Publication: Bıkkınlık (boreout) sendromunun işten ayrılma niyetine etkisinde kuşak farklılıklarının düzenleyici rolü
Abstract
Örgütlerde sıklıkla göz ardı edilen bıkkınlık sendromu, çalışan bağlılığı ve performansı üzerinde önemli etkiler yaratmaktadır. Bu çalışma, bıkkınlık sendromunun işten ayrılma niyeti üzerindeki etkisini ve bu ilişkide kuşak farklılıklarının (X, Y, Z) düzenleyici rolünü incelemektedir. Ayrıca bireylerin motivasyonel ve duygusal durumlarını anlamlandırmak amacıyla Kırık Camlar Teorisi ve Duygusal Olaylar Teorisi gibi kuramsal çerçevelerden yararlanılarak disiplinler arası bir yaklaşım benimsenmiştir. Bıkkınlık sendromu, dijitalleşme ve rutin iş yapılarının etkisiyle özellikle beyaz yakalılar arasında öne çıkmaktadır. Ancak Türkiye özelinde bu kavramın işten ayrılma niyetiyle ilişkisi sınırlı düzeyde incelenmiştir. Bu doğrultuda, farklı sektörlerde çalışan 274 beyaz yakalıdan çevrim içi anket yoluyla veri toplanmış; analizler SPSS 26.0 ve PROCESS Macro 4.2 kullanılarak yürütülmüştür. Bulgular, anlam krizi ve iş sıkıntısı alt boyutlarının işten ayrılma niyeti üzerinde anlamlı ve pozitif etkisi olduğunu göstermiştir. Buna karşılık gelişim krizi anlamlı bulunmamıştır. Düzenleyici etki analizleri, bu ilişkilerin çoğunun kuşaklara göre farklılaşmadığını ortaya koyarken, iş sıkıntısı boyutunda Z kuşağının anlamlı düzenleyici etkisi tespit edilmiştir. Bu çalışma, bıkkınlık sendromunun erken tespiti ve önlenmesinin önemine vurgu yaparak örgütsel davranış alanına ve insan kaynakları uygulamalarına katkı sağlamaktadır.
Boreout syndrome, which is often overlooked in organizations, has significant impacts on employee engagement and performance. This study examines the effect of boreout syndrome on turnover intention and investigates the moderating role of generational differences (X, Y, Z) in this relationship. In addition, a multidisciplinary approach is adopted by utilizing theoretical frameworks such as the Broken Windows Theory and Affective Events Theory to understand individuals' motivational and emotional states. Boreout syndrome has become prominent among white-collar employees, especially due to digitalization and monotonous work structures. However, in the context of Turkey, the relationship between this concept and turnover intention has been examined only to a limited extent. Accordingly, data were collected via an online survey from 274 white-collar employees working in various sectors; analyses were conducted using SPSS 26.0 and PROCESS Macro 4.2. Findings revealed that the sub-dimensions of meaning crisis and job boredom have a significant and positive effect on turnover intention. In contrast, development crisis was not found to be statistically significant. While the moderating effects of generational differences were mostly insignificant, a significant moderating effect of Generation Z was identified in the relationship between job boredom and turnover intention. This study highlights the critical importance of the early detection and prevention of boreout syndrome, offering valuable contributions to both the organizational behavior literature and human resources practices.
Boreout syndrome, which is often overlooked in organizations, has significant impacts on employee engagement and performance. This study examines the effect of boreout syndrome on turnover intention and investigates the moderating role of generational differences (X, Y, Z) in this relationship. In addition, a multidisciplinary approach is adopted by utilizing theoretical frameworks such as the Broken Windows Theory and Affective Events Theory to understand individuals' motivational and emotional states. Boreout syndrome has become prominent among white-collar employees, especially due to digitalization and monotonous work structures. However, in the context of Turkey, the relationship between this concept and turnover intention has been examined only to a limited extent. Accordingly, data were collected via an online survey from 274 white-collar employees working in various sectors; analyses were conducted using SPSS 26.0 and PROCESS Macro 4.2. Findings revealed that the sub-dimensions of meaning crisis and job boredom have a significant and positive effect on turnover intention. In contrast, development crisis was not found to be statistically significant. While the moderating effects of generational differences were mostly insignificant, a significant moderating effect of Generation Z was identified in the relationship between job boredom and turnover intention. This study highlights the critical importance of the early detection and prevention of boreout syndrome, offering valuable contributions to both the organizational behavior literature and human resources practices.