DEFINING KEY ELEMENTS THAT SHAPE EMPLOYEE ENGAGEMENT IN A MASLOW HIERARCHY IN PERSPECTIVE

Yıl 2024, Sayı: 44, 141 – 150, 07.08.2024

Ülge Taş

https://doi.org/10.18092/ulikidince.1454947

Öz

This study focused on employee engagement as a research in the industry using qualitative methods. The purpose of this paper was to define the factors that affect employee engagement, as tested within the framework of Maslow’s hierarchy of needs (MHN). Key elements for measuring employee engagement were defined based on MHN. The priority of this study is to determine which factors and to what degree contribute to employee engagement in Maslow’s five levels. Data was interpreted with MAXQDA 22 for thematic content analysis. As a result of this study, a strong relationship was determined between employee engagement and the key elements of MHN. The factors of employee engagement are explained as 9 codes (key elements) and defined in the relevant step of the pyramid. There is a lack of applied studies in the literature on employee engagement, making this study original in that respect. In the analysis, a significant relationship was found between self-actualization and 9 key elements. These elements are Expectations, Materials, Recognition, Care, Development, Quality, Team, Progress, and Learn & Grow. The last step is to achieve self-actualization, all these elements must work together. As a result, this study concludes that MHN can offer valuable insights regarding employee engagement.

Anahtar Kelimeler

Employee Engagement, Maslow’s Hierarchy of Needs (MHN), MAXQDA, Thematic Content Analysis

Kaynakça

• Afolabi, A., Fernando, S., and Bottiglieri, T. (2018). The Effect of Organisational Factors in Motivating Healthcare Employees: A Systematic Review. British Journal of Healthcare Management, 24(12), 603-610.
• Alias, N. E., Othman, R., Romaiha, N. R., and Habib, A. N. (2022). The Effects of Organizational Culture on Employee Engagement: A Malaysian Manufacturing Company’s Perspective. International Journal of Academic Research in Business and Social Sciences, 12(7), 1733-1745.
• Benson, S. G., and Dundis, S. P. (2003). Understanding and Motivating Health Care Employees: Integrating Maslow's Hierarchy of Needs, Training and Technology. Journal of Nursing Management, 11(5), 315-320.
• Casey, D., and Sieber, S. (2016). Employees, Sustainability and Motivation: Increasing Employee Engagement by Addressing Sustainability and Corporate Social Responsibility. Research in Hospitality Management, 6(1), 69-76.
• Cohen, L., Lawrence M. and Keith M. (2011). Research Methods in Education (7th ed.). Routledge.
• Creswell, J. (2013). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. Sage Publications: CA.
• Dhanda, U. (2017). Employee Engagement: The Key Success Factor. International Journal of Research, 3 (5), 68-83.
• Guo, F. (2021). Enhancing Employee Engagement Through Improving Motivation. AU-HIU International Multidisciplinary Journal, 1, 15-26.
• Harvard, P. S. (2010). Maslow, Mazes, Minotaurs; Updating Employee Needs and Behavior Patterns in A Knowledge-Based Global Economy. Journal of the Knowledge Economy, 1, 117-127.
• Imandin, L., Bisschoff, C., and Botha, C. (2014). A Model to Measure Employee Engagement. Problems and Perspectives in Management, 12 (4), 520-532.
• Jerome, N. (2013). Application of the Maslow’s Hierarchy of Need Theory; Impacts and Implications on Organizational Culture, Human Resource and Employee’s Performance. International Journal of Business and Management Invention, 2(3), 39-45.
• Kanwar, D., and Sharma, P. (2014). Employee Engagement: An Overview. PARIDNYA-The MIBM Research Journal, 2(1), 71-87.
• Little, B., and Little, P. (2006). Employee Engagement: Conceptual Issues. Journal of Organizational Culture, Communications and Conflict, 10(1), 111-120.
• Mertens, D. M. (2014). Research and Evaluation in Education and Psychology: Integrating Diversity with Quantitative, Qualitative, and Mixed Methods. Sage Publications: CA.
• Miles, M, B. and Huberman, A. M. (1994). Qualitative Data Analysis: An Expanded Sourcebook. (2nd ed). Thousand Oaks, CA: Sage.
• Riyanto, S., Endri, E., and Herlisha, N. (2021). Effect of Work Motivation and Job Satisfaction on Employee Performance: Mediating Role of Employee Engagement. Problems and Perspectives in Management, 19(3), 162.
• Robijn, W., Euwema, M. C., Schaufeli, W. B., and Deprez, J. (2020). Leaders, Teams and Work Engagement: A Basic Needs Perspective. Career Development International, 25(4), 373-388.
• Saks, A. M. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21(7), 600-619.
• Saks, A. M., and Gruman, J. A. (2014). What Do We Really Know About Employee Engagement? Human Resource Development Quarterly, 25(2), 155-182.
• Schaufeli, W. (2021). Engaging Leadership: How to Promote Work Engagement? Frontiers in Psychology, 12, 754556.
• Schuelke-Leech, B. A., Barry, B., Dehmer, M., and Emmert-Streib, F. (2017). Philosophical and Methodological Foundations of Text Data Analytics. In Frontiers of data science, 459-480.
• Shuck, B. M., Rocco, T. S., and Albornoz, C. A. (2011). Exploring Employee Engagement from The Employee Perspective: Implications for HRD. Journal of European Industrial Training, 35(4), 300-325.
• Soelistya, D., and Mashud, M. (2016). Problems of Employee Commitment from The Perspective of Maslow’s Hierarchy of Needs. Global Journal of Human Resource Management, 4(5), 45-64.
• Stum, D. L. (2001). Maslow revisited: Building The Employee Commitment Pyramid. Strategy & Leadership, 29(4), 4-9.
• Ștefan, S. C., Popa, Ș. C., and Albu, C. F. (2020). Implications of Maslow’s Hierarchy of Needs Theory on Healthcare Employees’ Performance. Transylvanian Review of Administrative Sciences, 16(59), 124-143.
• Upadhyaya, C. (2014). Application of the Maslow's Hierarchy of Need Theory; Impacts and Implications On Organizational Culture, Human Resource and Employee's Performance. International Journal of Education and Management Studies, 4(4), 353.
• Wahba, M. A., and Bridwell, L. G. (1973). Maslow Reconsidered: A Review of Research on The Need Hierarchy Theory. In Academy of Management Proceedings, 1973: (1), 514-520.
• Wu, K. J., Cui, L., Tseng, M. L., Hu, J., and Huy, P. M. (2017). Applying Big Data with Fuzzy DEMATEL to Discover The Critical Factors For Employee Engagement in Developing Sustainability for The Hospitality Industry Under Uncertainty. In Supply Chain Management in The Big Data Era, 218-253.

MASLOW HİYERARŞİSİ PERSPEKTİFİNDE ÇALIŞAN BAĞLILIĞINI BELİRLEYEN ANA UNSURLARIN TANIMLANMASI

Yıl 2024, Sayı: 44, 141 – 150, 07.08.2024

Ülge Taş

https://doi.org/10.18092/ulikidince.1454947

Öz

Bu çalışma, sektörde nitel yöntemler kullanılarak yapılan bir araştırma olarak çalışan bağlılığına odaklanmıştır. Buna bağlı olarak bu makalenin amacı, çalışan bağlılığını etkileyen faktörleri Maslow’un ihtiyaçlar hiyerarşisi çerçevesinde test ederek tanımlamaktır. Çalışan bağlılığını ölçmeye yönelik temel unsurlar MHN’ye göre tanımlanmıştır. Bu çalışmanın önceliği Maslow’un beş düzeyinde çalışan bağlılığına hangi faktörlerin ve ne ölçüde katkıda bulunduğunun belirlenmesidir. Veriler tematik içerik analizi için MAXQDA 22 ile yorumlanmıştır. Bu çalışmanın sonucunda çalışan bağlılığı ile MHN’nin arasında güçlü bir ilişki olduğu tespit edilmiştir. Çalışan bağlılığını etkileyen faktörler 9 kod (temel unsur) olarak açıklanmış ve piramidin ilgili adımında tanımlanmıştır. Literatürde çalışan bağlılığı konusunda uygulamalı çalışmaların eksikliği bu çalışmayı özgün kılmaktadır. Analizde kendini gerçekleştirme ile 9 temel unsur arasında anlamlı bir ilişki bulunmuştur. Bu unsurlar; Beklentiler, Malzemeler, Tanınma, İlgi, Gelişim, Kalite, Ekip, İlerleme ve Öğrenme & Büyüme’dir. Son basamak olan kendini gerçekleştirmeyi başarmak için tüm bu unsurların birlikte çalışması gerekmektedir. Sonuç olarak bu çalışmanın bulguları MHN’nin çalışan bağlılığı konusunda değerli bilgiler sunabileceğini iddia etmektedir.

Anahtar Kelimeler

Çalışan Bağlılığı, Maslow’un İhtiyaçlar Hiyerarşisi, MAXQDA, Tematik İçerik Analizi

Kaynakça

• Afolabi, A., Fernando, S., and Bottiglieri, T. (2018). The Effect of Organisational Factors in Motivating Healthcare Employees: A Systematic Review. British Journal of Healthcare Management, 24(12), 603-610.
• Alias, N. E., Othman, R., Romaiha, N. R., and Habib, A. N. (2022). The Effects of Organizational Culture on Employee Engagement: A Malaysian Manufacturing Company’s Perspective. International Journal of Academic Research in Business and Social Sciences, 12(7), 1733-1745.
• Benson, S. G., and Dundis, S. P. (2003). Understanding and Motivating Health Care Employees: Integrating Maslow's Hierarchy of Needs, Training and Technology. Journal of Nursing Management, 11(5), 315-320.
• Casey, D., and Sieber, S. (2016). Employees, Sustainability and Motivation: Increasing Employee Engagement by Addressing Sustainability and Corporate Social Responsibility. Research in Hospitality Management, 6(1), 69-76.
• Cohen, L., Lawrence M. and Keith M. (2011). Research Methods in Education (7th ed.). Routledge.
• Creswell, J. (2013). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. Sage Publications: CA.
• Dhanda, U. (2017). Employee Engagement: The Key Success Factor. International Journal of Research, 3 (5), 68-83.
• Guo, F. (2021). Enhancing Employee Engagement Through Improving Motivation. AU-HIU International Multidisciplinary Journal, 1, 15-26.
• Harvard, P. S. (2010). Maslow, Mazes, Minotaurs; Updating Employee Needs and Behavior Patterns in A Knowledge-Based Global Economy. Journal of the Knowledge Economy, 1, 117-127.
• Imandin, L., Bisschoff, C., and Botha, C. (2014). A Model to Measure Employee Engagement. Problems and Perspectives in Management, 12 (4), 520-532.
• Jerome, N. (2013). Application of the Maslow’s Hierarchy of Need Theory; Impacts and Implications on Organizational Culture, Human Resource and Employee’s Performance. International Journal of Business and Management Invention, 2(3), 39-45.
• Kanwar, D., and Sharma, P. (2014). Employee Engagement: An Overview. PARIDNYA-The MIBM Research Journal, 2(1), 71-87.
• Little, B., and Little, P. (2006). Employee Engagement: Conceptual Issues. Journal of Organizational Culture, Communications and Conflict, 10(1), 111-120.
• Mertens, D. M. (2014). Research and Evaluation in Education and Psychology: Integrating Diversity with Quantitative, Qualitative, and Mixed Methods. Sage Publications: CA.
• Miles, M, B. and Huberman, A. M. (1994). Qualitative Data Analysis: An Expanded Sourcebook. (2nd ed). Thousand Oaks, CA: Sage.
• Riyanto, S., Endri, E., and Herlisha, N. (2021). Effect of Work Motivation and Job Satisfaction on Employee Performance: Mediating Role of Employee Engagement. Problems and Perspectives in Management, 19(3), 162.
• Robijn, W., Euwema, M. C., Schaufeli, W. B., and Deprez, J. (2020). Leaders, Teams and Work Engagement: A Basic Needs Perspective. Career Development International, 25(4), 373-388.
• Saks, A. M. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21(7), 600-619.
• Saks, A. M., and Gruman, J. A. (2014). What Do We Really Know About Employee Engagement? Human Resource Development Quarterly, 25(2), 155-182.
• Schaufeli, W. (2021). Engaging Leadership: How to Promote Work Engagement? Frontiers in Psychology, 12, 754556.
• Schuelke-Leech, B. A., Barry, B., Dehmer, M., and Emmert-Streib, F. (2017). Philosophical and Methodological Foundations of Text Data Analytics. In Frontiers of data science, 459-480.
• Shuck, B. M., Rocco, T. S., and Albornoz, C. A. (2011). Exploring Employee Engagement from The Employee Perspective: Implications for HRD. Journal of European Industrial Training, 35(4), 300-325.
• Soelistya, D., and Mashud, M. (2016). Problems of Employee Commitment from The Perspective of Maslow’s Hierarchy of Needs. Global Journal of Human Resource Management, 4(5), 45-64.
• Stum, D. L. (2001). Maslow revisited: Building The Employee Commitment Pyramid. Strategy & Leadership, 29(4), 4-9.
• Ștefan, S. C., Popa, Ș. C., and Albu, C. F. (2020). Implications of Maslow’s Hierarchy of Needs Theory on Healthcare Employees’ Performance. Transylvanian Review of Administrative Sciences, 16(59), 124-143.
• Upadhyaya, C. (2014). Application of the Maslow's Hierarchy of Need Theory; Impacts and Implications On Organizational Culture, Human Resource and Employee's Performance. International Journal of Education and Management Studies, 4(4), 353.
• Wahba, M. A., and Bridwell, L. G. (1973). Maslow Reconsidered: A Review of Research on The Need Hierarchy Theory. In Academy of Management Proceedings, 1973: (1), 514-520.
• Wu, K. J., Cui, L., Tseng, M. L., Hu, J., and Huy, P. M. (2017). Applying Big Data with Fuzzy DEMATEL to Discover The Critical Factors For Employee Engagement in Developing Sustainability for The Hospitality Industry Under Uncertainty. In Supply Chain Management in The Big Data Era, 218-253.

Toplam 28 adet kaynakça vardır.

Ayrıntılar

Kaynak Göster

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