Dışsal Prestijin, İş Becerikliliğinin ve Kişi-Örgüt Uyumunun İş-Aile Çatışması İle İlişkisi1 (The Relationship Betweeen External Prestige, Job Crafting Person-Organization Fit and Work-Family Conflict)

Abstract

Purpose – In this study, assuming that it must reduce the work-family conflict experienced by the employees, the effect of their organization being perceived prestigious by others and the employees’ self-shaping (job crafting) of their work on work-family conflict is to be determined. Also the possible mediating effect of person-organization fit on the relationship between job crafting and work-family conflict. Design/methodology/approach – The data were collected by using snowball method from 247 higher education institutions’ academic employees who agreed to participate in the study. The research model is chosen in order to identify the effect of external prestige on work-family conflict and the mediating role of perceived person-organization fit in the relationship between job crafting and work-family conflict. The answers of the participants to the questions in the questionnaire were evaluated with confirmatory factor analysis, reliability analysis, correlation analysis and “Process” macro which can be integrated on SPSS. Findings – According to the findings, employees' perceptions about the prestige of their organizations (external prestige) have a negative and significant effect on the work-family conflict. It was found that there is a positive and meaningful relationship between job crafting and work-family conflict. On the other hand, the hypothesis that person-organization fit plays a mediator role in the relationship between job crafting and work-family conflict was rejected. Discussion – In this study; it is understood that employees who have high perception of external prestige have reported less work-family conflict and that when they perceive that their organization is perceived to be prestigious by others, they care about their current status and therefore do not carry their work-related problems into family life. In other words, it is thought that an employee who perceives the prestige of his / her organization to be high is likely to have high self-esteem, so he / she can tolerate these problems by paying less attention to work-related problems even if there is a work-family conflict. On the other hand, unlike expected, it was found that job crafting increases work-family conflict. It may be thought that the effort to make the job suitable for itself causes the individual to spend more effort and time in the workplace causing stress to him, and this can lead to the negative effect of family-work conflict. In this study, the mediator role of person-organization fit in the relationship between job crafting and work-family conflict could not be determined.