Publication: The effect of desire for change on the relationship between perceived uncertainty and job related affective well being
Abstract
Belirsizlik algısı, işe ilişkin duygusal iyilik, değişim arzusu ÖZET DEĞİŞİM ARZUSUNUN BELİRSİZLİK ALGISI İLE İŞE İLİŞKİN DUYGUSAL İYİLİK ARASINDAKİ İLİŞKİYE ETKİSİ Bu çalışmanın amacı yaşanan örgütsel değişimden kaynaklanan belirsizlik algısının, çalışanın işe ilişkin duygusal iyiliğinin üzerindeki etkisini incelemektir. Ayrıca belirsizliğe karşı bir tepki olarak sayılan değişim arzusunun, belirsizlik algısı ve işe ilişkin duygusal iyilik arasındaki ilişki üzerinde şartlı değişken etkisi olup olmadığı araştırılmıştır. Araştırma modeli farklı sektörlerde çalışan 46’sı erkek ve 171’i kadın olmak üzere toplam 217 katılımcıya internet üzerinden anket uygulanarak sınanmıştır. Katılımcıların, küçülme ve birleşme stratejisi gibi değişim süreçlerinden geçmekte olan örgütlerden olmasına dikkat edilmiştir. Uygulanan anket; demografik bilgiler, belirsizlik algısı, değişim arzusu ve işe ilişkin duygusal iyilik olmak üzere dört bölümden oluşmaktadır. Toplanan verilerin analizi SPSS 16 paket programıyla yapılmıştır. Yapılan güvenilirlik ve faktör analizlerinden üç değişkenin de güvenilirliklerinin yüksek olduğu saptanıp, sadece işe ilişkin duygusal iyiliğin olumlu ve olumsuz olmak üzere iki faktöre bölündüğü görülmüştür. Hiyerarşik regresyon analiziyle, belirsizlik algısının çalışanın hem olumlu hem olumsuz işe ilişkin duygusal iyiliğini anlamlı olarak açıkladığı doğrulanmıştır. Ayrıca bu analizle, şartlı değişken olan değişim arzusunun belirsizlik algısı ve işe ilişkin duygusal iyilik arasındaki ilişkiye etki yapıp yapmadığı incelenmiştir. Buna göre değişim arzusu yüksek olan çalışanların algıladıkları belirsizlik karşısında olumlu duygularının azalmadığı görülürken; değişim arzusu düşük olan çalışanların belirsizlik karşısında olumlu duygularının azaldığı görülmüştür. Değişkenlerin bazı demografik özelliklere göre farkları incelenip; cinsiyet, yaş, toplam çalışma süresi ve kıdem grupları için anlamlı bulgular elde edilmiştir. Perceived uncertainty, job-related affective well-being, desire for change
THE EFFECT OF DESIRE FOR CHANGE ON THE RELATIONSHIP BETWEEN PERCEIVED UNCERTAINTY AND JOB RELATED AFFECTIVE WELL BEING The aim of the study was to investigate the effect of perceived uncertainty caused by organizational change, on employee’s job-related affective well-being. Besides, desire for change as a response to uncertainty was examined in terms of its moderating effect on the relationship between perceived uncertainty and job-related affective well-being. The research model was tested with 217 participants (46 male and 171 female) from different sectors through online survey. The participants were especially selected from the organizations which were going through a change such as downsizing or merging. The survey consisted of four sections: Demographic information, perceived uncertainty scale, desire for change scale and job-related affective well-being scale. SPSS 16 program was used to make statistical analysis of the data. The reliability analysis revealed that internal consistency was high for all the variables. Factor analysis showed that job-related affective well-being was divided into two-dimensions as positive and negative job-related affective well-being. By hierarchical regression analysis, it was proved that employees’ perceived uncertainty was significantly explaining their both positive and negative job-related affective well-being. The moderating effect of desire for change on the relationship between perceived uncertainty and job-related affected well-being was also investigated by hierarchical regression analysis. Accordingly, it was seen that when employees - whose desire for change was high - perceived uncertainty, their positive emotions did not reduce. On the other hand, when employees - whose desire for change was low – perceived uncertainty, their positive emotions reduced. To examine the differences among the variables in terms of demographic characteristics difference tests were conducted. For gender, age, work and organizational tenure groups, significant findings were acquired.
THE EFFECT OF DESIRE FOR CHANGE ON THE RELATIONSHIP BETWEEN PERCEIVED UNCERTAINTY AND JOB RELATED AFFECTIVE WELL BEING The aim of the study was to investigate the effect of perceived uncertainty caused by organizational change, on employee’s job-related affective well-being. Besides, desire for change as a response to uncertainty was examined in terms of its moderating effect on the relationship between perceived uncertainty and job-related affective well-being. The research model was tested with 217 participants (46 male and 171 female) from different sectors through online survey. The participants were especially selected from the organizations which were going through a change such as downsizing or merging. The survey consisted of four sections: Demographic information, perceived uncertainty scale, desire for change scale and job-related affective well-being scale. SPSS 16 program was used to make statistical analysis of the data. The reliability analysis revealed that internal consistency was high for all the variables. Factor analysis showed that job-related affective well-being was divided into two-dimensions as positive and negative job-related affective well-being. By hierarchical regression analysis, it was proved that employees’ perceived uncertainty was significantly explaining their both positive and negative job-related affective well-being. The moderating effect of desire for change on the relationship between perceived uncertainty and job-related affected well-being was also investigated by hierarchical regression analysis. Accordingly, it was seen that when employees - whose desire for change was high - perceived uncertainty, their positive emotions did not reduce. On the other hand, when employees - whose desire for change was low – perceived uncertainty, their positive emotions reduced. To examine the differences among the variables in terms of demographic characteristics difference tests were conducted. For gender, age, work and organizational tenure groups, significant findings were acquired.