Çalışma Yaşam Alanlarının, Çalışanların İyi Olma Halleri ve İşten Ayrılma Eğilimleri Üzerindeki Etkisinde Psikolojik Sermayenin Düzenleyici Rolü: Bir Alan Çalışması

Abstract

The main purpose of this study is to determine the effects of perceived fit and misfit in areas of worklife on the turnover intentions and well-being of employees, to examine the concept of psychological capital, which is thought to be ignored in human resources practices, and to underline the differences or similarities in attitudes and behaviors of blue-collar and white-collar employees. In this reseach, data were collected from 369 white-collar employees from different sectors and 163 blue-collar employees working in a furniture factory in Bursa-İnegöl. According to the analysis for white-collar employees; psychological capital has a positive and significant effect on employee well-being, but the effect of psychological capital on the turnover intention was not significant. Rewards and values positively and significantly predict employee well-being, and negatively affect the turnover intention. However, the moderating role of psychological capital is not significant. Finally, age significantly predicts employee well-being, and the number of children significantly affects the turnover intention. The results of the analysis for the blue-collar employees are as follows; gender and the psychological capital positively and significantly affect employee well-being. The perceived fit in control also significantly predicts employee wellbeing, but contrarary to our expectations, this effect is negative rather than positive. And the factors that significantly predict the turnover intention are the work experience, workload, fairness and community. However, contrary to expectations, fit in community positively predicts the turnover intention. While it is determined that the moderating effect of psychological capital in the relations between areas of worklife and employee well-being is not significant; the moderating role of psychological capital is significant in the relationship between workload, fairness and the turnover intention. This study has important theoretical and practical implications in terms of emphasizing the role of psychological capital and determining the factors affecting employees' turnover intentions and well-being.