İŞ YÜKÜ ALGISININ İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİNDE TÜKENMİŞLİĞİN ARACI ROLÜ: ZİNCİR MARKET ÇALIŞANLARINA YÖNELİK BİR ARAŞTIRMA

Year 2025, Issue: 101, 273 - 298, 24.03.2025

Yılmaz Günel

https://doi.org/10.17753/sosekev.1618562

Abstract

Teknolojide yaşanan hızlı gelişime karşın pek çok işte insan faktörü hala önemli görülmektedir. Çalışanların iş yerinde yerine getirmesi beklenen birtakım görevleri bulunmaktadır. İş yükünün aşırı olması çalışanların strese maruz kalmasına ve işe yönelik tükenmişlik yaşamasına neden olabildiği gibi işten ayrılmaya da sebep olabilmektedir. Bu çalışmanın amacı, zincir market çalışanlarının iş yükü algılarının, işten ayrılma niyetine etkisinde tükenmişliğin aracı rolünü incelemektir. Çalışmanın, iş yüküyle ilgili yaşanan sorunları çözmeye, işteki tükenmişliği önlemeye ve market çalışanlarının işten ayrılma niyetlerini azaltmaya yönelik daha duyarlı olunmasında farkındalık oluşturulabilmesi bakımından literatüre önemli katkılar sağlayacağı düşünülmektedir. Çalışma Sivas ilindeki zincir market çalışanlarına yönelik yapılmıştır. Araştırmada, ilişkisel tarama deseninden faydalanılmıştır. Kolayda örnekleme yöntemi ile 380 kişiye ulaşılarak anketler uygulanmıştır. Ankette, İş Yükü Algısı Ölçeği, Maslach Tükenmişlik Ölçeği, İşten Ayrılma Niyeti Ölçeği ve demografik özellikleri yansıtan sorulara yer verilmiştir. Faktör analizi aşamasında AFA ve DFA, hipotezler test edilirken yapısal eşitlik modeli kullanılmıştır. İş yükü algısının işi bırakmaya etkisinde tükenmişliğin aracı rolü incelenirken Baron ve Kenny’in (1986) tasarladığı 4 adımlı yöntem tercih edilmiştir. Çalışmada iş yükü algısının, tükenmişliği ve işten ayrılma düşüncesini pozitif yönde etkilediği ve çalışanların iş yükü algısı arttıkça tükenmişliklerinde ve iş bırakma düşüncelerinde artış olduğu belirlenmiştir. Tükenmişliğin işi bırakmayı pozitif yönde etkilediği yani çalışanların tükenmişlikleri arttıkça işi bırakma düşüncelerinde de artış yaşandığı sonucuna ulaşılmıştır. Ayrıca iş yükü algısı ile iş bırakma düşüncesi arasındaki ilişkinin tükenmişlik tarafından düzenlendiği tespit edilmiştir. Yani iş yükü algısı arttıkça tükenmişlik ve iş bırakma düşüncesinin de artma eğiliminde olduğu sonucuna ulaşılmıştır.

Keywords

İş yükü, İşten ayrılma niyeti, Tükenmişlik, Yapısal eşitlik modeli

The Mediating Role of Burnout in the Effect of Workload Perception on Turnover Intention: A Study on Chain Market Employees

Abstract

Despite the rapid development in technology, the human factor is still considered important in many jobs. Employees have a number of duties expected to fulfil at work. Excessive workload may cause employees to be exposed to stress and burnout towards work, and may also cause turnover. The purpose of this study is to examine the mediating role of burnout in the effect of workload perceptions of chain market employees on turnover intention. It is thought that the study will make important contributions to the literature in terms of raising awareness to solve the problems related to workload, to prevent burnout at work and to be more sensitive to reduce the turnover intention of market employees. The study was conducted for chain market employees in Sivas province. Relational survey design was utilised in the study. Questionnaires were applied by reaching 380 people with convenience sampling method. In the questionnaire, Workload Perception Scale, Maslach Burnout Scale, Turnover Intention Scale and questions reflecting demographic characteristics were included. EFA and CFA were used in the factor analysis phase and structural equation modelling was used to test the hypotheses. While examining the mediating role of burnout in the effect of workload perception on turnover, the 4-step method designed by Baron and Kenny (1986) was preferred. In the study, it was determined that the perception of workload positively affected burnout and turnover and as the perception of workload increased, burnout and turnover thoughts increased. It was concluded that burnout positively affects quitting, that is, as the burnout of employees increases, there is an increase in their thoughts of quitting the job. In addition, it was determined that the relationship between the perception of workload and the thought of quitting was regulated by burnout. In other words, it was concluded that as the perception of workload increases, burnout and thoughts of quitting also tend to increase.

Keywords

Workload, Intention to leave, Burnout, Structural equation model

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