Araştırma Makalesi
The Moderating and Mediating Role of Organizational Ethical Value on the Relationship Between Abusive Supervision and Intention to Quit
Öz
In this study, it was
investigated the relationship between abusive supervision and intention to quit
of employees and, the moderating and mediating role of organizational ethical
value in this relationship. Data were gathered by a convenience sample method
from 224 employees working in the service sector. Abusive supervision,
organizational ethical value and intention to quit scales were used to collect
data. To test the hypotheses, correlation, regression, and regression-based
path analysis were conducted. Findings revealed that abusive supervision
increased intention to quit of employees. The perception of organizational
ethical values mediated the relationship between abusive supervision and
intention to quit of employees. High organizational ethical values decreased
the effect of abusive supervision on the intention to quit employees and, low
ones increased this relationship. Implications and directions for future
research were discussed according to findings.
Anahtar Kelimeler
Abusive supervision intention to quit organizational ethical value
Kaynakça
- Ashforth, B. (1997). Petty tyranny in organizations: A preliminary examination of antecedents and consequences. Canadian Journal of Administrative Sciences, 14, 126-140.
- Blau, P. (1964). Exchange and power in social life. New York: Wiley.
- Bowie, N. E., & Schneider, M. (2011). Business Ethics for Dummies. İndiana: Wiley Publishing.
- Brown, M. E., Trevino, L. K., & Harrison, D. A. (2005). Ethical Leadership: A Social Learning Perspective for Construct Development and Testing. Organizational Behavior and Human Decision Processes, 97(2), 117–134.
- Brown, S., & Peterson, P. (1993). Antecedents and consequences of salesperson job satisfaction: meta-analysis and assessment of causal effects. Journal of Marketing Research, 30(1), 63–77.
- Carroll, A. B., & Buchholtz, A. K. (2000). Business and Society: Ethics and Stakeholder Management. Cincinnati, OH.: South-Western College Publishment.
- Duffy, M. K., Ganster, D. C., & Shaw, J. D. (1998). Positive affectivity and negative outcomes: the role of tenure and job satisfaction. Journal of Applied Psychology, 83, 950-959.
- Ferrell, O., Fraedrich, J., & Ferrell, L. (2011). Business Ethics: Ethical Decision Making and Cases (8 b.). USA: Cengage Learning.
- Folger, R., & Cropanzano, R. (2001). Fairness Theory: Justice as Accountability. J. Greenberg, & R. Cropanzano içinde, Advances in Organizational Justice (s. 1-55). Stanford: CA: Stanford Univ. Press.
- Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis: A Global Perspective (7 b.). New Jersey: Pearson Prentice Hall.
- Hayes, A. F., & Matthes, J. (2009). Computational procedures for probing interactions in OLS and logistic regression: SPSS and SAS implementations. Behavior Research Methods, 41, 924–936.
- Heider, F. (1958). The psychology of interpersonal relations. New York: Wiley.
- Hunt, S., Wood, V., & Chonko, L. (1989). Corporate ethical values and organizational commitment in marketing. Journal of Marketing, 53(3), 79–90.
- Hyman, M. R. (1990). Ethical Codes are not Enough. Business Horizons, 33(2), 15–23.
- Jung, H. S., Namkung, Y., & Yoon, H. H. (2010). The effects of employees’ business ethical value on person–organization fit and turnover intent in the foodservice industry. International Journal of Hospitality Management, 29, 538–546.
- Köksal, K., Kara, A. U., & Meydan, C. H. (2018). Etik ilkeler bağlamında kişi örgüt uyumunun örgütsel ortamda sessizlik davranışına etkisi. Ömer Halisdemir Üniversitesi İktisadi İdari Bilimler Dergisi, 11(2), 1-9.
- MacCallum, R., Browne, M., & Sugawara, H. (1996). Power analysis and determination of sample size for covariance structure modeling. Psychological Method, 1(2), 130-149.
- Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Abusive Supervision: A Meta-Analysis and Empirical Review. Journal of Management, 43(6), 1940–1965.
- Meydan, C. H., Köksal, K., & Kara, A. U. (2015). Örgüt içinde sessizlik: Örgütsel etik değerlerin etkisi ve adalet algısının aracılık rolü. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 17(3), 142-159.
- Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92, 1159–1168. doi:10.1037/0021-9010.92.4.1159
- Mulki, J., Jaramillo, F., & Locander, W. (2006). Effects of ethical climate and supervisory trust on salesperson’s job attitude and intentions to quit. Journal of Personal Selling and Sales Management, 26(1), 1–19.
- Pettijohn, C., Pettijohn, L., & Taylor, A. J. (2008). Salesperson perceptions of ethical behaviors: their influence on job satisfaction and turnover intentions. Journal of Business Ethics, 78(4), 547–557.
- Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies. Journal of Applied Psychology, 88(5), 879-903.
- Polat, M. (2010). Örgütsel Özdeşleşmenin Öncülleri ve Ardılları Üzerine Bir Saha Çalışması. Bursa: Yayımlanmamış Doktora Tezi, Uludağ Üniversitesi.
- Pradhan, S., & Jena, L. K. (2018). Abusive supervision and job outcomes: a moderated mediation study. Evidence-based HRM: a Global Forum for Empirical Scholarship, 6(2), 137-152. doi:10.1108/EBHRM-06-2017-0030
- Robbins, S. P., & Judge, T. A. (2012). Örgütsel Davranış (14 b.). (E. İ. Erdem, Çev.) Ankara : Nobel Yayın.
- Schwepker, C. (1999). The relationship between ethical conflict, organizational commitment and turnover intentions in the salesforce. Journal of Personal Selling and Sales Management, 19 (1), 43–49.
- Schyns, B., & Schilling, J. (2013). How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. Leadership Quarterly, 24(1), 138-158.
- Sims, R., & Kroeck, G. (1994). The Influence Of Ethical Fit on Employee Satisfaction, Commitment and Turnover. Business Ethics, 13, 939–947.
- Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178-190.
- Vitell, S. J., & Hidalgo, E. R. (2006). The Impact of Corporate Ethical Values and Enforcement of Ethical Codes on the Perceived Importance of Ethics in Business: A Comparison of U.S. and Spanish Managers. Journal of Business Ethics, 64(1), 31-43.
- Wayne, S. J., Hoobler, J. M., Marinova, S., & Johnson, M. M. (2008). Abusive Behavior: Trickle-Down Effects Beyond the Dyad. Academy of Management Proceedings, 1-6.
- Yıldırım, N., & Benlier, O. C. (2017). İstismarcı yönetici algısının işten ayrılma niyeti üzerindeki etkisi Tunceli ili kamu kurumunda araştırma. Uluslararası Sosyal Araştırmalar Dergisi, 10(48), 679-683.
İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİNE ETKİSİNDE ÖRGÜTSEL ETİK İLKELERİN DÜZENLEYİCİ VE ARACI ROLÜ
Öz
Bu
çalışmada istismarcı yönetimle işten ayrılma niyeti ilişkisi ve bu ilişkide
örgütsel etik ilkelerin aracı ve düzenleyici rolü incelenmiştir. Araştırma
kapsamında özel bir kurumundaki 224 çalışandan kolayda örneklem yöntemiyle
veriler toplanmıştır. Araştırmada veri toplamak için istismarcı yönetim,
örgütsel etik ilkeler ve işten ayrılma ölçekleri kullanılmıştır. Korelasyon,
regresyon ve regresyon temelli yol analizleri yapılarak hipotezler test
edilmiştir. Sonuçlar yöneticinin istismarcı davranışının çalışanların işten
ayrılma niyetini artırdığını göstermektedir. İstismarcı yönetimle işten ayrılma
niyeti arasındaki ilişkide örgütsel etik ilkelerin aracılık etkisi söz konudur.
Ayrıca örgütsel etik ilkelerin yüksek olması istismarcı yönetimin işten ayrılma
niyeti üzerindeki etkisini zayıflatırken; düşük olması bu etkiyi
güçlendirmektedir. Araştırma bulguları daha önce yapılan çalışma bulgularıyla
karşılaştırılmış ve yöneticiler için uygulama önerilerinde bulunulmuştur.
Anahtar Kelimeler
İstismarcı yönetim işten ayrılma niyeti örgütsel etik ilkeler
Kaynakça
- Ashforth, B. (1997). Petty tyranny in organizations: A preliminary examination of antecedents and consequences. Canadian Journal of Administrative Sciences, 14, 126-140.
- Blau, P. (1964). Exchange and power in social life. New York: Wiley.
- Bowie, N. E., & Schneider, M. (2011). Business Ethics for Dummies. İndiana: Wiley Publishing.
- Brown, M. E., Trevino, L. K., & Harrison, D. A. (2005). Ethical Leadership: A Social Learning Perspective for Construct Development and Testing. Organizational Behavior and Human Decision Processes, 97(2), 117–134.
- Brown, S., & Peterson, P. (1993). Antecedents and consequences of salesperson job satisfaction: meta-analysis and assessment of causal effects. Journal of Marketing Research, 30(1), 63–77.
- Carroll, A. B., & Buchholtz, A. K. (2000). Business and Society: Ethics and Stakeholder Management. Cincinnati, OH.: South-Western College Publishment.
- Duffy, M. K., Ganster, D. C., & Shaw, J. D. (1998). Positive affectivity and negative outcomes: the role of tenure and job satisfaction. Journal of Applied Psychology, 83, 950-959.
- Ferrell, O., Fraedrich, J., & Ferrell, L. (2011). Business Ethics: Ethical Decision Making and Cases (8 b.). USA: Cengage Learning.
- Folger, R., & Cropanzano, R. (2001). Fairness Theory: Justice as Accountability. J. Greenberg, & R. Cropanzano içinde, Advances in Organizational Justice (s. 1-55). Stanford: CA: Stanford Univ. Press.
- Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis: A Global Perspective (7 b.). New Jersey: Pearson Prentice Hall.
- Hayes, A. F., & Matthes, J. (2009). Computational procedures for probing interactions in OLS and logistic regression: SPSS and SAS implementations. Behavior Research Methods, 41, 924–936.
- Heider, F. (1958). The psychology of interpersonal relations. New York: Wiley.
- Hunt, S., Wood, V., & Chonko, L. (1989). Corporate ethical values and organizational commitment in marketing. Journal of Marketing, 53(3), 79–90.
- Hyman, M. R. (1990). Ethical Codes are not Enough. Business Horizons, 33(2), 15–23.
- Jung, H. S., Namkung, Y., & Yoon, H. H. (2010). The effects of employees’ business ethical value on person–organization fit and turnover intent in the foodservice industry. International Journal of Hospitality Management, 29, 538–546.
- Köksal, K., Kara, A. U., & Meydan, C. H. (2018). Etik ilkeler bağlamında kişi örgüt uyumunun örgütsel ortamda sessizlik davranışına etkisi. Ömer Halisdemir Üniversitesi İktisadi İdari Bilimler Dergisi, 11(2), 1-9.
- MacCallum, R., Browne, M., & Sugawara, H. (1996). Power analysis and determination of sample size for covariance structure modeling. Psychological Method, 1(2), 130-149.
- Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J. (2017). Abusive Supervision: A Meta-Analysis and Empirical Review. Journal of Management, 43(6), 1940–1965.
- Meydan, C. H., Köksal, K., & Kara, A. U. (2015). Örgüt içinde sessizlik: Örgütsel etik değerlerin etkisi ve adalet algısının aracılık rolü. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 17(3), 142-159.
- Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92, 1159–1168. doi:10.1037/0021-9010.92.4.1159
- Mulki, J., Jaramillo, F., & Locander, W. (2006). Effects of ethical climate and supervisory trust on salesperson’s job attitude and intentions to quit. Journal of Personal Selling and Sales Management, 26(1), 1–19.
- Pettijohn, C., Pettijohn, L., & Taylor, A. J. (2008). Salesperson perceptions of ethical behaviors: their influence on job satisfaction and turnover intentions. Journal of Business Ethics, 78(4), 547–557.
- Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies. Journal of Applied Psychology, 88(5), 879-903.
- Polat, M. (2010). Örgütsel Özdeşleşmenin Öncülleri ve Ardılları Üzerine Bir Saha Çalışması. Bursa: Yayımlanmamış Doktora Tezi, Uludağ Üniversitesi.
- Pradhan, S., & Jena, L. K. (2018). Abusive supervision and job outcomes: a moderated mediation study. Evidence-based HRM: a Global Forum for Empirical Scholarship, 6(2), 137-152. doi:10.1108/EBHRM-06-2017-0030
- Robbins, S. P., & Judge, T. A. (2012). Örgütsel Davranış (14 b.). (E. İ. Erdem, Çev.) Ankara : Nobel Yayın.
- Schwepker, C. (1999). The relationship between ethical conflict, organizational commitment and turnover intentions in the salesforce. Journal of Personal Selling and Sales Management, 19 (1), 43–49.
- Schyns, B., & Schilling, J. (2013). How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. Leadership Quarterly, 24(1), 138-158.
- Sims, R., & Kroeck, G. (1994). The Influence Of Ethical Fit on Employee Satisfaction, Commitment and Turnover. Business Ethics, 13, 939–947.
- Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178-190.
- Vitell, S. J., & Hidalgo, E. R. (2006). The Impact of Corporate Ethical Values and Enforcement of Ethical Codes on the Perceived Importance of Ethics in Business: A Comparison of U.S. and Spanish Managers. Journal of Business Ethics, 64(1), 31-43.
- Wayne, S. J., Hoobler, J. M., Marinova, S., & Johnson, M. M. (2008). Abusive Behavior: Trickle-Down Effects Beyond the Dyad. Academy of Management Proceedings, 1-6.
- Yıldırım, N., & Benlier, O. C. (2017). İstismarcı yönetici algısının işten ayrılma niyeti üzerindeki etkisi Tunceli ili kamu kurumunda araştırma. Uluslararası Sosyal Araştırmalar Dergisi, 10(48), 679-683.
Toplam 33 adet kaynakça vardır.
Ayrıntılar
| Birincil Dil | Türkçe |
|---|---|
| Bölüm | İktisadi ve idari Bilimler Sayısı |
| Yazarlar | |
| Yayımlanma Tarihi | 30 Haziran 2019 |
| Yayımlandığı Sayı | Yıl 2019 Cilt: 17 Sayı: 2 |
