İşyerinde Deneyimlenen Eğlencenin Pozitif Bireysel ve Örgütsel Çıktılara Etkisi

Elif Bilginoğlu; Uğur Yozgat

doi:10.31461/ybpd.486737

Research Article

İşyerinde Deneyimlenen Eğlencenin Pozitif Bireysel ve Örgütsel Çıktılara Etkisi

Year 2018, Volume: 2 Issue: 4, 399 - 413, 24.12.2018

Elif Bilginoğlu Uğur Yozgat

https://doi.org/10.31461/ybpd.486737

Cited By: 1

Abstract

Türkiye’de
bankacılık sektöründe faaliyet gösteren özel bankaların genel müdürlük
çalışanlarının işyerlerinde deneyimledikleri eğlencenin pozitif bireysel ve örgütsel
çıktılar üzerindeki etkilerini bütüncül bir model altında incelemeyi amaçlayan
bu çalışmanın araştırması, Türkiye’de bankacılık sektöründe faaliyet gösteren
ve Türkiye Bankalar Birliği tarafından yayınlanan “Üye Bankalar” listesinde
yer alan 25 özel bankanın 18’inde kolayda örnekleme yöntemiyle gerçekleştirilmiştir.
Bu çerçevede, söz konusu bankaların 367 genel müdürlük çalışanının düşünce ve
algıları temel alınmıştır. Araştırmaya
katılan 367 bankacının % 61.3’ünü kadınlar oluşturmaktadır, katılanların % 53.7’si
evli, % 87.9’u üniversite mezunu
ve ortalama yaşları 31.62’dir. Araştırma bulguları, örneklem bağlamında,
çalışanların işyerinde deneyimledikleri eğlencenin, örgüte duygusal
bağlılık, örgütle özdeşleşme, sosyal iklim, çalışma grubuna bağlılık ve
işyeri arkadaşlıkları üzerinde olumlu, işten ayrılma niyeti üzerinde ise
olumsuz etkiye sahip olduğunu; bunun yanı sıra işyerinde deneyimlenen
eğlence-işten ayrılma niyeti ilişkisi üzerinde örgüte duygusal bağlılık, örgütle
özdeşleşme, sosyal iklim, çalışma grubuna bağlılık ve işyeri
arkadaşlıklarının aracı etkisi olduğu ortaya koymaktadır. Yerli alanyazında
eğlenceli bir çalışma ortamı ve işyerinde deneyimlenen eğlence üzerine
yapılmış ilk çalışmalardan biri olan bu araştırmada ortaya konulan
bulguların endüstri ve örgüt psikolojisi alanyazınına katkıda bulunması
hedeflenmektedir.

Keywords

İşyerinde Eğlence, Deneyimlenen Eğlence, Örgütsel Çıktılar, Bireysel Çıktılar, İşten Ayrılma Niyeti

References

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The Effects of Experienced Fun at Work on Positive Individual and Organizational Outcomes

Year 2018, Volume: 2 Issue: 4, 399 - 413, 24.12.2018

Elif Bilginoğlu Uğur Yozgat

https://doi.org/10.31461/ybpd.486737

Cited By: 1

Abstract

This
study which aims to examine the effects of workplace fun perceptions of
employees who work for the headquarters of the private banks in Turkish banking
industry on the individual and organizational outcomes, comprises 18 of 25 of the
private banks that are operating in Turkish Banking Industry. In this context,
the opinions and perceptions of convenience sampled 367 employees who work for
the headquarters of these banks are taken as base. The participants consisted
of 61.3 % women, among the participants 53.7 % are married, 87.9 % have a
university degree and their mean age is 31.62. The findings of the study reveal
that the experienced fun at work has a positive effect on affective commitment,
organizational identification, social climate, workgroup cohesion and workplace
friendship, and a negative effect on intention to leave, whilst affective
commitment, organizational identification, social climate, workgroup cohesion
and workplace friendship have mediating effects on experienced fun at work-intention
to leave relationship. This study, which is one of the first researches on
workplace fun in the Turkish academic literature, aims to contribute to
organizational psychology literature with its findings.

Keywords

Workplace Fun, Experienced Fun, Organizational Outcomes, Individual Outcomes, Intention to Leave

References

Ashforth, B.E., Mael, F.A. (1996). Organizational identity and strategy as a context for the individual. Advances in Strategic Management, 13, 19-64.
Baron, R.M., D.A. Kenny (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Barutçugil, İ. (2011). Kültürler arası yönetim. İstanbul: Kariyer Yayıncılık.
Bennett, J.B. (2004). Social climate research. W.E. Craighead ve C.B. Nemeroff (Ed.), The Concise Corsini Encylopedia of Psychology and Behavioral Science içinde (906- 910). Hoboken: New Jersey: John Wiley & Sons, Inc.
Berg, D. (2001). The power of a playful spirit at work, The Journal for Quality and Participation, 24(2), 57-62.
Berman, E.M., West, J.P., Richter, M.N. (2002). Workplace relations: Friendship patterns and consequences (according to managers), Public Administration Review, 62(2), 217-230.
Blau, G. (1989). Testing the generalizability of a career commitment measure and its impact on employee turnover, Journal of Vocational Behavior, 35, 88-103.
Bruhn, J. (2009). The Group Effect: Social Cohesion and Health Outcomes. USA: Springer Science+Business Media.
Cameron, K.S. (2013). Advances in positive organizational scholarship. Arnold B. Bakker (Ed.), Advances in Positive Organizational Psychology içinde (23-44). UK: Emerald Group Publishing.
Caudron, S. (1992). Humor is healthy in the workplace, Personnel Journal, 71(6), 63-68.
Çetin, M. (2009). Çalışanların mizah tarzlarının işe ilişkin duygusal iyilik algıları üzerine etkisi ve sosyal iklimin bu ilişki üzerindeki şartlı değişken rolü. Yayınlanmamış Yüksek Lisans Tezi. İstanbul: Marmara Üniversitesi Sosyal Bilimler Enstitüsü.
Das, I. (2012). Worried about the bottom line? Have fun!, Human Factor, 3(5), 3.
Edwards, M.R. ve Peccei, R. (2007). Organizational identification: Development and testing of a conceptually grounded measure, European Journal of Work and Organizational Psychology, 16(1), 25-57.
Eroğlu, A. (2010). Çok değişkenli istatistik tekniklerin varsayımları. Ş. Kalaycı (Ed.), SPSS Uygulamalı Çok Değişkenli Istatistik Teknikleri içinde. Ankara: Asil Yayın Dağıtım Ltd.Şti.
Firth, D., Leigh, A. (1998). The Corporate Fool. Oxford: Capstone Publishing Limited.
Firth, L., Mellor, D.J., Moore, K.A. ve Loquet, C. (2004). How can managers reduce employee intention to quit?, Journal of Managerial Psychology, 19(2), 170-187.
Fishbein M., Ajzen I. (1975). Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research. Reading, MA: Addison-Wesley.
Fleming, P. (2005b). Workers’ playtime? Boundaries and cynicism in a “culture of fun” program, Journal of Applied Behavioral Science, 41, 285-303.
Forsyth, D.R. (2010). Group dynamics. USA: Cengage Learning.
Georganta, K. (2012). Fun in the workplace: A matter for health psychologists? The European Health Psychologist, 14(2), 41-45.
Glasser, W. (1984). Control Theory: A new explanation of how we control our lives. New York: Harper&Row.
Glasser, W. (2005). Kişisel özgürlüğün psikolojisi (Seçim Teorisi). (M. İzmirli, Çev.). İstanbul: Hayat Yayıncılık. (Orijinal Çalışma Basım Tarihi 1998).
Griffeth, R.W., Hom, P.W., Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium, Journal of Management, 26(3), 463-488.
Guimaraes, T. (1996). Assessing employee turnover intentions before/after BPR, W.J. Orlikowski, G. Walsham, M.R. Jones ve J. DeGross (Ed.), Information Technology and Changes in Organizational Work içinde (131-153). UK: Springer International.
Hofstede, G., Hofstede, G.J., Minkov, M. (2010). Cultures and organizations: Software of the mind. New York: McGraw Hill.
İslamoğlu, A.H., Alnıaçık, Ü. (2014). Sosyal bilimlerde araştırma yöntemleri. İstanbul: Beta.
İşçan, Ö.F. (2006). Dönüştürücü/etkileşimci liderlik algısı ve örgütsel özdeşleşme İişkisinde Bireysel Farklılıkların Rolü, Akdeniz Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11, 160-177.
Jaros, S.J., Jermier, J.M., Koehler, J.W., Sincich, T. (1993). Effects of continuance, affective, and moral commitment on the withdrawal process: An evaluation of eight structural equation models. Academy of Management Journal, 36, 951-995.
Jayne, V. (2005). Don’t worry, be happy: Should work be fun? New Zealand Management, 52, 28-35.
Jöreskog, K.G., Sörbom, D. (2006). LISREL 8.80 for Windows. Lincolnwood, IL: Scientific Software International.
Kador, J. (2000, July 17). Changing the workforce rules, Infoworld, 22(29), 77-78.
Kalaycı, Ş.H. (2005). SPSS uygulamalı çok değişkenli istatistik teknikleri. 3.Basım, Ankara: Asil Yayın Dağıtım.
Karl, K.A. ve Peluchette, J.V. (2006). How does workplace fun impact employee perceptions of customer service quality? Journal of Leadership and Organizational Studies, 13(2), 2-13.
Kärreman, D., Alvesson, M. (2009). Resisting resistance: Counter-resistance, consent and compliance in a consultancy firm, Human Relations, 62(8), 1115-1144.
Kloos, B., Hill, J., Thomas, E., Wandersman, A., Elias, M.J., Dalton, J.H. (2011). Community psychology: Linking individuals and communities. Australia: Wadsworth Cengage Learning.
Lee, S.M. (1969). Organizational identification of scientists. Academy of Management Journal, 12, 327-337.
Litwin, G. ve Stringer, R.A. (1968). Motivation and organizational climate. Cambridge, Ma: Harvard University Press.
Lyttle, J. (2010). A realistic look at why work is not more fun, International Journal of Arts and Sciences, 3(13), 532-541.
Mael, F., Ashforth, B.E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification, Journal of Organizational Behavior, 13(2), 103-123.
Manion, J. (2011). From management to leadership. USA: Jossey-Bass.
Maslow, A. (1954). Motivation and personality. NewYork: Harper Bow.
Meydan, C.H., Şeşen, H. (2011). Yapısal eşitlik modellemesi AMOS uygulamaları. Ankara: Detay.
Meyer, J.P., Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Meyer, J.P., Allen, N.J. (1997). Commitment in the workplace: Theory, Research, and Application. London: SAGE Publications.
Mobley, W., Griffeth, R., Hand, H., Meglino, B. (1979). Review and conceptual analysis of the employee turnover process, Psychological Bulletin, 86(3), 493-522.
Nelson, M.J. (2012). Soviet and American precursors to the gamification of work. MindTrek 2012, October 3-5, 2012, Tampere, Finland.
Nielsen, I.K., Jex, S.M., Adams, G.A. (2000). Development and validation of scores on a two dimensional workplace friendship scale, Educational and Psychological Measurement, 60(4), 628-643.
Ofoegbu, O.E., Akanbi, P.A., Akhanolu, I.O. (2012). Association between perception of organizational politics and workplace friendship, International Business and Management, 5(2), 61-70.
Owler, K. (2008). Fun at work: Fad or serious business? New Zealand Management, 55(3),40-42.
Owler, K., Morrison, R., Plester, B. (2010). Does fun work? The complexity of promoting fun at work, Journal of Management & Organization, 16(3), 338-352.
Peters, T., Austin, N. (1985). A passion for excellence: The leadership difference. New York: Random House.
Pfeffer, J. (1981). Four laws of organizational research. A.H. Van de Ven ve W.F. Joyce (Ed). Perspectives on organization design and behavior içinde (409-418). New York: Wiley.
Plester, B. (2016). The complexity of workplace humour: Laughter, Jokers and the dark side of humour. Heidelberg: Springer.
Podsakoff, P.M., MacKenzie, S.B. (1994). An examination of the psychometric properties and nomological validity of some revised and reduced substitutes for leadership scales, Journal of Applied Psychology, 79(5), 702-713.
Pryor, M.G., Humpreys, J., Taneja, S. (2008). Freeing prisoners of work, Industrial Management, 50(5), 21-24.
Redman, T., Mathews, B. (2002). Managing services: Should we be having fun?, The Service Industries Journal, 22(3), 51-62.
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Primary Language	Turkish
Journal Section	Volume:2, Issue:4 December
Authors	Elif Bilginoğlu 0000-0003-1481-0170 Uğur Yozgat This is me 0000-0001-9893-3551
Publication Date	December 24, 2018
Published in Issue	Year 2018 Volume: 2 Issue: 4

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APA	Bilginoğlu, E., & Yozgat, U. (2018). İşyerinde Deneyimlenen Eğlencenin Pozitif Bireysel ve Örgütsel Çıktılara Etkisi. Yaşam Becerileri Psikoloji Dergisi, 2(4), 399-413. https://doi.org/10.31461/ybpd.486737

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https://doi.org/10.33206/mjss.907207

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