Publication: Kısmi zamanlı çalışanlarla tam zamanlı çalışanların bireysel performans düzeylerinde iş tatmininin rolü
Abstract
KISMİ ZAMANLI ÇALIŞANLARLA TAM ZAMANLI ÇALIŞANLARIN BİREYSEL PERFORMANS DÜZEYLERİNDE İŞ TATMİNİNİN ROLÜ Zorlu rekabet koşulları altında rekabete uyum sağlayabilmek için esnek çalışma politikaları uygulayan ve özellikle sürekli hizmet vermesi gereken günümüz firmaları, hedeflenenin gerçekleştirilebilmesinde farklı çalışma statülerini çoğu zaman bir arada uygulamaktadırlar. İş dışı sorumlulukları olan veya çeşitli sebeplerle tam zamanlı çalışmayan bireyler, firmaların kısa sürelerle ve daha düşük maaşlarla çalıştıracağı pozisyonlarla istihdam edilmektedir. Bu araştırmada, çalışan sayısında önemli bir yeri bulunan ve firmalara görünenden daha fazla katkıları olduğu düşünülen kısmi zamanlı çalışanların performansları ve bu çalışma statüsüyle işe yönelik algıdaki farklılıkları, tam zamanlı çalışanlarla karşılaştırmalı olarak gösterilmişlerdir. Çalışma statüsünün, çalışanların performans düzeylerini ve iş tatminlerini etkileyip etkilemediği ve iş tatminlerinin performans farklılıklarını ne derece açıkladığı bu tezin temel araştırma sorusudur. Bu bağlamda, iki iş statüsünün iş tatminleri ve ortaya koydukları bireysel performanslar karşılaştırılmıştır. Sonrasında da işlerine yönelik algıları ve bunun etkilerinin değerlendirilebilmesi için gruplar, iş tatminine ilişkin boyutlar açısından karşılıklı olarak bakılmış ve iş tatminlerinin mediatör etkisi kapsamında performanslarına etkileri, Fisher-z dönüşümünden elde edilen korelasyon değerlerinin karşılaştırılmasıyla incelenmiştir. Araştırmada gönüllü örnekleme yöntemi kullanılarak, uluslararası bir spor giyim markasının İstanbul'daki mağazalarında çalışan toplam 130 satış temsilcisine demografik, iş tatmini ve performans sorularını içeren anketler uygulanmıştır. İlişkisel tarama modeli ile analizi yapılmış verilerde, kısmi zamanlı çalışanların iş tatminleri ve performanslarının istatistiksel olarak daha yüksek olduğu ancak iş tatmininin performans farkını açıklamada yetersiz kaldığı görülmüştür. Kısmi Zamanlı Çalışma, İş Tatmini, Bireysel Performans
THE INDIVIDUAL PERFORMANCE LEVELS OF FULL-TIME AND PART- TIME EMPLOYEES: THE JOB SATISFACTION ROLE Current firms, that should especially provide continuous service and implementing flexible working policies to accommodate theirselves to competition under the challenging conditions, often apply different working status groups together to achieve what is targeted. Individuals who are not willing to work as a full-time worker for some reasons or who have some non-work activities, are employed by firms that provide low-paid and part-time positions. In this research, individual performances of part-time workers, whose numbers are significant in total employement and who are thought to contribute more than meets the eye, and differences of their feelings towards the job, were shown comparatively with full-timers. Whether the employees' performance levels and job satisfactions are effected or not by working status, and to what extent their job satisfaction can explain their performance differences, is the main research problem of this thesis. In this context, two working status groups' job satisfactions and results of their individual performances were compared. Subsequently, the groups were mutually researched in terms of the job satisfaction's facets for evaluating their feelings towards their jobs and the effects of that feelings, and within the context of their job satisfactions' effects as a mediator role on their performances was analyzed by comparing correlation values obtained from Fisher-z transformation. In this research, questionnaires that include demographic, job satisfaction and performance questions, were applied by using voluntary response sample method on 130 salespeople who work in an international sporting goods brand's stores in Istanbul. Part-timers' job satisfaction and performance levels were found significantly higher but job satisfaction was found to be insufficient to explain their performance difference, was observed in the data which were analyzed by relational screening model. Part-Time Employment, Job Satisfaction, Individual Performance
THE INDIVIDUAL PERFORMANCE LEVELS OF FULL-TIME AND PART- TIME EMPLOYEES: THE JOB SATISFACTION ROLE Current firms, that should especially provide continuous service and implementing flexible working policies to accommodate theirselves to competition under the challenging conditions, often apply different working status groups together to achieve what is targeted. Individuals who are not willing to work as a full-time worker for some reasons or who have some non-work activities, are employed by firms that provide low-paid and part-time positions. In this research, individual performances of part-time workers, whose numbers are significant in total employement and who are thought to contribute more than meets the eye, and differences of their feelings towards the job, were shown comparatively with full-timers. Whether the employees' performance levels and job satisfactions are effected or not by working status, and to what extent their job satisfaction can explain their performance differences, is the main research problem of this thesis. In this context, two working status groups' job satisfactions and results of their individual performances were compared. Subsequently, the groups were mutually researched in terms of the job satisfaction's facets for evaluating their feelings towards their jobs and the effects of that feelings, and within the context of their job satisfactions' effects as a mediator role on their performances was analyzed by comparing correlation values obtained from Fisher-z transformation. In this research, questionnaires that include demographic, job satisfaction and performance questions, were applied by using voluntary response sample method on 130 salespeople who work in an international sporting goods brand's stores in Istanbul. Part-timers' job satisfaction and performance levels were found significantly higher but job satisfaction was found to be insufficient to explain their performance difference, was observed in the data which were analyzed by relational screening model. Part-Time Employment, Job Satisfaction, Individual Performance