oluşturulmuştur. Katılımcıların anketteki sorulara verdikleri cevaplar, doğrulayıcı faktör analizi, güvenilirlik analizi, korelasyon analizi ve SPSS üzerine entegre edilebilen “Process” makrosu ile değerlendirilmiştir. Bulgular – Bulgulara göre çalışanların örgütlerinin prestiji hakkındaki algılarının (dışsal prestij) işaile çatışması üzerinde negatif ve anlamlı bir etkisi olduğu buna ek olarak; iş becerikliliği ile iş-aile çatışması arasında pozitif ve anlamlı bir ilişki olduğu tespit edilmiştir. Diğer taraftan, kişi-örgüt uyumunun iş becerikliliği ve iş-aile çatışması arasındaki ilişkide aracılık rolü üstlendiğine ilişkin hipotez reddedilmiştir. Tartışma – Bu çalışmada; dışsal prestij algısı yüksek olan çalışanların daha az iş-aile çatışması yaşadıklarını rapor etmiş olmaları, çalışanların örgütlerinin başkaları tarafından prestijli olarak değerlendirildiğini algıladıklarında, mevcut statülerini önemsedikleri, bu nedenle işten kaynaklanan sorunlarını aile hayatlarına taşımadıkları anlaşılmaktadır. Diğer bir ifadeyle, üyesi bulunduğu örgütünün prestijini yüksek olarak algılayan bir çalışanın muhtemelen öz-benlik saygısının yüksek olacağı, bu nedenle iş-aile çatışması yaşasa bile iş kaynaklı sorunları daha az önemseyerek, bu sorunları tolere edebileceği düşünülmektedir. Diğer taraftan, beklenenden farklı olarak çalışmada, iş becerikliliğinin iş-aile çatışmasını artırdığı sonucu elde edilmiştir. İşini kendine uygun bir hale getirme gayretinin bireyin iş yerinde daha fazla çaba ve vakit harcamasına neden olarak onda strese sebep olduğu, bunun ise negatif yayılma etkisiyle iş-aile çatışmasını doğurduğu düşünülebilir. Çalışmada kişi-örgüt uyumunun, iş becerikliliği ve iş-aile çatışması ilişkisindeki aracı rolü tespit edilememiştir. Bu bulgu, iş becerikliliğinin iş-aile çatışması üzerindeki etkisinin çalışanların değerlerinin örgüt kültürü ile uyumu üzerinden olmadığını göstermektedir.

(The Relationship Betweeen External Prestige, Job Crafting Person-Organization Fit and Work-Family Conflict)

Purpose – In this study, assuming that it must reduce the work-family conflict experienced by the employees, the effect of their organization being perceived prestigious by others and the employees’ self-shaping (job crafting) of their work on work-family conflict is to be determined. Also the possible mediating effect of person-organization fit on the relationship between job crafting and work-family conflict. Design/methodology/approach – The data were collected by using snowball method from 247 higher education institutions’ academic employees who agreed to participate in the study. The research model is chosen in order to identify the effect of external prestige on work-family conflict and the mediating role of perceived person-organization fit in the relationship between job crafting and work-family conflict. The answers of the participants to the questions in the questionnaire were evaluated with confirmatory factor analysis, reliability analysis, correlation analysis and “Process” macro which can be integrated on SPSS. Findings – According to the findings, employees' perceptions about the prestige of their organizations (external prestige) have a negative and significant effect on the work-family conflict. It was found that there is a positive and meaningful relationship between job crafting and workfamily conflict. On the other hand, the hypothesis that person-organization fit plays a mediator role in the relationship between job crafting and work-family conflict was rejected. Discussion – In this study; it is understood that employees who have high perception of external prestige have reported less work-family conflict and that when they perceive that their organization is perceived to be prestigious by others, they care about their current status and therefore do not carry their work-related problems into family life. In other words, it is thought that an employee who perceives the prestige of his / her organization to be high is likely to have high self-esteem, so he / she can tolerate these problems by paying less attention to work-related problems even if there is a work-family conflict. On the other hand, unlike expected, it was found that job crafting increases work-family conflict. It may be thought that the effort to make the job suitable for itself causes the individual to spend more effort and time in the workplace causing stress to him, and this can lead to the negative effect of family-work conflict. In this study, the mediator role of person-organization fit in the relationship between job crafting and work-family conflict could not be determined.

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