Çalışan annelerin iş-aile çatışmalarının azaltılmasında esnekliğin önemi

Yıl 2018, Cilt: 5 Sayı: 2, 115 - 124, 20.10.2018

Doruk Uysal İrak

https://doi.org/10.18394/iid.383620

Cited By: 1

Öz

Bu çalışmada iki tür esneklik türü olarak zamana ve mekana bağlı esnekliğin, 6 ya da daha
küçük yaşta en az bir çocuğu olan çalışan annelerin iş-aile çatışmalarındaki rolü araştırılmıştır.
Esneklik uygulamalarının rolü daha önceki bazı çalışmalarda ele alınmış olsa da, bu çalışma
Türkiye’de çalışan annelerde farklı esneklik türlerinin karşılaştırılması açısından yeni bir
çalışmadır. Katılımcılardan 15 dakika süren çevrimiçi bir ankete katılmaları istenmiştir.
Araştırmaya 6 ya da daha küçük yaşta en az bir çocuğu olan 150 çalışan anne katılmıştır.
Hipotezleri test etmek için doğrusal regresyon analizi yapılmıştır. Araştırma sonuçları iş-aile
çatışmalarında zamana bağlı esnekliğin önemli olduğunu, aile-iş çatışmaların da ise mekansal
esnekliğin daha öncelikli olduğunu göstermiştir. Bu araştırma özellikle insan kaynakları
departmanlarında ve kamu politikaları için faydalı olacağı düşünülen farklı esnek işyeri
uygulamaları arasındaki farka dikkat çekmektedir. Böylece çalışanların yaşadıkları iş-aile
çatışmalarıyla mücadele edebilmek için işyerinde geliştirilebilecek esneklik planlamaları
yapılabilir.

Anahtar Kelimeler

Esneklik, İşyerinde esneklik uygulamaları, iş-aile çatışması

Importance of flexibility for decrasing work-family conflict among employed mothers

Öz

In this study the role of two types of flexibility, based on time and place, on work-family conflict
was investigated among employed women who have at least one child age of 6 or younger.
Although the role of flexibility has been studied in previous studies it is novel to compare types
of flexibility among mothers in Turkey. Participants were asked to complete a 15 minutes online
survey. One hundred and fifty employed mothers who have at least one child age of 6 or
younger were participated. In order to test the hypothesis linear regression analyses were
conducted. Results showed that for work-family conflict, temporal flexibility is important
whereas for family-work conflict operational flexibility is much more important. This study
highlighted the differences between flexible work arrangements which is beneficial for human
resources departments and public policy practices. Therefore, they can consider new plans
which will be developed at workplace for offering flexibility in order to deal with work-family
conflict.

Anahtar Kelimeler

flexible work arrangement, work-family conflict, flexibility

Kaynakça

• Allen, T. D., Johnson, R. C., Kiburz, K. M. & Shockley, K. M. (2013). Work-family conflict and flexible arrangements: Deconstructing flexibility. Personnel Psychology, 66, 345-376.
• Aycan, Z. & Eskin, M. (2005). Relative contributions of childcare, spousal support, and organizational support in reducing work-family conflict for men and women: The case of Turkey, Sex Roles, 53(7/8), 453-471.
• Bailyn, L. (1993). Breaking the Mold: Women, Men, and Time in the New Corporate World. New York: Free Press.
• Bailyn, L. (1997). The impact of corporate culture on work-family integration. In S. Parasuraman & J. H. Greenhaus (Eds.), Integration work and family: Challenges and choices for a changing world (pp. 209-219). Westport, CT: Quorum Books.
• Bakker, A.B. & Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22, 309–28.
• Beutell, N. J. & Greenhaus, J. H. (1980). Some sources and conse- quences of interrole conflict among married women. Pro- Ceedings of the Annual Meeting of the Eastern Academy of Management, 17, 2-6.
• Bohen, H. & Viveros-Long, A. (1981). Balancing jobs and family life. Philadelphia: Temple University Press.
• Byrne, B. M. (2001). Structural equation modeling with AMOS, Basic concepts, applications, and programming. Hillsdale, New Jersey: Lawrence Erlbaum.
• Byron, K. (2005). A meta-analytic review of work-family conflict and its antecedents. Journal of Vocational Behavior, 67,169-198.
• Campell Clark, S. (2001). Work cultures and work/family balance. Journal of Vocational Behavior, 58, 348-365.
• Cartwright, L. K. (1978). Career satisfaction and role harmony in a sample of young women physicians. Journal of Vocational Behavior, 12,184-196.
• Caspi, A., Ben-Hador, B., Weisberg, J., Uyargil, C., Dündar, G. & Tuzuner, L.V. (2007). Turkey and Israel: HRM as a reflection of society. In W. Mayrhofer, C. Brewster & M. Morley (Eds.). HRM in Europe, (pp. 385-485). Burlington, MA: Elsevier.
• Chou S-C, Boldy D. P. & Lee, Y. H. (2002). Measuring job satisfaction in residential aged care. International Journal for Quality in Health Care, 14, 49–54.
• Christensen, K. E. & Staines, G. L. (1990). Flextime: A viable solution to work/family conflict? Journal of Family Issues, 11,455-476.
• Currivan, D. B. (1999). The causal order of job satisfaction and organizational commitment in models of employee turnover. Human Resource Management Review, 9(4), 495-524.
• Doğan, A., Bozkurt, S. & Demir, R. (2015). Çalışanların esnek çalışmaya ilişkin tutumlarını belirlemeye yönelik bir araştırma. Uluslararası İktisadi ve İdari İncelemeler Dergisi, 14, 376-398.
• Doğrul, B. Ş. & Tekeli, S. (2010). İş-yaşam dengesinin sağlanmasında esnek çalışma. Sosyal ve Beşeri Bilimler Dergisi, 2,11-18
• Duxbury, L. E. & Higgins, C. A. (1991). Gender differences in work-family conflict. Journal of Applied Psychology, 76, 60-74.
• Eek, F. & Axmon, A. (2013). Attitude and flexibility are the most important workplace factors for working parents’ mental wellbeing, stress and work engagement. Scandinavian Journal of Public Health, 41, 692-705.
• Galinsky, E. & Stein, P.J. (1990). The impact of human resource policies on employees: Balancing work/family life. Journal of Family Issues, 11, 368-383.
• Galovan, A. M., Fackrell, T., Buswell, L., Jones, B. L., Hill, E. J. & Carroll, S. J. (2010). The work-family interface in the United States and Singapore: conflict across cultures. Journal of Family Psychology, 24(5), 646-656.
• Greenhaus, J. H. & Beutell, N. J. (1985). Sources and conflict between work and family roles. Academy of Management Review, 10, 76-88.
• Greenhaus, J. H. & Kopelman, R. E. (1981). Conflict between work and nonwork roles: Implications for the career planning process. Human Resource Planning, 4(1), 1-10.
• Hall, D. T. & Parker, V. A. (1993). The role of workplace flexibility in managing diversity. Organizational Dynamics, 22(1), 5-18.
• Hammer, L. B. & Neal, M. B. (2008). Working sandwiched-generation caregivers: Prevalence, characteristics, and outcomes. The Psychologist-Manager Journal, 11(1), 93-112.
• Hargis, M. B., Kotrba, L. M., Zhdanova, L. & Baltes, B. B. (2011). What’s really important? Examining the relative importance of antecedents to work-family conflict. Journal of Managerial Issues, 23, 386-408.
• Herman, J. B. & Gyllstrom, K. K. (1977). Working men and women: Inter-and Intra-role conflict, Psychology of Women Quarterly, 1, 319-333.
• Jawahar, I. M., Stone, T. H. & Kisamore, J. I. (2007). Role conflict and burnout: The direct and moderating effects of political skills and perceived organizational support on burnout dimension. International Journal of Stress Management, 14(2), 142-159.
• Keith, P. M. & Schafer, R. B. (1980) Role strain and depression in two job families. Family Relations, 29, 483-488.
• Kelloway, E. K., Gottlieb, B. H. & Barham, L. (1999). The source, nature, and direction of work and family conflict: A longitudinal investigation. Journal of Occupational Health Psychology, 4, 337-346.
• Kim, H. & Gong, Y. (2017). Effects of work-family and family-work conflicts on flexible work arrangements demand: a gender role perspective. The International Journal of Human Resource Management, 28(2), 936-2956.
• Kingston, P. W. (1990). Illusions and ignorance about family responsive workplace. Journal of Family Issues 11, 438-454.
• Kossek, E. E., Lautsch, B. A. & Eaton, S. C. (2006). Telecommuting, control and boundary management: Correlates of policy use and practice, job control, and work-family effectiveness. Journal of Vocational Behavior, 68, 347-467.
• Kundu, S. C., Phogat, R. S., Datta, S. K. & Gahlawat, N. (2016). Impact of workplace characteristics on work-family conflict of dual-career couples. International Journal of Organizational Analysis, 24, 883-907
• Marshall, N. L. & Barnett, R. C. (1994). Family-friendly workplaces, work-family interface, and worker health. In G.P. Keita and J.L. Hurrell, Jr, (Eds.). Job Stress in a Changing Workforce, (pp. 253-264). Washington, DC: APA Books.
• Mauno, S., Kinnunen, S. & Ruokolainen, M. (2006). Exploring work-and organization- based resources as moderators between work-family conflict, well-being, and job attitudes. Work & Stress: An International Journal of Work, Health, and Organizations, 20(3), 210-233.
• Meyer, J. A. (1997). Examining workplace flexibility across work and family domains (Doctoral Dissertation, University of Tulsa). Dissertation Abstracts International Section B: The Sciences and Engineering, 57(8-B), 5375.
• Moreno-Jimenez, B., Mayo, M., Sanz-Vergel, A.I., Geurts, S., Rodriguez-Munoz, A. & Garrosa, E. (2009). Effects of work-family conflict on employees’ well-being: The moderating role of recovery strategies. Journal of Occupational Health Psychology, 14, 427-440.
• Munn S. & Greer T. (2015). Beyond the “Ideal” Worker: Including Men in Work–Family Discussions. In M. J. Mills (Eds.) Gender and the work-family experience. An intersection of two domains (pp.21-38). New York: Springer.
• Netenmeyer, R.G., Boles, J.S., McMurrian, R. (1996). Development and validation of work-family conflict and family-work conflict scales. Journal of Applied Psychology,81(4), 400-410.
• O'Driscoll, M. P., Poelmans, S., Spector, P. E., Kalliath, T., Allen, T. D., Cooper, C. L. & Sanchez, J. I. (2003). Family-responsive interventions, perceived organizational and supervisor support, work-family conflict, and psychological strain. International Journal of Stress Management, 10(4), 326-344.
• OECD (2016). Be flexible! Background brief on how workplace flexibility can help European employees to balance work and family. Retrieved from https://www.oecd.org/els/family/Be-Flexible-Backgrounder-Workplace-Flexibility.pdf January 19,2018.
• Oldham, G. R. (1996). Job design. International Review of Industrial and Organizational Psychology, 11, 33-60.
• Parker, S. K., Wall, T. D. & Jackson, P. R. (1997). That's not my job: Developing flexible employee work orientations. Academy of Management Journal, 40, 899-929.
• Pitt-Catsouphes, M. & Matz-Costa, C. (2008). The multi-generational workforce: Workplace flexibility and engagement. Community, Work and Family, 11,215-229.
• Pleck, J.H. (1977). The work-family role system. Social problems, 24, 417-427.
• Pleck, J.H., Staines, G.L., & Lang, L. (1980). Conflicts between work and family life. Monthly Labor Review, 103, 29-32.
• Rajadhyaksha U., Korabik K. & Aycan Z. (2015) Gender, Gender-Role Ideology, and the Work–Family Interface: A Cross-Cultural Analysis. In M. Mills (Eds.), Gender and the work-family experience: An intersection of two domains (pp. 99-117). Cham, Switzerland: Springer.
• Rastogi, M., Rangnekar, S. & Rastogi, R. (2016). Flexibility as a predictor of work-family enrichment. Global Journal of Flexible Systems Management, 17,5-14.
• Rau, B. L. & Hyland, M. A. (2002). Role conflict and flexible work arrangements: The effects on applicant attraction. Personnel Psychology, 55(1), 111-136
• Ronen, S. (1984). Alternative work schedules: Selecting, implementing, and evaluating. Homewood, IL: Dow-Jones-Irwin
• Rothausen, T. J. (1994). Job satisfaction and the parent worker: The role of flexibility and rewards. Journal of Vocational Behavior, 44, 317–336.
• Schneider, B., Reichers, A. E. & Mitchell, T. M. (1982). Some relationships between the aptitude requirements and reward attributes of tasks. Academy of Management Journal, 25, 567-574.
• Shockley, K. M. & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict. Journal of Vocational Psychology, 71, 479-493.
• Spector, P. E. (2006). Truth or urban legend? Method Variance in Organizational Research, 9, 221-232.
• Stokols, D., Pelletier, K. R. & Fielding, J. E. (1996). The ecology of work and health: Research and policy directions for the promotion of employee health. Health Education Quarterly, 23, 137-158.
• Thomas, L. T. & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of Applied Psychology, 80(1), 6-15.
• Thompson, C. A., Beauvais, L. L. & Lyness, K. S. (1999). When work-family benefits are not enough: The influence of work-family culture on benefit utilization, organizational attachment and work-family conflict. Journal of Vocational Behavior, 54, 392-415.
• Thompson, R. J., Payne, S. C. & Taylor, A. B. (2015). Applicant attraction to flexible work arrangements: Separating the influence of flextime and flexplace. Journal of Occupational and Organizational Psychology, 88, 726-749.
• Turgut, T. (2011). Çalışmaya Tutkunluk: İş yükü, esnek çalışma saatleri, yönetici desteği, ve iş-aile çatışması ile ilişkiler. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25, 155-178.
• Uysal Irak, D. & Koç, M.S. (2014, September). The role of work culture- flexibility and supportive supervision-on job satisfaction. 5th European Conference on Social and Behavioral Sciences. St. Petersburg, Russia.
• Wayne, J. H. & Casper, W. J. (2016). Why having a family supportive culture, not just policies, matters to male and female job seekers: An examination of work-family conflict, values, and self-interest. Sex Roles, 75, 459-475.