Araştırma Makalesi
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ÖRGÜTSEL DESTEK ALGISI, İŞ STRESİ, İŞİN ANLAMLILIĞI VE PROAKTİF KİŞİLİK ÖZELLİKLERİNİN ÇALIŞANLARIN YARATICILIĞINA ETKİSİ: BEŞ YILDIZLI BİR OTEL ÇALIŞANLARINDA UYGULAMA

Yıl 2017, Cilt: 3 Sayı: 1, 50 - 68, 31.01.2017

Yilmaz Akgunduz Ozge Adan Gok Ceylan Alkan

Öz

Müşteri tatmininin artırılmasında çalışanların görevlerini başarı ile
yapmalarının dışında yaratıcı davranışlar göstermeleri de belirleyici
olabilmektedir. Bu araştırmanın amacı, çalışanlarının yaratıcılığına örgütsel
destek algısının, iş stresinin, işin anlamlılığının ve proaktif kişilik
özelliklerinin etkisini belirlemektedir. Bu kapsamda İzmir’de faaliyetini sürdüren
beş yıldızlı bir otelde alan araştırması yapılmıştır. Araştırmada veriler söz
konusu değişkenleri kapsayan bir anket formu ile 1-15 Temmuz 2016 tarihlerinde
basit tesadüfi örnekleme yöntemi tercih edilerek yapılmış olup, araştırma
sonunda 184 geçerli anket toplanmıştır. Ölçeklerin geçerliliği ve güvenirliği
tespit edildikten sonra önerilen hipotezleri test etmek için çoklu regresyon
analizi yapılmıştır. Analiz sonucunda örgütsel desteğin, iş anlamlılığının ve
proaktif kişilik özelliklerinin çalışanların yaratıcılığını artırdığı
belirlenmiştir. Buna bağlı olarak otel yöneticilerine çalışanlarının
yaratıcılıklarını artırmak için örgüt içindeki karar ve uygulamalarını desteklemeleri,
önem ve değer verdikleri görevleri yapmalarına fırsat vermeleri ve proaktif
kişilik özelliklerine sahip çalışanları örgütte konumlandırmaları önerilebilir

Anahtar Kelimeler

İşgören yaratıcılığı örgütsel destek işin anlamlılığı iş stresi otel işletmeleri

Kaynakça

  • Bateman, T. S., ve Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118.
  • Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
  • Bowen, D. ve Lawler, E.E. (1992). The empowerment of service workers: What, why, how, and when. Sloan Management Review, 33(3): 31-40.
  • Burke, R. J. (2003). Nursing staff attitudes following restructuring: the role of perceived organizational support, restructuring processes and stressors. International Journal of Sociology and Social Policy, 23(8/9), 129-157.
  • Cai, Z., Guan, Y., Li, H., Shi, W., Guo, K., Liu, Y. Li, Q., Han, X., Jiang, P., Fang, Z., ve Hua, H. (2015). Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes. Journal of Vocational Behavior, 86, 86-94.
  • Chena, C. J., Shih, H. A. ve Yeh, Y.C. (2011). Individual initiative, skill variety, and creativity: the moderating role of knowledge specificity and creative resources”, The International Journal of Human Resource Management, 22(17), 3447–3461.
  • Cropanzano, R. ve Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874-900.
  • Çakar, N.D. ve Yıldız, S. (2009). Örgütsel adaletin iş tatmini üzerindeki etkisi: “Algılanan örgütsel destek” bir ara değişken mi?. Elektronik Sosyal Bilimler Dergisi, 8(28): 68-90.
  • Çekmecelioğlu, H.G. ve Özbay, G.K. (2014). Linking psychological empowerment, ındividual creativity and firm ınnovativeness: A research on Turkish manufacturing ındustry. Business Management Dynamics, 3(10): 01-13.
  • Duffy, R.D., Autin, K L., ve Bott E. M. (2015). Work volition and job satisfaction:examining the role of work meaning and person–environment fit. The Career Development Quarterly, 63(2): 126–140.
  • Eisenberg, R., Arneli, S., Rexwinkel, B., Lynch P.D. ve Roades, L. (2001). Reciprocation of percieved organizational support. Journal Of Applied Psychology, 56(1): 42-51.
  • Eisenberg, R., Fasolo, P.ve Lamastro, V.D. (1990) Percieved organizational support and employee diligence, coomitment, and ınnovation. Journal Of Applied Pychology,75(1): 51-99.
  • Eisenberger, R., Huntington, R., Hutchison, S. ve Sowa, D. (1986). Perceived organizational support. Journal Of Applied Psychology, 71(3): 500-507.
  • Eser, G. (2011). Güven eğiliminin algılanan örgütsel destek üzerine etkisi. Marmara Üniversitesi, İ.İ.B.F. Dergisi, 30(1): 365-376.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161-178.
  • Hackman R.J. ve. Oldham G.R. (1976). Motivation through the design of work: test of a theory. Oganızatıonal Behavıor And Human Performance, 16, 250-279.
  • Han,Y., Wang, M. ve Dong, L. (2014), Role conflict and the buffering effect of proactive personality among mıddle managers. Social Behavior And Personality, 42(3): 473-486.
  • Hochwarter W.A., Kacmar, C., Perrew, P., ve Johnson D. (2003). Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes. Journal Of Vocational Behavior, 63, 438–456.
  • Hon, A.H.Y, Chan, W.W.H., ve Lu, L. (2013). Overcoming work-related stress and promoting employee creativity in hotel industry: The role of task feedback from supervisor. International Journal of Hospitality Management, 33, 416–424.
  • Hon, A.H.Y. (2013). Does job creativity requirement improve service performance? A multilevel analysis of work stress and service environment. International Journal of Hospitality Management, 35, 161– 170.
  • Horng, j. S.,Tsai, C. Y., Yang, T. C., Liu, C. H. ve Hu, D. C. (2016). Exploring the relationship between proactive personality, work environment and employee creativity among tourism and hospitality employees. International Journal of Hospitality Management, 54, 25–34.
  • Hou, C., Wu L.ve Liu Z.(2014). Effect Of Proactive Personalıty And Decısıon-Making Self-Efficacy On Career Adaptability Among Chınese Graduates. Social Behavior And Personality, 2014, 42(6): 903-912.
  • Ibrahim, H.I., Isa, A. ve Shahbudin, A.S.M. (2015). Organizational support and creativity: The role of developmental experiences as a moderator. Economics and Finance, 35, 509 – 514.
  • Jaiswal, N.K. ve Dhar, R.L. (2015). Transformational leadership, innovation climate, creative self-efficacyand employee creativity: A multilevel study. International Journal of Hospitality Management, 51, 30-41.
  • Joo, B. K., Yang, B. ve Mclean, G. N.(2014). Employee creativity: the effects of perceived learning culture, leader-member exchange quality, job autonomy, and proactivity. Human Resource Development International, 17(3): 297–317.
  • Jung, H. S. ve Yoon, H.H. (2013). Is the individual or the organization the cause of hotel employees’ stress? A longitudinal study on differences in role stress between subjects. International Journal of Hospitality Management, 33, 494–499.
  • Jung, H. S. ve Yoon, H.H. (2016). What Does Work Meaning To Hospitality Employees? The Effects Ofmeaningful Work On Employees’ Organizational Commitment:The Mediating Role Of Job Engagement. International Journal Of Hospitality Management, 53, 59–68.
  • Kanten, P.ve Ulker, F.E. (2012). A relational approach among perceived organizational support proactive personality and voice behavior. Social and Behavioral Sciences, 62, 1016-1022.
  • Li, L.,Zhong, J. A., Chen, Y., Xıe, Y., ve Mao, S. (2014). Moderating effects of proactive personality on factors ınfluencing work engagement based on the job demands-resources model. Social Behavior And Personality, 42(1): 7-16.
  • Liu, W. (2016). Effects of positive mood and job complexity on employee creativty and performance. Social Behavior and Personality, 44(5): 865–880.
  • Nicolas, C.A., Sovet, L., Hotellier, L., Fabio, A.D. ve Bernaud J.L. (2016). Perceived work conditions and turnover ıntentions: the mediating role of meaning of work. Front Psychol, 7(704): 1-16.
  • Nicolas, C.A., Sovet. L., Lhotellier. L. ve Bernaud J.B. (2016). Development and validation of the meaning of work inventory among french workers. International Journal for Educational and Vocational Guidance, 1-21.
  • Özdevecioğlu, M. (2003). Algılanan örgütsel destek ile örgütsel bağlılık arasındaki ilişkilerin belirlenmesine yönelik bir araştırma. D.E.Ü. İ.İ.B.F.Dergisi, 18(2): 113 -130.
  • Presbitero, A. (2015). Proactivity in career development of employees: the roles of proactive personality and cognitive complexity. Career Development International, 20(5): 525-538.
  • Rhoades,L. ve Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal Of Applied Psychology, 87(4): 698–714.
  • Rosso,B.D., Dekas, K.H. ve Wrzesniewski, A. (2010). On The meaning of work: a theoretical integration and review, Research İn Organizational Behavior, 30, 91–127.
  • Secchi, E., Roth, A. ve Verma, R. (2016). The role of service improvisation in improving hotel customer satisfaction. Cornell Hospitably Report, 16(1): 3-10.
  • Spreitzer, G. (1995). Psychological empowerment in the workplace: Dimensions, measurement and validation. Academy of Management Journal, 38(5): 1442–1465.
  • Stassen, M. ve Ursel, N.D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers. Journal of Occupational and Organizational Psychology, 82, 201–220.
  • Steger, M.F., Dik, B.J. ve Duffy R.D. (2012). Measuring meaningful work: the work and meaning ınventory (wamı). Journal Of Career Assessment, 20 (3): 1-16.
  • Tolentino, L. R., Raymund, P.,Garcia, J.M., Lu, V.N., Restubog, S.L.D., Bordia, P. ve Plewa, C. (2014). Career adaptation: The relation of adaptability to goal orientation, proactive personality, and career optimism, Journal of Vocational Behavior, 84, 39–48.
  • Tongchaiprasit, P. ve Ariyabuddhiphongs, V. (2016), Creativity and turnover intention among hotel chefs: The mediating effects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33-40.
  • Turunç, Ö. ve Çelik, M. (2010). Algılanan örgütsel desteğin çalışanların iş-aile, aile-iş çatışması, örgütsel özdeşleşme ve işten ayrılma niyetine etkisi: savunma sektöründe bir araştırma. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14 (1): 209-232.
  • Wang, C. J., Tsai, H. T. ve Tsai, M. T. (2014). Linking transformational leadership and employee creativity in the hospitality industry: The influences of creative role identity, creative self-efficacy, and job complexity, Tourism Management, 40, 79–89
  • Xie, J., Chu, X., Zhang, J. ve Huang, J. (2014), Proactive personality and voice behavior: The ınfluence of voice self-efficacy and delegation. Social Behavior And Personality, 42(7): 1191-1200.
  • Yang J. (2013). Linking proactive personality to moral ımagination: moral identity as a moderator. Social Behavior And Personality, 41(1): 165-176.
  • Yu, C. ve Frenkel, S.J. ( 2013). Explaining task performance and creativity from perceived organizational support theory: Which mechanisms are more important, Journal Of Organizational Behavior, 34, 1165–1181.
  • Zhang, X. ve Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53 (1): 107-128.

THE IMPACT OF PERCEIVED ORGANIZATIONAL SUPPORT, JOB STRESS, AND MEANING OF WORK ON EMPLOYEE CREATIVITY: AN APPLICATION IN A FIVE STAR HOTEL STAFF

Yıl 2017, Cilt: 3 Sayı: 1, 50 - 68, 31.01.2017

Yilmaz Akgunduz Ozge Adan Gok Ceylan Alkan

Öz

Besides performing the tasks of the employees succesfully, creative behaviours of the employees are the determinants of the increase in customer satisfaction. The purpose of this study is to determine the impact of percieved organizational support, job stress, meaning of work and proactive personality characteristics on creativity of employees. In this context, field research was made at a five star hotel which is continuing its operations in İzmir. The questionnaire was made by using a simple random sampling method between 1-15 July 2016 with a questionnaire regarding the variables, and 184 valid questionnaires were collected at the end of the research. Multiple regression analysis was performed to test the hypotheses suggested after the validity and reliability of the scales were established. As a result of the analysis, it was determined that perceived organizational support, meaning of work and proactive personality characteristics increased the creativity of employees. Accordingly it may be suggested to hotel managers that, in order to increase the creativity of the employees, they have to support employee’s creativity, give opportunity to perform the tasks which employees perceive as important and valuable and to position the employees who have proactive personality characteristics. 

Anahtar Kelimeler

Employee creativity perceived organizational support meaning of work job stress hotel businesses

Kaynakça

  • Bateman, T. S., ve Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118.
  • Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
  • Bowen, D. ve Lawler, E.E. (1992). The empowerment of service workers: What, why, how, and when. Sloan Management Review, 33(3): 31-40.
  • Burke, R. J. (2003). Nursing staff attitudes following restructuring: the role of perceived organizational support, restructuring processes and stressors. International Journal of Sociology and Social Policy, 23(8/9), 129-157.
  • Cai, Z., Guan, Y., Li, H., Shi, W., Guo, K., Liu, Y. Li, Q., Han, X., Jiang, P., Fang, Z., ve Hua, H. (2015). Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes. Journal of Vocational Behavior, 86, 86-94.
  • Chena, C. J., Shih, H. A. ve Yeh, Y.C. (2011). Individual initiative, skill variety, and creativity: the moderating role of knowledge specificity and creative resources”, The International Journal of Human Resource Management, 22(17), 3447–3461.
  • Cropanzano, R. ve Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874-900.
  • Çakar, N.D. ve Yıldız, S. (2009). Örgütsel adaletin iş tatmini üzerindeki etkisi: “Algılanan örgütsel destek” bir ara değişken mi?. Elektronik Sosyal Bilimler Dergisi, 8(28): 68-90.
  • Çekmecelioğlu, H.G. ve Özbay, G.K. (2014). Linking psychological empowerment, ındividual creativity and firm ınnovativeness: A research on Turkish manufacturing ındustry. Business Management Dynamics, 3(10): 01-13.
  • Duffy, R.D., Autin, K L., ve Bott E. M. (2015). Work volition and job satisfaction:examining the role of work meaning and person–environment fit. The Career Development Quarterly, 63(2): 126–140.
  • Eisenberg, R., Arneli, S., Rexwinkel, B., Lynch P.D. ve Roades, L. (2001). Reciprocation of percieved organizational support. Journal Of Applied Psychology, 56(1): 42-51.
  • Eisenberg, R., Fasolo, P.ve Lamastro, V.D. (1990) Percieved organizational support and employee diligence, coomitment, and ınnovation. Journal Of Applied Pychology,75(1): 51-99.
  • Eisenberger, R., Huntington, R., Hutchison, S. ve Sowa, D. (1986). Perceived organizational support. Journal Of Applied Psychology, 71(3): 500-507.
  • Eser, G. (2011). Güven eğiliminin algılanan örgütsel destek üzerine etkisi. Marmara Üniversitesi, İ.İ.B.F. Dergisi, 30(1): 365-376.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161-178.
  • Hackman R.J. ve. Oldham G.R. (1976). Motivation through the design of work: test of a theory. Oganızatıonal Behavıor And Human Performance, 16, 250-279.
  • Han,Y., Wang, M. ve Dong, L. (2014), Role conflict and the buffering effect of proactive personality among mıddle managers. Social Behavior And Personality, 42(3): 473-486.
  • Hochwarter W.A., Kacmar, C., Perrew, P., ve Johnson D. (2003). Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes. Journal Of Vocational Behavior, 63, 438–456.
  • Hon, A.H.Y, Chan, W.W.H., ve Lu, L. (2013). Overcoming work-related stress and promoting employee creativity in hotel industry: The role of task feedback from supervisor. International Journal of Hospitality Management, 33, 416–424.
  • Hon, A.H.Y. (2013). Does job creativity requirement improve service performance? A multilevel analysis of work stress and service environment. International Journal of Hospitality Management, 35, 161– 170.
  • Horng, j. S.,Tsai, C. Y., Yang, T. C., Liu, C. H. ve Hu, D. C. (2016). Exploring the relationship between proactive personality, work environment and employee creativity among tourism and hospitality employees. International Journal of Hospitality Management, 54, 25–34.
  • Hou, C., Wu L.ve Liu Z.(2014). Effect Of Proactive Personalıty And Decısıon-Making Self-Efficacy On Career Adaptability Among Chınese Graduates. Social Behavior And Personality, 2014, 42(6): 903-912.
  • Ibrahim, H.I., Isa, A. ve Shahbudin, A.S.M. (2015). Organizational support and creativity: The role of developmental experiences as a moderator. Economics and Finance, 35, 509 – 514.
  • Jaiswal, N.K. ve Dhar, R.L. (2015). Transformational leadership, innovation climate, creative self-efficacyand employee creativity: A multilevel study. International Journal of Hospitality Management, 51, 30-41.
  • Joo, B. K., Yang, B. ve Mclean, G. N.(2014). Employee creativity: the effects of perceived learning culture, leader-member exchange quality, job autonomy, and proactivity. Human Resource Development International, 17(3): 297–317.
  • Jung, H. S. ve Yoon, H.H. (2013). Is the individual or the organization the cause of hotel employees’ stress? A longitudinal study on differences in role stress between subjects. International Journal of Hospitality Management, 33, 494–499.
  • Jung, H. S. ve Yoon, H.H. (2016). What Does Work Meaning To Hospitality Employees? The Effects Ofmeaningful Work On Employees’ Organizational Commitment:The Mediating Role Of Job Engagement. International Journal Of Hospitality Management, 53, 59–68.
  • Kanten, P.ve Ulker, F.E. (2012). A relational approach among perceived organizational support proactive personality and voice behavior. Social and Behavioral Sciences, 62, 1016-1022.
  • Li, L.,Zhong, J. A., Chen, Y., Xıe, Y., ve Mao, S. (2014). Moderating effects of proactive personality on factors ınfluencing work engagement based on the job demands-resources model. Social Behavior And Personality, 42(1): 7-16.
  • Liu, W. (2016). Effects of positive mood and job complexity on employee creativty and performance. Social Behavior and Personality, 44(5): 865–880.
  • Nicolas, C.A., Sovet, L., Hotellier, L., Fabio, A.D. ve Bernaud J.L. (2016). Perceived work conditions and turnover ıntentions: the mediating role of meaning of work. Front Psychol, 7(704): 1-16.
  • Nicolas, C.A., Sovet. L., Lhotellier. L. ve Bernaud J.B. (2016). Development and validation of the meaning of work inventory among french workers. International Journal for Educational and Vocational Guidance, 1-21.
  • Özdevecioğlu, M. (2003). Algılanan örgütsel destek ile örgütsel bağlılık arasındaki ilişkilerin belirlenmesine yönelik bir araştırma. D.E.Ü. İ.İ.B.F.Dergisi, 18(2): 113 -130.
  • Presbitero, A. (2015). Proactivity in career development of employees: the roles of proactive personality and cognitive complexity. Career Development International, 20(5): 525-538.
  • Rhoades,L. ve Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal Of Applied Psychology, 87(4): 698–714.
  • Rosso,B.D., Dekas, K.H. ve Wrzesniewski, A. (2010). On The meaning of work: a theoretical integration and review, Research İn Organizational Behavior, 30, 91–127.
  • Secchi, E., Roth, A. ve Verma, R. (2016). The role of service improvisation in improving hotel customer satisfaction. Cornell Hospitably Report, 16(1): 3-10.
  • Spreitzer, G. (1995). Psychological empowerment in the workplace: Dimensions, measurement and validation. Academy of Management Journal, 38(5): 1442–1465.
  • Stassen, M. ve Ursel, N.D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers. Journal of Occupational and Organizational Psychology, 82, 201–220.
  • Steger, M.F., Dik, B.J. ve Duffy R.D. (2012). Measuring meaningful work: the work and meaning ınventory (wamı). Journal Of Career Assessment, 20 (3): 1-16.
  • Tolentino, L. R., Raymund, P.,Garcia, J.M., Lu, V.N., Restubog, S.L.D., Bordia, P. ve Plewa, C. (2014). Career adaptation: The relation of adaptability to goal orientation, proactive personality, and career optimism, Journal of Vocational Behavior, 84, 39–48.
  • Tongchaiprasit, P. ve Ariyabuddhiphongs, V. (2016), Creativity and turnover intention among hotel chefs: The mediating effects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33-40.
  • Turunç, Ö. ve Çelik, M. (2010). Algılanan örgütsel desteğin çalışanların iş-aile, aile-iş çatışması, örgütsel özdeşleşme ve işten ayrılma niyetine etkisi: savunma sektöründe bir araştırma. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14 (1): 209-232.
  • Wang, C. J., Tsai, H. T. ve Tsai, M. T. (2014). Linking transformational leadership and employee creativity in the hospitality industry: The influences of creative role identity, creative self-efficacy, and job complexity, Tourism Management, 40, 79–89
  • Xie, J., Chu, X., Zhang, J. ve Huang, J. (2014), Proactive personality and voice behavior: The ınfluence of voice self-efficacy and delegation. Social Behavior And Personality, 42(7): 1191-1200.
  • Yang J. (2013). Linking proactive personality to moral ımagination: moral identity as a moderator. Social Behavior And Personality, 41(1): 165-176.
  • Yu, C. ve Frenkel, S.J. ( 2013). Explaining task performance and creativity from perceived organizational support theory: Which mechanisms are more important, Journal Of Organizational Behavior, 34, 1165–1181.
  • Zhang, X. ve Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53 (1): 107-128.
Toplam 48 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Yilmaz Akgunduz

Ozge Adan Gok

Ceylan Alkan

Yayımlanma Tarihi 31 Ocak 2017
Gönderilme Tarihi 6 Aralık 2016
Yayımlandığı Sayı Yıl 2017 Cilt: 3 Sayı: 1

Kaynak Göster

APA Akgunduz, Y., Adan Gok, O., & Alkan, C. (2017). ÖRGÜTSEL DESTEK ALGISI, İŞ STRESİ, İŞİN ANLAMLILIĞI VE PROAKTİF KİŞİLİK ÖZELLİKLERİNİN ÇALIŞANLARIN YARATICILIĞINA ETKİSİ: BEŞ YILDIZLI BİR OTEL ÇALIŞANLARINDA UYGULAMA. Uluslararası İktisadi Ve İdari Bilimler Dergisi, 3(1), 50-68.

ARAŞTIRMA VE YAYIN ETİĞİNE İLİŞKİN DERGİ POLİTİKAMIZ

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