An examination of intergenerational organizational commitment, job satisfaction, and cynicism attitudes: a research in the energy sector
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Tarih
2022
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Adana Alparslan Türkeş Bilim ve Teknoloji Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Kuşak kavramı yönetimde her zaman varolmuş bir kavramdır. Kuşak, hemen hemen aynı yıllarda doğan insan gruplarından oluşan, yaşadıkları dönemin koşul ve özelliklerini taşıyan topluluk olarak isimlendirebiliriz. Bugün iş hayatında bir çok kuşağın bir arada çalıştığın görmekteyiz. Bu kuşakların bir arada çalışmalarından doğacak problemler veya uyum tüm organizasyon yapısına etki edecektir. Bu çalışmada örgütsel bağlılık, iş tatmini ve örgütsel sinizm arasındaki ilişki Bebek patlaması, X, Y ve Z kuşakları arasındaki farklılıklar düzeyinde incelenmiştir. Araştırmamız; Adana ilinde enerji sektöründe farklı büyüklük ve yapıdaki kuruluşlarda gerçekleştirilmiştir. Yapılan çalışmada elde ettiğimiz veriler anket yöntemi yüz yüze toplanmış ve kullanılabilir durumda olan 369 anket elde edilmiştir. Araştırmaya katılanlara örgütsel bağlılık ölçeği bağlamında Allen ve Meyer'in 1990'da geliştirdikleri üç bileşenli (duygusal, devam ve normatif) bağlılık ölçeği kullanılmıştır. İş tatmini bağlamında; Minnesota İş Tatmini Ölçeği kullanılmıştır son olarak örgütsel sinizm düzeyini ölçmek için Kalağan (2009) tarafından Türkçeye uyarlanan Brandes ve diğerleri tarafından geliştirilen "Örgütsel Sinizm Ölçeği" (1999) kullanılmıştır. Çalışmada elde edilen verilerin analizi sonucunda Z kuşağına ilişkin sonuçlar incelendiğinde örgütsel bağlılık ile iş tatmini arasında pozitif yönlü ve anlamlı (0,526), örgütsel bağlılık ile örgütsel sinizm arasında negatif yönlü ve anlamlı (-0,509), iş tatmini ile örgütsel sinizm arasında negatif yönlü ve anlamlı (-0,655) bir ilişkinin olduğu gözlenmiştir. Y kuşağına ilişkin sonuçlar incelendiğinde örgütsel bağlılık ile iş tatmini arasında pozitif yönlü ve anlamlı (0,581), örgütsel bağlılık ile örgütsel sinizm arasında negatif yönlü ve anlamlı (-0,371), iş tatmini ile örgütsel sinizm arasında negatif yönlü ve anlamlı (-0,452) bir ilişkinin olduğu gözlenmiştir. X kuşağına ilişkin sonuçlar incelendiğinde örgütsel bağlılık ile iş tatmini arasında pozitif yönlü ve anlamlı (0,589), örgütsel bağlılık ile örgütsel sinizm arasında negatif yönlü ve anlamlı (-0,344), iş tatmini ile örgütsel sinizm arasında negatif yönlü ve anlamlı (-0,651) bir ilişkinin olduğu gözlenmiştir.
The concept of generation is a concept that has always existed in management. A generation is a group of people born in nearly the same year and who share the conditions and characteristics of the period in which they lived. In today's business world, we see many generations working together. Problems or harmony that will arise from the work of these generations together will affect the entire organizational structure. In this study, the relationship between organizational commitment, job satisfaction, and organizational cynicism was investigated at the level of differences between X, Y, and Z generations. Our research; was carried out in private sector organizations of different sizes and structures in Adana. The data we obtained in the study were collected face-to-face using the survey method and 369 usable questionnaires were obtained. In the context of the organizational commitment scale, the three-component (emotional, continuance, and normative) commitment scale developed by Allen and Meyer in 1990 was used for the participants in the research. In the context of job satisfaction; Minnesota Job Satisfaction Scale was used. Finally, the "Organizational Cynicism Scale" (1999) developed by Brandes et al., adapted to Turkish by Kalağan (2009), was used to measure the level of organizational cynicism. As a result of the study's data being analyzed; when the results of the Z generation are examined, it is seen that there is a positive and significant (0.526) relationship between organizational commitment and job satisfaction, a negative and significant (-0.509) relationship between organizational commitment and organizational cynicism, and a negative and significant (-0.655) relationship between job satisfaction and organizational cynicism. has been observed. When the results of the Y generation are examined, it is seen that there is a positive and significant (0.581) relationship between organizational commitment and job satisfaction, a negative and significant (-0,371) relationship between organizational commitment and organizational cynicism, and a negative and significant (-0,452) relationship between job satisfaction and organizational cynicism. has been observed. When the results of the X generation are examined, it is found that there is a positive and significant (0.589) relationship between organizational commitment and job satisfaction, a negative and significant (-0.344) relationship between organizational commitment and organizational cynicism, and a negative and significant (-0.651) relationship between job satisfaction and organizational cynicism. has been observed.
The concept of generation is a concept that has always existed in management. A generation is a group of people born in nearly the same year and who share the conditions and characteristics of the period in which they lived. In today's business world, we see many generations working together. Problems or harmony that will arise from the work of these generations together will affect the entire organizational structure. In this study, the relationship between organizational commitment, job satisfaction, and organizational cynicism was investigated at the level of differences between X, Y, and Z generations. Our research; was carried out in private sector organizations of different sizes and structures in Adana. The data we obtained in the study were collected face-to-face using the survey method and 369 usable questionnaires were obtained. In the context of the organizational commitment scale, the three-component (emotional, continuance, and normative) commitment scale developed by Allen and Meyer in 1990 was used for the participants in the research. In the context of job satisfaction; Minnesota Job Satisfaction Scale was used. Finally, the "Organizational Cynicism Scale" (1999) developed by Brandes et al., adapted to Turkish by Kalağan (2009), was used to measure the level of organizational cynicism. As a result of the study's data being analyzed; when the results of the Z generation are examined, it is seen that there is a positive and significant (0.526) relationship between organizational commitment and job satisfaction, a negative and significant (-0.509) relationship between organizational commitment and organizational cynicism, and a negative and significant (-0.655) relationship between job satisfaction and organizational cynicism. has been observed. When the results of the Y generation are examined, it is seen that there is a positive and significant (0.581) relationship between organizational commitment and job satisfaction, a negative and significant (-0,371) relationship between organizational commitment and organizational cynicism, and a negative and significant (-0,452) relationship between job satisfaction and organizational cynicism. has been observed. When the results of the X generation are examined, it is found that there is a positive and significant (0.589) relationship between organizational commitment and job satisfaction, a negative and significant (-0.344) relationship between organizational commitment and organizational cynicism, and a negative and significant (-0.651) relationship between job satisfaction and organizational cynicism. has been observed.
Açıklama
Sosyal Bilimler Enstitüsü, Yönetim Bilişim Sistemleri Ana Bilim Dalı
Anahtar Kelimeler
İşletme, Business Administration
