Çalışma Saatlerinin Çalışan Memnuniyeti Üzerine Etkisi

Aydin, Caner; Korkut, Derya Sevim

doi:10.29130/dubited.536360

Cited by 3 publications

(3 citation statements)

References 5 publications

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“…Not having long working hours increases job satisfaction and motivation and reduces stress (Solanki, 2013). Excessive working hours and lack of flexibility are negatively evaluated by employees (Aydın and Sevim Korkut, 2019). Additionally, a study confirmed that working hours are a strong predictor of job stress, well-being, and depression.…”

Section: Conclusion and Recommendationsmentioning

confidence: 89%

The Challenges of Tourism Sector Employees in Türkiye: Aegean Region Example

Turan

2024

ICTR

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The aim of this study is to reveal the challenges experienced by employees in the tourism sector in Türkiye and to privede suggestions for the remediation of issus.The method of the research is a qualitative research method. Research sample includes 21 tourism employees in the Aegean Region, which is one of the important regions of the tourism sector for Türkiye. A semi-structured interview form has been used for the research. The form contains 6 open-ended questions and 5 demographic variables. Content analysis has been used in the research. According to the results, the most important challenges of employees have become evident as low wage level, long working hours, lack of social-cultural activities, lack of motivation, and insufficient accommodation opportunities in Türkiye. An important point that draws attention here is that the challenges expressed by employees indicate the dimensions of job satisfaction. At this point, it can be said that tourismsector employees have no/insufficient job satisfaction. In this respect, it may be recommended to measure the job satisfaction of tourism sector employees in future research. In order to eliminate or alleviate these challenges, wage policies can be reconsidered and wage increases can be achieved, wage policies specific to the tourism sector can be developed. Regarding the regulation of long working hours, the 4-day working week model is currently implemented in various countries of the world (such as England and Germany). Pilot applications can be made for tourism workers. In addition, social-cultural activities can be organized for employees at regular intervals. Lodgings and houses close to workplaces can be provided by employers to improve accommodation opportunities for their employees. Thus, improving the problems of employees in the tourism sector, which is an important source of income for Türkiye, will increase both the quality of life and job satisfaction of employees.

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Section: Conclusion and Recommendationsmentioning

confidence: 89%

The Challenges of Tourism Sector Employees in Türkiye: Aegean Region Example

Turan

2024

ICTR

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“…İşletmelerin verimliliği ve etkililiğinde çalışanların psikolojisi önemli bir rol oynamaktadır (Şahin, 2015). Her çalışanın ayrı bir psikolojik yapısı olduğundan dolayı çalışanlar maddi ve manevi olanaklardan etkilenmektedir (Aydın ve Korkut, 2019). Çalışan iyi oluş hali bireyin bulunmuş olduğu sosyal-kültürel yapısından önemli düzeyde etkilenmektedir (Aktaş, 2011).…”

Section: International Journal Of Economic and Administrative Studiesunclassified

Demografi̇k Özelli̇klere Göre Duygusal Emek Ve Çalişan İyi̇ Oluş Hali̇ndeki̇ Farkliliklar

İbrahimağaoğlu

Yıldız

Dumlu

2021

Uluslararası İktisadi Ve İdari İncelemeler Dergisi

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Duygusal emek ve çalışan iyi oluş hali hizmet sektöründe son dönemlerde önem arz eden örgütsel davranış konularındandır. Örgütlerin insan kaynağına daha çok önem vermesiyle örgütler çalışanların duygu ve davranışlarının örgütün amaçlarıyla uyumlu hale getirilmesini hedeflemektedir. Bu bağlamda çalışanların farklı özelliklerinin farklı duygusal emek sergilemelerine yol açabileceğinden söz edilebilir. Bu çalışmanın amacı, demografik özelliklere göre duygusal emek boyutları ve çalışan iyi oluş hali boyutlarındaki farklılıkları incelemektir. Hipotez içeren bu çalışmada, hizmet sektöründeki 233 işgören üzerinde anket çalışması yapılmıştır. Bulgulara göre duygusal emek boyutlarının cinsiyet, yaş, çalışma süresi ve eğitim düzeyine göre farklılık gösterdiği gözlenmişken çalışan iyi oluş hali boyutlarının cinsiyet, yöneticilik yapma ve çalışılan birime göre farklılık gösterdiği gözlenmiştir. Sonuçta, duygusal emek ve çalışan iyi oluşu boyutları ile ilgili ilerleyen çalışmalar için öneriler getirilmiştir.

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“…Göçer vd. [4], Mariappanadar ve Aust [5], Aydın ve Sevim Korkut [6], İspir ve Yeşil [7], Öztürk ve Bolcan [8], Erik [9], Bayram [10] vb. pek çok araştırmacı bu faktörlerden bir ya da birkaçının çalışan memnuniyeti üzerindeki spesifik etkilerini belirlemeye yönelik çeşitli uygulama ve çalışmalarda bulunmuştur.…”

Section: Gi̇ri̇ş (Introduction)unclassified

Sürdürülebilir insan kaynağı yönetimi: Belirsiz fayda fonksiyonlu doğrusal-olmayan atama programı ile çalışan memnuniyetinin arttırılması

Turan

CORUH

2022

Gazi Üniversitesi Mühendislik Mimarlık Fakültesi Dergisi

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 Maximizing employee satisfaction through automation and interview robots in human resource management  Uncertainty in employee expectation and satisfaction levels due to measurement error or changes through time and by experience  The presence of statistical dependency among employees' expectation and satisfaction levelsIt is no doubt that the most significant resource for organizations is human capital and the optimal utilization of human capital enables them to make savings both from time and money. One of the most critical phases of human resource management is the job-personnel assignment process. For success in this process, it is necessary to consider a job candidate's satisfaction and expectations with regard to the job that he/she will be assigned, in addition to his/her technical competencies. Figure A. Histogram and box-whisker plots of the illustrative case results for scenario 6 under statistical dependency assumption Purpose: In the context of sustainable human resource management which is a topic highligted in the extant literature, this research aims to develop a job-personnel assignment decision support model that can be used to improve employee satisfaction.Theory and Methods: While the model developed makes use of the utility theory and its functions in measuring employee satisfaction, it employs a nonlinear assignment program with uncertain utility functions to determine the optimal job-personnel match. By taking into account both nonlinearities and uncertainties in employee satisfaction changing with respect to economic, social and environmental factors, the model developed provides a more realistic approach than the provious models do.Results: An illustration of the model is presented with a hypothetical example where the results obtained through Monte Carlo simulation are statistically interpreted. To elaborate the contribution further, a sensitivity analysis is conducted, and the results are analyzed under both statistical independence and dependence assumptions as presented in Figure A as an example. Conclusion:Although this research provides a theoretical basis for the development of an interview robot which can be used in managing human resource sustainably, further research is needed for such applications in order to protect individual rights and privacy within the framework of relevant laws and ethical values.

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Çalışma Saatlerinin Çalışan Memnuniyeti Üzerine Etkisi

Cited by 3 publications

References 5 publications

The Challenges of Tourism Sector Employees in Türkiye: Aegean Region Example

The Challenges of Tourism Sector Employees in Türkiye: Aegean Region Example

Demografi̇k Özelli̇klere Göre Duygusal Emek Ve Çalişan İyi̇ Oluş Hali̇ndeki̇ Farkliliklar

Sürdürülebilir insan kaynağı yönetimi: Belirsiz fayda fonksiyonlu doğrusal-olmayan atama programı ile çalışan memnuniyetinin arttırılması

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