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EFFECTS OF WORK-FAMILY CONFLICTS EXPERIENCED BY HEALTHCARE PROFESSIONALS ON THE ORGANIZATIONAL COMMITMENT
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- Bu səhifədəki naviqasiya:
- Ramazan KIRAÇ
- Materials and Methods
- Research Findings
- Conclusion and Discussion
EFFECTS OF WORK-FAMILY CONFLICTS EXPERIENCED BY HEALTHCARE PROFESSIONALS ON THE ORGANIZATIONAL COMMITMENTYunus Emre ÖZTÜRK Assoc. Professor, Selcuk University, Health Science Faculty Health Management Department, yunemeozturk@gmail.com Mehmet YORULMAZ Assistant Professor, Selcuk University, Health Science Faculty Health Management Department mtyorulmaz@hotmail.com Ramazan KIRAÇ PhD Student, Selcuk University, Health Science Faculty Health Management Department, ramazan46k@gmail.com The aim of this study was to investigate the effect of work-family conflict situation on organizational commitment. The study was applied to hospital staff working in a state hospital in Konya. The sample of the research consists of 256 individuals. In the first part of the research questionnaire socio-demographic characteristics of the participants available. In the second chapter; Meyer and Allen's commitment measure was developed to measure the level of organizational commitment of individuals in 1977. In the third chapter; The work-family life conflict scale developed by Netenmeyer et al. (1996) was used to measure the levels of work-family life conflicts among employees. The health workers participating in the research; 55.5% are male, 44.5% are females. These; 18% is in the age range of 18-25 years, 61.7% is in the age range of 26-35 years, 20.3% is in the age of 36 years and over. 59% of the health care workers participating in the study were married and 41.0% were single. According to the results of the research, it is observed that as the conflict of work-family increases, the loyal commitment decreases. Men's organizational commitment is also higher than that of women.
Organizational Commitment, Work-Family Conflict, Health workers According to Porter et al. (1979: 604), organizational commitment is a condition in which the employee accepts the objectives and values of the organization he/she is in, makes an effort in this direction and desires to remain in the organization. Organizational commitment can lead to effects that would improve the performance of individuals and organizations (Uygur, 2007: 72). In this process, commitment behaviors could be influenced and directed by many different factors (individual-demographic factors, need for self-realization, job security, performance, role conflict or role ambiguity, organizational support, organizational structure, justice and adequacy of wages etc.) within the organization (Sığrı, 2007: 265-266). Organizational commitment; refers to the psychological integration and identification of an individual with the organization. The concept based on ensuring the stability and directing to behavior "involves an employee who accepts the purpose and values of the organization, believes in these objectives and values, wants to work extra to provide benefit for the organization and is determined to continue his membership in the organization" (İşcanveNaktiyok, 2004: 182). According to the literature, organizational commitment is the direct relationship or connection between the employee and the organization. However, different opinions on the structure and formation of this relationship or commitment have led to many different definitions of organizational commitment (Gül 2003: 73). Allen and Meyer have defined the organizational commitment as a behavior that is shaped by the relationships of employees with the organization and allows the employees make a decision to become a permanent member of the organization by stating that the organization commitment involves an a psychological dimension(Y. Deniz, 2006: 28). According to Meyer and Allen, organizational commitment is the willingness of the wage earner to keep working in the existing in business, going to the workplace willfully on a regular basis, protecting the objectives, assets of the business and integrating with the business (Bakan, 2011:9). Work-family conflict; is the pressure on the individual caused by the mutual incompatibility of roles encumbered by work and family lives. Accordingly, fulfilling a role in a field makes it difficult to fulfill the role on the other field. As a result, the tension on the person increases causing the conflict (Greenhaus and Beutell, 1985: 77).The work-family conflict, which is defined as the prevention of individual's responsibilities regarding the family by the responsibilities undertaken in the work is also known as the negative transfer from work role to the family role as well (Frone, Russell and Cooper, 1992: 728). The work-family conflict also appears as the work-family role tension, disputes of family-work roles, and the impact of work on the household and the family. All these definitions are considered as consistent with the definition of work-family conflicts in terms of contents (Voydanoff, 1988: 749). Factors that lead to work-family conflict arise from work and family fields. This study focuses on the work-family conflict, which has a significant influence on the organizational commitment.
In this study, the effect of work-family conflicts of healthcare professionals serving in a state hospital on the organizational commitment is examined. Quantitative research design is used in the study; and findings in descriptive nature are presented. Quantitative research is, in its simplest terms, the work that requires the collection and analysis of quantitative data. The most decisive characteristic of descriptive researches is that the results of the research define a situation but do not make comparisons in order to explain such situation (Büyüköztürk et al. 2013). The population of the study consists of 800 people. The following table has been utilized to determine the sample size (Altunışık et al. 2012). According to Table 1, the sample size of 260 persons has been determined sufficient for 800-person population and 256 persons have been included in the scope of the study. Simple random sampling method has been applied in the study. Table 1: Acceptable Sample Sizes for Specific Population
Source:Altunışık et al. 2012 (N = Population Size, S = Required Sample Size) Empirical (empirical, observation based) research technique has been used according to research data collection techniques. Empirical research is a study in which the data required for answering the questions are collected by various means such as questionnaires, observation, interviews, etc. (Büyüköztürk et al. 2013). The data have been collected by questionnaire method (ANNEX-A) in accordance with empirical research technique. Questionnaire application consists of four chapters. In the first chapter; socio-demographic features of those who participated in the survey are presented. In the second chapter; a commitment scale developed by Meyer and Allen in order to measure the level of organizational commitment of individuals in 1977 is presented. The scale in question is a Likert-type scale with 5 options scored between 1 and 5 consisting of 23 items. In the third chapter; the scale of work-family life conflict developed by Netenmeyer et al. (1996) has been used in order to measure the levels of work-family life conflicts among the employees. This scale developed by Netenmeyer et al. is a Likert type scale with 6 options scored between 1 and 6 consisting of 10 items.The Cronbach’s alpha values of the scales are as follows; Commitment is 0.917, Work-family conflict is 0.946. The research studies are divided into three groups as instantaneous, cross-sectional and longitudinal according to the data collection time (Büyüköztürk et al. 2013). Accordingly, the data needed for the study have been collected instantaneously within a specified interval. The data have been collected by the researcher using a face-to-face interview technique with health care professionals. The data obtained in the study have been transferred to the computer environment and the data control has been performed and the incorrect data have been corrected in the first stage. Statistical analyzes have been carried out in computer environment. Descriptive statistics, independent sample one-way variance analysis, independent sample t-tests and correlation analyzes have been performed on the data. Research Findings In this chapter, the results have been interpreted by means of including the demographic characteristics of the study subjects, results of the analysis conducted between gender and organizational commitment and work-family conflict averages, results of the analysis conducted between marital status and organizational commitment and work-family conflict averages, results of the analysis conducted between age and organizational commitment and work-family conflict averages, results of the analysis conducted between the educational status and organizational commitment and work-family conflict averages and results of the analysis conducted between organizational commitment and work-family conflict situations Table 2.Demographic Data of Research Subjects
As is seen in Table 2, the gender percentage of health care professionals participating in the study are as follows; 55.5% male and 44.5% female. 18% of these subjects are in the age range of 18 and 25 years, 61.7% are in the age range of 26 and 35 years and 20.3% are in the age range of 36 years and over. 59% of the health care professionals participating in the study are married, 41% are single. The educational status ratios of health care professionals participating in the study are; 28.5% are primary school and high school graduates, 23.8% have associate degrees and 47.7% have bachelor's degree. Table 3: Findings of T Test Analysis on the Independent Groups Between Gender, Organizational Commitment and Work-Family Conflict Averages
As is seen in Table 3, t test analysis has been conducted on independent groups between gender and organizational commitment and work-family conflict averages of the health care professionals participating in the study. As a result of this analysis, a significant difference has been found between gender and organizational commitment (p<0,05). The results indicate that men have higher organizational commitment than women. According to the results of the analysis, it is also observed that there is no significant difference between the work - family conflict and gender (p> 0.05). Table 4: Findings of T Test Analysis on the Independent Groups Between Marital Status, Organizational Commitment and Work-Family Conflict Averages
As is seen in Table 4, t test analysis has been conducted on independent groups between marital status and organizational commitment and work-family conflict averages of the health care professionals participating in the study. According to the results of this analysis; no significant difference has been found between marital status, organizational commitment and work-family conflict as well (p> 0.05). Table 5: Findings of T Test Analysis on the Independent Groups between Age, Organizational Commitment and Work-Family Conflict Averages
According to Table 5; variance analysis has been conducted on independent groups between age, organizational commitment and work-family conflict averages of health care professionals participating in the study. A significant difference has been found between age and organizational commitment averages (p <0,05). Organizational commitment of subjects between ages of 26 and 35 ages is lower than the subjects between the ages of 18 and 25 and the ages of 35 and over. No significant difference has been found between age and work-family conflict (p> 0, 05). Table 6: Findings of T Test Analysis on the Independent Groups between Educational Status, Organizational Commitment and Work-Family Conflict Averages
According to Table 6; variance analysis has been conducted on independent groups between educational status, organizational commitment and work-family conflict averages of health care professionals participating in the study. A significant difference has been found between educational status and organizational commitment (p <0.05). It has been observed that the organization commitment of high school graduates is lower than the subjects with bachelor's degree. In addition, it has been concluded that the organization commitment of the subjects with bachelor's degree is lower than the ones with associate degree. No significant difference has been found between educational status and work-family conflict (p> 0.05). Table 7: Findings of Correlation Analysis Conducted between Organizational Commitment and Work-Family Conflict Situations
In Table 7, a correlation analysis has been conducted between the organizational commitment and the work-family conflict situations of the healthcare professionals participating in the study. According to the results of the analysis, it has been concluded that there is a negatively low correlation between the work-family conflict and organizational commitment (r = -0.186). Conclusion and Discussion The percentage of health care professionals participating in the study is as follows; 55.5% male and 44.5% female. 18% of these subjects are in the age range of 18 and 25 years, 61.7% are in the age range of 26 and 35 years and 20.3% are in the age range of 36 years and over. 59% of the health care professionals participating in the study are married, 41% are single. The educational status ratios of health care professionals participating in the study are; 28.5% are primary school and high school graduates, 23.8% have associate degrees and 47.7% have bachelor's degree. A significant difference has been found between gender and organizational commitment (p<0,05). Male's organizational commitment is higher than that of females. No significant difference has been found between gender and work-family conflict (p> 0,05).No significant difference has been found between marital status, organizational commitment and work-family conflict as well (p> 0.05). A significant difference has been found between age and organizational commitment averages (p <0,05). Organizational commitment of subjects between ages of 26 and 35 ages is lower than the subjects between the ages of 18 and 25 and the ages of 35 and over. Alvi and Ahmed (1987) also found a negative relationship in their own study. However, in many studies it has been found that as age increases, the organizational commitment increases as well (Angle and Peryry, 1981: 1-14: Mathieu and Zajac, 1990: 171-194). Luthans et al. (1987) argue that there is a positive relationship between age and organizational commitment (Luthans et al., 1987: 221). Hrebiniak and Alutto (1972) have found that younger wage earners have been less committed to their organizations compared to elder wage earners (Hrebiniak and Alutto, 1972: 562). A significant difference has been found between educational status and organizational commitment (p <0.05). Organizational commitment of high school graduates is lower than the subjects with bachelor's degree. In addition, it has been observed that the organization commitment of the subjects with bachelor's degree is lower than the ones with associate degree. When the literature is examined, it is observed that as the wage earner's level of education increases its organizational commitment decreases (Angle and Perry, 1981: 1-14; Glisson and Durick, 1988: 61-81). In addition, it is suggested that the wage earners who do not consider formal training at a higher level,have a higher level of commitment than those who plan to receive education or are uncertain about their education (Hrebiniak and Alutto, 1972: 562).No significant difference has been found between educational status and work-family conflict (p> 0.05). A negative low correlation is observed between work-family conflict and organizational commitment (r = -0.186). When the literature is examined, it is seen that similar results have been revealed. In the study conducted by Çarıkçı and Çelikkol (2009), it is observed that the work-family conflict has affected the organizational commitment negatively. In another study, Efeoğlu and Özgen (2007) have also concluded that it has affected in the same negative direction. The work-family conflict experienced by the employees is a serious cost to the organization as well as to the employee itself and the its family life. Inability of employee to balance work-family role demands reduces the work performance, increases the absenteeism, causes high labor turnover, increases job dissatisfaction, and reduces the productivity by decreasing commitment to work and organization (Hammervd, 2003: 430-433, Özen and Uzun, 2005: 135 , Namasivayam and Zhao, 2006: 1221). The individual who is experiencing a conflict between work and family roles may have a reduced commitment to the organization due to poor performance and low job satisfaction; will start considering to leave the organization once the job dissatisfaction reaches to advanced dimensions (Karatepe and Kılıç, 2007: 249).As is seen in the study results, the work-family conflict negatively affects the organizational commitment. Managers should assume significant tasks in order to reduce this effect. It is necessary to find solutions that will reduce the work-family conflict. Employees, who spend eight hours a day in their working environment, have a number of tasks to fulfill outside the working life as well. For instance, a problem arising from work environment experienced by a mother who needs to take her kid to day care center before starting her shift will be reflected in her labor productivity and this situation will reduce the labor productivity. So, finding solutions that will relieve the employees experiencing these dilemmas will increase the commitment of the employees to the organization they are employed in. In conclusion, both the organization and the employee will benefit from this situation.
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