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Journals / Journal of Economy Culture and Society / 2020 / Sayı: 62

The Moderating Role of Work Engagement in the Relationship Between Work Values and Affective Organizational Commitment of Generation Y Production Workers in Industry

Sanayi Sektöründe Çalışan Y Kuşağı Üretim İşçilerinde Çalışma Değerleri ile Örgüte Duygusal Bağlılık Arasındaki İlişkide İşe Bağlanmanın Düzenleyici Rolü

Ümit Deniz İLHAN
Burcu KÜMBÜL GÜLER
Mehmet AKSARAYLI
Pages
65–89
Publication Date
2020-12-25
DOI
—
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AI Summary & Key Takeaways

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

According to the results of the study, work engagement was found to have a moderating role in three out of four dimensions of work values (intrinsic-present oriented, extrinsic-present oriented, and extrinsic-future oriented, with intrinsic-future oriented not found) and affective organizational commitment.

📌 3 Key Takeaways

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Objective & Hypothesis:This study focuses on the effects of work engagement and work values that are thought to be effective in providing the affective organizational commitment of Generation Y production workers in industry within the framework of the changes in working life.
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Key Findings & Data:The data of the research were collected from a total of 516 Generation Y production workers (women %12,8, men %87,2) in two large-scale enterprises operating in the field of food and beverage production in the province of İzmir, Turkey.
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Conclusion & Impact:According to the results of the study, work engagement was found to have a moderating role in three out of four dimensions of work values (intrinsic-present oriented, extrinsic-present oriented, and extrinsic-future oriented, with intrinsic-future oriented not found) and affective organizational commitment.
🔬Design:Survey & Empirical Study
📍Scope:2010 Verileri
⚙️Variables:Üretim işçisi · Y kuşağı · duygusal bağlılık

Abstract

This study focuses on the effects of work engagement and work values that are thought to be effective in providing the affective organizational commitment of Generation Y production workers in industry within the framework of the changes in working life. The data of the research were collected from a total of 516 Generation Y production workers (women %12,8, men %87,2) in two large-scale enterprises operating in the field of food and beverage production in the province of İzmir, Turkey. Work values were assessed through Lyons, Higgins, Chris and Duxbury’s (2010) Lyons Work Values Survey (LWVS). Next, to assess work engagement, Utrecht Work Engagement Scale (UWES) developed by Schaufeli, Salanova, González-Romá and Bakker (2002) was used. Last, 6 items of Meyer and Allen’s (1991) Organizational Commitment Questionnaire (OCQ) related to affective commitment were used to assess affective organizational commitment. According to the results of the study, work engagement was found to have a moderating role in three out of four dimensions of work values (intrinsic-present oriented, extrinsic-present oriented, and extrinsic-future oriented, with intrinsic-future oriented not found) and affective organizational commitment. In line with these findings, to ensure the affective organizational commitment of Generation Y production workers in industry, it is suggested to create an organizational environment that enables work engagement while giving importance to work values.

Özet

Bu çalışma, çalışma yaşamındaki değişimler çerçevesinde, sanayi sektöründe çalışan Y Kuşağı üretim işçilerinin örgüte duygusal bağlılıklarında etkili olacağı düşünülen çalışma değerleri ve işe bağlanmanın etkilerine odaklanmaktadır. Yapılan araştırmada, İzmir ilinde gıda ve içecek üretimi alanında ulusal ve uluslararası düzeyde faaliyet gösteren büyük ölçekli iki işletmede çalışan 66’sı (%12,8) kadın ve 450’si (%87,2) erkek olmak üzere toplam 516 Y Kuşağı temsilcisi üretim işçisinden veri toplanmıştır. Veri toplama araçları olarak, çalışma değerlerini ölçmek amacıyla, Lyons, Higgins, Chris ve Duxbury (2010) tarafından geliştirilmiş olan çalışma değerleri ölçeğinden (Lyons Work Values Survey-LWVS) yararlanılmıştır. İşe bağlanmayı ölçmek için, Schaufeli, Salanova, González-Romá ve Bakker (2002) tarafından geliştirilmiş olan işe bağlanma ölçeği (Utrecht Work Engagement Scale-UWES) kullanılmıştır. Son olarak örgüte duygusal bağlılığı ölçmek için, Meyer ve Allen (1991)’in örgütsel bağlılık ölçeğinin (Organizational Commitment Questionnaire-OCQ) duygusal bağlılık ile ilgili 6 maddesi kullanılmıştır. Çalışmadan elde edilen sonuçlara göre, içsel-gelecek odaklı boyut hariç, diğer üç çalışma değerleri boyutunun (içsel-an odaklı, dışsal-an odaklı, dışsal-gelecek odaklı) örgüte duygusal bağlılığı yordamasında işe bağlanmanın düzenleyici rolü olduğu görülmüştür. Bu bulgular doğrultusunda, sanayi sektöründe çalışan Y Kuşağı üretim işçilerinin örgüte duygusal olarak bağlılığının sağlanması için çalışma değerlerine önem verilmesi gerekliliği ile birlikte işe bağlanmayı da mümkün kılan bir çalışma ortamı oluşturulmasının önemi anlaşılmaktadır.

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Cite This Article

İLHAN, Ü. D., GÜLER, B. K., AKSARAYLI, M. (2020). The Moderating Role of Work Engagement in the Relationship Between Work Values and Affective Organizational Commitment of Generation Y Production Workers in Industry. Journal of Economy Culture and Society, Sayı: 62, 65–89. https://ajindex.com/articles/82439

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