Differences of job satisfaction level among rotators and non-rotators
İş rotasyonu yapan çalışanlar ile iş rotasyonu yapmayan çalışanların iş tatmin seviyelewrindeki farklılık
- Tez No: 102597
- Danışmanlar: PROF.DR. MEHTAP KÖKTÜRK
- Tez Türü: Yüksek Lisans
- Konular: İşletme, Business Administration
- Anahtar Kelimeler: Personel yönetimi, Rotasyon, Çalışanlar, İş doyumu, Personnel management, Rotation, Workers, Job satisfaction
- Yıl: 2001
- Dil: İngilizce
- Üniversite: Marmara Üniversitesi
- Enstitü: Sosyal Bilimler Enstitüsü
- Ana Bilim Dalı: Kamu Yönetimi Ana Bilim Dalı
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: Belirtilmemiş.
Özet
Özet yok.
Özet (Çeviri)
SUMMARY Job satisfaction is one of the important concepts that effect the success of organisations. Moreover, job satisfaction has a certain degree of relationship between other work conditions such as absenteeism, turnover, and performance and in general life satisfaction. For this reason organisations introduce several strategies to improve job satisfaction level of their employees. One of these attempts is job rotation. The purpose of this study is to measure the level of job satisfaction among rotators and non-rotators working in Istanbul. It is aimed to find out if there is any difference between job satisfaction level of rotator and non-rotators in relation to demographic profile, and to find if there is any difference of job satisfaction level among rotators in relation to types of rotation they are involved. This study has four main parts. In the first part job satisfaction concept is examined. First of all, commonly used job satisfaction definitions are studied. Then historical development of job satisfaction as a concept is analysed in relation to managerial development approaches. Furthermore, theories of job satisfaction are studied. In this part theories of job satisfaction are divided into two general categories such as content theories and context theories of job satisfaction. And they are compared with each other. Then measurement of job satisfaction some of which have been used extensively and other were developed for a single study are analysed and methods are compared with each other. In addition the relationship between job satisfaction and employee condition and how employee conditions such as status, union, pay and dispositional factors effect job satisfaction level of employees are studied. Then the relationship between job 111satisfaction and some job behaviours such as absenteeism, interrelationship, performance and turnover are studied. In the final part the relationship between life satisfaction and job satisfaction is given. In the second part of the study job rotation as a concept is studied. This part begins with the approaches to job satisfaction and job design. The relationship between job satisfaction and job design and attempts to redesign job to increase job satisfaction level of employees is analysed in relation to approaches. Moreover, some of the job rotation definitions are given as a way of job redesign to increase job satisfaction and other work related outcomes. Then historical development of concept job rotation is analysed beginning from its appearance as a word in Industrial Revolution. In managerial terms it is began to used in 1950's by Japanese. And in 1960's U.S.A and European Countries began to use job rotation as a way of job redesign. In addition basic types of job rotation programmes, some of which are, project rotation, half time or one day a week rotation and cross-functional rotation are studied. Later on, benefits of applying job rotation are studied with examples from the organisations that are applying job rotation. Similarly, some problems of applying job rotation are also given with examples from the organisations. And this part is concluded by mentioning that job rotation programme is useful only if it is organised and applied properly in relation to demand of organisation and employees. In the third part of the study, field research of the differences of job satisfaction level between rotator and non-rotator is given. First of all, identification of the problem and objective of the study are given. The objective of the field research is; to find the job IVsatisfaction level of rotator and non-rotator, to examine job rotation, and to have a model for the firms, which applies or wish to apply job rotation in their firms. Later on in the methodology section the methodology used in the study is explained. It has three parts in the first part of methodology; a premature research is applied to define the term job rotation with open-ended questions. In the second part of the methodology a pilot study is applied to test the questions that are going to ask in the main study. Job Descriptive Index, Demographic Profile Questionnaire and Job Rotation Questionnaire is tested by 32 respondents. The methodology, population, sampling, limitations, findings and results of the pilot study are given. In the last part of the methodology main study is given. The population of the study is member organisations of Peryön in Istanbul and questionnaire is applied in 72 companies 1 1 of which apply job rotator. After the methodology limitation of the study is explained. And in the last part of the field research findings of the studies are given. In the last part of the study, the findings are analysed and on the basis of these findings some suggestions are made to the companies which apply or wish to apply job rotation.
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