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21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ

Yıl 2015, Sayı: 44, 0 - 0, 20.06.2015

Bülent Akyüz

Öz

Today’s modern organizations tend to benefit from creative capacity of their employees thus they investigate the factors that increase or decrease individual creative performance. In this study, the relationships between organizational silence, organizational identification and perceived individual creativity performance were analyzed and the mediator role of organizational identification on the relationship between organizational silence and individual creativity was investigated. For these purposes, the research was conducted on 24 manufacturing and sales companies operating in Marmara Region and the data gathered through questionnaires was based upon the responses of 174 employees. These data were analyzed via reliability analysis, exploratory factor analysis, correlation analysis and regression analysis. According to the results, prosocial silence, one of the dimensions of organizational silence, has a positive effect on individual creativity. Likewise prosocial silence and defensive silence, other dimensions of organizational silence, positively affects organizational identification. Finally, the last experimental result shows that organizational identification has a mediating role on the relationship between organizational silence and individual creativity

Anahtar Kelimeler

Organizational Silence Organizational Identification Individual Creativity Performance

Kaynakça

  • Afşar, L. (2013). Örgütsel Sessizlik Ve Örgütsel Güven İlişkisi: Konuya İlişkin Bir Araştırma. İstanbul Üniversitesi Sosyal
  • Bilimler Enstitüsü, Yayımlanmamış Yüksek Lisans Tezi, İstanbul. Aksüzek, S. (2008). İşletmelerde Rekabet Avantajı Olarak Yaratıcı Düşünceden Yararlanılması Üzerine Bir Araştırma. Gazi
  • Üniversitesi Sosyal Bilimler Enstitüsü, Yayımlanmamış Yüksek Lisans Tezi, Ankara. Alerby, E. ve Elidottir, J. (2003). The sounds of silence: some remarks on the value of silence in the process of reflection in relation to teaching and learning, Reflective Practice, 4(2), 40-51.
  • Amabile, T. M. (1988). A model of creativity and innovation in organizations, In B. M. Staw and L. L. Cummings (Eds.),
  • Research in organizational behavior, 10: 123-167. Greenwich, CT: JAI Press. Ashforth, B. E. ve Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20–39.
  • Athanassiades, J. C. (1973). The distortion of upward communication in hierarchical organizations. Academy of Management Journal, 16: 207-226.
  • Axtell, C., Holman, D., Unsworth, K., Will, T., Waterson, P. ve Harrington, E. (2000). Shopfloor innovation: facilitating the suggestion and implementation of ideas. Journal of Occupational and Organizational Psychology, 39, 599-617.
  • Baron, R.M. ve Kenny, D.A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research:
  • Conceptual, Strategic and Tactical Considerations. Journal of Personality and Social Psychology 51: 1173-1182.
  • Bartels, J., Pruyn, A., de Jong, M. ve Joustra, I. (2007). Multiple Organizational Identification Levels and the Impact of
  • Perceived External Prestige and Communication Climate. Journal of Organizational Behavior, 28(2), 173-190. Blackman, D. ve Sadler-Smith, E. (2009). The Silent and the Silenced in Organizational Knowing and Learning. Management Learning. 40(5): 569-585.
  • Burris, E.R., Detert, J. R. ve Chiaburu, D. S. (2008). Quitting Before Leaving: The Mediating Effects of Psychological
  • Attachment and Detachment on Voice. Journal of Applied Psychology, 93(4), 912-922. Carmeli, A. (2005). Perceived external prestige, affective commitment, and citizenship behaviors. Organization Studies, 26, 443– 4
  • Carmeli, A., Cohen‐Meitar, R. ve Elizur, D. (2007). The role of job challenge and organizational identification in enhancing creative behavior among employees in the workplace, The Journal of Creative Behavior, 41(2): 75-90.
  • Cengiz, E., Acuner, T. ve Baki, B. (2007). Örgütsel Yaratıcılığı Belirleyen Faktörler Arası Yapısal İlişkiler, Dokuz Eylül
  • Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 9(1). Chesbrough, H. (2003). Open innovation. The new imperative for creating and profiting from technology. Boston: Harvard
  • Business School Press. Cohen-Meitar, R., Carmeli, A. ve Waldman, D. A. (2009). Linking meaningfulness in the workplace to employee creativity: The intervening role of organizational identification and positive psychological experiences. Creativity Research Journal, 21(4), 361- 3
  • Cortina, L. M. ve Magley, V. J. (2003). Raising voice, risking retaliation: Events following mistreatment in the work place.
  • Journal of Occupational Health Psychology, 8, 247-265. Çakıcı, A. (2008). Örgütlerde Sessiz Kalınan Konular, Sessizliğin Nedenleri Algılanan Sonuçlar Üzerine Bir Araştırma,
  • Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 18 (1): 117- 134. Çekmecelioğlu, H. G. (2002). Yaratıcı Birey Teorisi ve Örgütsel Yaratıcılığı Etkileyen Genel Özellikler, 1.Ulusal Bilgi, Ekonomi ve Yönetim Kongresi Bildiriler Kitabı, Kocaeli, 10-11 Mayıs.
  • Çobanoğlu, Ş. (2007). Suskunluk Sarmalı ve Siyasal İletişim. İstanbul: Fide Yayınları.
  • Dutton, J. E., Dukerich, J. M. ve Harquail, C. V. (1994). Organizational images and member identification. Administrative
  • Science Quarterly, 39, 239–263. Dyne, L. V., Ang, S.ve Botero, I. C. (2003). Conceptualizing Employee Silence And Employee Voice As Multidimensional
  • Constructs. Journal Of Management Studies 40(6): 1360-1392.
  • Evans, W. R. ve Davis, W. (2014). Corporate citizenship and the employee: An organizational identification perspective. Human Performance, 27(2), 129-146.
  • Festinger, L. (1954). A theory of social comparison processes. Human Relations, 40, 427-48.
  • Fisher, C. D. (1979). Transmission of positive and negative feedback to subordinates: A laboratory investigation. Journal of Applied Psychology, 64: 533-540.
  • Foote, N. (1951). Identification As The Basis For A Theory Of Motivation. American Sociological Review. 16(1): 14-21.
  • Glauser, M. J. (1984). 'Upward information flow in organizations: review and conceptual analysis'. Human Relations, 37, 613-43.
  • Gül, H. ve Özcan, N. (2011). Mobbing ve Örgütsel Sessizlik Arasındaki İlişkiler: Karaman İl Özel İdaresinde Görgül Bir
  • Çalışma. Kahramanmaraş Sütçü İmam Üniversitesi İİBF Dergisi, 2, 80-134. Gümüşlüoğlu, L. ve İlsev, A. (2009).Transformational Leadership and Organizational Innovation, The Roles of Internal and External Support for Innovation, Journal of Product Innovation Management, 26 (3), 264-277.
  • Hall, D. T., Schneider, B.ve Harold, T. N. (1970). Personal Factors in Organizational Identification. Administrative Science Quarterly. 15(2): 176–190.
  • Huang, X., Van de Vliert, E. ve Van der Vegt, G. (2005). Breaking the silence culture: Stimulation of participation and employee opinion withholding crossnationally. Management and Organization Review, 1(3), 459-482.
  • Janssen, O., De Vries T.ve Cozijnsen, A. J. (1998). Voicing by adapting and innovating employees: An empirical study on how personality and environment interact to affect voice Behavior. Human Relations, 51, 945-967.
  • Kahn, W. A. (1990). ‘Psychological conditions of personal engagement and disengagement at work’. Administrative Science Quarterly, 33, 692–724.
  • Mael, F. ve Ashforth, B. E. (1992). Alumni And Their Alma Mater: A Partial Test Of The Reformulated Model Of
  • Organizational İdentification. Journal of Organizational Behaviour. 13(2): 103-123. Mael, F. ve Ashforth, B. E. (1995). Loyalty from day one: Biodata, organizational identification, and turnover among newcomers. Personnel Psychology, 48, 309–333.
  • Melikoğlu, M. (2009). The Distinctive Role of Prestige, Communication and Trust : Organizational Identification Versus
  • Affective Commitment. Unpublished master’s dissertation. Marmara University, İstanbul, Turkey. Milliken, F.J. ve Morrison, E.W. (2003). Speaking Up, Remaining Silent: The Dynamics of Voice and Silence in Organizations.
  • Journal of Management Studies. 40(6): 1353-1358.
  • Morrison, E. W. ve Milliken, F. J. (2000). ‘Organizational silence: A barrier to change and development in a pluralistic world’.
  • Academy of Management Review, 25, 706–725. Ötken, A., ve Erben, G. (2010). Investigating the Relationship between Organizational Identification and Work Engagement and the Role of Supervisor Support. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 12(2), 93-118.
  • Panahi, B., Veiseh, S., Divkhar, S.ve Kamari, F. (2012). An empirical analysis on influencing factors on organizational silence and its relationship with employee’s organizational commitment, Management Science Letters, 2, 735–744.
  • Parjanen, S. (2012). Experiencing Creativity in the Organization: From Individual Creativity to Collective Creativity,
  • Interdisciplinary Journal of Information, Knowledge & Management, 7: 109-128. Pentilla, C. (2003). Get talking. Entrepreneur, Nov, 25.
  • Perlow, L. ve Williams, S. (2003). Is silence killing your company? Harvard Business Review, 81(5), 52-58.
  • Pıçakçı, K. (2013). Örgüt İkliminin Bireylerin Yaratıcılık Performansı Üzerindeki Etkileri: Moda Sektöründe Bir Uygulama.
  • Kocaeli Üniversitesi Sosyal Bilimler Enstitüsü, Yayımlanmamış Yüksek Lisans Tezi, Kocaeli. Pinder, C. C.ve Harlos, K. P. (2001). Employee Silence: Quiescence and Acquiescence as Responses Perceived Injustice,
  • Research in Personnel and Human Resources Management, 20: 331- 369. Podsakoff, P. M., Mackenzie, S. B., Paine, J. B. ve Bachrach, D. G. (2000). Organizational Citizenship Behaviors: A Critical
  • Review of the Theoretical and Empirical Literature and Suggestions for Future Research. Journal of Management. 26(3): 513– 5 Premeaux, S. F. ve Bedeian, A. G. (2003). Breaking The Silence : The Moderating Effects Of Self-Monitoring In Predicting
  • Speaking Up In The Workplace. Journal Of Management Studies. 40(6): 1537-1562.
  • Read, W. (1962). 'Upward communication in industrial hierarchies'. Human Relations, 15, 2-16.
  • Riketta, M. (2005). Organizational identification: A meta-analysis, Journal of Vocational Behavior, 66; 358-84.
  • Roberts, K. H. ve O'Reilly, G. A. (1974). Failures in upward communication in organizations: three possible culprits. Academy of
  • Management Journal, 17, 205. Rotondi, T. (1974). Creativity and organizational identification in research and development environments. Public Personnel Management, 3(1), 53-58.
  • Rotondi, T. Jr. (1975). Organizational identification: Issues and implications. Organizational Behavior and Human Performance, 13, 95–109.
  • Smidts, A., Pruyn, A. T. H. ve Van Riel, C. B. M. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 49, 1051–1062.
  • Şimşek, Ö. F. (2007). Yapısal Eşitlik Modellemesine Giriş, Ekinoks Yayıncılık: Ankara.
  • Şimşek, E. ve Aktaş, H. (2014). Örgütsel Sessizlik ile Kişilik ve Yaşam Doyumu Etkileşimi: Kamu Sektöründe Bir
  • Araştırma. Anadolu University Journal of Social Sciences, 14(2). TDK (2005). Türk Dil Kurumu Türkçe Sözlük. Ankara.
  • Textiles Human Resource Council, 2011. Canadian textile industry labour market information and HR needs assessment: A report on the changing face of Canada’s textile industry, Ottawa.
  • Tidd, J., Bessant, J. ve Pavitt, K. (2001). Managing innovation: Integrating technological, market and organizational change.
  • Second edition, Chichester, UK: Wiley & Sons ltd. Van Dick, R., Ullrich, J. ve Tissington, P. A. (2006). Working Under a Black Cloud: How to Sustain Organizational
  • Identification after a Merger British Journal of Management, 17(S1), S69-S79.

21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ

Yıl 2015, Sayı: 44, 0 - 0, 20.06.2015

Bülent Akyüz

Öz

Günümüz modern işletmeleri, çalışanlarının yaratıcılık kapasitelerinden faydalanmanın yollarını araştırmakta ve bireysel yaratıcılık performansını arttıran ve azaltan unsurların tespitine yönelik faaliyetlerde bulunmaktadırlar. Bu amaçla bu çalışmada, örgütsel sessizlik, örgütsel özdeşleşme ve çalışanların bireysel yaratıcılık performansı algıları arasındaki ilişkiler incelenmiş ve örgütsel sessizliğin bireysel yaratıcılık üzerindeki etkisinde örgütsel özdeşleşmenin aracılık rolüne bakılmıştır. Araştırmanın amacı doğrultusunda Marmara Bölgesi’nde faaliyet gösteren 24 farklı imalat ve satış firması çalışanlarından anket tekniği ile veriler toplanmıştır. Toplamda 176 kişiden elde edilen anket verileri ile çalışmanın değişkenleri arasındaki ilişkilerin incelenmesi hedeflenmiştir. Elde edilen veriler açıklayıcı faktör analizi, güvenirlik analizi, korelasyon analizi ve regresyon analizleri aracılığıyla değerlendirilmiştir. Araştırma bulgularına göre, örgütsel sessizlik alt boyutlarından prososyal sessizlik, bireysel yaratıcılığı olumlu yönde etkilemektedir. Aynı şekilde prososyal sessizlik, bir diğer sessizlik türü olan savunmacı sessizlik ile örgütsel özdeşleşmeyi olumlu yönde etkilemektedir. Çalışmadan elde edilen son deneysel sonuç ise örgütsel özdeşleşmenin örgütsel sessizlik ve bireysel yaratıcılık ilişkisinde tam aracı olduğudur

Anahtar Kelimeler

Örgütsel Sessizlik Örgütsel Özdeşleşme Bireysel Yaratıcılık Performans

Kaynakça

  • Afşar, L. (2013). Örgütsel Sessizlik Ve Örgütsel Güven İlişkisi: Konuya İlişkin Bir Araştırma. İstanbul Üniversitesi Sosyal
  • Bilimler Enstitüsü, Yayımlanmamış Yüksek Lisans Tezi, İstanbul. Aksüzek, S. (2008). İşletmelerde Rekabet Avantajı Olarak Yaratıcı Düşünceden Yararlanılması Üzerine Bir Araştırma. Gazi
  • Üniversitesi Sosyal Bilimler Enstitüsü, Yayımlanmamış Yüksek Lisans Tezi, Ankara. Alerby, E. ve Elidottir, J. (2003). The sounds of silence: some remarks on the value of silence in the process of reflection in relation to teaching and learning, Reflective Practice, 4(2), 40-51.
  • Amabile, T. M. (1988). A model of creativity and innovation in organizations, In B. M. Staw and L. L. Cummings (Eds.),
  • Research in organizational behavior, 10: 123-167. Greenwich, CT: JAI Press. Ashforth, B. E. ve Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20–39.
  • Athanassiades, J. C. (1973). The distortion of upward communication in hierarchical organizations. Academy of Management Journal, 16: 207-226.
  • Axtell, C., Holman, D., Unsworth, K., Will, T., Waterson, P. ve Harrington, E. (2000). Shopfloor innovation: facilitating the suggestion and implementation of ideas. Journal of Occupational and Organizational Psychology, 39, 599-617.
  • Baron, R.M. ve Kenny, D.A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research:
  • Conceptual, Strategic and Tactical Considerations. Journal of Personality and Social Psychology 51: 1173-1182.
  • Bartels, J., Pruyn, A., de Jong, M. ve Joustra, I. (2007). Multiple Organizational Identification Levels and the Impact of
  • Perceived External Prestige and Communication Climate. Journal of Organizational Behavior, 28(2), 173-190. Blackman, D. ve Sadler-Smith, E. (2009). The Silent and the Silenced in Organizational Knowing and Learning. Management Learning. 40(5): 569-585.
  • Burris, E.R., Detert, J. R. ve Chiaburu, D. S. (2008). Quitting Before Leaving: The Mediating Effects of Psychological
  • Attachment and Detachment on Voice. Journal of Applied Psychology, 93(4), 912-922. Carmeli, A. (2005). Perceived external prestige, affective commitment, and citizenship behaviors. Organization Studies, 26, 443– 4
  • Carmeli, A., Cohen‐Meitar, R. ve Elizur, D. (2007). The role of job challenge and organizational identification in enhancing creative behavior among employees in the workplace, The Journal of Creative Behavior, 41(2): 75-90.
  • Cengiz, E., Acuner, T. ve Baki, B. (2007). Örgütsel Yaratıcılığı Belirleyen Faktörler Arası Yapısal İlişkiler, Dokuz Eylül
  • Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 9(1). Chesbrough, H. (2003). Open innovation. The new imperative for creating and profiting from technology. Boston: Harvard
  • Business School Press. Cohen-Meitar, R., Carmeli, A. ve Waldman, D. A. (2009). Linking meaningfulness in the workplace to employee creativity: The intervening role of organizational identification and positive psychological experiences. Creativity Research Journal, 21(4), 361- 3
  • Cortina, L. M. ve Magley, V. J. (2003). Raising voice, risking retaliation: Events following mistreatment in the work place.
  • Journal of Occupational Health Psychology, 8, 247-265. Çakıcı, A. (2008). Örgütlerde Sessiz Kalınan Konular, Sessizliğin Nedenleri Algılanan Sonuçlar Üzerine Bir Araştırma,
  • Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 18 (1): 117- 134. Çekmecelioğlu, H. G. (2002). Yaratıcı Birey Teorisi ve Örgütsel Yaratıcılığı Etkileyen Genel Özellikler, 1.Ulusal Bilgi, Ekonomi ve Yönetim Kongresi Bildiriler Kitabı, Kocaeli, 10-11 Mayıs.
  • Çobanoğlu, Ş. (2007). Suskunluk Sarmalı ve Siyasal İletişim. İstanbul: Fide Yayınları.
  • Dutton, J. E., Dukerich, J. M. ve Harquail, C. V. (1994). Organizational images and member identification. Administrative
  • Science Quarterly, 39, 239–263. Dyne, L. V., Ang, S.ve Botero, I. C. (2003). Conceptualizing Employee Silence And Employee Voice As Multidimensional
  • Constructs. Journal Of Management Studies 40(6): 1360-1392.
  • Evans, W. R. ve Davis, W. (2014). Corporate citizenship and the employee: An organizational identification perspective. Human Performance, 27(2), 129-146.
  • Festinger, L. (1954). A theory of social comparison processes. Human Relations, 40, 427-48.
  • Fisher, C. D. (1979). Transmission of positive and negative feedback to subordinates: A laboratory investigation. Journal of Applied Psychology, 64: 533-540.
  • Foote, N. (1951). Identification As The Basis For A Theory Of Motivation. American Sociological Review. 16(1): 14-21.
  • Glauser, M. J. (1984). 'Upward information flow in organizations: review and conceptual analysis'. Human Relations, 37, 613-43.
  • Gül, H. ve Özcan, N. (2011). Mobbing ve Örgütsel Sessizlik Arasındaki İlişkiler: Karaman İl Özel İdaresinde Görgül Bir
  • Çalışma. Kahramanmaraş Sütçü İmam Üniversitesi İİBF Dergisi, 2, 80-134. Gümüşlüoğlu, L. ve İlsev, A. (2009).Transformational Leadership and Organizational Innovation, The Roles of Internal and External Support for Innovation, Journal of Product Innovation Management, 26 (3), 264-277.
  • Hall, D. T., Schneider, B.ve Harold, T. N. (1970). Personal Factors in Organizational Identification. Administrative Science Quarterly. 15(2): 176–190.
  • Huang, X., Van de Vliert, E. ve Van der Vegt, G. (2005). Breaking the silence culture: Stimulation of participation and employee opinion withholding crossnationally. Management and Organization Review, 1(3), 459-482.
  • Janssen, O., De Vries T.ve Cozijnsen, A. J. (1998). Voicing by adapting and innovating employees: An empirical study on how personality and environment interact to affect voice Behavior. Human Relations, 51, 945-967.
  • Kahn, W. A. (1990). ‘Psychological conditions of personal engagement and disengagement at work’. Administrative Science Quarterly, 33, 692–724.
  • Mael, F. ve Ashforth, B. E. (1992). Alumni And Their Alma Mater: A Partial Test Of The Reformulated Model Of
  • Organizational İdentification. Journal of Organizational Behaviour. 13(2): 103-123. Mael, F. ve Ashforth, B. E. (1995). Loyalty from day one: Biodata, organizational identification, and turnover among newcomers. Personnel Psychology, 48, 309–333.
  • Melikoğlu, M. (2009). The Distinctive Role of Prestige, Communication and Trust : Organizational Identification Versus
  • Affective Commitment. Unpublished master’s dissertation. Marmara University, İstanbul, Turkey. Milliken, F.J. ve Morrison, E.W. (2003). Speaking Up, Remaining Silent: The Dynamics of Voice and Silence in Organizations.
  • Journal of Management Studies. 40(6): 1353-1358.
  • Morrison, E. W. ve Milliken, F. J. (2000). ‘Organizational silence: A barrier to change and development in a pluralistic world’.
  • Academy of Management Review, 25, 706–725. Ötken, A., ve Erben, G. (2010). Investigating the Relationship between Organizational Identification and Work Engagement and the Role of Supervisor Support. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 12(2), 93-118.
  • Panahi, B., Veiseh, S., Divkhar, S.ve Kamari, F. (2012). An empirical analysis on influencing factors on organizational silence and its relationship with employee’s organizational commitment, Management Science Letters, 2, 735–744.
  • Parjanen, S. (2012). Experiencing Creativity in the Organization: From Individual Creativity to Collective Creativity,
  • Interdisciplinary Journal of Information, Knowledge & Management, 7: 109-128. Pentilla, C. (2003). Get talking. Entrepreneur, Nov, 25.
  • Perlow, L. ve Williams, S. (2003). Is silence killing your company? Harvard Business Review, 81(5), 52-58.
  • Pıçakçı, K. (2013). Örgüt İkliminin Bireylerin Yaratıcılık Performansı Üzerindeki Etkileri: Moda Sektöründe Bir Uygulama.
  • Kocaeli Üniversitesi Sosyal Bilimler Enstitüsü, Yayımlanmamış Yüksek Lisans Tezi, Kocaeli. Pinder, C. C.ve Harlos, K. P. (2001). Employee Silence: Quiescence and Acquiescence as Responses Perceived Injustice,
  • Research in Personnel and Human Resources Management, 20: 331- 369. Podsakoff, P. M., Mackenzie, S. B., Paine, J. B. ve Bachrach, D. G. (2000). Organizational Citizenship Behaviors: A Critical
  • Review of the Theoretical and Empirical Literature and Suggestions for Future Research. Journal of Management. 26(3): 513– 5 Premeaux, S. F. ve Bedeian, A. G. (2003). Breaking The Silence : The Moderating Effects Of Self-Monitoring In Predicting
  • Speaking Up In The Workplace. Journal Of Management Studies. 40(6): 1537-1562.
  • Read, W. (1962). 'Upward communication in industrial hierarchies'. Human Relations, 15, 2-16.
  • Riketta, M. (2005). Organizational identification: A meta-analysis, Journal of Vocational Behavior, 66; 358-84.
  • Roberts, K. H. ve O'Reilly, G. A. (1974). Failures in upward communication in organizations: three possible culprits. Academy of
  • Management Journal, 17, 205. Rotondi, T. (1974). Creativity and organizational identification in research and development environments. Public Personnel Management, 3(1), 53-58.
  • Rotondi, T. Jr. (1975). Organizational identification: Issues and implications. Organizational Behavior and Human Performance, 13, 95–109.
  • Smidts, A., Pruyn, A. T. H. ve Van Riel, C. B. M. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 49, 1051–1062.
  • Şimşek, Ö. F. (2007). Yapısal Eşitlik Modellemesine Giriş, Ekinoks Yayıncılık: Ankara.
  • Şimşek, E. ve Aktaş, H. (2014). Örgütsel Sessizlik ile Kişilik ve Yaşam Doyumu Etkileşimi: Kamu Sektöründe Bir
  • Araştırma. Anadolu University Journal of Social Sciences, 14(2). TDK (2005). Türk Dil Kurumu Türkçe Sözlük. Ankara.
  • Textiles Human Resource Council, 2011. Canadian textile industry labour market information and HR needs assessment: A report on the changing face of Canada’s textile industry, Ottawa.
  • Tidd, J., Bessant, J. ve Pavitt, K. (2001). Managing innovation: Integrating technological, market and organizational change.
  • Second edition, Chichester, UK: Wiley & Sons ltd. Van Dick, R., Ullrich, J. ve Tissington, P. A. (2006). Working Under a Black Cloud: How to Sustain Organizational
  • Identification after a Merger British Journal of Management, 17(S1), S69-S79.
Toplam 64 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Bülent Akyüz Bu kişi benim

Yayımlanma Tarihi 20 Haziran 2015
Yayımlandığı Sayı Yıl 2015 Sayı: 44

Kaynak Göster

APA Akyüz, B. (2015). 21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi(44).
AMA Akyüz B. 21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. Haziran 2015;(44).
Chicago Akyüz, Bülent. “21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 44 (Haziran 2015).
EndNote Akyüz B (01 Haziran 2015) 21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi 44
IEEE B. Akyüz, “21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ”, Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 44, Haziran 2015.
ISNAD Akyüz, Bülent. “21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi 44 (Haziran 2015).
JAMA Akyüz B. 21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. 2015.
MLA Akyüz, Bülent. “21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 44, 2015.
Vancouver Akyüz B. 21.ÖRGÜTSEL SESSİZLİK VE BİREYSEL YARATICILIK PERFORMANSI İLİŞKİSİ: ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACILIK ROLÜ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. 2015(44).

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