SavedAdd your journal

Journals / Iğdır Üniversitesi Sosyal Bilimler Dergisi / 2018 / Cilt: 0 - Sayı: 16

The Impact of Organizational Identification on Work-Life Balance: A Research for Senior Man-agers

Örgütsel Özdeşleşmenin İş-Yaşam Dengesine Etkisi: Üst Düzey Yöneticilere Yönelik Bir Araş-tırma

Sibel AYDEMİR
Pages
367–390
Publication Date
2022-10-18
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

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

As a result of simple linear regression analysis; it has been determined that the change in organizational identifica-tion accounted for 12.5% of the change in the work-life balance of senior executives, and it was found that the work-life balance caused an increase of 0.809 units per 1 on organizational identi-fication.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The purpose of this study is; to determine the work-life balances and organizational identification levels of mana-gers who are expressed as brainstorms in organizations and therefore are very important to integrate with the goals of the organization; to examine whether there is a meaningful relati-onship between these two organizational factors and to deter-mine the impact level of organizational identification on work-life balance in the case of a significant relationship.
📊
Key Findings & Data:As a result of the correlation analysis carried out within the scope of the re-search; it has been found that there is a significant positive cor-relation between work-life balance and organizational identifi-cation.
💡
Conclusion & Impact:As a result of simple linear regression analysis; it has been determined that the change in organizational identifica-tion accounted for 12.5% of the change in the work-life balance of senior executives, and it was found that the work-life balance caused an increase of 0.809 units per 1 on organizational identi-fication.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

The purpose of this study is; to determine the work-life balances and organizational identification levels of mana-gers who are expressed as brainstorms in organizations and therefore are very important to integrate with the goals of the organization; to examine whether there is a meaningful relati-onship between these two organizational factors and to deter-mine the impact level of organizational identification on work-life balance in the case of a significant relationship. As a result of the correlation analysis carried out within the scope of the re-search; it has been found that there is a significant positive cor-relation between work-life balance and organizational identifi-cation. As a result of simple linear regression analysis; it has been determined that the change in organizational identifica-tion accounted for 12.5% of the change in the work-life balance of senior executives, and it was found that the work-life balance caused an increase of 0.809 units per 1 on organizational identi-fication. As a result of difference analysis; there is a meaningful difference according to whether personal development educa-tion is taken or not and it is determined that work-life balance is higher in managers who have received personal development education before.

Özet

Bu çalışmanın amacı; örgütlerde beyin takımı olarak ifade edilen ve bundan dolayı da örgütün hedefleriyle bütünleşmesi oldukça önemli olan yöneticilerin iş-yaşam dengeleri ve örgüt-sel özdeşleşme düzeylerini saptamak, bu iki örgütsel faktör ara-sında anlamlı bir ilişki olup olmadığını incelemek ve anlamlı bir ilişkinin varlığı durumunda örgütle özdeşleşmenin iş-yaşam dengesine etki düzeyini belirlemektir. Araştırma kapsamında gerçekleştirilen korelasyon analizi sonucunda; iş-yaşam dengesi ile örgütsel özdeşleşme arasında pozitif yönde anlamlı bir ilişki saptanmış, basit doğrusal regresyon analizi sonucunda; üst dü-zey yöneticilerin iş-yaşam dengesindeki değişimin %12,5’ini örgütsel özdeşleşmedeki değişimin açıkladığı belirlenmiş ve iş-yaşam dengesinin örgütsel özdeşleşme üzerinde 1 birime karşı-lık 0.809 birimlik bir artışa neden olduğu saptanmıştır. Farklılık analizleri sonucunda ise; üst düzey yöneticilerin iş-yaşam den-gesinin kişisel gelişim eğitimi alınıp alınmamasına göre anlamlı bir farklılık gösterdiği ve daha önce kişisel gelişim eğitimi alan yöneticilerde iş-yaşam dengesinin daha yüksek olduğu sap-tanmıştır.

🔖

Cite This Article

AYDEMİR, S. (2022). The Impact of Organizational Identification on Work-Life Balance: A Research for Senior Man-agers. Iğdır Üniversitesi Sosyal Bilimler Dergisi, Cilt: 0 - Sayı: 16, 367–390. https://ajindex.com/articles/538842

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (13)

  1. Akın, A., Ulukök, E., Arar, T. (2017). İş-Yaşam Dengesi: Türkiye’de Yapılan Çalışmalara Yönelik Teorik Bir İnceleme. AKÜ İİBF Der-gisi, 19(1), 113-124.
  2. Akyüz, M., Yılmaz, F. D. (2015). Konaklama İşletmelerinde Örgütsel Özdeşleşme ve Örgütsel İletişimin İşgörenlerin İşten Ayrılma Ni-yetine Etkisi. Kastamonu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 8, 137-143.
  3. Alkan, D. P., Arıkboğa, F. Ş. (2017). Etik Liderlik ve Örgütsel Vatandaş-lık Davranışı İlişkisinde Örgütsel Özdeşleşmenin Aracılık Etkisi ve Bir Uygulama. Yönetim ve Ekonomi, 24(2), 349-369.
  4. Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414 - 435. Appelbaum, E., Bailey, E., Berg, P., Kalleberg, A. (2005). Organizations and the intersection of work and family. In S. Ackroyd, R. Batt., & P.S. Tolbert (ed.), The oxford handbook of work and organization, 52-73.
  5. Ashforth, B. E., Mael, F. (1989). Social Identity Theory and the Organi-zation. Academy of Management Review, 14, 20-39.
  6. Bamber, E. M., Iyer, V. (2002). Big 5 Auditors’ Professional and Orga-nizational Identification. A Journal of Practice & Theory, 21(2), 21-38.
  7. Beham, B., Drobnic, S. (2010). Satisfaction with work-family balance among German office workers. Journal of Managerial Psychology, 25, 669-689.
  8. Bergami, M., Bagozzi, R. (2000). Self-categorization, affective commit-ment and group self-esteem as distinct aspects of social identity in the organization. British Journal of Social Psychology, 39(4), 555-577.
  9. Biçkes, D. M., Yılmaz, C. (2017). Çalışanların Örgütsel Güven Algıla-malarının Özdeşleşme Düzeyleri Üzerindeki Etkisi: Amprik Bir Çalışma. KSÜ Sosyal Bilimler Dergisi, 14(1), 301-322.
  10. Callea, A., Urbini, F., Chirumbolo, A. (2016). The mediating role of organizational identification in the relationship between qualita-tive job insecurity. OCB and job performance. Journal of Mana-gement Development, 35(6), 735-746.
  11. Carmeli, A. (2005). Perceived external prestige, affective commitment, and citizenship behaviors. Organization Studies, 26, 443-464.
  12. Carmeli, A., Gilat, G., Waldman, D. A. (2007). The role of perceived organizational performance in organizational identification, ad-justment, and job performance. Journal of Management Studies, 44, 972-992.
  13. Croucher, R., Kelliher, C., (2005). The Right to Request Flexible Wor-king in Britain: The Law and Organizational Realities. European Journal of Comparative Law and Industrial Relations, 21(3)