Araştırma Makalesi
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İşe Bağlılık ve Adil Dünya İnancı: Kamu Çalışanları Üzerine Bir Araştırma

Yıl 2020, Cilt: 11 Sayı: Ek, 104 - 109, 31.12.2020

Öz

Günümüzde çalışma ortamının fiziksel koşulları, özlük hakları, kariyer olanakları, maaş gibi dışsal faktörlerin yanı sıra iş tatmini, motivasyon, değerler sistemi gibi kişisel/içsel faktörlerin de işyerindeki verimliliği etkilediği göze çarpmaktadır. Bu nedenle araştırmada kamu çalışanlarının işe bağlılık düzeyleri ile adil dünya inançları arasındaki ilişkiyi belirlemek amaçlanmıştır. Araştırmanın çalışma grubu farklı devlet kurum ve kuruluşlarında memuriyetini sürdüren 164 kamu çalışanından oluşmaktadır. Verilerin toplanmasında kişisel bilgi formu, Utrecht İşe Bağlılık Ölçeği, Kişisel ve Genel Adil Dünya İnancı Ölçeği kullanılmıştır. Katılımcıların işe bağlılık puanları ile adil dünya inancı puanları arasında negatif yönde anlamlı bir ilişki tespit edilmiştir (r = -.20, p<.01). Araştırma sonuçlarına göre; katılımcıların adil dünya inancı düzeyleri çalışanların işe ait hissedip hissetmediklerine veya kamu görevinden ayrılma niyetlerine göre farklılık göstermemektedir. Araştırma sonuçları alan yazındaki diğer çalışmalar ışığında tartışılmış ve araştırmacılara yönelik birtakım öneriler sunulmuştur.

Kaynakça

  • Begue, L., & Muller, D. (2006). Belief in a just world as moderator of hostile attributional bias. British Journal of Social Psychology, 45(1), 117-126.
  • Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort and performance. Journal of Applied Psychology, 81(4), 358-368.
  • Correia, I., & Dalbert, C. (2008). School bullying: Belief in a personal just world of bullies, victims and defenders. European Psychologist, 13(4), 248-254.
  • Dalbert, C. (1999). The world is more just for me than generally: About the personal belief in a just world scale's validity. Social Justice Research, 12(2), 79-98.
  • Dalbert, C. (2002). Beliefs in a just world as a buffer against anger. Social Justice Research, 15, 123-145.
  • Dalbert, C., Montada, L., & Schmitt, M. (1987). Belief in a just world: Validation correlates of two scales. Psychologische Beitrage, 29(4), 596-615.
  • Dubinsky, A. J., & Hartley, S. W. (1986). A path-analytic study of a model of salesperson performance. Journal of the Academy of Marketing Science, 14(1), 36-46.
  • Eryılmaz, A., ve Doğan, T. (2012). İş yaşamında öznel iyi oluş: Utrecht İşe Bağlılık Ölçeğinin psikometrik niteliklerinin incelenmesi. Klinik Psikiyatri Dergisi, 15(1), 49-55.
  • Göregenli, M. (2003). Şiddet, kötü muamele ve işkenceye ilişkin değerlendirmeler, tutumlar ve deneyimler. İşkencenin Önlenmesinde Hukukçuların Rolü Projesi Raporu, İzmir, Türkiye.
  • Hafer, C. L., & Begue, L. (2005). Experimental research on just-world theory: Problems, developments, and future challenges. Psychological Bulletin, 131(1), 128.
  • Igbaria, M., Parasuraman, S., & Badawy, M. K. (1994). Work experiences, job involvement, and quality of work life among information systems personnel. MIS Quarterly, 18(2), 175-201.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
  • Karasar, N. (2009). Bilimsel Araştırma Yöntemi. Ankara: Nobel.
  • Lerner, M. J. (1965). Evaluation of performance as a function of performer's reward and attractiveness. Journal of Personality and Social Psychology, 1(4), 355-360.
  • Lerner, M. J. (1980). The Belief in a Just World: A Fundamental Delusion. New York: Springer.
  • Lodahl, T. M., & Kejner, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49(1), 24-33.
  • Morrow, P. C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of Management Review, 8(3), 486-500.
  • Saleh, S. D., & Hosek, J. (1976). Job involvement: Concepts and measurements. Academy of Management Journal, 19(2), 213-224.
  • Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
  • Shih, K. H., Hsieh, Y. R., & Lin, B. (2009). Moderator effects to internal audits' self-efficacy and job involvement. International Journal of Accounting and Information Management, 17(2), 151-165.
  • Tomaka, J., & Blascovich, J. (1994). Effects of justice beliefs on cognitive appraisal of and subjective physiological and behavioral responses to potential stress. Journal of Personality and Social Psychology, 67(4), 732.

Work Engagement and Belief in a Just World: A Research on Public Employees

Yıl 2020, Cilt: 11 Sayı: Ek, 104 - 109, 31.12.2020

Öz

Today, it is striking that besides external factors such as physical conditions of the working environment, personal rights, career opportunities and salary, personal/internal factors such as job satisfaction, motivation, and value system also affect productivity in the workplace. Therefore, it was aimed in this research to determine the relationship between the work engagement levels of public employees and their just world beliefs. The study group consists of 164 public employees who work in different state institutions and organizations. Personal information form, Utrecht Work Engagement Scale, Personal and General Belief in a Just World Scale were used in data collection. A significant negative relationship was found between the work engagement scores and the just world belief scores of the participants (r = -.20, p<.01). Levels of just world belief do not differ according to whether employees' feeling of belonging to the workplace or their intention to leave the public service. The results were discussed in the light of other studies in the literature and some suggestions for the researchers were presented.

Kaynakça

  • Begue, L., & Muller, D. (2006). Belief in a just world as moderator of hostile attributional bias. British Journal of Social Psychology, 45(1), 117-126.
  • Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort and performance. Journal of Applied Psychology, 81(4), 358-368.
  • Correia, I., & Dalbert, C. (2008). School bullying: Belief in a personal just world of bullies, victims and defenders. European Psychologist, 13(4), 248-254.
  • Dalbert, C. (1999). The world is more just for me than generally: About the personal belief in a just world scale's validity. Social Justice Research, 12(2), 79-98.
  • Dalbert, C. (2002). Beliefs in a just world as a buffer against anger. Social Justice Research, 15, 123-145.
  • Dalbert, C., Montada, L., & Schmitt, M. (1987). Belief in a just world: Validation correlates of two scales. Psychologische Beitrage, 29(4), 596-615.
  • Dubinsky, A. J., & Hartley, S. W. (1986). A path-analytic study of a model of salesperson performance. Journal of the Academy of Marketing Science, 14(1), 36-46.
  • Eryılmaz, A., ve Doğan, T. (2012). İş yaşamında öznel iyi oluş: Utrecht İşe Bağlılık Ölçeğinin psikometrik niteliklerinin incelenmesi. Klinik Psikiyatri Dergisi, 15(1), 49-55.
  • Göregenli, M. (2003). Şiddet, kötü muamele ve işkenceye ilişkin değerlendirmeler, tutumlar ve deneyimler. İşkencenin Önlenmesinde Hukukçuların Rolü Projesi Raporu, İzmir, Türkiye.
  • Hafer, C. L., & Begue, L. (2005). Experimental research on just-world theory: Problems, developments, and future challenges. Psychological Bulletin, 131(1), 128.
  • Igbaria, M., Parasuraman, S., & Badawy, M. K. (1994). Work experiences, job involvement, and quality of work life among information systems personnel. MIS Quarterly, 18(2), 175-201.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
  • Karasar, N. (2009). Bilimsel Araştırma Yöntemi. Ankara: Nobel.
  • Lerner, M. J. (1965). Evaluation of performance as a function of performer's reward and attractiveness. Journal of Personality and Social Psychology, 1(4), 355-360.
  • Lerner, M. J. (1980). The Belief in a Just World: A Fundamental Delusion. New York: Springer.
  • Lodahl, T. M., & Kejner, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49(1), 24-33.
  • Morrow, P. C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of Management Review, 8(3), 486-500.
  • Saleh, S. D., & Hosek, J. (1976). Job involvement: Concepts and measurements. Academy of Management Journal, 19(2), 213-224.
  • Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
  • Shih, K. H., Hsieh, Y. R., & Lin, B. (2009). Moderator effects to internal audits' self-efficacy and job involvement. International Journal of Accounting and Information Management, 17(2), 151-165.
  • Tomaka, J., & Blascovich, J. (1994). Effects of justice beliefs on cognitive appraisal of and subjective physiological and behavioral responses to potential stress. Journal of Personality and Social Psychology, 67(4), 732.
Toplam 21 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Fatma İrem Değerli 0000-0003-4235-810X

Zehra Birol 0000-0001-8545-085X

Yayımlanma Tarihi 31 Aralık 2020
Gönderilme Tarihi 6 Kasım 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 11 Sayı: Ek

Kaynak Göster

APA Değerli, F. İ., & Birol, Z. (2020). İşe Bağlılık ve Adil Dünya İnancı: Kamu Çalışanları Üzerine Bir Araştırma. Gümüşhane Üniversitesi Sosyal Bilimler Dergisi, 11(Ek), 104-109. https://doi.org/10.36362/gumus.822694