İstanbul’ da bir vakıf üniversitesi hastanesinde 360 derece performans değerlendirme sisteminin uygulanabilirliğine yönelik çalışan tutumlarının değerlendirilmesi
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Tarih
2022
Yazarlar
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Yayıncı
Maltepe Üniversitesi, Lisansüstü Eğitim Enstitüsü
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Bu araştırma ile İstanbul’da bir vakıf üniversitesi hastanesi çalışanlarının 360 derece performans değerlendirme sisteminin uygulanabilirliğine yönelik tutumları kesitsel olarak değerlendirilmiştir. Araştırmanın evrenini, çalışmanın yürütüldüğü zaman içerisinde İstanbul’da bir vakıf üniversitesi hastanesinde görev yapan tüm çalışanlar (458) oluşturmaktadır. Araştırmaya katılmayı gönüllü olarak kabul eden kişi sayısı ise 266’dır. Veriler yüz yüze anket yoluyla toplanmıştır. Araştırma verilerinin toplanmasında, ‘‘Demografik Özellikler Anket Formu ve Şimşek (2016) tarafından oluşturulan 360 Derece Performans Değerlendirmeye İlişkin Çalışan Tutumları Ölçeği’’ kullanılmıştır. Araştırmaya katılanların, %74,4’ünün kadın, %56’sının bekâr ve %33,5’nin 26-35 yaş aralığında, %32,7 ile büyük çoğunluğunun ön lisans mezunu, %47,4’ünün hekim dışı sağlık personeli olduğu, %35,7’sinin 5,1 yıl ve üzeri süredir aynı kurumda çalıştığı ve %25,6’sının 15,1 yıl ve üzeri mesleki deneyim süresine sahip olduğu saptandı. Araştırma sonucunda katılımcıların %81,6’sı, 360 derece performans değerlendirme sistemini daha önce duymadığını belirtti. Sistemi daha önce duyan kişilerin ise %46,4’ünü yöneticiler oluşturmaktaydı. Katılımcıların sadece %5,6’sının daha önce 360 derece performans değerlendirme sisteminin uygulandığı bir sağlık kurumunda çalıştığı saptandı. Katılımcıların çoğunluğu böyle bir sistemi daha önce duymadığını bildirse de %90,6 ile büyük bir kısmı bu performans değerlendirme sisteminin uygulandığı bir sağlık kurumunda çalışmak istediğini ifade etti. Araştırmada, 360 derece performans değerlendirme sistemine yönelik çalışan tutumlarının yaş, cinsiyet, medenî durum, eğitim durumu, çalışma pozisyonu, kurumda çalışma süresi, meslekî deneyim süresi değişkenlerine göre anlamlı bir farklılık göstermediği saptandı. Ölçek toplam puanı ortalaması 4,11±0,45 ile yüksek kabul edilebilecek bir ortalamaya sahipti. Araştırmadan elde edilen sonuçlar doğrultusunda araştırmaya katılan hastane çalışanlarının, 360 derece performans değerlendirme sistemine yönelik tutumlarının olumlu olduğu saptandı. 360 derece performans değerlendirme sistemini daha önce duyan kişilerin bu sisteme yönelik tutumları daha olumluydu. Araştırma sonuçları tüm sağlık sektörü çalışanlarının tutumlarına genellenemese de bu konuyla ilgili gelecekte yapılacak çalışmalarda, sağlık alanında farklı çalışan grupları ve farklı sağlık kuruluşları arasında kapsamı genişletilerek yapılabilir. 360 derece performans değerlendirme sisteminin çalışanların isteği doğrultusunda yeni performans değerlendirme sistemi olarak uygulamaya alınabileceği düşünülmektedir.
This research is an attempt to valuator the attitudes of the employees of a foundation university hospital in İstanbul towards the applicability of the 360-degree performance evaluation system cross-sectionally. The universe of the research consists of all employees (458) working in a foundation university hospital in Istanbul during the research period. The number of people who voluntarily agreed to participate in the research and could be reached is 266. Data were collected through face-to-face survey. While collecting these data, the "Demographic Characteristics Questionnaire Form and the 360 Degree Performance Evaluation Scale of Employee Attitudes Towards the Performance Evaluation" developed by Şimşek (2016) were used. Of the participants in this research, 74.4% were female, 56% were single, 33.5% were between the ages of 26-35, 32.7% were associate degree graduates and 47.4% were non-physician health professionals. It was determined that 35.7% of them had been working in the same institution for 5.1 years or more, and 25.6% of them had 15.1 years or more of professional experience. As a result of the research, 81.6% of the participants stated that they had not heard of the 360-degree performance evaluation system before. On the other hand, 46.4% of the people who had heard of this System before were managers. It was determined that only 5.6% of the participants worked in a health institution where the 360 degree performance evaluation system was applied before. Although the majority of the participants stated that they had not heard of such a system before, 90.6% of them stated that they wanted to work in a health institution where this performance evaluation system was applied. In this research, it was determined that the attitudes of the employees towards the 360-degree performance evaluation system did not show a significant difference according to the variables of age, gender, marital status, education level, working position, working time in the institution, and professional experience. The mean total score of the scale had a mean of 4.11±0.45, which can be considered high. According to the results obtained from the research, it was determined that the attitudes of the hospital employees participating in it positive. People who had heard of the 360-degree performance evaluation system had more positive attitudes towards this system. Although the results of this research cannot be generalized to the attitudes of all health sector workers, researches on this subject can be done by expanding the scope between different working groups in the field of health and different health institutions in future researches. It is thought that the 360 degree performance evaluation system can be used as a new performance evaluation system in line with the wishes of the employees.
This research is an attempt to valuator the attitudes of the employees of a foundation university hospital in İstanbul towards the applicability of the 360-degree performance evaluation system cross-sectionally. The universe of the research consists of all employees (458) working in a foundation university hospital in Istanbul during the research period. The number of people who voluntarily agreed to participate in the research and could be reached is 266. Data were collected through face-to-face survey. While collecting these data, the "Demographic Characteristics Questionnaire Form and the 360 Degree Performance Evaluation Scale of Employee Attitudes Towards the Performance Evaluation" developed by Şimşek (2016) were used. Of the participants in this research, 74.4% were female, 56% were single, 33.5% were between the ages of 26-35, 32.7% were associate degree graduates and 47.4% were non-physician health professionals. It was determined that 35.7% of them had been working in the same institution for 5.1 years or more, and 25.6% of them had 15.1 years or more of professional experience. As a result of the research, 81.6% of the participants stated that they had not heard of the 360-degree performance evaluation system before. On the other hand, 46.4% of the people who had heard of this System before were managers. It was determined that only 5.6% of the participants worked in a health institution where the 360 degree performance evaluation system was applied before. Although the majority of the participants stated that they had not heard of such a system before, 90.6% of them stated that they wanted to work in a health institution where this performance evaluation system was applied. In this research, it was determined that the attitudes of the employees towards the 360-degree performance evaluation system did not show a significant difference according to the variables of age, gender, marital status, education level, working position, working time in the institution, and professional experience. The mean total score of the scale had a mean of 4.11±0.45, which can be considered high. According to the results obtained from the research, it was determined that the attitudes of the hospital employees participating in it positive. People who had heard of the 360-degree performance evaluation system had more positive attitudes towards this system. Although the results of this research cannot be generalized to the attitudes of all health sector workers, researches on this subject can be done by expanding the scope between different working groups in the field of health and different health institutions in future researches. It is thought that the 360 degree performance evaluation system can be used as a new performance evaluation system in line with the wishes of the employees.
Açıklama
Anahtar Kelimeler
Sağlık çalışanları, 360 derece performans değerlendirme sistemi, Üniversite hastanesi, Health staff, 360 degree performance evaluation system, University hospital
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Künye
Orhan, D. (2022). İstanbul’ da bir vakıf üniversitesi hastanesinde 360 derece performans değerlendirme sisteminin uygulanabilirliğine yönelik çalışan tutumlarının değerlendirilmesi / Evaluation of the employee attitudes concerning the applicability of 360 degree performance evaluation system in a foundation university hospital in Istanbul. (Yayımlanmamış Yüksek Lisans Tezi). Maltepe Üniversitesi, Lisansüstü Eğitim Enstitüsü, İstanbul.
