Sağlık Yönetimi BölümüDepartment of Health Managementhttps://hdl.handle.net/11491/22172024-03-28T21:40:06Z2024-03-28T21:40:06ZRecommendations Regarding Improvement of Well-Being Levels of Healthcare Professionals in the COVID-19 Pandemic Process: A Case of TurkeyÇankaya, Muhammethttps://hdl.handle.net/11491/87232024-01-22T06:52:20Z2023-01-01T00:00:00ZRecommendations Regarding Improvement of Well-Being Levels of Healthcare Professionals in the COVID-19 Pandemic Process: A Case of Turkey
Çankaya, Muhammet
The aim of this study was that develop solutions to improve the well-being of health workers during the COVID-19 pandemic. In the study, were taken the opinions of the citizens, the employees of the institutions, the responsibilities of the institutions and the state during the COVID-19 process. Also interviews with expert psychologists (industrial psychologists) were conducted to develop solutions for improving health care professionals' well-being levels, based on the opinions of health care professionals and the study's findings. Healthcare professionals stated that the biggest responsibility that falls on the citizens is to heed the warnings and not to leave their homes unless it is absolutely necessary. In addition the biggest responsibility stated that falls on the institution employees is to take the necessary precautions to preserve their health. Besides biggest responsibility expressed that falls on the institution for which they work for is the implementation of practices aimed at improving employee motivation. Last finding was that the biggest responsibility that falls on the state is to make improvements in the financial rights of employees as such wage and performance-based supplementary payment in the COVID-19 process. As a result of the evaluations made after the interviews, some recommendations were given to increase the level of well-being of healthcare professional.
This study was produced from the project that completed on 04.05.2021 and supported by İKSAD and a part of this study was presented as a paper at the Atlas 7th International Social Sciences Congress held on 23-25 September 2020.
2023-01-01T00:00:00ZDönüştürücü liderlik ve örgütsel bağlılık arasındaki ilişkinin incelenmesi : Sağlık sektöründe bir uygulamaÇankaya, Muhammethttps://hdl.handle.net/11491/84732023-05-26T14:08:23Z2023-01-01T00:00:00ZDönüştürücü liderlik ve örgütsel bağlılık arasındaki ilişkinin incelenmesi : Sağlık sektöründe bir uygulama
Çankaya, Muhammet
Bu çalışma; çalışanların dönüştürücü liderlik algıları ile örgütsel bağlılık düzeyleri arasında anlamlı bir ilişki olup olmadığını ölçmek amacıyla yapılmıştır. Çalışma; Kayseri ilindeki 446 sağlık sektörü çalışanının katılımıyla gerçekleştirilmiştir. Araştırmada; Podsakoff ve arkadaşları (1990) tarafından geliştirilip, İşcan (2002) tarafından Türkçeye uyarlanan “Dönüştürücü Liderlik Ölçeği” ile Meyer, Allen ve Smith (1993) tarafından geliştirilip, Dağlı, Elçiçek ve Han (2017) tarafından Türkçeye uyarlanan Örgütsel Bağlılık Ölçekleri kullanılmıştır. Değişkenlerin birbirleriyle olan ilişkilerini tespit etmek için korelasyon analizi, çalışanların dönüştürücü liderlik ve örgütsel bağlılık düzeylerini belirlemek için tanımlayıcı istatistiklerden frekans, yüzdelik, ortalama ve standart sapma değerleri kullanılmıştır. Analizlerde; çalışanların dönüştürücü liderlik (3,64), duygusal bağlılık (3,57), devam bağlılığı (3,25) ve normatif bağlılık (3,13) algılarının “orta düzeyde” olduğu tespit edilmiştir. Çalışmanın sonucuna göre dönüştürücü liderlik ile duygusal bağlılık arasında “orta” (0,676), dönüştürücü liderlik ve devam bağlılığı arasında “zayıf” (0,450), dönüştürücü liderlik ile normatif bağlılık arasında “zayıf” (0,389) düzeylerde pozitif yönde ilişkiler bulunmuştur.; This study was conducted to measure whether there is a significant relationship between employees' perception of transformational leadership and the level of organizational commitment. The study involved 446 healthcare workers in Kayseri province. In this study “The Transformational Leadership Scale” developed by Podsakoff et al. (1990) and translated into Turkish by İşcan (2002) and the Organizational Commitment Scales developed by Meyer, Allen, and Smith (1993) and translated into Turkish by Dağlı, Elçiçek, and Han (2017) were used. Correlation analysis was used to determine the relationships of the variables. The frequency, percentage, mean, and standard deviation values, which are among the descriptive statistics, were used to assess employees' level of transformational leadership and organizational commitment. From the analyzes, it was found that employees' perceptions of transformational leadership (3.64), affective commitment (3.57), continuance commitment (3.25), and normative commitment (3.13) were at a "moderate" level. According to the results of the study, positive correlations were found at "moderate" level (0.676) between transformational leadership and affective commitment, "weak" (0.450) between transformational leadership and continuance commitment, and "weak" (0.389) between transformational leadership and normative commitment.
2023-01-01T00:00:00ZExamining The Relationship Between Perception of Psychological Empowerment and Career Satisfaction in Health WorkersÇankaya, MuhammetEriş, Hüseyinhttps://hdl.handle.net/11491/84722023-05-26T13:59:30Z2022-01-01T00:00:00ZExamining The Relationship Between Perception of Psychological Empowerment and Career Satisfaction in Health Workers
Çankaya, Muhammet; Eriş, Hüseyin
The aim of this study is to examine the relationship between the perception of psychological empowerment and career satisfaction in the context of health workers. Another aim of this study is to determine whether there are significant differences in the psychological empowerment and career satisfaction perceptions of the participants according to their socio-demographic characteristics. For this purpose, a survey was conducted with 684 employees working in public hospitals in Ankara. In the questionnaire, two different scales were used, which are widely used in studies in our country to measure socio-demographic questions, psychological empowerment and career satisfaction, and whose validity and reliability analyzes were made. The data obtained were analyzed with the help of descriptive statistics, T Test, ANOVA and Correlation Test. As a result of the study, a "weak" relationship was found between the meaning, competence and self determination dimensions of psychological empowerment and career satisfaction, and a "high" relationship was found with the impact dimension. However, it was determined that "employees younger than 21 years of age" had lower perceptions of psychological empowerment and career satisfaction than employees in other age groups and employees working as "physiotherapists" had lower perceptions of psychological empowerment and career satisfaction than employees in other occupational groups
2022-01-01T00:00:00ZThe Relationship Between Emotional Labor, Organizational Loyalty, and Turnover Intention in NursesBayer, NükhetÇankaya, Muhammethttps://hdl.handle.net/11491/84512023-02-14T11:46:09Z2022-01-01T00:00:00ZThe Relationship Between Emotional Labor, Organizational Loyalty, and Turnover Intention in Nurses
Bayer, Nükhet; Çankaya, Muhammet
Objective: This study aimed to determine the relationship between nurses’ perceptions of emotional labor, organizational loyalty, and their turnover intention. Methods: This study was conducted in a private hospital in Ankara and two hundred and seven nurses participated. Correlation analysis was used to determine the relationships between variables. Multiple linear regression analysis was used to measure the effect of emotional labor and organizational loyalty on turnover intention. The data were obtained using the Emotional Labor Scale, the Organizational Loyalty Scale, the Turnover Intention Scale, and an information form developed by the researchers to inquire about the personal and professional characteristics of the nurses. Results: Nurses’ perceptions of organizational loyalty had a negative effect (-0.664) on their turnover intention. Twenty percent of the change in nurses’ turnover intention is explained by organizational loyalty and the dimensions of emotional labor, namely, superficial acting, deep acting, and natural emotions. Conclusion: It was found that the emotional labor and organizational loyalty perceptions of the nurses were at a moderate level, whereas their turnover intention was low. It was found that only organizational loyalty had a significant effect on nurses’ turnover intention.
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