İtfaiye çalışanlarının yaşam kalitesinin örgütsel bağlılık ve örgütsel değişim üzerindeki etkisi
The effects of firefighters' quality of work life on organizational commitment and organizational change
- Tez No: 1009963
- Danışmanlar: PROF. DR. MEHMET NACİ EFE
- Tez Türü: Doktora
- Konular: Sağlık Yönetimi, Healthcare Management
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 2026
- Dil: Türkçe
- Üniversite: İstanbul Gedik Üniversitesi
- Enstitü: Lisansüstü Eğitim Enstitüsü
- Ana Bilim Dalı: İş Sağlığı ve Güvenliği Ana Bilim Dalı
- Bilim Dalı: İş Sağlığı ve Güvenliği Bilim Dalı
- Sayfa Sayısı: Belirtilmemiş.
Özet
Bu çalışma, itfaiye personelinin çalışan yaşam kalitesi, örgütsel bağlılık ve örgütsel değişim algısı arasındaki ilişkileri incelemeyi ve çalışan yaşam kalitesinin örgütsel bağlılık ile örgütsel değişim üzerindeki etkilerini ortaya koymayı amaçlamaktadır. Günümüzün artan afet riskleri, iklim değişikliği etkileri ve kentleşme baskısı altında faaliyet gösteren itfaiye teşkilatlarında, insan kaynağının niteliği ve sürdürülebilirliği kritik bir önem taşımaktadır. Bu bağlamda, personelin fiziksel, psikolojik ve sosyal iyilik hâlinin kurumsal performans üzerindeki rolünün bilimsel olarak değerlendirilmesi gereklilik arz etmektedir. Araştırma, nicel araştırma yöntemi esas alınarak gerçekleştirilmiştir. Çalışmanın evrenini İstanbul Büyükşehir Belediyesi bünyesinde görev yapan itfaiye personeli oluşturmakta olup, örneklem grubunu 407 itfaiyeci meydana getirmektedir. Veriler; Çalışanlar İçin Yaşam Kalitesi Ölçeği, Örgütsel Bağlılık Ölçeği ve Örgütsel Değişim Yönetimi Ölçeği aracılığıyla toplanmıştır. Elde edilen veriler, istatistik paket programları kullanılarak analiz edilmiş; açımlayıcı ve doğrulayıcı faktör analizleri, korelasyon, regresyon ve aracılık etki analizleri uygulanmıştır. Araştırma bulguları, çalışan yaşam kalitesinin örgütsel bağlılık ve örgütsel değişim üzerinde anlamlı ve pozitif yönde etkili olduğunu ortaya koymuştur. Ayrıca örgütsel bağlılığın, çalışan yaşam kalitesi ile örgütsel değişim arasındaki ilişkide kısmi aracılık rolü üstlendiği belirlenmiştir. Özellikle çalışan yaşam kalitesinin mesleki tatmin boyutunun, hem örgütsel bağlılığın hem de örgütsel değişim algısının güçlenmesinde belirleyici bir faktör olduğu saptanmıştır. Sonuçlar, itfaiye teşkilatlarında çalışanların yaşam kalitesinin yükseltilmesine yönelik geliştirilecek kurumsal politikaların, yalnızca bireysel iyilik hâlini desteklemekle kalmayacağını; aynı zamanda örgütsel bağlılığı artırarak değişim süreçlerinin daha etkin biçimde yönetilmesine katkı sağlayacağını göstermektedir. Bu doğrultuda, çalışan odaklı yönetim yaklaşımlarının benimsenmesi, psikososyal destek mekanizmalarının güçlendirilmesi ve mesleki tatmini artırıcı uygulamaların yaygınlaştırılması önerilmektedir.
Özet (Çeviri)
Fire services constitute one of the most critical public safety institutions in modern societies. Firefighters are responsible for responding to emergencies such as fires, traffic accidents, natural disasters, hazardous material incidents, and rescue operations, often under highly stressful and life-threatening conditions. The complexity of contemporary urban environments, rapid population growth, technological risks, and the increasing impact of climate change have significantly expanded the scope and intensity of emergency response operations. Consequently, the demands placed on fire service personnel have increased considerably, requiring not only physical endurance but also psychological resilience and high levels of professional competence. In this context, the well-being of firefighters has become an important research topic in organizational and occupational health studies. Firefighters frequently encounter traumatic events, severe injuries, fatalities, and unpredictable operational environments. Continuous exposure to such situations may influence their physical health, psychological well-being, and overall quality of work life. At the same time, the effectiveness and sustainability of fire service organizations depend largely on the motivation, commitment, and professional satisfaction of their personnel. Therefore, understanding the factors that influence firefighters' quality of work life is essential for improving both employee well-being and organizational effectiveness. Quality of work life is a multidimensional concept that encompasses employees' perceptions of their working conditions, professional satisfaction, emotional well-being, and the balance between job demands and personal resources. Particularly in high-risk professions such as firefighting, quality of work life is closely associated with job satisfaction, psychological resilience, organizational support, and the ability to cope with stressful situations. High levels of work-related well-being contribute not only to the health and safety of employees but also to improved job performance, effective teamwork, and sustainable organizational functioning. Another critical concept in organizational behavior literature is organizational commitment. Organizational commitment refers to the psychological attachment of employees to their organization and reflects the extent to which individuals identify with organizational goals, values, and missions. Employees who demonstrate strong organizational commitment tend to exhibit higher levels of motivation, job involvement, and loyalty. Moreover, they are more willing to exert additional effort to achieve organizational objectives and are less likely to leave the organization. Closely related to these concepts is the notion of organizational change. Modern organizations operate in dynamic environments where adaptation to technological, social, and institutional changes is inevitable. Fire departments, in particular, must continuously adapt to new operational technologies, evolving safety standards, and changing risk environments. Organizational change therefore represents a necessary process through which institutions update their structures, strategies, and operational practices to maintain effectiveness and resilience. Within this framework, the interaction between quality of work life, organizational commitment, and organizational change becomes an important area of investigation. Employees who experience higher levels of professional well-being are more likely to develop positive attitudes toward their organizations and demonstrate stronger commitment. In turn, committed employees may exhibit greater openness and adaptability to organizational change processes. Therefore, examining these relationships in the context of firefighting organizations provides valuable insights into both employee welfare and institutional development. Despite the growing body of literature on occupational well-being and organizational behavior, empirical studies focusing specifically on firefighters remain relatively limited. Firefighting is a unique occupational group characterized by high physical risk, exposure to traumatic events, and strong team-based operational structures. Understanding how quality of work life influences organizational commitment and organizational change within this context can contribute significantly to both academic knowledge and managerial practice. Accordingly, the present study aims to investigate the effects of firefighters' quality of work life on organizational commitment and organizational change perceptions. Additionally, the study examines the mediating role of organizational commitment in the relationship between quality of work life and organizational change. Method: This research was conducted using a quantitative research design in order to analyze the relationships among the variables under investigation. The population of the study consisted of firefighters working within the Istanbul Metropolitan Municipality Fire Department, one of the largest fire service organizations in Türkiye. The sample included 407 firefighters who voluntarily participated in the study. Data were collected using three standardized measurement instruments. The Quality of Work Life Scale was used to assess firefighters' professional well-being and work-related satisfaction. Organizational commitment was measured using the Organizational Commitment Scale, which evaluates employees' emotional attachment and loyalty toward their organization. Perceptions of organizational change were measured through the Organizational Change Management Scale. Prior to the main analyses, exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were conducted to test the construct validity of the measurement instruments. Reliability analyses were also performed to ensure internal consistency of the scales. After confirming the validity and reliability of the measurement tools, correlation analysis was used to examine the relationships among the variables. Subsequently, regression analyses were conducted to determine the predictive effects of quality of work life on organizational commitment and organizational change. In addition, mediation analysis using the Process Macro method was performed to examine whether organizational commitment functions as a mediating variable between quality of work life and organizational change. Findings: The results of the study indicate that firefighters' quality of work life is significantly associated with both organizational commitment and perceptions of organizational change. Specifically, the findings reveal a positive relationship between quality of work life and organizational commitment, suggesting that firefighters who experience higher levels of professional satisfaction and well-being tend to develop stronger psychological attachment to their organization. Furthermore, quality of work life was found to have a significant positive effect on perceptions of organizational change. Firefighters who perceive their work environment positively appear to be more open to organizational transformation and development processes. This finding highlights the importance of employee well-being in facilitating organizational adaptability. The mediation analysis results demonstrate that organizational commitment partially mediates the relationship between quality of work life and organizational change. In other words, improvements in firefighters' quality of work life contribute to stronger organizational commitment, which in turn enhances employees' positive attitudes toward organizational change initiatives. Among the dimensions of quality of work life, job satisfaction emerged as a particularly influential factor. Higher levels of job satisfaction were associated with increased levels of organizational commitment and more positive perceptions of organizational change. These findings emphasize the critical role of professional fulfillment in shaping employees' organizational attitudes and behaviors. Conclusion: The findings of this study provide important insights into the organizational dynamics of fire service institutions. First, the results demonstrate that quality of work life plays a crucial role in shaping firefighters' organizational attitudes and perceptions. Improving working conditions, enhancing psychological support systems, and promoting professional satisfaction can significantly strengthen employees' commitment to their organization. Second, the study highlights the importance of organizational commitment as a mechanism that facilitates positive responses to organizational change. Employees who feel emotionally connected to their organization are more likely to support and adapt to change initiatives. From a managerial perspective, these findings suggest that fire service organizations should prioritize policies aimed at improving employees' quality of work life. Such policies may include enhanced occupational health programs, psychological counseling services, fair management practices, and opportunities for professional development. By strengthening employee well-being and commitment, organizations can improve their capacity to manage change effectively and sustain operational excellence. In conclusion, this study contributes to the existing literature by examining the relationships among quality of work life, organizational commitment, and organizational change within the context of firefighting organizations. The results underscore the significance of employee well-being as a key determinant of organizational effectiveness and adaptive capacity in high-risk professions.
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