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Workplace ostracism and burnout among academics: the predictive power of personality traits and the mediator role of positive and negative affects

Akademisyenlerde örgütsel dışlanma ve tükenmişlik: kişilik özelliklerinin yordama gücü ve pozitif ve negatif duygulanımın aracı rolü

Hande Özgen(ANKARA YILDIRIM BEYAZIT ÜNİVERSİTESİ)0000-0002-6939-6723
İrem Özmen(ANKARA YILDIRIM BEYAZIT ÜNİVERSİTESİ)0000-0002-6002-2901
Pages
159–178
Publication Date
2023-12-01
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The research model regarding the mediator role of positive and negative affects in the relationship between workplace ostracism and burnout was supported.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:This study, which deals with workplace ostracism and burnout among academics, has three purposes.
📊
Key Findings & Data:The research data were obtained using a convenience sampling method from 446 (188 female, 258 male) academics working in the departments of economics and administrative sciences faculties of state universities in Turkey.
💡
Conclusion & Impact:The research model regarding the mediator role of positive and negative affects in the relationship between workplace ostracism and burnout was supported.
🔬Design:Modeling & Simulation
📍Scope:Comprehensive Sample
⚙️Variables:Örgütsel Dışlanma · Tükenmişlik · Pozitif ve Negatif Duygulanım

Abstract

This study, which deals with workplace ostracism and burnout among academics, has three purposes. The first is to test whether ostracism and burnout differ according to the gender and titles of academics. The second is to determine the predictive levels of the five-factor personality traits on workplace ostracism and burnout. The third is to determine the mediator role of positive and negative affects in the relationship between workplace ostracism and burnout. The research data were obtained using a convenience sampling method from 446 (188 female, 258 male) academics working in the departments of economics and administrative sciences faculties of state universities in Turkey. Comparison tests, regressions, and PROCESS Macro analyses were performed. The findings showed that workplace ostracism was perceived more by males. Faculty members with the professor title felt less burnout than other titles. The conscientiousness personality trait of the five-factor personality model negatively predicts workplace ostracism, while neuroticism positively predicts workplace ostracism. Neuroticism positively predicts burnout, while conscientiousness, openness to experience, and extraversion traits negatively predict burnout. The research model regarding the mediator role of positive and negative affects in the relationship between workplace ostracism and burnout was supported.

Özet

Örgütsel dışlanma ve tükenmişlik değişkenlerini akademisyenler üzerinde ele alan bu çalışmanın üç amacı vardır. Birincisi dışlanma ve tükenmişliğin akademisyenlerin cinsiyetlerine ve unvanlarına göre farklılaşıp farklılaşmadığını test etmektir. İkincisi beş faktör kişilik özelliklerinin örgütsel dışlanma ve tükenmişliği yordama düzeylerini tespit etmektir. Üçüncüsü ise örgütsel dışlanma ve tükenmişlik ilişkisinde pozitif ve negatif duygulanımın aracı rolünü saptamaktır. Araştırma verileri Türkiye’deki devlet üniversitelerinin iktisadi ve idari bilimler fakültelerine bağlı bölümlerinde görev yapan 446 (188’i kadın, 258’i erkek) akademisyenden, kolayda örnekleme yöntemi ile elde edilmiştir. Karşılaştırma testleri, regresyon ve PROCESS Macro analizleri yapılmıştır. Bulgular, örgütsel dışlanmanın erkekler tarafından daha fazla algılandığını göstermiştir. Profesör unvanlı öğretim üyeleri diğer unvanlarla karşılaştırıldığında daha az tükenmişlik hissetmektedirler. Beş faktör kişilik modelinden sorumluluk kişilik özelliği negatif yönde, nevrotiklik pozitif yönde örgütsel dışlanmayı yordamaktadır. Nevrotiklik pozitif yönde, sorumluluk, deneyime açıklık ve dışadönüklük özellikleri ise negatif yönde tükenmişliği açıklamaktadır. Örgütsel dışlanma ve tükenmişlik ilişkisinde pozitif ve negatif duygulanımın aracı rolüne ilişkin araştırma modeli desteklenmiştir.

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Cite This Article

Özgen, H., Özmen, İ. (2023). Workplace ostracism and burnout among academics: the predictive power of personality traits and the mediator role of positive and negative affects. Afyon Kocatepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Cilt: 25 Sayı: 2, 159–178. https://doi.org/10.33707/akuiibfd.1253709

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