Presenteeism İyi Midir Kötü Müdür? Okullarda Fenomenolojik Bir Çalışma

Year 2022, Volume: 15 Issue: 4, 758 - 787, 31.10.2022

Alper Uslukaya , Zülfü Demirtaş , Müslim Alanoğlu

https://doi.org/10.30831/akukeg.1087858

Cited By: 5

Abstract

Bu çalışma presenteesmi daha sık deneyimleyen eğitim çalışanlarının algılarına göre bütüncül ve kapsamlı bir şekilde analiz etmeyi ve olguyu Türk toplumunun sosyolojik, psikolojik ve teolojik dinamikleriyle ilişkisini ortaya koymayı amaçlamaktadır. Araştırma, nitel araştırma yöntemlerinden fenomenolojik desende yürütülmüştür. Çalışma grubu Türkiye'nin Elazığ ilinde görev yapan öğretmen ve okul yöneticilerinden oluşmaktadır. Katılımcıların sorumluluk duygusu, vicdan, işe bağlılık, kamu hizmeti, dini duyarlılık gibi motivasyonlar nedeniyle kendilerini iyi hissetmedikleri durumlarda gönüllü olarak çalışmaya karar verebildikleri belirlenmiştir. Ayrıca bazı katılımcılar örgütsel baskı, ekonomik zorluklar ve iş yükü nedeniyle iyi olmadıkları zamanlarda zorunlu bir şekilde çalışmaya karar verdiklerini ifade etmiştir. Son olarak, Presenteism'in olumsuz sonuçlarına ek olarak, literatürde nadiren görülen olumlu sonuçları da öngördüğü belirlenmiştir. Dolayısıyla presenteeism deneyimi, örgütler ve çalışanlar üzerindeki olumlu ve olumsuz etkileri dikkate alınarak değerlendirilmelidir.

Keywords

presenteeism, kötü presenteeism, iyi presenteeism, gönülsüz presenteeism, gönüllü presenteeism

Is Presenteeism Good or Bad? A Phenomenological Study in Schools

Abstract

The study aims to holistic and comprehensive analyse presenteeism according to the perceptions of education workers who experience it more frequently and reveal the relationship of presenteeism with the sociological, psychological, and theological dynamics of Turkish society. The study was conducted with a phenomenological design, one of the qualitative research methods. The study group consists of teachers and school administrators working in Elazig, a province in Turkey. It was determined that educators can voluntarily decide to work when they are not feeling well due to motivations such as a sense of responsibility, conscience, commitment to work, public service, and religious sensitivity. In addition, some participants stated that due to organisational pressure, economic difficulties, and workload, employees make a forced decision to work when they are not well. Finally, in addition to the negative results of presenteeism, positive results, which are rarely seen in the literature, were also obtained. Therefore, the experience of presenteeism should be evaluated considering its positive and negative effects on organizations and employees.

Keywords

presenteeism, bad presenteeism, good presenteeism, involuntary presenteeism, voluntary presenteeism

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