Integrative Approach to Work Psychology and The Integration of Multi Criteria Decision Making Methods to Work Psychology

Transcription

1 Journl of Business Stuies Qurterly 2015, Volume 7, Number 1 ISSN Integrtive Approch to Work Psychology n The Integrtion of Multi Criteri Decision Mking Methos to Work Psychology H.Tezcn UYSAL * Abstrct The purpose of this stuy is nlysing the work psychology through holistic view, so etermining the right choice to esignte strtegic mngement move through multi criteri ecision mking metho, by performing positive n negtive work psychology nlysis. In the stuy, 221 the positive n negtive work psychologies perception oriente to employees were etermine through survey metho. The t were processe through correltion n regression methos n new set of informtion ws obtine for ELECTRE nlysis, multi criteri ecision mking metho. Thus, the cycle of ELECTRE nlysis ws provie by using positive work psychology outputs s lterntive, n negtive psychology outputs s criteri. In the result of the nlyses relte to the work psychologies of employees, resonbly significnt reltion ws etermine between the outputs of positive n negtive work psychologies. However, this coul not set forth which ws the ction pln to be implemente by mngers. This problem ws solve through ELECTRE nlysis. In the result of the ELECTRE nlysis performe, it ws etermine tht, mong the outputs of positive work psychology, job stisfction ws the most ominnt output to enhnce the work psychology. Keywors: Work psychology; Positive work psychology; Negtive work psychology; Integrtive Approch to Work Psychology; Multi Criteri Decision Mking; ELECTRE metho. Introuction Employees evelop behviours n ttitues ccoring to the orgniztionl tmosphere they re in. Senses of the employees, who re involve in n intense interction with the orgniztion n the entire employees of the orgniztion, re influentil in the evelopment of these behviours n ttitues. These senses tht re irectly relte to superior-suborinte n suborinte -suborinte reltionships within the orgniztion re ffecte by the objectives, ims n the policies of the orgniztion s well. While the fctors such s employees to trust ech other in the orgniztionl climte, motivtor n positive behviours of mngers, rewr system, sincerity mong employees crete positive senses t employees; stress, conflict, thretening, pressure n mobbing crete negtive senses. Employees hve ifferent ttitues tht they evelope ginst these senses psychologiclly. But ifferent ttitues o not men tht they re inepenent of one nother. Therefore, these ttitues were collecte uner the title of * Lecturer, Zongulk Voctionl College, Bülent Ecevit University, Turkey.

2 positive n negtive work psychology through the pproch of integrtive work psychology. With this pproch, the work psychologies of employees cn be revele n the reltion between positive n negtive work psychologies cn be emine in etil. In ition, with the integrtion proceure of multi-criteri ecision mking methos evelope to the work psychology, it cn be etermine bsing on which psychologicl fctor more effective ttituinl innovtion coul be me within the orgniztion. The purpose of this stuy is nlysing the work psychology through holistic view, n so etermining the right choice to esignte strtegic mngement move through multi criteri ecision mking metho, by performing positive n negtive work psychology nlysis. The reserch is importnt with regrs to its pproch to work psychology n the new metho it implemente on tht. Besies, nlysing the work psychology in n integrtive structure ifferently from the publictions emining tht t conceptul frmework, this stuy is consiere to contribute to the literture of work psychology s guie in concretistion of the results to be obtine from work psychology reserches to be crrie out in future. 2. Work Psychology in Orgniztions Moern enterprises wnt their employees to be conscientious, willing to fulfil the roles given to them, proctive n settle own to qulity (Bkker, Albrecht n Leiter, 2011: 5). Hence, the works in the fiel of work psychology cme into prominence in our y; however, its significnce n objective coul not be unerstoo rightly yet. The biggest reson for this is the lck of common efinition opte by the worl literture n the tenency of reserchers, who crry out stuies in this fiel, to split work psychology into sections when nlysing it. When the interntionl literture is nlyse, it is seen tht British Psychologicl Society efine the work psychology generlly. Accoring to the si efinition, work psychology is the ppliction of psychologicl science to employees (Lewis n Zibrrs, 2013: 3). Consiering work psychology through broer perspective, Tınr (1996) efine tht s iscipline tht emines the mtters creting psychologicl problems in business life, serches its resons, effects n solutions, ims t estblishing helthy n effective hrmony mong employees, n strives for the ccumultion of knowlege in this prticulr. Strting from this point of view, work psychology cn be efine s, iscipline tht emines n reserches orgniztionl ttitues tht crete positive n negtive effects on employees n ims t optimiztion of orgniztionl climte through the stuies it crrie out by pproching to orgniztionl behviour in n integrtive wy, n ims t estblishing n pproprite work psychology for orgniztions to fulfil their objectives through positive mngement pproch, by enbling the evelopment of job performnce (Uysl n Yvuz, 2015: 117). When the literture is nlyse, vrious stuies were foun intene for the work psychology. Among these stuies; Hnin (1993) emine work psychology in sports, Amot (2000) the role of work psychology for policemen, Bucin et l. (2000) objective comprison of orgniztionl behviour mngement n work psychology, Islm n Zyphur (2006) the theory n prctice of work psychology, Mwhinney (2011) work psychology n job stisfction in terms of orgniztionl behviour mngement, Kzi et l. (2013) the history of work psychology, Uysl (2014) the effect of work psychology on orgniztionl cynicism in the sense of employees performnce, n gin in nother work, Uysl (2014b) the effect of orgniztionl climte on work psychology. 89

3 2.1. Positive Work Psychology Work psychology is psychologicl ttitue prouce by employees ue to tmosphere they unerwent in n orgniztionl climte. These ttitues vry by the structure of orgniztionl climte. An the structure of orgniztionl climte is etermine for employees by the reltions mong them n the mngement styles. Depening on these fctors, employees evelop positive or negtive ttitues. Employees re loyl to orgniztion, stisfie by their jobs n highly motivte in n optiml orgniztion climte. So, orgniztionl commitment, job stisfction n motivtion re consiere s the positive outputs of the work psychology. When the positive outputs of work psychology re nlyse, the first output is the concept of orgniztionl commitment tht is use in the literture frequently. Cook n Wll (1980) efine orgniztionl commitment s n emotionl rection given by employees to the chrcteristics of the orgniztion, where they work. The perspective for this frequently reserche concept vrie by reserchers. While reserchers such s Becker, Stw, Slncik efine orgniztionl commitment by eling with its behviourl spect; some other reserchers like Allen, Meyer, Mrch n Simon, Mowy, Steers n Porter n Boulin put forwr the behviourl spect of orgniztionl commitment concept (Yvuz, 2009: 55). When these two pproches re evlute, the closest nlysis to work psychology is the emintion of orgniztionl commitment ttituinlly. One of the most fmous stuies relte to orgniztionl commitment ws crrie out with the evelopment of orgniztionl commitment survey by Mowy, Steers n Porter in 1979; n the si survey ws use prevlently in subsequent orgniztionl commitment reserches s well (Riveros n Tu Tsi, 2011: 329). Anlysing the commitment with regrs to orgniztionl behviour, Meyer et l. (2002) evelope Three Dimensionl Commitment Scle n escribe orgniztionl commitment through these imensions. This scle evelope ws use by reserchers for proviing importnt outputs of employees such s bsenteeism, triness, job performnce n citizenship behviours (Jros, 2007: 14). Orgniztionl commitment hs 3 imensions. These re emotionl commitment, continuity commitment n normtive commitment (Jros, 2007: 7). Emotionl commitment is the option of strong fith, orgniztionl objective n vlues long with the will of mintining membership to orgniztion (Fu, Bolner n Jones, 2009: 337). Continuity commitment is n obligtion rising from the costs relte to employee to leve the orgniztion (Commeirs n Fournier, 2001: 239). An O Driscoll n Rnll (1999) efine continuity commitment s commitment bse on the thought of employees woul ber the cost of leving their jobs in cse of oing so. An normtive commitment is employees to settle own to orgniztion n their loylty to orgniztion s result of culturl sociliztion (Prbhkr n Rm, 2011: 56). An Krim n Noor (2006) efine normtive commitment s people to feel obligtion to orgniztion bse upon their vlues n norms. The secon positive output of work psychology is the job stisfction. One of the previling efinitions of work psychology in the literture belongs to Locke (1976). Accoring to this efinition, job stisfction is positive emotionl sitution tht rises with people to compre their job eperiences n evlute their job oriente epecttions. A similr pproch ws shown by Ahm n Riz (2011) s well. Accoring to the perspectives of these two reserchers, job stisfction is one of the reserch res where the structure of psychologicl connection of employees in orgniztions is emine. While job stisfction revels positive rections of iniviuls to their jobs, it lso cts s positive emotionl epression or psychologicl control 90

4 n revision tht reflect the emotion, ttitue n rection to job sitution conventionlly (Nktiyok n Küçük, 2003: 228). Besies its personl effects, job stisfction hs orgniztionl effects s well. Disstisfction in work rising from poor orgniztionl climte ffects employees in the wys of reluctnce in going to work, leve of employment n will to steer wy from work, inbility to cooperte, feeling of insufficiency, wrong ecisions n inferiority in mount n qulity of work (Kök, 2006: 297). In ition, ue to job stisfction is the reson or ominnt fctor for employees to leve their jobs; it hs specil importnce with regrs to strtegic mngement s well (Ucho, Mkvg n Onyishi, 2012: 379). The thir n lst positive output of work psychology is motivtion. The most importnt role of motivtion is shping behviour n effecting work performnce within orgniztion (Mercnoğlu, 2012: 48). Pool n Pool (2007) efine motivtion s reveling voluntry behviours for ccomplishing personl n orgniztionl trgets n psychologicl process towrs ensuring continuity of these behviours; n Mwoli n Bbnko (2011) efine it s process tht cnnot be mesure or observe irectly, which ffect behviours. Vlues, ttitues n leership behviour of employees hve crucil role in incresing motivtion (Chowhury n Amin, 2001: 1). Employees motivte in the light of these fctors re well ttune to their orgniztions n support the vlues of orgniztion; so their job performnces increse n bsenteeism ecrese. An even the most tlente employees voi from intense working in orgniztions without motivtion (Clrk, 2003: 23) Negtive Work Psychology Every person strts job in neutrl ttitue. However, these persons cnnot isolte themselves from the effects of orgniztionl climte n their psychologicl ttitues re subject to fluctutions. As these fluctutions my be positive, they re usully in negtive irection. Job stress occurs for employees prticulrly s rection to negtive effects of orgniztionl climte; burnout synromes re eperience n intentions hppen to quit job. These ttitues re the negtive outputs of work psychology. When negtive outputs of work psychology re nlyse, the first output is the job stress. Stress, synrome encountere frequently in moern y societies, is efine s ny ltertion or wrning (Hosseini, Nourbkhsh n Sepsi, 2013: 301) in internl n eternl environment, which my ruin life blnce of employees. An in efinition tht cn be use s bse relte to work psychology, stress ws stte s the noneclusive (common) rection of orgnism ginst ny sort of ltertions (Brton, 2002: 517). As it cn be seen in these efinitions s well, the most istinctive chrcteristic of stress is it to be uncontrollble n unprseble from other negtive outputs. Here the point to tke into ccount is stress to be prt, but not stimulnt of other negtive outputs. However, stress is usully confuse with the concept of stimulnt. While stress le to eteriortion in boy blnce ue to stimulnts eceeing the tolernce threshol, stimulnts only inuce ny rection in boy (Turunç n Çelik, 2010: 186). Breking the boy blnce, stress lso ffects the performnce negtively (Örücü, Kılıç n Ergül, 2011: 8). Luthns (1992) efine the resons of these stress resources tht ffect employees s orgniztionl policies, structurl properties of orgniztion, physicl conitions n orgniztionl processes. The stress occurring in the result of these fctors cuses negtive consequences such s bsenteeism, ehustion, lck of confience n performnce problem (Mnning n Preston, 2003: 15). The secon negtive output of work psychology is orgniztionl burnout. Burnout synrome took prt in the literture for the first time in 1974 fter being use by Herbert J. 91

5 Freuenberger (Drgh n Estlkhbijri, 2012). Freuenberger (1974) efines burnout s the stte of ehustion in the internl resources of person cuse by filure, ecy, loss of power n energy s result of over loing or esires cnnot be met. Pines & Aronson (1998) efine burnout s stte of physicl, emotionl n mentl ehustion cuse by long-term involvement in situtions tht re emotionlly emning (Enzmnn et l, 1998). Toy, the most common n wiely opte efinition for the burnout concept is the one me by Christib Mslch, who evelope Mslch Burnout Inventory (Mslch Burnout Inventory- MBI). Accoring to Mslch (2003) burnout is psychologicl synrome tht rises in long term s rection ginst stress incresing fctors in workplce. There re three sub-imensions of burnout concept which re emotionl ehustion, epersonliztion n reuce personl ccomplishment (Ktyl, 2013). While Freuenberger elt with only the emotionl ehustion imension of burnout, Mslch n Jckson emine ll three imensions. These imensions re Emotionl Ehustion, Depersonliztion n Reuce Personl Accomplishment. Symptoms such s tireness, lck of energy n feeling emotionlly worn out re seen in emotionl burnout imension. Depersonliztion refers to n impersonl n ehumnize perception of recipients, chrcterize by cllous, negtive, n etche ttitue (Slnov et l., 2005). Accoring to Mslch (2003), Reuce Personl Accomplishment is efine s person to be pt to evlute oneself negtively. An employee, who feels reuce personl ccomplishment, feels inequcy n lck of motivtion. The thir n lst negtive output of work psychology is the intention of relese. The most importnt fctor tht seprtes intention of relese from other negtive outputs is its irreversible structure n the irect finncil hrm tht it cretes to the etriment of the orgniztion. When intention of relese efinitions in the literture re nlyse, Rusbult et l. (1998) efine intention of relese s isruptive n ctive rections shown by employees when they re unstisfie with working conitions, menwhile Tett n Meyer efine tht s iniviuls to serch for job opportunities in other orgniztions elibertely (Sm n Mr, 2006: 1). Intention of relese is frequently confuse with cynicism, one of the new orgniztion concepts. While intention of relese is n ttitue mintine by employees in the result of intense negtive emotions they ientifie in their work psychologies, cynicism is rther n ttitue forme by negtive behviourl tenencies of employees ginst their orgniztions. Cynicl persons re loyl to their orgniztions with ifferent commitment types within the scope of cynicism concept, while iniviuls with negtive work psychologies re in tenency to leve their orgniztions rther thn being loyl. When consiere from this point of view, intention of relese cn be efine s the preceing step of the leve of employment, which brings costs for orgniztions n cuses them to lose time, s well s mges socil reltions mong work groups cuses emorliztion of employees (Poyrz n Km, 2008: 149). Fctors of job stisfction n orgniztionl commitment re very importnt in the formtion of such process eperience by employees (Mlik et l., 2011: 1904). 3. Multi Criteri Decision Mking Methos Decision mking, when gret number of criteri/ttitues contricting ech other re on the crpet, is known s multi criteri ecision mking (Ky, Çetin n Kuruüzüm, 2011: 81). These methos re quite efficient with regrs to their usbility in very ifferent isciplines. The multi criteri ecision mking methos in the literture re Anlytic Hierrchy Process (AHP), Delphi Metho, Weighting Metho, ELECTRE Metho, Mthemticl Progrmming Methos, Multi-Purpose Mthemticl Methos, Artificil Intelligence Methos n Genetic Algorithms 92

6 (Elgün, 2011: 221). By using these methos, ecision mking mechnism cn be kept uner control in cses when multiple n generlly contricting criteri re in question n it cn be reche to ecision esily n fstly s much s possible (Ertuğrul n Krkşoğlu, 2010: 24). Thnks to ELECTRE, one of the optimiztion-objective mthemticl progrmming methos, ecision mkers cn involve gret number of quntittive n qulittive criteri into ecision mking process, weight criteri in line with intene purpose n etermine the optimum lterntive by collecting their weights (Kuru n Akın, 2012: 137). For this reson, it ws preferre the implementtion of ELECTRE I metho in the stuy. ELECTRE n other multi criteri ecision mking methos re use for ifferent stuies in the literture. For instnce, Linres n Romero (2000) use AHP (nlytic hierrchy process) metho for the solution of electric plnning problems in the stuy they performe in Spin. Lu, Wng n Mo (2010) evlute sfe softwre proucts in their stuy by using ELECTRE TRI metho. An in the stuy they crrie out, Jnic n Reggini (2002) use SAW (simple itive weighting), TOPSIS n AHP (nlytic hierrchy process) methos bout the selection of new centrl irport in Europe. However, before this stuy, multi criteri ecision mking methos were not correlte with work psychology. Consequently, there is not nother reserch on work psychology, which ws performe bse on ELECTRE or ny other ecision mking metho, s well s SPSS t ELECTRE Metho ELECTRE I conformity-nonconformity or upper-rting methos were referre s ELECTRE II, III, IV n ELECTRE TRI by ifferentiting with regrs to preference structures they contine, whether they use weight t or not n the results (outputs) they revele. These methos use bsiclly the upper rting reltion n for the elements of n A lterntives set; n they en up with the selection of n element (preference), clssifiction of lterntives s cceptble n uncceptble etc. n the rting the lterntives (Bouyssou, 2001: 7). 8 mthemticl steps re followe in the implementtion of ELECTRE I metho. These steps were given below respectively (Çelik n Ustsüleymn, 2014: 143); Step 1: Formtion of Decision Mtri (A) Decision points tht will be rnke ccoring to their supremcies tke prt in the lines n the evlution fctors to be use in ecision mking tke prt in the columns of the ecision mtri. A mtri is the beginning mtri forme by the ecision mker. Decision mtri is showe s follows: mtri. A ij m m2 1 n 2n... mn m gives the number of ecision points n n gives the number of evlution fctor in A ij 93

7 Step 2: Formtion of Stnr Decision Mtri (X) Stnr Decision Mtri is clculte by using the elements of A mtri n the formul below. ij m ij k 1 2 kj The X mtri is obtine s follows in the result of the clcultions: X ij m m2 1 n 2n... mn Step 3: Formtion of weighte Stnr Decision Mtri (Y) Weights of the evlution fctors my be ifferent for ecision mker. Y mtri is clculte for reflecting this weight ifferences to ELECTRE solution. Decision mker shoul firstly etermine the weights of the evlution fctors ( w ) n the ition of these weights n w i i1 shoul be one ( 1). Then the elements in ech of the columns of X mtri re multiplie with the relevnt vlue n Y mtri is constitute. The Y mtri is shown below: Y ij w1 w1... w m1 w 2 w 2 w m2 wn 1 n w n 2n... wn mn Step 4: Determintion of Conformity ( C ) n Nonconformity ( D ) Sets It is me use of Y mtri for conformity sets to be etermine, the ecision points re compre to one nother with regrs to evlution fctors n the sets re efine by mens of the reltion shown in the formul below n the formul is minly epene on the comprison of the mgnitues of line elements compring to ech other: C j, y kj y lj A nonconformity set ( D ) correspons to ech conformity set ( C ) in ELECTRE metho. The number of conformity sets is s much s the number nonconformity sets. Elements of nonconformity set consist of j vlues tht o not belong to the relevnt conformity set. i w i 94

8 Step 5: Formtion of Conformity ( C ) n Nonconformity Mtrices ( D ) It is benefite from conformity sets for the formtion of conformity mtri (C). C mtri is mm imensionl n it oes not tke vlue for k l. The elements of C mtri re clculte by mens of the reltionship shown in the formul below. c w j j C An the elements of nonconformity mtri (D) re clculte by mens of the formul below: m y m y kj jd kj j y y lj lj D mtri is lso mm imensionl n it oes not tke vlue for shown below:. D.. m m m3 1 m 2m... k l. The D mtri is Step 6: Formtion of Conformity Supremcy (F) n Nonconformity Supremcy (G) Mtrices Conformity supremcy mtri (F) is mm imensionl n the elements of the mtri is obtine by the comprison of conformity threshol vlue ( c ) with the elements of conformity mtri ( c ). Conformity threshol vlue ( c ) is obtine by mens of the formul below: 1 c m( m 1) m m c k1 l1 m in the formul shows the number of ecision points. More clerly, the c vlue is equl 1 to the multiplying of n the totl of the elements tht form the C mtri. m( m 1) The elements of F mtri ( f ), tke the vlue of either 1 or 0 n there is no vlue on the igonl of the mtri ue to it showe the sme ecision points. If c c f 1, n if c c f 0. Nonconformity supremcy mtri (G) is lso mm imensionl n it is constitute similrly to F mtri. The nonconformity threshol vlue ( ) is obtine by mens of the formul below: 95

9 NEGATIVE WORK PSYCHOLOGY 1 m( m 1) m m k1 l1 The element of the G mtri ( g ) lso tke the vlues of either 1 or 0 vlues n there is no vlue on the igonl of the mtri ue to it showe the sme ecision points. If g 1, n if g 0. Step 7: Formtion of Totl Dominnce Mtri (E) The elements of the totl ominnce mtri (E) re equl to mutul multiplying of ( e ) f n g elements. Here, the E mtri is mm imensionl epening upon the F n G mtrices n gin comprise of 1 or 0 vlues. Step 8: Defining the Importnce Orer of the Decision Points The lines n columns of the E mtri show the ecision points. 0 n 1 vlues in the lines re nlyse n bsolute ominnce is foun n the importnce orer of the ecision points is efine. 4. Implementtion of the Metho Alterntives n criteri neee for the implementtion of ELECTRE metho were obtine from the t revele in the result of SPSS nlysis of the work psychology. In the result of survey stuy on the employees of public institution, the effects of positive work psychology to negtive work psychology n the reltion between them were etermine through SPSS nlysis (See Tble 1). Tble 1: Correltion Tble POSITIVE WORK PSYCHOLOGY Orgniztionl Commitment Job Stisfction Motivtion Person Correltion Job Stress,-235,-511,-299 Sig. (2-tile),000,000,000 Intention of Relese Orgniztionl Burnout Person Correltion -,224 -,208 -,245 Sig. (2-tile),001,002,000 Person Correltion -,392 -,242 -,411 Sig. (2-tile),000,000,000 When Tble 1 is nlyse, it is seen tht ll the outputs of negtive n positive work psychologies re interrelte significntly n the si reltion is moerte in generl, n the level of this reltionship is not high enough to mke selection. 96

10 Tble 2: Orgniztionl Commitment n Negtive Work Psychology Multiple RegressionAnlysis Moel β t Sig. (Constnt) 29,236 13,178,000 Job Stress,-351-3,963,000 Intention to Relese,103,763,447 Orgniztionl Burnout -,292-5,895,000 In the result of the multiple regression nlysis performe in Tble 2, significnt reltion ws etermine between job stisfction n orgniztionl burnout n orgniztionl commitment t level of p<0.05. A significnt reltion ws not etermine between intent to relese n orgniztionl commitment (p>0.05) n it coul not be formulte in the moel. Accoring to t in Tble 2, the vlue, which orgniztionl commitment my receive, cn be formulte s the following; Orgniztionl Commitment= 29,236 - (0,351 Job Stress) - (0,292 Orgniztionl Burnout) Tble 3: Job Stisfction n Negtive Work Psychology Multiple Regression Anlysis Moel β t Sig. (Constnt) 19,070 13,934,000 Job Stress -,493-9,032,000 Intent to Relese,074,886,377 Orgniztionl Burnout -,127-4,142,000 In the result of the multiple regression nlysis performe in Tble 3, significnt reltion ws etermine between job stress n orgniztionl burnout n job stisfction t level of p<0.05. A significnt reltion ws not etermine between intent to relese n job stisfction (p>0.05) n it coul not be formulte in the moel. Accoring to t in Tble 3, the vlue, which job stisfction my receive, cn be formulte s the following; Job Stisfction= 19,070 - (0,493 Job Stress) - (0,127 Orgniztionl Burnout) Tble 4: Motivtion n Negtive Work Psychology Multiple Regression Anlysis Moel β t Sig. (Constnt) 18,460 9,903,000 Job Stress -,385-5,180,000 Intent to Relese,099,868,387 Orgniztionl Burnout -,267-6,415,000 In the result of the multiple regression nlysis performe in Tble 4, significnt reltion ws etermine between job stress n orgniztionl burnout n motivtion t level of p<0.05. A significnt reltion ws not etermine between intent to relese n motivtion (p>0.05) n it coul not be formulte in the moel. Accoring to t in Tble 4, the vlue, which motivtion my receive, cn be formulte s the following; 97

11 A= Motivtion= 18,460 - (0,385 Job Stress) - (0,267 Orgniztionl Burnout) This trnsction crrie out fter the t obtine from the reserch were nlyse through SPSS is the strt of the clcultions by relying the finings obtine in the result of these nlyses to ELECTRE progrm. The first thing to be one is etermining lterntives n criteri. Positive work psychology outputs (orgniztionl commitment, job stisfction, motivtion) represent lterntives, while negtive work psychology outputs (job stress, orgniztionl burnout, intention to relese) represent evlution criteri. So, the positive work psychology output to reuce negtive work psychology optimlly t mimum level will be etermine. After the etermintion of lterntives n criteri, it ws neee to etermine fctor weights. Correltion n regression vlues of negtive work psychology were tken while etermining the weights. Tble 5: Fctor Weights Fctor No Fctor Nme Fctor Weight 1 Job Stress (r) w 1 0, Intent to Relese (r) w 2 0, Orgniztionl Burnout (r) w 3 0, Job Stress (â) w 4 0, Orgniztionl Burnout (â) w 5 0, Intent to Relese (â) w 6 0, After the etermintion of fctor weights, the beginning mtri, in wor the ecision mtri (A), which is neee for the 1 st step of ELECTRE metho, ws given in the tble (See Tble 6). Tble 6: Decision Mtri The stnr ecision mtri (X), which ws forme with the reclcultion of the elements of ecision mtri in Tble 6 through normliztion formul ws given in the tble below (See Tble 7). X= Job Stress ij m ij k 1 2 kj Correltion (r) Intent to Relese Orgniztionl Burnout For instnce for X 11 ; X 11 = Job Stress 0, , ,5110 0,2990 Tble 7: Stnr Decision Mtri Regression (â) Orgniztionl Burnout Intent to Relese 0,2350 0,2240 0,3920 0,3510 0,2920 0,1030 0,5110 0,2080 0,2420 0,4930 0,1270 0,0740 0,2990 0,2450 0,4110 0,3850 0,2670 0,0990 4, , , , , , , , , , , , , , , , , ,

12 Obtine with the istribution of the weights of etermine 6 fctors on stnr ecision mtri, the weighte stnr ecision mtri (Y) ws given in the tble below (See Tble 8). Y= n w i i1 Consiering the rule of 1, for W 1 X X 11 ; Y 11 = 0, , Tble 8: Weighte Stnr Decision Mtri 0, , , , , , , , , , , , , , , , , , After clculting weighte stnr ecision mtri, the net step is the formtion of conformity n nonconformity sets. In the A p n A q (1,2,.,m n p q) conformity set, A p lterntive is preferre to A q in pire comprison. In this cse, A q tkes prt in nonconformity set. Accoringly, the etermine conformity n nonconformity sets were given in Tble 9. C (1,2) = {1,4} C (1,3) = {1,2,3,4} C (2,1) = {2,3,5} C (2,3) = {2,3,5} C (3,1) = {5} C (3,2) = {1,4} Tble 9: Conformity n Nonconformity Sets Conformity Sets Nonconformity Sets D (1,2) = {2,3,5} D (1,3) = {5} D (2,1) = {1,4} D (2,3) = {1,4} D (3,1) = {1,2,3,4} D (3,2) = {2,3,5} The step fter the formtion of conformity n nonconformity sets is the clcultion of conformity mtri (C) n nonconformity mtri (D). The clculte conformity n nonconformity sets re below (See Tble 10 n 11). For instnce, for C 12 ; with the implementtion of c formul C 12 = ( w 1 +w 4 ) w j j C C= Tble 10: Conformity Mtri 0, , , , , ,48569 With the use of m y m y kj jd kj j y y lj lj formul, the emple of D 12 clcultion is s follows; m{ ; ; } D 12 = m{ ; ; ; ; } 99

13 D= Tble 11: Nonconformity Mtri 1 0, , , The step fter the clcultion of conformity n nonconformity mtrices is the clcultion of conformity superiority n nonconformity superiority mtrices. For this, conformity n nonconformity threshol vlues re neee. Those below re the formuls use in the clcultion of these vlues: 1 c m( m 1) m m c k1 l1 C threshol = 1 ( ) 3(3 1) 1 m( m 1) m m k1 l1 D threshol = 1 ( ) 3(3 1) In the result of these clcultions it ws foun tht C threshol = 3.000, D threshol = Accoringly, the result of the comprison of C threshol vlue n conformity mtri elements ws given in Tble 12. F= Tble 12: Conformity Superiority Mtri An the result of the comprison of D threshol vlue n nonconformity mtri elements ws given in Tble 13. Tble 13: Nonconformity Superiority Mtri G= After fining F conformity superiority mtri n G nonconformity superiority mtri, it is neee to fin totl ominnce mtri for etermining the importnce orer of the ecision points. The totl ominnce mtri (E), which ws obtine with the multiplying of lines n columns of F n G mtrices, ws given below (See Tble 14). E= Tble 14: Totl Dominnce Mtri

14 After fining the totl ominnce mtri, the lst step of ELECTRE I metho is the etermintion of the importnce orer of the ecision points. For this, it is neee to compre the totls of lines in E mtri with one nother (See Tble 15). NO k 1 k 2 PLACE Orgniztionl Commitment Job Stisfction Tble 15: Importnce Orering TOTAL DOMINANCE MATRIX TOTAL ORDER OF IMPORTANCE 0 0 k k K 3 Motivtion 0 0 k Accoring to Tble 15; the 2 n ecision point outclsses the 1 st ecision point. The 1 st n 3 r ecision points o not outclss ny of the ecision points. 5. Conclusion The purposes of our stuy on the subject of the integrtion of multi criteri ecision mking methos to work psychology re etermining the interctions in work psychologies of employees n selecting the positive work psychology output to crete the fstest recovery effect psychologiclly by inclining to the optimum work psychology output ministrtively. In orer to chieve the objective etermine in the stuy, positive n negtive psychologies of the employees who work in public estblishment were mesure n t were prepre for ELECTRE, multi criteri ecision mking metho, by performing correltion n regression nlyses. Positive work psychology outputs were use s lterntive n correltion n regression vlues of negtive work psychology outputs were use s criteri in the ELECTRE nlysis. With this, it ws ime t orgniztionl behviour stuies in the literture, which re nothing more thn etermintions, to be ble to offer tngible pproch. In the result of the ELECTRE nlysis performe, three positive work psychology outputs ffecting negtive work psychology were rnge by their vlues of efficiency by bsing on si criteri. Accoring to this prioritistion, totl ominnce vles were clculte s 1 for job stisfction n 2 for orgniztionl commitment n motivtion. Accoring to these clcultions, the bsolute vntge rnking ws etermine s job stisfction > orgniztionl commitment = motivtion. In the result of the implementtion of multi criteri ecision mking metho, job stisfction uner 6 fctors preponerte over other the lterntives. This evlution enbles reliztion of rel improvements in work psychology with optimum sourcing by suspening orgniztion mngers from probbility epenent result nticiption through suggestions with wier frmes when correltion n regression vlues re emine singly. Job stisfction to be rnke s first in orer of importnce s result of ELECTRE nlysis mens tht it h the gretest goo within orgniztionl climte. Orgniztion mngers, who nee to tke this into consiertion, will implement pplictions primrily intene for job stisfction for improving positive work psychologies by minimizing fluctutions in negtive work psychologies of employees. Here, mybe wrong fctor selection n wrong pplictions will worsen orgniztionl climte n cuse psychologicl threshol vlues of employees to be eceee. 101

15 This is pioneering stuy in the literture with regrs to concretiztion of work psychology reserches. It must be remembere tht every orgniztion hs ifferent climtes. So, ifferent ecision points will come up in ifferent orgniztions, where this stuy will be performe. This is n objective of work psychology iscipline. Different solutions must be offere by evluting every orgniztion n their employees seprtely. Suggestions for Job Stisfction towrs the Improvement of Positive Work Psychology; One of the suggestions intene for improving job stisfction in orgniztions is offering promotion opportunity to employees. Job stisfction will increse in cse of employees to fin opportunity of promotion in their jobs. Enhncing life stnrs of employees is nother fctor s well. Increse of wges n their pyment in time n completely will increse job stisfction of employees. Wge stisfction is ll importnt s fctor of nees hierrchy. The most frequent sitution tht isturbs employees in orgniztion is mnger not to iscriminte those who work n who o not work. Another epecttion of the employees, who o their jobs well, is rewr ecept for wge. If orgniztion mngers crete ifference by rewring employees, who o their jobs well, their job stisfctions will increse. Group work unerlies mny orgniztions, s well s some broken orgniztionl climtes. The perceive etent of the support n collbortion by workmtes to employee ffects job stisfction significntly. Job stisfction will increse, when employees perceive tht their workmtes helpe them through mteril, intellectul effort n solirity, with the estblishment of goo communiction mong employees. Probbly the most importnt fctor of job stisfction is the stisfction felt for work itself. Ensuring employees to respect their jobs, revel in the works they crrie out n fin them significnt n necessry will increse job stisfction. In this prticulr, orgniztion mngers must show positive pproch to employees n voi humiliting n insulting behviours. Suggestions Towrs Work Psychology Reserches in Future; Work psychology reserches to be crrie out in future must certinly be performe in integrtive pproch. Finings obtine from work psychology reserches must lwys be use by being concretise. It shoul not be forgotten tht positive n negtive work psychology blnce my be upset irreversibly by wrong move of mngers. When obtining t for the stuies on work psychology, smplings nee to be compose of employees tht unerwent the sme orgniztionl climte. A heterogeneous smpling misirects the results of the stuy performe, s well s the orgniztion mnger. Performing mesurements by using more thn one multi criteri ecision mking methos in stuies to be crrie out by tking this reserch emple will strengthen the etermintion of right ecision. 102

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