İş-Aile Çatışmalarının Bireysel ve Örgütsel Sonuçları Üzerine Uygulamalı Bir Araştırma

İş aile çatışmaları "işin aileyle çatışması" (İAÇ) ve "ailenin işle çatışması" (AİÇ) şeklinde iki temel boyutuyla ele alınmaktadır. Bu çalışma iş-aile çatışmalarının bireysel ve örgütsel sonuçlarını ortaya koymak; İAÇ ve AİÇ durumlarının bireysel ve örgütsel sonuçları ne derecede etkilediğini test etmek amacıyla gerçekleştirilmiştir. Çalışma, Yozgat ilinde görev yapmakta olan ikinci kademe bayan öğretmenler üzerinde yapılan bir anket çalışması ile desteklenmiştir. Elde edilen veri seti regresyon analizine tabi tutulmuş; bu sayede İAÇ ve AİÇ durumlarının işaile çatışmasının bireysel ve örgütsel sonuçları üzerindeki etki gücü test edilmiştir. İş-aile çatışmalarının potansiyel bireysel sonuçları "aile bağlılığı ve ailenin içerdiği anlam", "aile memnuniyeti", "hayat memnuniyeti", "tükenmişlik ve moralsizlik hissi" şeklinde ele alınmıştır. Örgütsel sonuçlar ise "işe bağlılık ve işin içerdiği anlam", "iş memnuniyeti", "devamsızlık ve ayrılma isteği", "verimsizlik hissi" olarak sıralanmıştır. Regresyon analizi sonucunda iş-aile çatışmasının bireysel sonuçlarından olan "hayat memnuniyeti", hem İAÇ ve hem de AİÇ durumundan etkilenmektedir (p

Work-family conflict has two fundamental dimension called "work interference with family conflict" (WFC) and "family interference with work conflict" (FWC). Current study aims to point out the individual and organizational outcomes of work-family conflict and to test the degree of affect of the WFC and FWC on individual and organizational outcomes of the work-family conflict. This study was supported with the questionnaire, which performed on second grade female teachers working in Yozgat. Regression analysis was used in process of data analysis. So it was tested the effectiveness of WFC and FWC on individual and organizational outcomes of the work-family conflict. Individual outcomes of the work-family conflict are family involvement and importance of family, family satisfaction, life satisfaction, burnout and depression. Organizational outcomes are also work involvement and importance of work, work satisfaction, absenteeism and intention to leave, and feeling of guilt. Findings demonstrated that the "life satisfaction", one of the individual outcomes of work-family conflict, is affected by both WFC and FWC at the same level (p<0,05). "family satisfaction", another individual outcome of work-family conflict, is affected more powerful by WFC (p<0,01) than the FWC (p<0,05). In addition, findings showed that "burnout and depression" was completely associated with FWC (p<0,01). It was seem that the "absenteeism and intention to leave", one of the organizational outcomes of work-family conflict, is explained by WFC (p<0,01); another outcome "feeling of guilt" is associated with FWC (p<0,01).

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