İŞ-AİLE ÇATIŞMASININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: TÜKENMİŞLİĞİN ARACILIK VE CİNSİYET EŞİTSİZLİĞİNİN DÜZENLEYİCİLİK ROLÜ

Çalışan bireyler ve ailelerin iş ve aile alanlarına ait çeşitli sorumlulukları bulunmaktadır. Zaman içerisinde sorumlulukları nedeniyle her iki alandan gelen talepler bireyde çatışmaya yol açabilmektedir. Bu sürecin sonunda iş-aile çatışması gerçekleşmektedir. Bazı bireyler, iş-aile çatışması sürecini sağlıklı yönetebilirken, bazı bireyler olumsuz sonuçlarla karşılaşabilmektedir. Tükenmişlik ve işten ayrılma niyeti bu sonuçlar arasında sıklıkla görülmektedir. Bu süreçte ailenin ve toplumun da olumlu veya olumsuz etkisi olabilmektedir. Buna dayanarak, mevcut araştırmanın amacı iş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde tükenmişliğin aracılık rolünü ortaya koymak, sosyal norm olarak cinsiyet eşitsizliğinin düzenleyici rolü olup olmadığını araştırmaktır. Araştırma, Adana ve Niğde şehirlerinde hizmet sektöründe çalışan 418 katılımcıdan anket yöntemiyle toplanan veriler üzerinden yürütülmüştür. Veriler, SPSS ile AMOS paket programları kullanılarak analiz edilmiştir. Sonuçlar, iş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde tükenmişliğin, istatiksel olarak kısmi aracılık rolüne sahip olduğunu, sosyal normların bu ilişkilerde istatiksel olarak düzenleyici rolü olmadığını (ilişkilerin yönü ve gücü üzerinde etkisi olmadığını) göstermiştir. Araştırma iş-aile çatışması, tükenmişlik, işten ayrılma niyeti ve sosyal normları bütünsel incelemesi yönüyle ayırıcı önem taşımaktadır.

THE EFFECT OF WORK-FAMILY CONFLICT ON TURNOVER INTENTION: THE MEDIATING ROLE OF BURNOUT AND THE MODERATING ROLE OF GENDER DISCRIMINATION

Working individuals and families have various responsibilities for work and family areas. Over time, the requirements of both areas may cause conflict in the individual. At the end of this process, individuals face work-family conflict. While some individuals can manage the work-family conflict positively, some individuals may encounter negative consequences. Burnout and turnover intention are frequently seen among these results. In this process, the family and society can also have a positive or negative effect. Based on that, the aim of the research is to investigate the mediating role of burnout in the effect of work-family conflict on turnover intention and to reveal whether gender discrimination as a social norm has a moderating role. The study was conducted on the data collected by survey method from 418 participants operating in the service sector in Adana and Niğde region. The data were analyzed using SPSS and AMOS package programs. The results showed that burnout had a statistically partial mediating role in the effect of work-family conflict on turnover intention, and social norms did not have a statistical moderator role in these relationships (no effect on the direction and strength of relationships). The study is of distinctive importance thanks to its holistic examination of work-family conflict, burnout, turnover intention, and social norms.

___

  • Achoui, M. & Mansour, M. (2007). Employee turnover and retention strategies: Evidence from Saudi companies, International Review of Business Research Papers, 3, 1-16.
  • Ajala, E. M. (2017). Work-family-conflict and family-work-conflict as correlates of job performance among working mothers: Implications for industrial social workers. African Journal of Social Work, 7(1), 52-62.
  • Akintayo, D. I. (2010). Work-family role conflict and organizational commitment among industrial workers in Nigeria. International Journal of Psychology and Counselling, 2(1), 1-8.
  • Altindag, E., & Siller, F. (2014). Effects of flexible working method on employee performance: An empirical study in Turkey. Business and Economics Journal, 5, 1-7.
  • Andres, M., Moelker, R., & Soeters, J. (2012). The work–family interface and turnover intentions over the course of project-oriented assignments abroad. International Journal of Project Management, 30(7), 752-759.
  • Aslan, Z. & Etyemez, S. (2015). İşgörenlerin tükenmişlik düzeylerinin işten ayrılma niyeti üzerine etkisi: Hatay’daki otel işletmelerinde bir araştırma. İşletme Araştırmaları Dergisi, 7(3), 482-507.
  • Aycan, Z. (2008). Cross-cultural approaches to work-family conflict. In Handbook of Work-family Integration, 353-370, Academic Press.
  • Bamber, D., & Van Santen, J. P. (1985). How many parameters can a model have and still be testable?. Journal of Mathematical Psychology, 29(4), 443-473.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173.
  • Baumgartner, H., & Homburg, C. (1996). Applications of structural equation modeling in marketing and consumer research: A review. International Journal of Research in Marketing, 13(2), 139-161.
  • Bem, S. L. (1981). Gender schema theory: A cognitive account of sex typing. Psychological Review, 88(4), 354.
  • Bem, S. L. (1983). Gender schema theory and its implications for child development: Raising gender-aschematic children in a gender-schematic society. Signs: Journal of Women in Culture and Society, 8(4), 598-616.
  • Bentler, P. M. (1980). Multivariate analysis with latent variables: Causal modeling. Annual Review of Psychology, 31(1), 419-456.
  • Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588.
  • Blanch, A., & Aluja, A. (2012). Social support (family and supervisor), work–family conflict, and burnout: Sex differences. Human Relations, 65(7), 811-833.
  • Blomme RJ, Van Rheede A & Tromp D. M. (2010). Work-family conflict as a cause for turnover intentions in the hospitality industry. Tourism and Hospitality Research, 10, 269–85
  • Boles, J. S., Howard, W. G., & Donofrio, H. H. (2001). An investigation into the inter-relationships of work-family conflict, family-work conflict and work satisfaction. Journal of Managerial Issues, 376-390.
  • Bosch, M. J., Las Heras, M., Russo, M., Rofcanin, Y., & i Grau, M. G. (2018). How context matters: The relationship between family supportive supervisor behaviours and motivation to work moderated by gender inequality. Journal of Business Research, 82, 46-55.
  • Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit In Bollen KA & Long JS (Eds.), Testing structural equation models, 136–162.
  • Cameron, J. E. (2001). Social identity, modern sexism, and perceptions of personal and group discrimination by women and men. Sex Roles, 45(11-12), 743-766.
  • Cammann, C., Fichman, M., Jenkins, D., Klesh, J. (1979). The Michigan organizational assessment questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor.
  • Carlson, D., Ferguson, M., Hunter, E., & Whitten, D. (2012). Abusive supervision and work–family conflict: The path through emotional labor and burnout. The Leadership Quarterly, 23(5), 849-859.
  • Cheng, C., Cheng, C., Bartram, T., Bartram, T., Karimi, L., Karimi, L. & Leggat, S. (2016). Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout and turnover intention among nurses, Personnel Review, 45(6), 1200-1216.
  • Chiang, Y. M., & Chang, Y. (2012). Stress, depression, and intention to leave among nurses in different medical units: Implications for healthcare management/nursing practice. Health Policy, 108(2-3), 149-157.
  • Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
  • Çarıkçı, İ. H., & Çelikkol, Ö. (2009). İş–aile çatişmasinin örgütsel bağlılık ve işten ayrılma niyetine etkisi. Süleyman Demirel Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 9, 153-170.
  • Çetin, F. (Yayımlanmamış yayın) Tükenmişlik ölçeği geçerlilik ve güvenilirlik çalışması, İş ve İnsan Dergisi
  • Davidson, M. C., Timo, N., & Wang, Y. (2010). How much does labour turnover cost? A case study of Australian four‐and five‐star hotels. International Journal of Contemporary Hospitality Management.
  • Deery, S., Walsh, J., & Guest, D. (2011). Workplace aggression: The effects of harassment on job burnout and turnover intentions. Work, Employment and Society, 25(4), 742-759.
  • Demerouti, E., Bouwman, K., & Sanz-Vergel, A. I. (2011). Job resources buffer the impact of work-family conflict on absenteeism in female employees. Journal of Personnel Psychology.
  • DeTienne, K. B., Agle, B. R., Phillips, J. C., & Ingerson, M. C. (2012). The impact of moral stress compared to other stressors on employee fatigue, job satisfaction, and turnover: An empirical investigation. Journal of Business Ethics, 110(3), 377-391.
  • Dipboye, R. L., & Colella, A. (2005). The dilemmas of workplace discrimination. Discrimination at work: The Psychological and Organizational Bases, 425-462.
  • Dixon, M. A., & Bruening, J. E. (2005). Perspectives on work-family conflict in sport: An integrated approach. Sport Management Review, 8(3), 227-253.
  • Eagly, A. H. (1983). Gender and social influence: A social psychological analysis. American Psychologist, 38(9), 971.
  • Eagly, A. H., & Wood, W. (1999). The origins of sex differences in human behavior: Evolved dispositions versus social roles. American Psychologist, 54(6), 408.
  • Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of Management Review, 25, 178-199.
  • Efeoglu, I. E. (2006). The effects of work-family conflict on job stress, job satisfaction and organizational commitment: A study in the pharmaceutical industry. Unpublished Master’s Thesis, Çukurova University, Adana.
  • Elster, J. (1991). Rationality and social norms. European Journal of Sociology/Archives Europeennes de Sociologie, 32(1), 109-129.
  • Fornell, C. & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of Marketing Research, 18, 382-388.
  • Freudenberger, H. J. (1974). Staff burn‐out. Journal of Social Issues, 30(1), 159-165.
  • Frone, M. R., Barnes, G. M., & Farrell, M. P. (1994). Relationship of work-family conflict to substance use among employed mothers: The role of negative affect. Journal of Marriage and the Family, 1019-1030.
  • Goode, W. (1960). A theory of role strain. American Sociological Review, 25, 483-496.
  • Grandey, A. A., & Cropanzano, R. (1999). The conservation of resources model applied to work-family conflict and strain. Journal of Vocational Behavior, 54(2), 350-370.
  • Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76-88.
  • Gutek, B.A., Cohen, A.G. and Tsui, A. (1996), Reactions to perceived discrimination for work-family conflict, Human Relations, 49, 6, 791-813.
  • Gürbüz, S., & Bekmezci, M. (2012). İnsan kaynakları yönetimi uygulamalarının bilgi işçilerinin işten ayrılma niyetine etkisinde duygusal bağlılığın aracılık ve düzenleyicilik rolü. Istanbul University Journal of the School of Business, 41(2), 189-213.
  • Gürbüz, S., & Şahin, F. (2014). Sosyal bilimlerde araştırma yöntemleri, Ankara: Seçkin Yayıncılık.
  • Haar, J. M., Roche, M., & Taylor, D. (2012). Work–family conflict and turnover intentions of indigenous employees: The importance of the whanau/family for Maori. The International Journal of Human Resource Management, 23(12), 2546-2560.
  • Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis prentice hall. Upper Saddle River, NJ, 730.
  • Hamann, D. L., & Gordon, D. G. (2000). Burnout an occupational hazard: Many elements of a music teacher's life can contribute to stress and burnout. Here are some ideas to cope with and treat the condition before it becomes debilitating. Music Educators Journal, 87(3), 34-39.
  • Hamid, R. A., & Ahmad, U. N. U. (2017). The mediation effect of burnout on the relationship between work-family conflict and turnover intention among Malaysian women engineers. Advanced Science Letters, 23(9), 8971-8978.
  • Herda, D. N., & Lavelle, J. J. (2012). The auditor-audit firm relationship and its effect on burnout and turnover intention. Accounting Horizons, 26(4), 707-723.
  • Kalidass, A., & Bahron, A. (2015). The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover intention. International Journal of Business Administration, 6(5), 82.
  • Kara, E. (2018). İş-aile çatışmasının işten ayrılma niyeti üzerine etkisini belirlemeye yönelik turizm sektöründe bir araştırma: Edremit Körfezi örneği. İdealkent, 9(24), 733-750.
  • Karabay, M. E. (2015). Sağlık personelinin iş stresi, iş-aile çatışması ve iş-aile-hayat tatminlerine yönelik algılarının işten ayrılma niyeti üzerindeki etkilerinin belirlenmesi üzerine bir araştırma. Yönetim Bilimleri Dergisi, 13(26), 113-134.
  • Karakaş, A. (2017). Duygusal emek, tükenmişlik ve işten ayrılma niyeti arasındaki ilişki: Otel işletmesi çalışanları üzerine bir araştırma. İşletme Araştırmaları Dergisi, 9(1), 80-112.
  • Kessler, L. T. (2006). Keeping discrimination theory front and center in the discourse over work and family conflict. Pepp. L. Rev., 34, 313.
  • Khan, M. R. U., Nazir, N., Kazmi, S., Khalid, A., Kiyani, T. M. and Shahzad, A. (2014) Work-Family Conflict and Turnover Intentions: Mediating Effect of Stress. International Journal of Humanities and Social Science. 4(5), 92-100.
  • Kline, R. B. (2011). Convergence of structural equation modeling and multilevel modeling.
  • Kray, L. J., Howland, L., Russell, A. G., & Jackman, L. M. (2017). The effects of implicit gender role theories on gender system justification: Fixed beliefs strengthen masculinity to preserve the status quo. Journal of Personality and Social Psychology, 112(1), 98.
  • Kundu, S. C., Phogat, R. S., Datta, S. K., & Gahlawat, N. (2016). Impact of workplace characteristics on work-family conflict of dual-career couples. International Journal of Organizational Analysis, 24, 883-907.
  • Labrague, L. J., McEnroe‐Petitte, D. M., Gloe, D., Tsaras, K., Arteche, D. L., & Maldia, F. (2017). Organizational politics, nurses' stress, burnout levels, turnover intention and job satisfaction. International Nursing Review, 64(1), 109-116.
  • Lambert, E., Hogan, N. L. & Altheimer, I. (2010). The association between work-family conflict and job burnout among correctional staff: A preliminary study. American Journal of Criminal Justice, 35(1-2), 37-55.
  • Lee, S. H., & Jeong, D. Y. (2017). Job insecurity and turnover intention: organizational commitment as mediator. Social Behavior and Personality: An International Journal, 45(4), 529-536.
  • Linehan, M., & Walsh, J. S. (2000). Work–family conflict and the senior female international manager. British Journal of Management, 11, 49-58.
  • Long, C. S., Ajagbe, A. M., Nor, K. M. and Suleiman, E. S. (2012) The approaches to increase employees’ loyalty: A review on employees’ turnover models. Australian Journal of Basic and Applied Sciences,, 6(10), 282-291.
  • Lu, L., Kao, S. F., Chang, T. T., Wu, H. P., & Cooper, C. L. (2011). Work/family demands, work flexibility, work/family conflict, and their consequences at work: A national probability sample in Taiwan. International Perspectives in Psychology: Research, Practice, Consultation, 1(S), 68.
  • Lu, A. C. C. & Gursoy, D. (2016). Impact of job burnout on satisfaction and turnover intention: Do generational differences matter?. Journal of Hospitality & Tourism Research, 40(2), 210-235.
  • Lu, Y., Hu, X. M., Huang, X. L., Zhuang, X. D., Guo, P., Feng, L. F. & Hao, Y. T. (2017). The relationship between job satisfaction, work stress, work-family conflict, and turnover intention among physicians in Guangdong, China: a cross-sectional study. BMJ Open, 7(5), 1-12.
  • Maier, C., Laumer, S., Eckhardt, A. and Weitzel, T. (2013) Analysing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention. The Journal of Strategic Information Systems, 22(3), 193- 207. Marsh, H. W., Hau, K. T., Artelt, C., Baumert, J., & Peschar, J. L. (2006). OECD's brief self-report measure of educational psychology's most useful affective constructs: Cross-cultural, psychometric comparisons across 25 countries. International Journal of Testing, 6(4), 311-360.
  • Maslach, C. (1982). Burnout: The cost of caring. California. Ishk.
  • Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113.
  • Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397-422.
  • Minnotte, K. L., Minnotte, M. C., & Bonstrom, J. (2015). Work–family conflicts and marital satisfaction among US workers: Does stress amplification matter?. Journal of Family and Economic Issues, 36(1), 21-33.
  • Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493.
  • Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of Applied Psychology, 81(4), 400.
  • Nye, C. D., Brummel, B. J., & Drasgow, F. (2009). Differentiating gender discrimination and sexist behavior: An examination of antecedents and outcomes. Military Psychology, 21(3), 299-314.
  • Özbağ, G. K., & Ceyhun, G. Ç. (2014). Does job satisfaction mediate the relationship between work-family conflict and turnover? A study of Turkish marine pilots. Procedia-Social and Behavioral Sciences, 140, 643-649.
  • Parasuraman, S., & Simmers, C. A. (2001). Type of employment, work–family conflict and well‐being: A comparative study. Journal of Organizational Behavior, 22(5), 551-568.
  • Perlman, F. T., & Brandell, J. R. (2010). Psychoanalytic theory. Theory and Practice in Clinical Social work, 101-131.
  • Perrewé, P. L., & Hochwarter, W. A. (2001). Can we really have it all? The attainment of work and family values. Current Directions in Psychological Science, 10(1), 29-33.
  • Rexroat, C., & Shehan, C. (1987). The family life cycle and spouses' time in housework. Journal of Marriage and the Family, 737-750.
  • Roseman, E. 1981, Managing employee turnover: a positive approach, AMACOM, New York.
  • Santos, G. G., & Cabral‐Cardoso, C. (2008). Work‐family culture in academia: A gendered view of work‐family conflict and coping strategies. Gender in Management: An International Journal, 23, 442-457.
  • Schaufeli, W. B., & Salanova, M. (2007). Efficacy or inefficacy, that's the question: Burnout and work engagement, and their relationships with efficacy beliefs. Anxiety, Stress, and Coping, 20(2), 177-196.
  • Schwepker Jr, C. H. (2001). Ethical climate's relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of Business Research, 54(1), 39-52.
  • Seçilmiş, C., & Kılıç, İ. (2017). Örgütsel güven, iş-aile çatışması ve işten ayrılma niyeti ilişkisinin belirlenmesi: Seyahat acentelerinde bir uygulama. Turizm Akademik Dergisi, 4(1), 65-79.
  • Shaffer, M. A., Joplin, J. R., Bell, M. P., Lau, T., & Oguz, C. (2000). Gender discrimination and job-related outcomes: A cross-cultural comparison of working women in the United States and China. Journal of Vocational Behavior, 57(3), 395-427.
  • Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology, 13, 290-312.
  • Sunstein, C. R. (1996). Social norms and social roles. Columbia Law Review, 96(4), 903-968.
  • Thanacoody, P. R., Bartram, T., & Casimir, G. (2009). The effects of burnout and supervisory social support on the relationship between work‐family conflict and intention to leave: A study of Australian cancer workers. Journal of Health Organization and Management, 23(1), 53-69.
  • Tracey, J. B., & Hinkin, T. R. (2008). Contextual factors and cost profiles associated with employee turnover. Cornell Hospitality Quarterly, 49(1), 12-27.
  • Vandenberg, R. J., & Nelson, J. B. (1999). Disaggregating the motives underlying turnover intentions: When do intentions predict turnover behavior?. Human Relations, 52(10), 1313-1336.
  • Vanderpool, C., & Way, S. A. (2013). Investigating work–family balance, job anxiety, and turnover intentions as predictors of health care and senior services customer-contact employee voluntary turnover. Cornell Hospitality Quarterly, 54(2), 149-160.
  • Wang, Y., Liu, L., Wang, J., & Wang, L. (2012). Work-family conflict and burnout among Chinese doctors: The mediating role of psychological capital. Journal of Occupational Health, 54(3), 232-240.
  • Wang, I. A., Lee, B. W. & Wu, S. T. (2017). The relationships among work-family conflict, turnover intention and organizational citizenship behavior in the hospitality industry of Taiwan. International Journal of Manpower, 38(8), 1130-1142.
  • Wong, C. A. & Laschinger, H. K. S. (2015). The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study, International Journal of Nursing Studies, 52(12), 1824-1833.
  • Yavuz, M., & Akca, M. (2018). Çatışma, stres, tükenmişlik ve işten ayrılma niyeti: Medeni durum ve cinsiyete göre farklılıkların incelenmesi. İşletme Araştırmaları Dergisi, 10(2), 827-846.
  • Yıldırım, M. H., Erul, E. E., & Kelebek, P. (2014). Tükenmişlik ile işten ayrılma niyeti arasindaki ilişki banka çalışanları üzerine bir araştırma. Organizasyon ve Yönetim Bilimleri Dergisi, 6(1), 34-44.
  • Yıldız, B., Ensari, M. Ş., Elçi, M., & Karabay, M. E. (2019). İş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde tükenmişliğin aracı etkisi. İş ve İnsan Dergisi, 6(1), 13-27.
  • Yılmaz, S. E. (2018). İş-aile çatışmasının, tükenmişlik ve işten ayrılma niyeti üzerindeki etkisi: Sosyal normların düzenleyici rolü, Master's Thesis, Niğde Ömer Halisdemir Üniversitesi/Sosyal Bilimler Enstitüsü, Niğde.
Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi-Cover
  • ISSN: 1308-2922
  • Yayın Aralığı: Yılda 6 Sayı
  • Başlangıç: 2008
  • Yayıncı: Pamukkale Üniversitesi