Palabiyik, Nida; Yikilmaz, İb ahim; Sü ücü, Lü i
A icle — Published Ve sion
Wo kplace en y, wo kplace inci ili y, and Job sa is ac ion:
an empi ical s udy on nu ses.
Ulusla a ası İk isadi e İda i İncelemele De gisi
Sugges ed Ci a ion: Palabiyik, Nida; Yikilmaz, İb ahim; Sü ücü, Lü i (2024) : Wo kplace en y,
wo kplace inci ili y, and Job sa is ac ion: an empi ical s udy on nu ses., Ulusla a ası İk isadi e İda i
İncelemele De gisi, ISSN 1307-9859, Ulusla a ası Ik isadi e Ida i Incelemele De gisi, T abzon,
Tü kiye, Vol. 42, pp. 81-94,
h ps://doi.o g/10.18092/ulikidince.1319891
This Ve sion is a ailable a :
h ps://hdl.handle.ne /10419/286707
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Ulusla a ası İk isadi e İda i İncelemele De gisi
In e na ional Jou nal o Economic and Adminis a i e S udies
h ps://de gipa k.o g. / /pub/ulikidince
UİİİD-IJEAS, 2024 (42) ISSN 1307-9832
Makalenin Geliş Ta ihi (Recie ed Da e): 26.06.2023
A aş ı ma Makalesi Yayına Kabul Ta ihi (Accep ance Da e): 05.12.2023
Palabıyık, N., Yıkılmaz, İ., and Sü ücü, L. (2024). Wo kplace En y, Wo kplace Inci ili y, and Job Sa is ac ion: An
Empi ical S udy on Nu ses. Ulusla a ası İk isadi e İda i İncelemele De gisi, 42, 81-94.
h ps://doi.o g/10.18092/ulikidince.1319891
WORKPLACE ENVY, WORKPLACE INCIVILITY, AND JOB
SATISFACTION: AN EMPIRICAL STUDY ON NURSES
Nida PALABIYIK
1
, İb ahim YIKILMAZ
2
, Lü i SÜRÜCÜ
3
Abs ac
The aim o his s udy is o de e mine he e ec o inci ili y and en y beha io s in he wo kplace on he job
sa is ac ion o nu ses. Fo his pu pose, da a we e collec ed om 288 nu ses wo king in a hospi al in E zu um
wi h con enience sampling me hod. In line wi h he esea ch model, co ela ion and mul iple eg ession
analysis we e pe o med by means o scales whose alidi y and eliabili y we e es ed. As a esul o he
analysis, i was de e mined ha wo kplace inci ili y and wo kplace en y had a nega i e e ec on nu ses' job
sa is ac ion le el.
Keywo ds: Job Sa is ac ion, Wo kplace En y, Wo kplace Inci ili y
JEL Classi ica ion: D23, M12, M19
İŞYERİ KISKANÇLIĞI, İŞYERİ NEZAKETSİZLİĞİ VE İŞ
TATMİNİ: HEMŞİRELER ÜZERİNE BİR ARAŞTIRMA
Öz
Bu çalışmanın amacı; işye inde nezake sizlik e kıskançlık da anışla ının hemşi ele in iş a mini üze indeki
e kisini beli lemek i . Bu doğ ul uda, kolayda ö nekleme yön emiyle E zu um’daki bi has anede çalışan 288
hemşi eden e i oplanmış ı . A aş ı ma modeli doğ ul usunda, geçe liliği e gü eni liği es edilen ölçekle
ası asıyla ko elasyon e çoklu eg esyon analizi yapılmış ı . Analizle sonucunda, işye i nezake sizliğinin e
işye i kıskançlığının hemşi ele in iş a mini üze inde nega i yönlü bi e kiye sahip olduğu beli lenmiş i .
Anah a Kelimele : İş Ta mini, İşye i Nezake sizliği, İşye i Kıskançlığı
JEL Sını landı ması: D23, M12, M19
1
Ass . P o . D ., Yozga Bozok Uni e si y, Voca ional School o Heal h Se ices, Depa man o Managemen and
O ganiza ion, [email protected]. , ORCID: 0000-0001-8567-3711
2
Ass . P o . D ., Kocaeli Uni e si y, Business Managemen , Depa men o Business, ib [email protected], ORCID:
0000-0002-1051-0886
3
Assoc. P o ., Wo ld o Uni e si y o Cyp us, lu i[email p o ec ed]u. , ORCID: 0000-0002-6286-4184
82 UİİİD-IJEAS, 2024 (42):81-94 ISSN 1307-9832
In e na ional Jou nal o Economic and Adminis a i e S udies
1. In oduc ion
Due o he b oad scope o he heal hca e sec o , ins i u ions and businesses may ace mo e
signi ican challenges in e ms o bo h esponsibili y and wo king condi ions compa ed o o he
sec o s. Ra he han being solely ocused on economic in e es s, he sec o se es b oade
pu poses such as p o iding heal hca e, imp o ing public heal h, con ibu ing o scien i ic esea ch,
and aining expe s. These aims ha e a signi ican impac on socie y, and he heal hca e sec o is
conside ed an essen ial indica o o a coun y's de elopmen le el. The a i udes o heal hca e
p o essionals owa ds hei jobs and wo kplaces a e closely linked o he de elopmen o his
sec o . Wo kplace- ela ed issues can a ec employees’ sa is ac ion wi h hei jobs. This is
impo an o sec o al de elopmen and he ins i u ional managemen p ocess. Howe e ,
inc easing job sa is ac ion o employees in he heal hca e sec o equi es mo e e o due o he
psychologically sensi i e condi ions o pa ien s and pa ien ela i es and he obliga ion o p o ide
sus ainable se ice. Mo eo e , issues such as du ies, esponsibili ies, s ess le els, and in e ac ion
wi h pa ien s di e en ia e clinical and adminis a i e s a , making managemen p ocesses in he
heal hca e sec o mo e complex. Addi ionally, he sa is ac ion le els o clinical s a may di e
be ween physicians and nu ses, e en i hey a e subjec o simila managemen p ac ices. Job
sa is ac ion, which exp esses he le el o employees' con en men wi h hei jobs, wo k
en i onmen , leade ship s yle, ca ee oppo uni ies, wo k-li e balance, e c., can be in luenced by
a ious ac o s (A nold and Feldman, 1986). While physicians in he heal hca e sec o a e mo e
likely o change ins i u ions when hei sa is ac ion le els dec ease (Pa hman e al., 2002: 594),
nu ses end o op o di e en p o essions (Halcomb e al., 2018: 137). This di e ence in beha io
highligh s ha physicians a e o en dissa is ied wi h hei wo kplaces, while nu ses a e unhappy
wi h hei jobs. This may also be because nu ses ha e limi ed al e na i es o changing wo kplaces
compa ed o physicians. The p essu e c ea ed by he lack o o he op ions, combined wi h nega i e
beha io s such as jealousy and inci ili y encoun e ed in he wo kplace, can c ea e job
dissa is ac ion. Fo hese easons, such beha io s ha lead heal hca e p o essionals, especially
nu ses, o dissa is ac ion poin o manage ial gaps, such as lack o communica ion and coo dina ion
wi hin he o ganiza ion. This esea ch was conduc ed wi h he goal o add essing hese gaps. I is
expec ed o ha e p ac ical implica ions, pa icula ly by guiding heal hca e manage s in helping
nu ses u n hei inclina ion o swi ch p o essions in o posi i e and cons uc i e decisions, by
ocusing on easons ha educe job sa is ac ion.
Wo king condi ions in he heal hca e sec o in ol e in ense s ess due o aspec s ha ouch
human li e, such as ea ing pa ien s and imp o ing hei heal h s a us. Howe e , nu ses ha e o
es ablish close con ac wi h pa ien s compa ed o o he heal hca e p o essionals due o hei
esponsibili ies, such as conduc ing he necessa y examina ions, p epa ing he esul s, and
implemen ing ea men p ocesses. On he o he hand, i is equi ed o emain in cons an
communica ion wi h physicians in o de no o cause any w ong p ac ices du ing hese p ocesses.
I can be said ha wo king condi ions a e mo e s ess ul due o his b idging ole be ween he
doc o and he pa ien . The e o e, nu ses' job dissa is ac ion can cause consequences ha
endange human li e. Howe e , hey may ha e o endu e adminis a i e, legal, and conscien ious
sanc ions. Wi hin his con ex , he p ima y objec i e o his s udy is o examine si ua ions ha
in luence he job sa is ac ion o nu ses.
S udies in he li e a u e show ha nu ses a e mo e likely o be exposed o wo kplace inci ili y
and en y (Logan, 2016: 47). Wo kplace inci ili y can be de ined as beha io s ha iola e wo kplace
no ms, such as cons an c i icism, non-coope a ion, insul s, e bal/physical agg ession (Pea son
and Po a h, 2005: 8). A s udy examining scien i ic s udies on wo kplace inci ili y in he na ional
li e a u e de e mined ha heal h p o essionals we e widely sample (Işıkay and Taslak, 2021: 534).
This esul poin s ou ha he e is a gene al pe cep ion ha wo kplace inci ili y may be mo e
p e alen in he heal h sec o . On one hand, wo kplace en y e e s o he emo ions, hough s, and
beha io s ha a ise in eac ion o no achie ing desi ed pe sonal esul s and he pe cei ed loss o
social posi ion (Vecchio, 2005: 69). This ype o en y can be caused by a ious ac o s in he wo k
En y, Inci ili y, Job Sa is ac ion 83
Ulusla a ası İk isadi e İda i İncelemele De gisi
en i onmen , such as compe i ion, gossip, disdain, no sha ing in o ma ion, shadowing success, o
damaging epu a ion. These ac o s can lead o a ious beha io s (Du y e al., 2002: 332; Jones
and Geo ge, 1998: 534). Acco ding o he li e a u e, wo kplace inci ili y and en y may ha e a
nega i e impac on job sa is ac ion. This s udy examines he e ec s o wo kplace inci ili y and en y
on nu ses' job sa is ac ion. Due o he abo e explana ions, his s udy di e s om o he s udies in
he li e a u e in ha i is explici ly conduc ed o nu ses and aims o see he e ec o bo h a iables
on job sa is ac ion. I a nega i e impac is ound, he s udy can help heal h manage s inc ease job
sa is ac ion by add essing issues o inci ili y and en y in he wo kplace.
Based on he explana ions gi en abo e, he cen al ques ion o his esea ch is whe he
wo kplace inci ili y and wo kplace en y a ec nu ses' job sa is ac ion. The s udy has been
conduc ed among nu ses wo king in heal h ins i u ions in E zu um, Tu key. Howe e , due o he
imp ac icali y o eaching he en i e popula ion, da a we e collec ed om nu ses wo king in a
hospi al in E zu um using he con enience sampling me hod. Based on he indings o he esea ch,
conc e e sugges ions we e made o con ibu e o he li e a u e and managemen p ac ices,
concluding he esea ch. This s udy's esul s enhanced he li e a u e by empi ically examining he
e ec s o newly de eloped concep s o wo kplace inci ili y and wo kplace en y on employee job
sa is ac ion in he heal h sec o . Addi ionally, he s udy p o ided insigh o senio manage s and
policymake s o adop e ec i e managemen app oaches and es ablish high employee sa is ac ion
in heal h ins i u ions.
2. Li e a u e Re iew
This sec ion o he esea ch was discussing wo kplace en y, wo kplace inci ili y, and job
sa is ac ion. To suppo he esea ch hypo heses, his sec ion was summa izing li e a u e s udies
ha discuss he a iables oge he unde a sepa a e heading.
2.1. Wo kplace En y
En y is an emo ion ha can a ise in indi idual and social en i onmen s. I is cha ac e ized as
"nega i e emo ions el when he desi ed indi idual esul s o he supe io quali y and success o
ano he canno be achie ed" (Pa o and Smi h, 1993: 906). En y expe ienced wi hin an
o ganiza ion can led o isks, unce ain y, compe i ion, and challenges o uni y o pu pose. I is a
common p oblem due o i s pe asi e na u e. Iden i ying he causes o wo kplace en y and
educing i s nega i e e ec s is conside ed pa o he managemen p ocess, a he han an
indi idual e o . Thus, "wo kplace en y" is a concep speci ic o o ganiza ional li e. Wo kplace en y
is based on s udies conduc ed by Vecchio (1995) and Bedeian (1995). Acco ding o hese s udies,
wo kplace en y can be de ined as "a model o emo ion, hough , and beha io esul ing om an
employee's loss o sel -con idence, o he loss o esul s ela ed o he business ela ionship"
(Vecchio, 2000: 162). The de ini ion includes he pe cep ion ha an opponen may in e ene in
he si ua ion/e en , which is pe cei ed as a h ea o loss. The pe cep ion o a i al educes one's
sel -con idence o dis up s a alued ela ionship. The e o e, Vecchio (2000: 162) iden i ied h ee
elemen s unde lying wo kplace en y: he employee, he compe i o , and he alued a ge .
Fu he mo e, Vecchio (2005) emphasized he mul idimensional s uc u e o en y in he wo kplace.
He sugges ed ha measu ing en y equi es conside ing bo h eeling en ious and eeling en ied. In
e ms o social s a us, i an employee pe cei es hei colleagues o be in a highe posi ion, hey
may expe ience " eeling en ious," while i hey a e pe cei ed by hei colleagues o be in a highe
posi ion, hey may expe ience " eeling en ied" (Elçi e al., 2021: 212).
To iden i y necessa y managemen p ac ices and measu e en y in he wo kplace, i is impo an
o unde s and bo h he an eceden s and consequences o en y. Wo kplace en y is a mul i ac o
phenomenon ha equi es he e alua ion o indi idual ac o s, wo k en i onmen , and social
in e ac ion oge he . Se e al heo ies emphasize di e en aspec s o wo kplace en y. Fo ins ance,
he Social Compa ison Theo y pu o wa d by Fes inge (1954) emphasizes indi idual causes o
en y. Acco ding o he Theo y, people use social compa ison when e alua ing hemsel es. In o he
84 UİİİD-IJEAS, 2024 (42):81-94 ISSN 1307-9832
In e na ional Jou nal o Economic and Adminis a i e S udies
wo ds, employees compa e ac o s such as wages, skills, success, and posi ion wi h hose o hei
ellow employees, which may esul in eelings o en y. Acco ding o Adams' (1963: 423) Theo y o
Equi y, inequali y occu s when a pe son pe cei es a psychologically in e se ela ionship be ween
hei own inpu s and/o ou comes and hose o ano he employee. Tesse 's (1988: 182) Sel -
e alua ion Main enance Theo y on en y caused by social in e ac ion sugges s ha a pe son
e alua es hemsel es by compa ing hei pe o mance o hose hey pe cei e as simila . In some
cases, indi iduals may iew hemsel es as success ul o unsuccess ul compa ed o a close
colleague's high pe o mance, leading o eelings o en y. While heo ies ha ocus on he causes
o wo kplace en y a e impo an , i s esul s-o ien ed e ec s should also be conside ed. En y can
lead o posi i e beha io s such as pe se e ance, desi e o wo k, and admi a ion. Howe e , i can
also lead o nega i e beha io s such as ange and gossip. I is impo an o ecognize ha
wo kplace en y can be a unc ional managemen ool ha ene gizes beha io and ocuses on
p ese ing aluable ela ionships and esou ces. Howe e , ex eme eelings o en y, whe he
posi i e o nega i e, ha e he po en ial o ac i a e pa hological eac ions (Vecchio, 2000: 163).
2.2 Wo kplace Inci ili y
The concep o inci ili y e e s o beha io s ha exhibi indi e ence and lack o espec owa ds
o he s, o en igno ing social no ms (Ande sson and Pea son, 1999:454). Simila ly, wo kplace
inci ili y is cha ac e ized by beha io s ha iola e wo kplace no ms and p ocedu es, and
demons a e dis ega d o o he people in he wo kplace (Ande sson and Pea son, 1999: 455).
Howe e , i is impo an o no e ha wo kplace inci ili y is no a one-sided beha io . Acco ding o
Ca e (1998: 23), wo kplace inci ili y e lec s an in e ac i e si ua ion in ol ing wo o mo e
pa ies. The spi al o inci ili y explains ha when one pe son ac s udely owa ds ano he , he
a ge pe son pe cei es his beha io as inci ili y and eac s in kind. This ongoing nega i e
in e ac ion esul s in wo kplace inci ili y. Beha io s such as no g ee ing, igno ing, gossiping,
in e up ing, shou ing, and o he s can be conside ed wo kplace inci ili y (Blau and Ande sson,
2005: 597; Co ina e al., 2001: 67). Howe e , simply encoun e ing hese beha io s does no always
cons i u e wo kplace inci ili y. The a ge pe son mus also pe cei e he si ua ion as inci ili y
(Lewis, 2009: 6). On he o he hand, whe he he spi al o inci ili y con inues, eaches a ipping
poin , o ends depends on he quali y and se e i y o he eac ion o pe cei ed inci ili y. In o he
wo ds, he ou come o he spi al is mos ly de e mined by he pe cep ions and eac ions o he
a ge pe son.
Acco ding o he spi al o inci ili y model, wo kplace inci ili y can be ca ego ized in o wo ypes.
Beha io al inci ili y e e s o an employee's unci il ac ions in he wo kplace, while expe ien ial
inci ili y ela es o he pe cep ion o an employee's beha io as unci il (Blau and Ande sson, 2005).
Al hough beha io al inci ili y is he p ima y ac o in ini ia ing he inci ili y p ocess, expe ien ial
inci ili y has a mo e signi ican impac on de e mining he consequences, such as con inuing he
spi al, eaching he o e low poin , o ending he inci ili y (Ha old and Hol z, 2015: 16). Howe e ,
inci ili y can be di icul o de ec in his p ocess, as i may also esul om sloppy beha io o
discou se be ween people. Addi ionally, manage s may be inadequa e in con olling his p ocess
(Ba an and Ka a elioğlu, 2022: 2237).
2.3. Job Sa is ac ion
Job sa is ac ion is a e lec ion o he combina ion o posi i e and nega i e eelings owa ds
one's job. I ep esen s a p ocess o ha mony be ween a pe son's expec a ions and wha hey ha e
achie ed (News om, 2006: 215). Acco ding o A gy is (1957), job sa is ac ion is achie ed when a
balance is es ablished be ween wha a job o e s o he employee and he employee's expec a ions
o hei job wi hin o ganiza ional bounda ies. Simila ly, Mum o d (1972: 57) s a ed ha i he
mu ual expec a ions be ween he o ganiza ion and he employee a e compa ible and he le el o
mee ing hese expec a ions is high, he le el o job sa is ac ion inc eases. Acco ding o Gibson e
al. (2011: 102), job sa is ac ion is he esul o an indi idual's e alua ion o hei job and wo king
En y, Inci ili y, Job Sa is ac ion 85
Ulusla a ası İk isadi e İda i İncelemele De gisi
en i onmen . As i e lec s a subjec i e e alua ion p ocess, people in simila condi ions can
expe ience i a di e en le els.
Job sa is ac ion, which a ises om employees' cogni i e e alua ion o hei jobs, is in luenced
by many a iables encoun e ed du ing his p ocess. As a esul , i is dynamic and can be a ec ed
by si ua ional and empo al changes in o ganiza ional p ocesses. The e o e, ensu ing job
sa is ac ion o employees who con ibu e o o ganiza ional de elopmen du ing change p ocesses
is an impo an manage ial issue. This is why he a iables a ec ing job sa is ac ion a e equen ly
s udied in he li e a u e. Acco ding o esea ch, job condi ions, wages, s a us, job cha ac e is ics,
job secu i y, o ganiza ional s uc u e, ules, echnology, and o he in e nal and ex e nal
o ganiza ional a iables can a ec job sa is ac ion (Dalk ani and Dimi iadis, 2018: 17; La son and
Lu hans, 2006: 52; Mullins, 1996: 47). Howe e , hese a iables can a ec job sa is ac ion a
di e en le els and aspec s o he job. Fo example, employees need o p o ide in o ma ion o
colleagues, supe io s, subo dina es, and o he ypes o wo k wi hin he scope o hei job. This can
e lec hei le el o sa is ac ion wi h di e en app oaches (Jones and Geo ge, 2000). The e o e,
job sa is ac ion should be e alua ed b oadly, conside ing ha i is ela ed o one's e alua ion o
wo k condi ions, co-wo ke s, leade ship s yle, and job sa is ac ion. In his con ex , Os o (1992:
963) emphasized ha job sa is ac ion is impo an no only o employees, bu also o he whole
o ganiza ion. Employees wi h high job sa is ac ion can achie e e y success ul esul s a he
o ganiza ional le el because hey wo k happily and mo i a ed. On he o he hand, hose wi h low
job sa is ac ion may make i di icul o achie e desi ed esul s as hey may a oid aking
esponsibili y and wo king (Judge e al., 2001: 391).
2.4. Resea ch Model and Hypo heses
Because wo kplace en y and inci ili y ha e s ong emo ional e ec s on employees, hey can
ha e signi ican nega i e consequences o o ganiza ions. Despi e he nega i e impac o en y and
inci ili y on employees, he e a e limi ed s udies on he consequences o hese issues wi hin
o ganiza ions (Çoban and Deniz, 2021; Me al e al., 2021). This s udy aims o con ibu e o he
li e a u e by in es iga ing he e ec o wo kplace en y and inci ili y on job sa is ac ion. The
esea ch model is p esen ed in Figu e 1.
Figu e 1. Resea ch Model
Employees who expe ience en y in hei wo k en i onmen may pe cei e hemsel es as
unsuccess ul in he ace o o he s' success. As a esul , in ense en y can cause people o lose hei
mo i a ion o wo k when hey see o he s succeed, leading o dec eased job sa is ac ion. S udies
in he li e a u e gene ally show ha wo kplace en y has a nega i e e ec on job sa is ac ion. In
hei s udy on he e ec o wo kplace en y on g oup dynamics, Du y and Shaw (2000: 18)
discussed he nega i e impac o en y on job sa is ac ion. Acco ding o Achhani and Gup a (2022:
5223), hei esea ch yielded esul s indica ing ha job sa is ac ion is nega i ely impac ed by
eelings o en y. The s udy de eloped a heo e ical amewo k on he an eceden s and
consequences o wo kplace en y. Simila ly, B own e al. (2007: 59) ound ha wo kplace en y
dec eased employees' job sa is ac ion and emo ional commi men , while inc easing hei in en ion
Wo kplace En y
Job
Sa is ac ion
Wo kplace
Inci ili y
Feeling
En ious
Feeling
En ied
H1,a
H1,b
H2
86 UİİİD-IJEAS, 2024 (42):81-94 ISSN 1307-9832
In e na ional Jou nal o Economic and Adminis a i e S udies
o lea e. While wo kplace en y and job sa is ac ion ha e been equen ly examined in he con ex
o di e en a iables in na ional li e a u e s udies, he e a e e y ew s udies in which hey a e
discussed oge he . Bay am-A lı e al. (2019: 32) ound ha wo kplace en y indi ec ly a ec s job
sa is ac ion in whi e-colla employees.
The li e a u e e iew indica es ha he e a e s udies in es iga ing he impac o wo kplace
en y on job sa is ac ion. Howe e , conduc ing u he esea ch wi h a b oade scope and highe
quali y would be ad an ageous. Fu he mo e, no s udy on his subjec has been conduc ed in he
heal h sec o . Nu ses, as employees in his sec o , ace a mo e in ense and s ess ul wo king
en i onmen compa ed o o he p o essions. Addi ionally, adminis a i e, and clinical s a ha e
di e en obliga ions, wo k in ensi ies, sala ies, and ca ee pa hs. The e o e, i is mo e app op ia e
o compa e employees based on a iables. Fo his eason, nu ses a e mo e likely o expe ience
wo kplace en y and a dec ease in job sa is ac ion. Based on hese conside a ions and he esul s
o he li e a u e e iew, he i s hypo hesis o his esea ch is as ollows:
H1: Wo kplace en y in heal h ins i u ions has nega i e impac on nu ses' job sa is ac ion.
H1,a: Feeling en ious in heal h ins i u ions has nega i e impac on nu ses' job sa is ac ion.
H1,b: Feeling en ied in heal h ins i u ions has nega i e impac on nu ses' job sa is ac ion.
Wo kplace inci ili y is conside ed a sou ce o ela ional s ess ha can nega i ely impac many
a iables, ul ima ely hinde ing he de elopmen o heal hy wo kplace ela ionships (Khan e al.,
2021: 1111). As a esul , wo kplace inci ili y can lead o dec eased job sa is ac ion. Se e al s udies
suppo his iew. Fo example, a s udy conduc ed on nu ses in Pakis an in es iga ed he nega i e
e ec o wo kplace inci ili y on job sa is ac ion h ough emo ional a igue (Dah i e al., 2020:94).
Acco ding o he indings, he e was an ad e se impac on job sa is ac ion due o wo kplace
inci ili y. Simila ly, Khan e al. (2021: 1107) concluded ha wo kplace inci ili y nega i ely a ec s
job sa is ac ion, and ha subjec i e well-being plays a media ing ole in his e ec . A s udy
conduc ed on Aus alian and Singapo ean whi e-colla wo ke s ound ha wo kplace inci ili y
inc eases employee bu nou , leading o job dissa is ac ion (Loh e al., 2019: 305). This is consis en
wi h he esul s o s udies ca ied ou in indus ial en e p ises by Cingöz and Kaplan (2015: 12) in
he na ional li e a u e, which also suppo he nega i e ela ionship be ween wo kplace inci ili y
and job sa is ac ion.
A s udy conduc ed on newly employed nu ses ound ha 90.4% o he pa icipan s expe ienced
inci ili y om hei colleagues (Vessey e al., 2009: 303). Gi en he co ela ion be ween inci ili y
and job sa is ac ion in exis ing esea ch, i is expec ed ha his high pe cen age will esul in high
le els o job dissa is ac ion among nu ses. The e o e, he second hypo hesis o his esea ch is as
ollows:
H2: Wo kplace inci ili y in heal h ins i u ions has nega i e impac on nu ses' job sa is ac ion.
3. Me hod
In his sec ion, in o ma ion abou he da a se used in he esea ch is gi en.
3.1. Sampling and Da a Collec ion
The s udy sample comp ises nu ses wo king a a hospi al in E zu um. Fi s , he necessa y e hical
pe missions we e ob ained om he Cyp us Wo ld Peace Uni e si y E hics Commi ee o s a he
esea ch and collec da a (WPU-ETK-2023-18). Nex , he head physician o he hospi al was
in e iewed, and he pu pose o he esea ch was explained while assu ing he con iden iali y o
he da a. A e ob aining he necessa y pe mission, a esea che and wo in e iewe s om he
au ho s conduc ed a ques ionnai e among he nu ses. The su ey was conduc ed on-si e, and he
da a collec ion p ocess las ed o wo days. Du ing he ques ionnai e applica ion, pa icipan s we e
ully in o med o hei consen and p o ided wi h he oppo uni y o wi hd aw a any ime. A he
En y, Inci ili y, Job Sa is ac ion 87
Ulusla a ası İk isadi e İda i İncelemele De gisi
end o he p ocess, da a we e ob ained om a o al o 288 nu ses by adop ing he con enience
sampling me hod.
3.2. Scales
The ques ionnai e o m is di ided in o ou pa s. The i s pa co e s a demog aphic
in o ma ion o m, he second pa co e s wo kplace inci ili y, he hi d pa co e s wo kplace en y,
and he las pa is a job sa is ac ion scale. In o ma ion abou he scales used in he s udy is
p esen ed below.
Wo kplace Inci ili y Scale: The one-dimensional Wo kplace Inci ili y Scale, de eloped by
Co ina e al. (2001), was u ilized. Kaya (2015) conduc ed a Tu kish alidi y and eliabili y s udy on
his se en-i em scale, which uses a 5-poin Like - ype esponse o ma . Sample i ems include "Did
any o you colleagues exclude o igno e you om compliance and coope a ion in he wo kplace
du ing he las yea you wo ked a his wo kplace?" and "Did he make de oga o y s a emen s?"
Wo kplace En y Scale: The Wo kplace En y Scale, de eloped by Vecchio in 2005, consis s o
wo dimensions: eeling en ious and eeling en ied. Elci e al. conduc ed a Tu kish alidi y and
eliabili y s udy o he eigh -i em scale in 2021. The scale uses a 5-poin Like - ype a ing sys em.
Sample i ems "Some o my co-wo ke s a e en ious o my achie emen s" and "Mos o my co-
wo ke s ha e be e hings han I do."
Job Sa is ac ion Scale: A one-dimensional job sa is ac ion scale, de eloped by B ay ield and
Ro he (1951) and Judge e al. (1998), was used in his s udy. Kese and Bili (2019) conduc ed a
alidi y and eliabili y s udy o he scale in Tu kish. The i e-i em scale uses a 5-poin Like - ype
esponse o ma . Sample i ems include “I am qui e sa is ied wi h my cu en job” and “I ind my
job enjoyable”.
3.3. Sample
When examining he socio-demog aphic cha ac e is ics o he pa icipan s, i was de e mined
ha 218 we e women and 50 we e men. Addi ionally, 109 we e ma ied, and 159 we e single. In
e ms o educa ion le el, 58 pa icipan s had a high school educa ion, 55 had an associa e deg ee,
130 had an unde g adua e deg ee, and 25 had a pos g adua e deg ee. Rega ding wo k expe ience,
98 had a wo king pe iod o 1-5 yea s, 68 had a wo king pe iod o 6-10 yea s, and 102 had a wo king
pe iod o 10 yea s o mo e.
3.4. Validi y and Reliabili y Analysis
To de e mine he alidi y o he scales, we examined con e gence and disc iminan alidi y.
Con e gen alidi y was assessed using he composi e eliabili y (CR) and a e age a iance
ex ac ed (AVE) alues. The li e a u e sugges s ha he e is con e gen alidi y i he CR alue is
g ea e han he AVE alues and he AVE alues a e g ea e han 0.50 (Hai e al. 2018; Sü ücü and
Maslakçı, 2020; Sü ücü e al., 2023). In addi ion o assessing con e gen alidi y, i is also impo an
o ensu e disc iminan alidi y o he scales. To do his, i is checked ha he squa e oo o he
AVE alue did no exceed 0.90, and ha he squa e oo o he AVE alue was g ea e han he
co ela ion alues be ween he a iables in he co ela ion able (Kline, 2011; Sü ücü e al., 2023).
To de e mine he eliabili y o he scales, Composi e Reliabili y and C onbach's alpha alues
we e calcula ed. Fo hese alues, a lowe h eshold o 0.70 is ecommended o ensu e consis en
and eliable scales.
Table 1 p esen s he esul s o he analyses pe o med o de e mine he alidi y and eliabili y
o he scales. Upon examina ion o Table 1, i becomes appa en ha he scales ha e a C onbach's
alpha and CR alue abo e 0.7. These indings p o ide s ong e idence ha he scales a e eliable.
The analysis shows he ollowing CR alues o he scales: 0.879, 0.836, 0.919, and 0.882.
Addi ionally, he AVE alues we e de e mined o be 0.709, 0.508, 0.623, and 0.600. AVE alues
abo e 0.5 and CR alues g ea e han AVE indica e con e gen alidi y o he scales.
88 UİİİD-IJEAS, 2024 (42):81-94 ISSN 1307-9832
In e na ional Jou nal o Economic and Adminis a i e S udies
Table 1: Reliabili y and Validi y Analysis o Va iables
Fac o Loadings
C onbach's Al a
CR
AVE
Wo kplace En y: Feeling En ious
0,811
0,879
0,709
WE1
0,811
WE2
0,836
WE3
0,877
Wo kplace En y: Feeling En ied
0,825
0,836
0,508
WE4
0,612
WE5
0,711
WE6
0,720
WE7
0,825
WE8
0,679
Wo kplace Inci ili y
0,891
0,919
0,623
WI1
0,623
WI2
0,725
WI3
0,882
WI4
0,806
WI5
0,842
WI6
0,822
WI7
0,799
Job Sa is ac ion
0,845
0,882
0,600
JS1
0,821
JS2
0,809
JS3
0,771
JS4
0,725
JS5
0,736
No e: Wo kplace En y: WE, Wo kplace Inci ili y: WI, Job Sa is ac ion: JS
The scales demons a e disc iminan alidi y, as indica ed by he ac ha he squa e oo o
he A e age Va iance Ex ac ed (AVE) alue is less han 0.90 and g ea e han he co ela ion alues
be ween a iables in Table 2 (Kline, 2011; Sü ücü e al., 2023). Addi ionally, s anda dized ac o
loads a e expec ed o be abo e 0.50 (Hai e al., 2014; Sü ücü e al., 2023), and Table 1 shows ha
ac o loads a e 0.612 and abo e. These high ac o loadings sugges ha he exp essions ep esen
he ac o s well.
Taken oge he , hese indings indica e ha he scales a e bo h alid and eliable.
4. Findings
4.1. Co ela ion Analysis
In his s udy, co ela ion analysis was pe o med o de e mine he ela ionship and s eng h
among he esea ch a iables. The esul s a e p esen ed in Table 2.
Table 2: Co ela ion Analysis Resul s
Va iables
Mean
Sd.
1
2
3
4
1. Feeling En ied
2,71
0,85
1
2. Feeling En ious
2,66
0,74
0,421**
1
3. Wo kplace Inci ili y
2,64
0,91
0,263**
0,366**
1
4. Job Sa is ac ion
3,29
0,82
-0,108**
-0.185**
-0.225*
1
Ku osis
0,756
1,057
0,155
-0,253
Skewness
-0,565
-0,252
-0,521
0,637
Based on he esul s, i was ound ha eeling en ied has a posi i e ela ionship wi h eeling
en ious ( =0.421, p<0.01) and wo kplace inci ili y ( =0.263, p<0.01), and a nega i e ela ionship
wi h job sa is ac ion ( =-0.108, p<0.01). Simila ly, i was ound ha eeling en ious has a posi i e
ela ionship wi h wo kplace inci ili y ( =0.366, p<0.01), and a nega i e ela ionship wi h job
