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Self-Efficacy, Contextual Factors and Well-Being: the Impact of Work Engagement = = OZ-yeterli̇k, Ortamsal Faktorler Ve Esenli̇k: ISE Gonulden Adanmanin Etki̇si̇ /

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Self-Efficacy, Contextual Factors and Well-Being: the Impact of Work Engagement =/ Esra Atilla Bal.
其他題名:	OZ-yeterli̇k, Ortamsal Faktorler Ve Esenli̇k: ISE Gonulden Adanmanin Etki̇si̇ /
作者:	Bal, Esra Atilla,
面頁冊數:	1 electronic resource (175 pages)
附註:	Source: Dissertations Abstracts International, Volume: 83-06, Section: A.
Contained By:	Dissertations Abstracts International83-06A.
標題:	Middle Eastern studies. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28517080
ISBN:	9798505598207

Self-Efficacy, Contextual Factors and Well-Being: the Impact of Work Engagement = = OZ-yeterli̇k, Ortamsal Faktorler Ve Esenli̇k: ISE Gonulden Adanmanin Etki̇si̇ /
Bal, Esra Atilla,

Self-Efficacy, Contextual Factors and Well-Being: the Impact of Work Engagement =OZ-yeterli̇k, Ortamsal Faktorler Ve Esenli̇k: ISE Gonulden Adanmanin Etki̇si̇ /Esra Atilla Bal. - 1 electronic resource (175 pages)

Source: Dissertations Abstracts International, Volume: 83-06, Section: A.

Since the beginning of the year 2000, in line with the growing interest in Positive Psychology, many researchers the area of industrial-organizational psychology have attempted to uncover those factors which positively affect employee well-being. In this study, the Job Demands-Resources Model (JD-R Model; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), which has the positive organizational behavior concept of work engagement at its core is examined. During the recent years, the results of the studies regarding this model showed that various contextual factors are positively related to work engagement, and this in return has positive consequences for both the employees and organizations. However, especially during the last few years, the JD-R model has been criticized due to the fact that it neglects the role of the person in explaining well-being. In line with these views, in our study, the motivational process of the model was expanded with the inclusion of the crucial personal resource of self-efficacy, which was hypothesized as a possible antecedent of work engagement. Moreover, it was also hypothesized that, different kinds of resources would positively affect employee work engagement, which would then be positively related to employee well-being and negatively related to turnover intention. Hence, for the first time in Turkey, the expanded motivational process of the JD-R Model is tested by means of a comprehensive fieldwork. More specifically, the expanded model is applied to 1033 white-collar employees working in 21 different companies from various sectors. The results showed that, compared to the contextual factors, the crucial personal resource of self-efficacy has a stronger impact on work engagement. Furthermore, it was seen that work engagement has a mediating effect between the independent and dependent variables (except for performance feedback). Moreover, among the contextual factors, job autonomy has the strongest influence on employee work engagement and supervisor support has the strongest negative relationship with turnover intention as well as the strongest positive relationship with employee wellbeing. The results are discussed in relation to the significance of work engagement for both employees and organizations and as to how this affective-cognitive state can be fostered in the modern workplace.

English

ISBN: 9798505598207Subjects--Topical Terms:

3168421
Middle Eastern studies.

Self-Efficacy, Contextual Factors and Well-Being: the Impact of Work Engagement = = OZ-yeterli̇k, Ortamsal Faktorler Ve Esenli̇k: ISE Gonulden Adanmanin Etki̇si̇ /
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245 1 0 $a Self-Efficacy, Contextual Factors and Well-Being: the Impact of Work Engagement = $b OZ-yeterli̇k, Ortamsal Faktorler Ve Esenli̇k: ISE Gonulden Adanmanin Etki̇si̇ / $c Esra Atilla Bal.
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500 $a Advisors: Sinangil, Handan Kepir.
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520 $a Since the beginning of the year 2000, in line with the growing interest in Positive Psychology, many researchers the area of industrial-organizational psychology have attempted to uncover those factors which positively affect employee well-being. In this study, the Job Demands-Resources Model (JD-R Model; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), which has the positive organizational behavior concept of work engagement at its core is examined. During the recent years, the results of the studies regarding this model showed that various contextual factors are positively related to work engagement, and this in return has positive consequences for both the employees and organizations. However, especially during the last few years, the JD-R model has been criticized due to the fact that it neglects the role of the person in explaining well-being. In line with these views, in our study, the motivational process of the model was expanded with the inclusion of the crucial personal resource of self-efficacy, which was hypothesized as a possible antecedent of work engagement. Moreover, it was also hypothesized that, different kinds of resources would positively affect employee work engagement, which would then be positively related to employee well-being and negatively related to turnover intention. Hence, for the first time in Turkey, the expanded motivational process of the JD-R Model is tested by means of a comprehensive fieldwork. More specifically, the expanded model is applied to 1033 white-collar employees working in 21 different companies from various sectors. The results showed that, compared to the contextual factors, the crucial personal resource of self-efficacy has a stronger impact on work engagement. Furthermore, it was seen that work engagement has a mediating effect between the independent and dependent variables (except for performance feedback). Moreover, among the contextual factors, job autonomy has the strongest influence on employee work engagement and supervisor support has the strongest negative relationship with turnover intention as well as the strongest positive relationship with employee wellbeing. The results are discussed in relation to the significance of work engagement for both employees and organizations and as to how this affective-cognitive state can be fostered in the modern workplace.
520 $a 2000'li yillarin basindan bu yana, Pozitif Psikoloji'ye olan ilginin de artmasiyla, endustri ve orgut psikolojisi alanindaki pek cok arastirmaci, calisanlarin esenligini olumlu yonde etkileyen faktorleri saptayan calismalar uzerinde yogunlasmaktadir. Bu arastirmada, bir pozitif orgutsel davranis kavrami olan ise gonulden adanma'nin (work engagement) merkezinde bulundugu Is Talepleri-Kaynaklari Modeli (Job Demands-Resources Model; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) incelenmistir. Son yillarda bu model uzerine arastirmalar yapilmaya baslanmis ve sonucunda cesitli ortamsal faktorlerin calisanlarin ise gonulden adanmasini olumlu yonde etkiledigi ve bunun hem calisanlar, hem de sirketler acisindan pek cok olumlu sonucu oldugu ortaya konmustur. Ancak, ozellikle son birkac yil icerisinde soz konusu modelin bir takim elestirilere maruz kaldigi saptanmistir. Bu elestiriler de dikkate alinarak, ortamsal faktorlere ilaveten onemli bir kisisel kaynak olan oz-yeterligin de ise gonulden adanma kavrami icin bir oncel olabilecegi dusunulmus ve modelin motivasyonel sureci arastirmaci tarafindan bu sekilde genisletilmistir. Bu baglamda, farkli kaynaklarin calisanlarin ise gonulden adanmasini olumlu yonde etkileyecegi, bunun sonucunda isten ayrilma niyetinin azalacagi ve calisanlarin isle ilgili esenliklerinin artacagi dusunulmustur. Genisletilmis sekliyle model Turkiye'de ilk defa genis kapsamli bir saha calismasiyla incelenmistir. Model bu sekliyle farkli sektorlerde faaliyet gosteren 21 sirkette calisan ve tumu beyaz yakali olan 1033 calisan uzerinde uygulanmistir. Arastirmanin sonuclari, onemli bir kisisel kaynak olan ozyeterligin ise gonulden adanma uzerinde ortamsal faktorlerden daha guclu bir etkiye sahip oldugunu ortaya koymustur. Bunun yani sira, ise gonulden adanmanin bagimli ve bagimsiz degiskenler arasinda (geribildirim disinda) onemli bir ara degisken oldugu kanitlanmistir. Ayrica, ortamsal faktorler arasinda, ozerkligin ise gonulden adanma uzerinde en guclu etkiye sahip oldugu, amir desteginin ise calisanlarin isten ayrilma niyetini olumsuz yonde en guclu olarak etkileyen ve isle ilgili esenlik duygularini en cok arttiran faktor oldugu gorulmustur. Arastirmanin sonuclari, hem ise gonulden adanma kavraminin calisanlar ve sirketler icin onemi acisindan, hem de gunumuz is ortaminda bu kavramin orgutlerde nasil yayginlastirilabilecegiyle iliskilendirilerek tartisilmistir.
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650 4 $a Near Eastern studies. $3 2122821
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