Examining the Relationship between Technostress, Change Fatigue, and Organizational Commitment

Fatma Çiftçi Kıraç; Seda Uyar

Makale detayları

Examining the Relationship between Technostress, Change Fatigue, and Organizational Commitment

Yazarlar:

Fatma Çiftçi Kıraç | Seda Uyar

Yayıncı:

Duzce University

Ana Başlıklar:

Sağlık Kurumları Yönetimi

Dergi:

Sağlık Bilimlerinde Değer Vol.13 Issue 3, pp.473-480

Belge Tipi:

Makale

Yayın Tarihi:

9/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001299060

pISSN:

2792-0542

Anahtar kelimeler:

Özet:

 Aim: This study aims to examine the relationship between change fatigue, technostress, and organizational commitment among healthcare workers. Material and Methods: A quantitative approach was employed in the research, and data was collected through survey methodology. The study population consisted of 400 healthcare workers in a public hospital in Erzurum. The collected data was analyzed using the SPSS 22.0 software package. Firstly, it was determined that the data conformed to a normal distribution. Accordingly, independent samples t-test, one-way analysis of variance ANOVA for independent groups, and correlation analyses were conducted on the data. Results: The research revealed a positive relationship between the sub-dimensions of technostress overload, invasion, complexity, insecurity, and uncertainty and organizational commitment, as well as between the sub-dimension of organizational commitment affective commitment and technostress. Positive correlations were also found between technostress and its sub-dimensions overload, invasion, complexity, insecurity, uncertainty and change fatigue. Additionally, positive relationships were observed between organizational commitment and its sub-dimensions normative commitment, calculative commitment, moral commitment and change fatigue. Conclusion: According to the results of the research, as the forced commitment to the organization increases, technostress also increases. Change fatigue increases as employees work fast and for a long time due to using information and communication technologies, being constantly accessible, and constantly trying to adapt to technological tools. Employees experiencing change fatigue may lose their ability to adapt to new technologies, which can lead to increased technostress. Employees experience change more positively when change processes are supported by factors such as greater participation, autonomy or career advancement. This situation can increase the level of organizational commitment of employees.

 Aim: This study aims to examine the relationship between change fatigue, technostress, and organizational commitment among healthcare workers. Material and Methods: A quantitative approach was employed in the research, and data was collected through survey methodology. The study population consisted of 400 healthcare workers in a public hospital in Erzurum. The collected data was analyzed using the SPSS 22.0 software package. Firstly, it was determined that the data conformed to a normal distribution. Accordingly, independent samples t-test, one-way analysis of variance ANOVA for independent groups, and correlation analyses were conducted on the data. Results: The research revealed a positive relationship between the sub-dimensions of technostress overload, invasion, complexity, insecurity, and uncertainty and organizational commitment, as well as between the sub-dimension of organizational commitment affective commitment and technostress. Positive correlations were also found between technostress and its sub-dimensions overload, invasion, complexity, insecurity, uncertainty and change fatigue. Additionally, positive relationships were observed between organizational commitment and its sub-dimensions normative commitment, calculative commitment, moral commitment and change fatigue. Conclusion: According to the results of the research, as the forced commitment to the organization increases, technostress also increases. Change fatigue increases as employees work fast and for a long time due to using information and communication technologies, being constantly accessible, and constantly trying to adapt to technological tools. Employees experiencing change fatigue may lose their ability to adapt to new technologies, which can lead to increased technostress. Employees experience change more positively when change processes are supported by factors such as greater participation, autonomy or career advancement. This situation can increase the level of organizational commitment of employees.

 Aim: This study aims to examine the relationship between change fatigue, technostress, and organizational commitment among healthcare workers. Material and Methods: A quantitative approach was employed in the research, and data was collected through survey methodology. The study population consisted of 400 healthcare workers in a public hospital in Erzurum. The collected data was analyzed using the SPSS 22.0 software package. Firstly, it was determined that the data conformed to a normal distribution. Accordingly, independent samples t-test, one-way analysis of variance ANOVA for independent groups, and correlation analyses were conducted on the data. Results: The research revealed a positive relationship between the sub-dimensions of technostress overload, invasion, complexity, insecurity, and uncertainty and organizational commitment, as well as between the sub-dimension of organizational commitment affective commitment and technostress. Positive correlations were also found between technostress and its sub-dimensions overload, invasion, complexity, insecurity, uncertainty and change fatigue. Additionally, positive relationships were observed between organizational commitment and its sub-dimensions normative commitment, calculative commitment, moral commitment and change fatigue. Conclusion: According to the results of the research, as the forced commitment to the organization increases, technostress also increases. Change fatigue increases as employees work fast and for a long time due to using information and communication technologies, being constantly accessible, and constantly trying to adapt to technological tools. Employees experiencing change fatigue may lose their ability to adapt to new technologies, which can lead to increased technostress. Employees experience change more positively when change processes are supported by factors such as greater participation, autonomy or career advancement. This situation can increase the level of organizational commitment of employees.

 Amaç: Bu araştırmada sağlık çalışanlarında değişim yorgunluğu, teknostres ve örgütsel bağlılık ilişkisinin incelenmesi amaçlanmıştır. Gereç ve Yöntemler: Araştırmada nicel araştırma yöntemi kullanılmış, veriler anket tekniğiyle elde edilmiştir. Çalışmada kolayda örneklem yöntemi kullanılmıştır. Araştırmanın örneklemini Erzurumda faaliyet gösteren bir kamu hastanesindeki 400 sağlık çalışanları oluşturmaktadır. Bulgular: Araştırma elde edilen bulgular doğrultusunda sağlık çalışanlarının hastanedeki pozisyonuna göre teknostres ölçek puanında anlamlı bir fark bulunmuştur p0,002. Bu sonuca göre hemşire ve ebelerin teknostres düzeyi idari personel ve diğer sağlık çalışanlarına göre daha yüksek bulunmuştur. Kurumda çalışma yılı ile değişim yorgunluğu ölçek puanında anlamlı bir fark bulunmuştur p0,006. Bu bulguya göre 1-5 yıl arasında çalışanların 11 yıl ve üzeri çalışanlara göre değişim yorgunluğu daha yüksek tespit edilmiştir. Değişim yorgunluğu ölçeği ile teknostres ölçeği arasında pozitif yönlü zayıf bir ilişki bulunmuştur r0,257, p0,001. Değişim yorgunluğu ölçeği ile örgütsel bağlılık ölçeği arasında pozitif yönlü zayıf bir ilişki tespit edilmiştir r0,404, p0,001. Sonuç: Araştırma sonuçlarına göre bireylerde örgüte zoraki bağlılık arttıkça teknostres de artmaktadır. Çalışanlarda bilgi ve iletişim teknolojilerini kullanmaya bağlı olarak hızlı ve uzun süreli çalışma, sürekli ulaşılabilir olma durumu, teknolojik araçlara sürekli uyum sağlamaya çalışma durumu arttıkça değişim yorgunluğu da artmaktadır. Değişim yorgunluğu yaşayan çalışanlar, yeni teknolojilere uyum sağlama yeteneklerini kaybedebilmekte bu durum da teknostresin artmasına neden olabilmektedir. Değişim süreçleri, daha fazla katılım, özerklik veya kariyer gelişimi gibi unsurlarla desteklendiğinde, çalışanlar değişimi daha olumlu bir şekilde deneyimlemiş olur. Bu durum da çalışanların örgütsel bağlılık düzeyini artırabilir.

Makale detayları

Examining the Relationship between Technostress, Change Fatigue, and Organizational Commitment

Yazarlar:

Fatma Çiftçi Kıraç | Seda Uyar

Yayıncı:

Duzce University

Ana Başlıklar:

Sağlık Kurumları Yönetimi

Dergi:

Sağlık Bilimlerinde Değer Vol.13 Issue 3, pp.473-480

Belge Tipi:

Makale

Yayın Tarihi:

9/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001299060

pISSN:

2792-0542

Technostress

Change Fatigue

Organizational Commitment

Health EmployeeTeknostres

Değişim Yorgunluğu

Örgütsel Bağlılık

Sağlık Çalışanı

Sayı

Makale detayları

Yazarlar: Fatma Çiftçi Kıraç | Seda Uyar

Yayıncı: Duzce University

Ana Başlıklar: Sağlık Kurumları Yönetimi

Dergi: Sağlık Bilimlerinde Değer Vol.13 Issue 3, pp.473-480

Belge Tipi: Makale

Yayın Tarihi: 9/2023

Belge Dili: Türkçe

Document ID (Org No.): 2001299060

pISSN: 2792-0542

Sayı

Yazarlar:

Fatma Çiftçi Kıraç | Seda Uyar

Yayıncı:

Duzce University

Ana Başlıklar:

Sağlık Kurumları Yönetimi

Dergi:

Sağlık Bilimlerinde Değer Vol.13 Issue 3, pp.473-480

Belge Tipi:

Makale

Yayın Tarihi:

9/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001299060

pISSN:

2792-0542