Research Article
BibTex RIS Cite

The Effect of Family-Friendly Policies on Career and Life Satisfaction: A Research on Cooperative and Bank Employees

Year 2021, Volume: 19 Issue: 42, 867 - 890, 22.10.2021
https://doi.org/10.35408/comuybd.785027

Abstract

Studies in the literature reveal that the family lives of employees have an important effect on their jobs. In this context, it is seen that the concept of "Family Friendly Organization" has emerged in the management literature and has gradually gained importance. Organizations that respect the family life of their employees and develop and implement policies in this regard are considered within this framework. In today's intense competitive environment, understanding the factors that play a role in the productivity of human resources in organizations and managing them is one of the main goals of organizations. In this direction, it is necessary to turn employees into happy employees in order to keep their efficiency and productivity high. It is seen that family-friendly policies that can be applied in organizations help establish a balance between work and family, create an organizational environment where employees are encouraged to think and act creatively and demonstrate their skills and paves the way to a more humane and democratic organizational structure, as well as achieving a healthier family structure. The purpose of this study is to examine the effect of family-friendly policy implementations on employees’ levels of career and life satisfaction. The sample of this research consists of cooperative and bank employees. Survey data, which have been collected through survey method from 280 employees have been evaluated by means of explanatory and confirmatory factor analysis. Structural Equation Model was utilized for testing the hypotheses. In addition, t-test was performed in order to determine the difference between the two sample groups. Based on the findings gathered from this study, employees see the conditions related to leave policies in their organizations as positive but think they do not have a work environment that includes supportive and flexible working conditions. The negative perception of the lack of supportive and flexible working conditions is expected to manifest as reduced levels of career and life satisfaction for employees. Furthermore, the career and life satisfaction levels of cooperative employees were found to be higher that of bank employees.

References

  • Akhunlar, M. N. (2010). An investigation about the relationship between life satisfaction and loneliness of nursing students in Uşak University. Procedia Social and Behavioral Sciences, 5, 2409–2415.
  • Akın, A., Ulukök, E., and Arar, T. (2017). İş-yaşam dengesi: Türkiye’de yapılan çalışmalara yönelik teorik bir inceleme. AKÜ İİBF Dergisi, XIX(1), 113-124.
  • Aktaş, H. and Gürkan, G. Ç. (2015). İş-aile çatışması ile bireysel performans etkileşiminde mesleki bağlılığın aracı rolü: Hemşireler üzerine bir araştırma. Doğuş Üniversitesi Dergisi, 16 (2), 139-154.
  • Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414–435.
  • Allen, T. D., French, K. A., Dumani, S., and Shockley K. M. (2015). Meta-analysis of work–family conflict mean differences: Does national context matter?. Journal of Vocational Behavior, 90, 90–100.
  • Amah, O. E. (2010). Family-work conflict and the availability of work-family friendly policy relationship in married employees: The moderating role of work centrality and career consequence. Research and Practice in Human Resource Management, 18 (2), 35-46.
  • Amstad, F. T., Meier, L. L., Fase, U., Elfering, A., and Semmer, N. K. (2011). A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. Journal of Occupational Health Psychology, 16 (2), 151-169.
  • Anderson, J. C. and Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103 (3), 411-423.
  • Aryee, S. and Luk, V. (1996). Work and nonwork influences on the career satisfaction of dual-earner couples, Journal of Vocational Behavior, 49, 38-52.
  • Aysan, F. and Bozkurt, N. (2004). Okul psikolojik danışmanlarının yaşam doyumu, stresle başa çıkma stratejileri ile olumsuz otomatik düşünceleri: İzmir ili örneklemi. https://www.pegem.net/dosyalar/dokuman/411.pdf (Erişim Tarihi: 15 Nisan 2017).
  • Bayram, N., Sam, N., Aytaç, S., and Aytaç, M. (2010). Yaşam tatmini ve sosyal dışlanma. "İş, Güç" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 12 (4), 79-92.
  • Bhowon, U. (2013), Role salience, work-family conflict and satisfaction of dual-earner couples. Journal of Business Studies Quarterly, 5 (2), 78-90.
  • Büyükgöze, H. and Kavak, Y. (2017). Algılanan örgütsel destek ve pozitif psikolojik sermaye ilişkisi: Lise öğretmenleri örnekleminde bir inceleme. Kuram ve Uygulamada Eğitim Yönetimi, 23 (1), 1-32.
  • Cao, L., Hirschi, A., Deller, J. (2014). Perceived organizational support and intention to stay in host countries among self-initiated expatriates: The role of career satisfaction and networks. The International Journal of Human Resource Management, 25 (14), 2013-2032.
  • Cenkseven Önder, F. (2015). Öznel İyi Olma. S. Doğan, (Ed.), Yaşam doyumu seçme konular içinde (s. 1-22). Ankara: Nobel Yayınları.
  • Chou, K. L. and Cheung, K. C. K. (2013). Family-friendly policies in the workplace and their effect on work–life conflicts in Hong Kong. The International Journal of Human Resource Management, 24 (20), 3872-3885.
  • Ciric, N. (2013). Family-friendly work enviroment? An investigation of women’s job stress and satisfaction. Master Thesis, University of Texas-Pan American, Edinburg.
  • Çetin, C. and Karalar, S. (2016). X, Y ve Z kuşağı öğrencilerin çok yönlü ve sınırsız kariyer algıları üzerine bir araştırma. Yönetim Bilimleri Dergisi, 14 (28), 157-197.
  • DeJonge, T., Veenhoven, R., Kalmijn, W., and Arends, L. (2016). Pooling time series based on slightly different questions about the same topic forty years of survey research on happiness and life satisfaction in The Netherlands. SocIndicRes, 126, 863–891.
  • Demir, H. (2004). An empirical investigation on the predictors of the subjective managerial career success in Turkey. İktisadi ve İdari Bilimler Dergisi, 18 (3-4), 317-336.
  • Demirdelen, D. and Ulama, Ş. (2013). Demografik değişkenlerin kariyer tatminine etkileri: Antalya’da 5 yıldızlı otel işletmelerinde bir araştırma. İşletme Bilimi Dergisi, 1 (2), 65-89.
  • Demirel, E. T. (2017). Çift kariyerli eşler (aileler) sorunu. B. Akdemir, (Ed.), İnsan kaynakları yönetiminde güncel yaklaşımlar içinde (s. 67-89). İstanbul: Beta Yayınları.
  • Diener, E. (1994). Assesing subjective well-being: Progress and opportunities. Social Indicators Research, 31, 103-157.
  • Diener, E., Ng, W., Harter, J., and Arora, H. (2010). Wealth and happiness across the world: Material prosperity predicts life evaluation, whereas psychosocial prosperity predicts positive feeling. Journal of Personality and Social Psychology, 99 (1), 52–61.
  • Dikmen, A. A. (1995). İş doyumu ve yaşam doyumu ilişkisi. Ankara Üniversitesi SBF Dergisi, 50 (3), 115-140.
  • Doğru, Ç. (2019). Destekleyici örgüt iklimi, işe bağlılık ve bireysel uyum performansı arasındaki ilişkilerin incelenmesi. Manas Sosyal Araştırmalar Dergisi, 8 (3), 2696-2713.
  • Dubey, A. and Agarwal, A. (2007). Coping strategies and life satisfaction: ChronicallyIII patients’ perspectives. Journal of The Indian Academy of Applied Psychology, 33 (2), 161-168.
  • Ekşili, N., Ünal, Z., and Gündüz, H. Z. (2016). İş tatmini ve kariyer planlama arasındaki ilişki: Konaklama işletmeleri yöneticileri üzerine bir araştırma. International Multidisciplinary Conference (IMUCO), Antalya.
  • Erdoğan, H. T. (2009). Bireysel kariyer planlama ile kişisel başarı arasındaki ilişkiye yönelik Dumlupınar Üniversitesinde bir uygulama. Yüksek Lisans Tezi, Dumlupınar Üniversitesi Sosyal Bilimler Enstitüsü, Kütahya.
  • Fischer, J. A. (2009). Subjective well-being as welfare measure: Concepts and methodology. https://mpra.ub.uni-muenchen.de/16619/1/MPRA_paper_16619.pdf (Erişim Tarihi: 12 Şubat 2017).
  • Gerçek, M., Atay, S. E., and Dündar, G. (2015). Çalışanların iş-yaşam dengesi ile kariyer tatmininin, işten ayrılma niyetine etkisi. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi, 6 (11), 67-86.
  • Gürkan, G. Ç. and Koçoğlu, M. (2014). Yaratıcı örgüt ikliminin kariyer tatmini üzerine etkisinde duygusal bağlılığın aracı değişken rolü: Türkiye’de bir vakıf ve bir devlet üniversitesinde karşılaştırmalı bir araştırma. Uluslararası Sosyal Araştırmalar Dergisi, 7 (29), 588-602.
  • Hall, D. T. and Chandler, D. E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior, 26, 155-16.
  • Harkönen, J., Manzoni, A., and Bihagen, E. (2016). Gender inequalities in occupational prestige across the working life: An analysis of the careers of west Germans and Swedes born from the 1920s to the 1970s. Advances in Life Course Research, 29, 41–51.
  • Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of Organizational Behavior, 26, 113-136.
  • Hırlak, B., Taşlıyan, M., and Sezer, B. (2017). İyimserlik ve yaşam doyumu arasındaki ilişki, demografik özellikler bağlamında algı farklılıkları: Bir alan araştırması. Kahramanmaraş Sütçü İmam Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7 (1), 95-116.
  • Joo, B.K. and Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention the effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal, 31(6), 482-500.
  • Kalaycı, Ş. (2010). SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri. Ankara: Asil Yayın Dağıtım.
  • Kanten, P. (2013). Family friendly policies in organizations and their effects on work-life balance, work alienation and life satisfaction. 2nd Annual International Conference on Business, Technology and Innovation, Chapter: Management, Business, Economics and Law, Albania.
  • Kanten, P. and Kanten, S. (2015). İş yaşamının kalitesinin yaşam doyumu üzerindeki etkisinde iş doyumunun aracılık rolü. S. Doğan, (Ed.), Yaşam doyumu seçme konular içinde (s. 39-72). Ankara: Nobel Yayınları.
  • Kanten, P., Kanten, S., and Dündar, G. (2016). Ücret tatmininin ve işin özelliklerinin işe gömülmüşlük üzerindeki etkisinde mutluluğun rolü. İşletme Araştırmaları Dergisi, 8 (3), 64-88.
  • Kaya, B. (2012). Algılanan örgütsel destek düzeyinin ve çalışanların kariyer tatmininin işten ayrılma niyeti üzerindeki etkileri: Konaklama işletmelerinde bir uygulama. Yüksek Lisans Tezi, Akdeniz Üniversitesi Sosyal Bilimler Enstitüsü, Antalya.
  • Knight, W. (2009). The relationships among early maternal emotional support, career satisfactıon, and life satisfaction for baby boom women at midlife. Doctoral Thesis, Pepperdine University, California, USA.
  • Li, A., Bagger, J., and Cropanzano, R. (2017). The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings. Human Relations, 70 (1), 119-145.
  • Li, Z., You, L., Lin, H., and Chan, S. W. (2013). The career success scale in nursing: Psychometric evidence to support the chinese version. Journal of Advanced Nursing, 70 (5), 1194–1203.
  • Mafini, C. (2015). Socio-economic drivers of life satisfaction: A comparative study of low income groups in Southern Gauteng. PHD Thesis, North-West University, South Africa.
  • Martins, L. L., Eddleston, K. A., and Veiga, J. F. (2002). Moderators of the relationsip between work-family conflict and career satisfaction. Academy of Management Journal, 45 (2), 399-409.
  • Mesmer-Magnus, J. and Viswesvaran, C. (2009). The role of the coworker in reducing work-family conflict: A review and directions for future research. Pratiques Psychologiques, 15, 213–224.
  • Mohamad, M. and Mohamed, W. N. (2012). A model of quality of work life, life satisfaction and service quality. Asian Journal of Business Research, 2 (2), 38-51.
  • Moon, S. Y. and Roh, J. (2010). Balancing work and family in South Korea’s public organizations: Focusing on family- friendly policies in elementary school organizations. Public Personnel Management, 39 (2), 117-131.
  • Mulvaney, M. (2011). A study of the role of family-friendly employee benefits programs, job attitudes, and self-efficacy among public park and recreation employees. Journal of Park and Recreation Administration, 29 (1), 58-79.
  • Nohe, C. and Sonntag, K. (2014). Work–family conflict, social support, and turnover intentions: A longitudinal study. Journal of Vocational Behavior, 85, 1–12.
  • Okurame, D. E. and Fabunmi, R. (2014). Protean and boundaryless careers exploring the role of mentoring and gender in the context of a major african country. Career Development International, 19 (1), 73-100.
  • Özdevecioğlu, M. (2003). Algılanan örgütsel destek ile örgütsel bağlılık arasındaki ilişkilerin belirlenmesine yönelik bir araştırma. DEÜİİBF Dergisi, 18 (2), 113-130.
  • Öztürk, U. C. (2017). Kariyerde kuşak vs. toprak: Kariyer algısında doğulan coğrafi konum ve kuşağın etkisi. Siyaset, Ekonomi ve Yönetim Araştırmaları Dergisi, 5 (5), 155-165.
  • Patton, W. and McMahon M. (2014). Career development and systems theory: Connecting theory and practice. Rotterdam: Sense Publishers.
  • Pavot, W. and Diener, E. (1993). Review of the satisfaction with life scale. Psychological Assessment, 5 (2), 164-172.
  • Pedersen, D. E. and Minnotte, K. L. (2012). Self- and spouse-reported work–family conflict and dual-earners’ job satisfaction. Marriage & Family Review, 48, 272–292.
  • Poelmans, S. A. Y., Chinchilla, N., and Cardona, P. (2003). The adoption of family-friendly HRM policies competing for scarce resources in the labor market. International Journal of Manpower, 24 (2), 128-147.
  • Remery, C., Doorne-Huiskes, A., and Schippers, J. (2003). Family-friendly policies in The Netherlands the Tripartite involvement. Personnel Review, 32 (4), 456-473.
  • Rhoades, L. and Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87 (4), 698-714.
  • Schermelleh-Engel, K., Moosbrugger, H., and Müller, H. (2003). Evaluating the fit structural equation models: Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8 (2), 23-74.
  • Schooreel, T., Shockley, K. M., and Verbruggen, M. (2017). What if people’s private life constrained their career decisions? Examining the relationship between home-to-career interference and career satisfaction. Career Development International, 22 (2), 124-141.
  • Spurk, D., Abele, A. E., and Volmer, J. (2011). The career satisfaction scale: Longitudinal measurement invariance and latent growth analysis. Journal of Occupational and Organizational Psychology, 84, 315-326.
  • Spurk, D., Abele, A. E., and Volmer, J. (2015). The career satisfaction scale in context: A test for measurement invariance across four occupational groups. Journal of Career Assessment, 23 (2), 191-209.
  • Türkay, O. and Eryılmaz, B. (2010). Kariyer değerleri ve kariyer yolu tercihleri ilişkisi: Türk turizm sektöründen örnekler. Muğla Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (İLKE), 24, 179-199.
  • Verma, V. (2013). Work-family conflict. Indian Journal of Health and Wellbeing, 4 (3), 644-649.
  • Voicu, B. and Pop, C. (2011). Measurement models of life satisfaction: A structural equation modeling approach. CalitateaViettII, XXII (2), 137-154.
  • Vuksan, M., Williams, A., and Crooks, V. (2012). Family friendly policies: Accommodating end-of-life caregivers in workplaces. International Journal of Workplace Health Management, 5 (1), 4-14.
  • Wang, P., Lawler, J. J., and Shi, K. (2011). Implementing family-friendly employment practices in banking industry: Evidences from some african and asian countries. Journal of Occupational and Organizational Psychology, 84, 493–517.
  • Wang, Y., Horng, J., Cheng, S., and Killman, L. (2011). Factors influencing food and beverage employees’ career success: A contextual perspective. International Journal of Hospitality Management, 30, 997– 1007.
  • Wickramasinghe, V. and Jayaweera, M. (2010). Impact of career plateau and supervisory support on career satisfaction a study in offshore outsourced IT firms in Sri Lanka. Career Development International, 15 (6), 544-561.

The Effect of Family-Friendly Policies on Career and Life Satisfaction: A Research on Cooperative and Bank Employees

Year 2021, Volume: 19 Issue: 42, 867 - 890, 22.10.2021
https://doi.org/10.35408/comuybd.785027

Abstract

Studies in the literature reveal that the family lives of employees have an important effect on their jobs. In this context, it is seen that the concept of "Family Friendly Organization" has emerged in the management literature and has gradually gained importance. Organizations that respect the family life of their employees and develop and implement policies in this regard are considered within this framework. In today's intense competitive environment, understanding the factors that play a role in the productivity of human resources in organizations and managing them is one of the main goals of organizations. In this direction, it is necessary to turn employees into happy employees in order to keep their efficiency and productivity high. It is seen that family-friendly policies that can be applied in organizations help establish a balance between work and family, create an organizational environment where employees are encouraged to think and act creatively and demonstrate their skills and paves the way to a more humane and democratic organizational structure, as well as achieving a healthier family structure. The purpose of this study is to examine the effect of family-friendly policy implementations on employees’ levels of career and life satisfaction. The sample of this research consists of cooperative and bank employees. Survey data, which have been collected through survey method from 280 employees have been evaluated by means of explanatory and confirmatory factor analysis. Structural Equation Model was utilized for testing the hypotheses. In addition, t-test was performed in order to determine the difference between the two sample groups. Based on the findings gathered from this study, employees see the conditions related to leave policies in their organizations as positive but think they do not have a work environment that includes supportive and flexible working conditions. The negative perception of the lack of supportive and flexible working conditions is expected to manifest as reduced levels of career and life satisfaction for employees. Furthermore, the career and life satisfaction levels of cooperative employees were found to be higher that of bank employees.

References

  • Akhunlar, M. N. (2010). An investigation about the relationship between life satisfaction and loneliness of nursing students in Uşak University. Procedia Social and Behavioral Sciences, 5, 2409–2415.
  • Akın, A., Ulukök, E., and Arar, T. (2017). İş-yaşam dengesi: Türkiye’de yapılan çalışmalara yönelik teorik bir inceleme. AKÜ İİBF Dergisi, XIX(1), 113-124.
  • Aktaş, H. and Gürkan, G. Ç. (2015). İş-aile çatışması ile bireysel performans etkileşiminde mesleki bağlılığın aracı rolü: Hemşireler üzerine bir araştırma. Doğuş Üniversitesi Dergisi, 16 (2), 139-154.
  • Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414–435.
  • Allen, T. D., French, K. A., Dumani, S., and Shockley K. M. (2015). Meta-analysis of work–family conflict mean differences: Does national context matter?. Journal of Vocational Behavior, 90, 90–100.
  • Amah, O. E. (2010). Family-work conflict and the availability of work-family friendly policy relationship in married employees: The moderating role of work centrality and career consequence. Research and Practice in Human Resource Management, 18 (2), 35-46.
  • Amstad, F. T., Meier, L. L., Fase, U., Elfering, A., and Semmer, N. K. (2011). A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. Journal of Occupational Health Psychology, 16 (2), 151-169.
  • Anderson, J. C. and Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103 (3), 411-423.
  • Aryee, S. and Luk, V. (1996). Work and nonwork influences on the career satisfaction of dual-earner couples, Journal of Vocational Behavior, 49, 38-52.
  • Aysan, F. and Bozkurt, N. (2004). Okul psikolojik danışmanlarının yaşam doyumu, stresle başa çıkma stratejileri ile olumsuz otomatik düşünceleri: İzmir ili örneklemi. https://www.pegem.net/dosyalar/dokuman/411.pdf (Erişim Tarihi: 15 Nisan 2017).
  • Bayram, N., Sam, N., Aytaç, S., and Aytaç, M. (2010). Yaşam tatmini ve sosyal dışlanma. "İş, Güç" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 12 (4), 79-92.
  • Bhowon, U. (2013), Role salience, work-family conflict and satisfaction of dual-earner couples. Journal of Business Studies Quarterly, 5 (2), 78-90.
  • Büyükgöze, H. and Kavak, Y. (2017). Algılanan örgütsel destek ve pozitif psikolojik sermaye ilişkisi: Lise öğretmenleri örnekleminde bir inceleme. Kuram ve Uygulamada Eğitim Yönetimi, 23 (1), 1-32.
  • Cao, L., Hirschi, A., Deller, J. (2014). Perceived organizational support and intention to stay in host countries among self-initiated expatriates: The role of career satisfaction and networks. The International Journal of Human Resource Management, 25 (14), 2013-2032.
  • Cenkseven Önder, F. (2015). Öznel İyi Olma. S. Doğan, (Ed.), Yaşam doyumu seçme konular içinde (s. 1-22). Ankara: Nobel Yayınları.
  • Chou, K. L. and Cheung, K. C. K. (2013). Family-friendly policies in the workplace and their effect on work–life conflicts in Hong Kong. The International Journal of Human Resource Management, 24 (20), 3872-3885.
  • Ciric, N. (2013). Family-friendly work enviroment? An investigation of women’s job stress and satisfaction. Master Thesis, University of Texas-Pan American, Edinburg.
  • Çetin, C. and Karalar, S. (2016). X, Y ve Z kuşağı öğrencilerin çok yönlü ve sınırsız kariyer algıları üzerine bir araştırma. Yönetim Bilimleri Dergisi, 14 (28), 157-197.
  • DeJonge, T., Veenhoven, R., Kalmijn, W., and Arends, L. (2016). Pooling time series based on slightly different questions about the same topic forty years of survey research on happiness and life satisfaction in The Netherlands. SocIndicRes, 126, 863–891.
  • Demir, H. (2004). An empirical investigation on the predictors of the subjective managerial career success in Turkey. İktisadi ve İdari Bilimler Dergisi, 18 (3-4), 317-336.
  • Demirdelen, D. and Ulama, Ş. (2013). Demografik değişkenlerin kariyer tatminine etkileri: Antalya’da 5 yıldızlı otel işletmelerinde bir araştırma. İşletme Bilimi Dergisi, 1 (2), 65-89.
  • Demirel, E. T. (2017). Çift kariyerli eşler (aileler) sorunu. B. Akdemir, (Ed.), İnsan kaynakları yönetiminde güncel yaklaşımlar içinde (s. 67-89). İstanbul: Beta Yayınları.
  • Diener, E. (1994). Assesing subjective well-being: Progress and opportunities. Social Indicators Research, 31, 103-157.
  • Diener, E., Ng, W., Harter, J., and Arora, H. (2010). Wealth and happiness across the world: Material prosperity predicts life evaluation, whereas psychosocial prosperity predicts positive feeling. Journal of Personality and Social Psychology, 99 (1), 52–61.
  • Dikmen, A. A. (1995). İş doyumu ve yaşam doyumu ilişkisi. Ankara Üniversitesi SBF Dergisi, 50 (3), 115-140.
  • Doğru, Ç. (2019). Destekleyici örgüt iklimi, işe bağlılık ve bireysel uyum performansı arasındaki ilişkilerin incelenmesi. Manas Sosyal Araştırmalar Dergisi, 8 (3), 2696-2713.
  • Dubey, A. and Agarwal, A. (2007). Coping strategies and life satisfaction: ChronicallyIII patients’ perspectives. Journal of The Indian Academy of Applied Psychology, 33 (2), 161-168.
  • Ekşili, N., Ünal, Z., and Gündüz, H. Z. (2016). İş tatmini ve kariyer planlama arasındaki ilişki: Konaklama işletmeleri yöneticileri üzerine bir araştırma. International Multidisciplinary Conference (IMUCO), Antalya.
  • Erdoğan, H. T. (2009). Bireysel kariyer planlama ile kişisel başarı arasındaki ilişkiye yönelik Dumlupınar Üniversitesinde bir uygulama. Yüksek Lisans Tezi, Dumlupınar Üniversitesi Sosyal Bilimler Enstitüsü, Kütahya.
  • Fischer, J. A. (2009). Subjective well-being as welfare measure: Concepts and methodology. https://mpra.ub.uni-muenchen.de/16619/1/MPRA_paper_16619.pdf (Erişim Tarihi: 12 Şubat 2017).
  • Gerçek, M., Atay, S. E., and Dündar, G. (2015). Çalışanların iş-yaşam dengesi ile kariyer tatmininin, işten ayrılma niyetine etkisi. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi, 6 (11), 67-86.
  • Gürkan, G. Ç. and Koçoğlu, M. (2014). Yaratıcı örgüt ikliminin kariyer tatmini üzerine etkisinde duygusal bağlılığın aracı değişken rolü: Türkiye’de bir vakıf ve bir devlet üniversitesinde karşılaştırmalı bir araştırma. Uluslararası Sosyal Araştırmalar Dergisi, 7 (29), 588-602.
  • Hall, D. T. and Chandler, D. E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior, 26, 155-16.
  • Harkönen, J., Manzoni, A., and Bihagen, E. (2016). Gender inequalities in occupational prestige across the working life: An analysis of the careers of west Germans and Swedes born from the 1920s to the 1970s. Advances in Life Course Research, 29, 41–51.
  • Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of Organizational Behavior, 26, 113-136.
  • Hırlak, B., Taşlıyan, M., and Sezer, B. (2017). İyimserlik ve yaşam doyumu arasındaki ilişki, demografik özellikler bağlamında algı farklılıkları: Bir alan araştırması. Kahramanmaraş Sütçü İmam Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7 (1), 95-116.
  • Joo, B.K. and Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention the effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal, 31(6), 482-500.
  • Kalaycı, Ş. (2010). SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri. Ankara: Asil Yayın Dağıtım.
  • Kanten, P. (2013). Family friendly policies in organizations and their effects on work-life balance, work alienation and life satisfaction. 2nd Annual International Conference on Business, Technology and Innovation, Chapter: Management, Business, Economics and Law, Albania.
  • Kanten, P. and Kanten, S. (2015). İş yaşamının kalitesinin yaşam doyumu üzerindeki etkisinde iş doyumunun aracılık rolü. S. Doğan, (Ed.), Yaşam doyumu seçme konular içinde (s. 39-72). Ankara: Nobel Yayınları.
  • Kanten, P., Kanten, S., and Dündar, G. (2016). Ücret tatmininin ve işin özelliklerinin işe gömülmüşlük üzerindeki etkisinde mutluluğun rolü. İşletme Araştırmaları Dergisi, 8 (3), 64-88.
  • Kaya, B. (2012). Algılanan örgütsel destek düzeyinin ve çalışanların kariyer tatmininin işten ayrılma niyeti üzerindeki etkileri: Konaklama işletmelerinde bir uygulama. Yüksek Lisans Tezi, Akdeniz Üniversitesi Sosyal Bilimler Enstitüsü, Antalya.
  • Knight, W. (2009). The relationships among early maternal emotional support, career satisfactıon, and life satisfaction for baby boom women at midlife. Doctoral Thesis, Pepperdine University, California, USA.
  • Li, A., Bagger, J., and Cropanzano, R. (2017). The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings. Human Relations, 70 (1), 119-145.
  • Li, Z., You, L., Lin, H., and Chan, S. W. (2013). The career success scale in nursing: Psychometric evidence to support the chinese version. Journal of Advanced Nursing, 70 (5), 1194–1203.
  • Mafini, C. (2015). Socio-economic drivers of life satisfaction: A comparative study of low income groups in Southern Gauteng. PHD Thesis, North-West University, South Africa.
  • Martins, L. L., Eddleston, K. A., and Veiga, J. F. (2002). Moderators of the relationsip between work-family conflict and career satisfaction. Academy of Management Journal, 45 (2), 399-409.
  • Mesmer-Magnus, J. and Viswesvaran, C. (2009). The role of the coworker in reducing work-family conflict: A review and directions for future research. Pratiques Psychologiques, 15, 213–224.
  • Mohamad, M. and Mohamed, W. N. (2012). A model of quality of work life, life satisfaction and service quality. Asian Journal of Business Research, 2 (2), 38-51.
  • Moon, S. Y. and Roh, J. (2010). Balancing work and family in South Korea’s public organizations: Focusing on family- friendly policies in elementary school organizations. Public Personnel Management, 39 (2), 117-131.
  • Mulvaney, M. (2011). A study of the role of family-friendly employee benefits programs, job attitudes, and self-efficacy among public park and recreation employees. Journal of Park and Recreation Administration, 29 (1), 58-79.
  • Nohe, C. and Sonntag, K. (2014). Work–family conflict, social support, and turnover intentions: A longitudinal study. Journal of Vocational Behavior, 85, 1–12.
  • Okurame, D. E. and Fabunmi, R. (2014). Protean and boundaryless careers exploring the role of mentoring and gender in the context of a major african country. Career Development International, 19 (1), 73-100.
  • Özdevecioğlu, M. (2003). Algılanan örgütsel destek ile örgütsel bağlılık arasındaki ilişkilerin belirlenmesine yönelik bir araştırma. DEÜİİBF Dergisi, 18 (2), 113-130.
  • Öztürk, U. C. (2017). Kariyerde kuşak vs. toprak: Kariyer algısında doğulan coğrafi konum ve kuşağın etkisi. Siyaset, Ekonomi ve Yönetim Araştırmaları Dergisi, 5 (5), 155-165.
  • Patton, W. and McMahon M. (2014). Career development and systems theory: Connecting theory and practice. Rotterdam: Sense Publishers.
  • Pavot, W. and Diener, E. (1993). Review of the satisfaction with life scale. Psychological Assessment, 5 (2), 164-172.
  • Pedersen, D. E. and Minnotte, K. L. (2012). Self- and spouse-reported work–family conflict and dual-earners’ job satisfaction. Marriage & Family Review, 48, 272–292.
  • Poelmans, S. A. Y., Chinchilla, N., and Cardona, P. (2003). The adoption of family-friendly HRM policies competing for scarce resources in the labor market. International Journal of Manpower, 24 (2), 128-147.
  • Remery, C., Doorne-Huiskes, A., and Schippers, J. (2003). Family-friendly policies in The Netherlands the Tripartite involvement. Personnel Review, 32 (4), 456-473.
  • Rhoades, L. and Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87 (4), 698-714.
  • Schermelleh-Engel, K., Moosbrugger, H., and Müller, H. (2003). Evaluating the fit structural equation models: Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8 (2), 23-74.
  • Schooreel, T., Shockley, K. M., and Verbruggen, M. (2017). What if people’s private life constrained their career decisions? Examining the relationship between home-to-career interference and career satisfaction. Career Development International, 22 (2), 124-141.
  • Spurk, D., Abele, A. E., and Volmer, J. (2011). The career satisfaction scale: Longitudinal measurement invariance and latent growth analysis. Journal of Occupational and Organizational Psychology, 84, 315-326.
  • Spurk, D., Abele, A. E., and Volmer, J. (2015). The career satisfaction scale in context: A test for measurement invariance across four occupational groups. Journal of Career Assessment, 23 (2), 191-209.
  • Türkay, O. and Eryılmaz, B. (2010). Kariyer değerleri ve kariyer yolu tercihleri ilişkisi: Türk turizm sektöründen örnekler. Muğla Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (İLKE), 24, 179-199.
  • Verma, V. (2013). Work-family conflict. Indian Journal of Health and Wellbeing, 4 (3), 644-649.
  • Voicu, B. and Pop, C. (2011). Measurement models of life satisfaction: A structural equation modeling approach. CalitateaViettII, XXII (2), 137-154.
  • Vuksan, M., Williams, A., and Crooks, V. (2012). Family friendly policies: Accommodating end-of-life caregivers in workplaces. International Journal of Workplace Health Management, 5 (1), 4-14.
  • Wang, P., Lawler, J. J., and Shi, K. (2011). Implementing family-friendly employment practices in banking industry: Evidences from some african and asian countries. Journal of Occupational and Organizational Psychology, 84, 493–517.
  • Wang, Y., Horng, J., Cheng, S., and Killman, L. (2011). Factors influencing food and beverage employees’ career success: A contextual perspective. International Journal of Hospitality Management, 30, 997– 1007.
  • Wickramasinghe, V. and Jayaweera, M. (2010). Impact of career plateau and supervisory support on career satisfaction a study in offshore outsourced IT firms in Sri Lanka. Career Development International, 15 (6), 544-561.
There are 72 citations in total.

Details

Primary Language English
Journal Section Research Article
Authors

Funda Er Ülker 0000-0001-9625-650X

Gülen Özdemir 0000-0003-3107-972X

Publication Date October 22, 2021
Submission Date August 25, 2020
Published in Issue Year 2021 Volume: 19 Issue: 42

Cite

APA Er Ülker, F., & Özdemir, G. (2021). The Effect of Family-Friendly Policies on Career and Life Satisfaction: A Research on Cooperative and Bank Employees. Yönetim Bilimleri Dergisi, 19(42), 867-890. https://doi.org/10.35408/comuybd.785027

Sayın Araştırmacı;

Dergimize gelen yoğun talep nedeniyle Ekim 2024 sayısı için öngörülen kontenjan dolmuştur, gönderilen makaleler ilerleyen sayılarda değerlendirilebilecektir. Bu hususa dikkat ederek yeni makale gönderimi yapmanızı rica ederiz.

Yönetim Bilimler Dergisi Özel Sayı Çağrısı
Yönetim Bilimleri Dergisi 2024 yılının Eylül ayında “Endüstri 4.0 ve Dijitalleşmenin Sosyal Bilimlerde Yansımaları” başlıklı bir özel sayı yayınlayacaktır.
Çanakkale Onsekiz Mart Üniversitesi Biga İktisadi ve İdari Bilimler Fakültesi tarafından 5-6 Temmuz 2024 tarihlerinde çevrimiçi olarak düzenlenecek olan 4. Uluslararası Sosyal Bilimler Konferansı’nda sunum gerçekleştiren yazarların dergi için ücret yatırmasına gerek olmayıp, dekont yerine Konferans Katılım Belgesini sisteme yüklemeleri yeterli olacaktır.
Gönderilen makalelerin derginin yazım kurallarına uygun olması ve DergiPark sistemi üzerinden sisteme yüklenmesi gerekmektedir. Özel sayı ana başlığı ile ilgisiz makaleler değerlendirmeye alınmayacaktır. Özel sayı için gönderilen makalelerin "Makalemi özel sayıya göndermek istiyorum" kutucuğu işaretlenerek sisteme yüklenmesi gerekmektedir. Özel sayı için gönderilmemiş makalelerin bu sayıya eklenmesi mümkün olmayacaktır.
Özel Sayı Çalışma Takvimi
Gönderim Başlangıcı: 15 Nisan 2024
Son Gönderim Tarihi: 15 Temmuz 2024
Özel Sayı Yayınlanma Tarihi: Eylül 2024

Dergimize göndereceğiniz çalışmalar linkte yer alan taslak dikkate alınarak hazırlanmalıdır. Çalışmanızı aktaracağınız taslak dergi yazım kurallarına göre düzenlenmiştir. Bu yüzden biçimlendirmeyi ve ana başlıkları değiştirmeden çalışmanızı bu taslağa aktarmanız gerekmektedir.
İngilizce Makale Şablonu için tıklayınız...

Saygılarımızla,