Publication: Eğlenceli bir çalışma ortamının, pozitif bireysel ve örgütsel çıktılara etkisi (bankacılık sektöründe bir araştırma)
Abstract
Bu araştırmanın amacı, Türkiye’de bankacılık sektöründeki özel bankaların genel müdürlük çalışanlarının eğlenceli bir çalışma ortamına dair algılarının pozitif bireysel ve örgütsel çıktılar üzerindeki etkilerini bütüncül bir model altında incelemektir. Bu çalışmanın uygulama kısmı, Türkiye’de bankacılık sektöründe faaliyet gösteren ve Türkiye Bankalar Birliği tarafından yayınlanan “Üye Bankalar” listesinde yer alan özel bankalarda (https://www.tbb.org.tr/ modules/ banka-bilgileri/ banka_Listesi.asp?tarih=18/ 3/ 2016) gerçekleştirilmiştir. Bu çerçevede, söz konusu bankaların genel müdürlük çalışanlarının düşünce ve algıları temel alınmıştır. Araştırmada, bu bankaların genel müdürlüklerinde çalışan 388 kişiden alınan cevaplar araştırmaya dâhil edilmiştir. Araştırma bulguları, örneklem bağlamında en sık uygulanan işyerinde eğlence etkinlikleri arasında öncelikli dört kategorinin sırasıyla kişisel kutlamalar (ör. çalışanların doğum günleri, işe giriş yıldönümleri ya da kişisel başarılarının (terfilerinin) kutlanması vb.), toplum gönüllüğüne katılma imkânları (ör. bağış kampanyaları, yardım kermesleri, kardeş okul, kan bağışı, ağaç dikme kampanyaları, maraton koşuları vb.), hoş vakit geçirme (ör. kurum orkestrası, tiyatro ekibi, korosu vb.) ve oyunlar (ör. kurum sponsorluğunda düzenlenen halı saha maçları, dart, tavla, satranç, bilardo, masa tenisi turnuvaları vb.) olduğunu ve yine örneklem bağlamında, işyerinde eğlence etkinlikleri arasında katılımcıların en yararlı gördükleri dört kategorinin sırasıyla stresi azaltma etkinlikleri (ör. terapi amaçlı masaj, egzersiz imkânları, serbest giysi günleri, iş ortamını renklendirici özel süslemeler vb.), kişisel kutlamalar (ör. çalışanların doğum günleri, işe giriş yıldönümleri ya da kişisel başarılarının (terfilerinin) kutlanması vb.), sosyal etkinlikler (ör. kurum piknikleri, iftarlar, yılbaşı ve yaza merhaba partileri, kültür gezileri, tekne gezileri, outdoor etkinlikleri, happy hour), toplum gönüllüğüne katılma imkânları (ör. bağış kampanyaları, yardım kermesleri, kardeş okul, kan bağışı, ağaç dikme kampanyaları, maraton koşuları vb.) olduğunu ortaya koymaktadır. Araştırma bulguları aynı zamanda katılımcıların iş yerinde eğlence etkinliklerinin gelip geçici bir yönetim hevesi ya da modası olduğuna katılmadıklarını ve benzer şekilde bu etkinliklerin yönetimin çalışanlara bir yaptırımı olduğuna da katılmadıklarını ortaya koymaktadır. Araştırma bulguları, iş yerinde düzenlenen eğlence etkinliklerinin, örgüte duygusal bağlılık, örgütle özdeşleşme, sosyal iklim, çalışma grubuna bağlılık ve iş yeri arkadaşlıkları üzerinde olumlu etkiye sahip olduğunu ortaya koymaktadır. Araştırmada aynı zamanda, iş yerinde düzenlenen eğlence etkinliklerinin, örgüte duygusal bağlılık, örgütle özdeşleşme, sosyal iklim, çalışma grubuna bağlılık ve iş yeri arkadaşlıklarına sebep olmasının, işten ayrılma niyeti üzerinde olumsuz etkisi olduğu ortaya koyulmaktadır. Bu araştırma, yerli literatürde eğlenceli bir çalışma ortamı üzerine yapılmış ilk çalışmalardan biridir. Araştırma sonucunda ortaya konulan bulgular ve modelin insan kaynakları ve örgütsel davranış literatürüne katkıda bulunması hedeflenmektedir.
The aim of this study is to examine the effects of workplace fun perceptions of the employees who work for the headquarters of the private banks in Turkish banking industry on positive individual and organizational outcomes in a comprehensive model. This research comprises the private banks that are operating in Turkish Banking Industry and listed in the “Member Banks” list of The Banks Association of Turkey (https://www.tbb.org.tr/ modules/ banka-bilgileri/ banka_Listesi.asp?tarih=18/ 3/ 2016). In this context, the opinions and perceptions of the employees who work for the headquarters of these banks are taken as base. In this research, 388 employees who work for the headquarters of these banks are reached via questionnaires. The findings of the study reveal that the workplace fun practices used most often are 1) recognition of personal milestones (e.g., celebrating individual birthdays or anniversaries of employment or appreciation of personal success of the employees etc.), 2) opportunities to engage in community volunteerism (e.g., donation campaigns, charity bazaars, donations for education, blood donation campaigns, tree planting campaigns, marathons etc.), 3) entertainment (e.g., bands, skits, choirs etc.) and 4) games. The findings also showed that the fun practices that are believed to be the most effective are 1) stress release activities (e.g., massage, exercise facilities, casual dress days, colorful office decorations etc.), 2) recognition of personal milestones (e.g., celebrating individual birthdays or anniversaries of employment or appreciation of personal success of the employees etc.), 3) fun social events (e.g., company picnics, evening meals during Ramadan, new year and welcome summer parties, weekend trips, boat trips, outdoor activities, happy hour, etc.) and 4) opportunities to engage in community volunteerism (e.g., donation campaigns, charity bazaars, donations for education, blood donation campaigns, tree planting campaigns, marathons etc.) The findings of the study also showed that the respondents do not agree that the workplace fun ABSTRACT The aim of this study is to examine the effects of workplace fun perceptions of the employees who work for the headquarters of the private banks in Turkish banking industry on positive individual and organizational outcomes in a comprehensive model. This research comprises the private banks that are operating in Turkish Banking Industry and listed in the “Member Banks” list of The Banks Association of Turkey (https://www.tbb.org.tr/ modules/ banka-bilgileri/ banka_Listesi.asp?tarih=18/ 3/ 2016). In this context, the opinions and perceptions of the employees who work for the headquarters of these banks are taken as base. In this research, 388 employees who work for the headquarters of these banks are reached via questionnaires. The findings of the study reveal that the workplace fun practices used most often are 1) recognition of personal milestones (e.g., celebrating individual birthdays or anniversaries of employment or appreciation of personal success of the employees etc.), 2) opportunities to engage in community volunteerism (e.g., donation campaigns, charity bazaars, donations for education, blood donation campaigns, tree planting campaigns, marathons etc.), 3) entertainment (e.g., bands, skits, choirs etc.) and 4) games. The findings also showed that the fun practices that are believed to be the most effective are 1) stress release activities (e.g., massage, exercise facilities, casual dress days, colorful office decorations etc.), 2) recognition of personal milestones (e.g., celebrating individual birthdays or anniversaries of employment or appreciation of personal success of the employees etc.), 3) fun social events (e.g., company picnics, evening meals during Ramadan, new year and welcome summer parties, weekend trips, boat trips, outdoor activities, happy hour, etc.) and 4) opportunities to engage in community volunteerism (e.g., donation campaigns, charity bazaars, donations for education, blood donation campaigns, tree planting campaigns, marathons etc.) The findings of the study also showed that the respondents do not agree that the workplace fun activities have a positive effect on the affective commitment, organizational identification, social climate, workgroup cohesion and workplace friendship of the employees. The findings also reveal that the effects of workplace fun activities on the affective commitment, organizational identification, social climate, workgroup cohesion and workplace friendship of the employees have a negative effect on turnover intentions of the employees.
The aim of this study is to examine the effects of workplace fun perceptions of the employees who work for the headquarters of the private banks in Turkish banking industry on positive individual and organizational outcomes in a comprehensive model. This research comprises the private banks that are operating in Turkish Banking Industry and listed in the “Member Banks” list of The Banks Association of Turkey (https://www.tbb.org.tr/ modules/ banka-bilgileri/ banka_Listesi.asp?tarih=18/ 3/ 2016). In this context, the opinions and perceptions of the employees who work for the headquarters of these banks are taken as base. In this research, 388 employees who work for the headquarters of these banks are reached via questionnaires. The findings of the study reveal that the workplace fun practices used most often are 1) recognition of personal milestones (e.g., celebrating individual birthdays or anniversaries of employment or appreciation of personal success of the employees etc.), 2) opportunities to engage in community volunteerism (e.g., donation campaigns, charity bazaars, donations for education, blood donation campaigns, tree planting campaigns, marathons etc.), 3) entertainment (e.g., bands, skits, choirs etc.) and 4) games. The findings also showed that the fun practices that are believed to be the most effective are 1) stress release activities (e.g., massage, exercise facilities, casual dress days, colorful office decorations etc.), 2) recognition of personal milestones (e.g., celebrating individual birthdays or anniversaries of employment or appreciation of personal success of the employees etc.), 3) fun social events (e.g., company picnics, evening meals during Ramadan, new year and welcome summer parties, weekend trips, boat trips, outdoor activities, happy hour, etc.) and 4) opportunities to engage in community volunteerism (e.g., donation campaigns, charity bazaars, donations for education, blood donation campaigns, tree planting campaigns, marathons etc.) The findings of the study also showed that the respondents do not agree that the workplace fun ABSTRACT The aim of this study is to examine the effects of workplace fun perceptions of the employees who work for the headquarters of the private banks in Turkish banking industry on positive individual and organizational outcomes in a comprehensive model. This research comprises the private banks that are operating in Turkish Banking Industry and listed in the “Member Banks” list of The Banks Association of Turkey (https://www.tbb.org.tr/ modules/ banka-bilgileri/ banka_Listesi.asp?tarih=18/ 3/ 2016). In this context, the opinions and perceptions of the employees who work for the headquarters of these banks are taken as base. In this research, 388 employees who work for the headquarters of these banks are reached via questionnaires. The findings of the study reveal that the workplace fun practices used most often are 1) recognition of personal milestones (e.g., celebrating individual birthdays or anniversaries of employment or appreciation of personal success of the employees etc.), 2) opportunities to engage in community volunteerism (e.g., donation campaigns, charity bazaars, donations for education, blood donation campaigns, tree planting campaigns, marathons etc.), 3) entertainment (e.g., bands, skits, choirs etc.) and 4) games. The findings also showed that the fun practices that are believed to be the most effective are 1) stress release activities (e.g., massage, exercise facilities, casual dress days, colorful office decorations etc.), 2) recognition of personal milestones (e.g., celebrating individual birthdays or anniversaries of employment or appreciation of personal success of the employees etc.), 3) fun social events (e.g., company picnics, evening meals during Ramadan, new year and welcome summer parties, weekend trips, boat trips, outdoor activities, happy hour, etc.) and 4) opportunities to engage in community volunteerism (e.g., donation campaigns, charity bazaars, donations for education, blood donation campaigns, tree planting campaigns, marathons etc.) The findings of the study also showed that the respondents do not agree that the workplace fun activities have a positive effect on the affective commitment, organizational identification, social climate, workgroup cohesion and workplace friendship of the employees. The findings also reveal that the effects of workplace fun activities on the affective commitment, organizational identification, social climate, workgroup cohesion and workplace friendship of the employees have a negative effect on turnover intentions of the employees.