BibTex RIS Kaynak Göster

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Yıl 2014, Cilt: 25 Sayı: 77, 136 - 157, 18.02.2015

Öz

The aim of this study is to explore the relationship among perceived organizational support, perceived leader support, organizational identification and intention to quit. For investigating the relationship, a study was conducted with 341 employees from a public organizaiton in Istanbul, Turkey. After the analysis, it can be seen that perceived organizational and leader support increase significantly the level of organizational identification. In addition, the results showed the negative and significant relationship between perceived organizational support and intention to quit and perceived leader support and intention to quit. Also, there is a partial mediating effect of organizational identification among these interactions

Kaynakça

  • ACKFELDT, Anna Lena ve COOTE, Leonard V., 2005, “A Study of Organizational
  • Citizenship Behaviors in a Retail Setting”, Journal of Business Research, 58, s:151– 159. ALLEN, Natalie J. ve MEYER, John P., 1990, “The measurement and antecedents of affective, continuance and normative commitment to the organization”, Journal of
  • Occupational Psychology, 63, s:1–18. ARMELI, Stephen, EISENBERGER, Robert, FASOLO, Peter ve LYNECH, Patrick, 1998,
  • “Perceived Organizational Support of Police Performance: The Moderating Influence of Sociemotional Needs”, Journal of Applied Psychology, 83,s: 288-297. ASHFORTH, Blake E. ve MAEL, Fred, 1989, “Social identity and the organization”,
  • Academy of Management Review, 14, s:20–39. BABIN, Barry J. ve BOLES, James S., 1996, “The Effects of Perceived Co-worker
  • Involvement and Supervisor Support on Service Provider Role Stress, Performance and Job Satisfaction”, Journal of Retailing, 72(1), s:57-76. BECKER, Thomas E., 1992, “Foci and Bases of Commitment: Are They Distinctions
  • Worth Making?”, The Academy of Management Journal, 35(1), s:232–244. BARANIK, Lisa E., ROLING, L.T. ve EBY, L.E., 2010, “Why does mentoring work? The role of perceived organizational support”, Journal of Vocational Behavior, 76, s:366– 3
  • BLAU, Peter M., 1964, Exchange and Power in Social Life, New York: John Willey.
  • BROWN, Robin R., 1986, “Individual, situational, and demographic factors predicting faculty commitment to the university”. Yayınlanmamış Doktora Tezi, Oregon:
  • University of Oregon. CHEUNG, Millissa F.Y., LAW, Monica C.C., 2008, “Relationships of Organizational
  • Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong”, Asia Pacific Business Review, 14(2), s:213-231. CHO, Seonghee, JOHANSON, Misty M., ve GUCHAIT, Priyanko, 2009, “Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay”,
  • International Journal of Hospitality Management, 28, s: 374–381. COTTON, John L. ve TUTTLE, Jeffrey M., 1986, “Employee Turnover: A Meta-Analysis and Review with Implications for Research”, The Academy of Management Review, 11(1), s:55–70.
  • DUTTON, Jane E., DUKERICH Janet M. ve HARQUAIL, Celia V., 1994,
  • “Organizational Images and Membership Commitment”, Administrative Science Quarterly,34, s:191-206. EISENBERGER, Robert, HUNTINGTON, Robin, HUTCHISON, Steven ve SOWA, Debora, 1986, “Perceived organizational support”, Journal of Applied Psychology, 71, s:500–507.
  • ERDOĞAN, İlhan, 1996, İşletme Yönetiminde Örgütsel Davranış, İstanbul: İşletme Fakültesi Yayını.
  • GREGERSEN, Hal B. ve BLACK, Stewart, 1992, “Antecedents to Commitment to a
  • Parent Company and a ForeignOperation”, Academy of Management Journal, 35(1), s: 65– HUI, C., Wong A. ve TJOSVOLD, D., 2007, “Turnover Intention and Performance in
  • China: The Role of Positive Affectivity, Chinese Values, Perceived Organizational Support and Constructive Controversy”. Journal of Occupational and Organizational Psychology, 80, s:735–751. HU, L.-T., & BENTLER, P. M. (1999). Cutoff criteria for fit indices in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6, 1–55.
  • KALLIATH, Thomas J. ve BELLICK, Alexandra, 2001, “Is the path to burnout and turnover paved by a lack of supervisory support: a structural equations test” New Zealand
  • Journal of Psychology, 30, s:72–78. KITAPÇI, Hakan, ÇAKAR DEMIRCAN, Nigar ve Sezen, Bülent, 2005,“The Combined
  • Effects of Trust and Employee Identification on Intention to Quit”, Elektronik Sosyal Bilimler Dergisi, 3 (12), s:33-41. KLINE, Rex B., 1998, Principles and Practice of Structural Equation Modeling, New
  • York: The Guilford Press. KOSSEK, Ellen E., PICHLER, Shaun, BODNER, Tood ve HAMMER, Leslie B., 2011,
  • “Workplace Social Support and Work–Family Conflict: A Meta-Analysis Clarifying The Influence Of General and Work–Family-Specific Supervisor and Organizational Support”, Personnel Psychology, 64(2), s:289–313. KOTTKE, Janet L. ve SHARAFINSKI, C.E., 1988, “Measuring perceived supervisory and organizational support”, Educational and Psychological Measurement, 48(4), s:1075– 10
  • KOZLOWSKI, Steve W.J., CHAO, Georgia T., SMITH, Eleanor M. ve HEDLUND, Jennifer, 1993, “Organizational downsizing: strategies, interventions, and research implications”. In C. L. Cooper, & I. T. Robertson (Eds.), International Review of
  • Industrial and Organizational Psychology, London:Wiley, s:263-332. KREINER, Glen E. ve ASHFORTH, Blake E., 2004, “Evidence Toward an Expanded
  • Model of Organizational Identification”, Journal of Organizational Behavior, 25 (1), s:1- KUMAR, Manish ve SINGH, S., 2012, “Roles of Perceived Exchange Quality and Organisational Identification in Predicting Turnover Intention”, IIMB Management Review, 24(1), s:5-15.
  • LEVINSON, Harry, 1965, “Reciprocation: the relationship between man and organization”, Administrative Science Quarterly, 9, 370–390.
  • LIU, Yuwen, 2009, “Perceived organizational Support and Expatriate Organizational
  • MAEL, Fred ve ASHFORTH, Blake E., 1992, “Alumni and their alma mater: A partial test of the reformulated model of organizational identification”, Journal Of Organizational Behavior, 13, 103–123.
  • MARCH, J. G. ve SIMON, H. A., 1958, Organizations. New York: Wiley.
  • MARDANOV, Ismatilla, HEISCHMIDT, Kenneth ve HENSON, Amy, 2008, “Leader- member exchange and job satisfaction bond and predicted employee turnover”, Journal of
  • Leadership and Organizational Studies, 15(2), s:159-175. MIGNONAC, Karim ve HERRBACH, Oliver ve GUERRERO, Sylvie, 2006, “The
  • Interactive Effects of Perceived External Prestige and Need for Organizational Identification on Turnover Intentions”, Journal of Vocational Behavior, 27, s:571–584. MILLER, Paige, E., 2007, “The relationship between job satisfaction and intention to leave: A study of hospice nurses in a for-profit corporation”, Capella University, ProQuest,
  • UMI Dissertations Publishing, 3246088.
  • MOBLEY, W. H., GRIFFETH, R. W., HAND, H. H. ve MEGLINO, B. M., 1979,
  • “Review and conceptual analysis of the employee turnover process”, Psychological Bulletin, 86(3), s:493-522. MOR BARAK, Michalle E., NISSLY, J. A. ve LEVIN, A., 2001, “Antecedents to retention and turnover among child welfare, social work, and other human service employees: What can we learn from past research? A review and metanalysis”, Social Service Review, 75(4), s:625-661.
  • PATCHEN, Martin. (1970). Participation, Achievement and Involvement On The Job,
  • New Jersey: Prentice- Hall. PAYNE, Stephanie C. ve HUFFMAN, Ann H., 2005, “A longitudinal examination of the influence of mentoring on organizational commitment and turnover”, Academy of
  • Management Journal, 48, s:158-168. PODSAKOFF, Philip M., MACKENZIE, Scott B., MOORMAN, R. H. ve FETTER, Richard, 1990, “Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction and organizational citizenship behaviors”, Leadership Quarterly, 1, s:107–142.
  • PRICE, James L., 1977, The study of turnover. Ames: The Iowa State University Press.
  • PULLANT, Julie, 2001, SPSS survival manual. A step-by-step guide to data analyses using spss for windows. Philadelphia, PA: Open University Press.
  • RHOADES, Linda ve EISENBERGER, Robert, ARMELI, Stephen, 2001, Affective
  • Commitment to the Otganization: The Contribution of Perceived Organizational Support, Journal of Applied Psychology, 86(5), 825-836. RHOADES, Linda ve EISENBERGER, Robert, 2002, “Perceived Organizational Support:
  • A Review of The Literature”, Journal of Applied Psychology, 87, s:698–714. RIKETTA, Michael, 2005, “Organizational identification: A meta-analysis”, Journal of
  • Vocational Behavior, 66, s:358–384. SCOTT, Craig R., CONNAUGHTON, Stacey L., DIAZ-SAENZ, Hactor R., MAGUIRE, Katheryn; RAMIREZ, Ruben, RICHARDSON, Brian, SHAW, Sandra P. ve MORGAN, Dianne, 1999, “The impacts of communication and multiple identifications on intent to leave, A multimethodological exploration”, Management Communication Quarterly, 12(3), 400-435.
  • SEASHORE, S.E., LAWLER, E.E., MIRVIS, Philip ve CAMMANN, C., 1982,
  • Observing and Measuring Organizational Change: A Guide to Field Practice, New York, Wiley. SHEN, Yimo, JACKSON, Todd, DING, Cody, YUAN, Denghua, ZHAO, Lei, DOU, Yunglai ve ZHANG, Quinlin, 2014, “Linking perceived organizational support with employee work outcomes in a Chinese context: organizational identification as a mediator”, European Management Journal, 32(3), s: 406-412.
  • SIONG, Z. Ming Benjamin, MELLOR, David, MOORE, Kathleen A. ve FIRTH, Lucy, 2006, Predicting intention to quit in the call centre industry: does the retail model fit?,
  • Journal of Managerial Psychology, 21, s:231–243. SLUSS, David, M., KLIMCHACK, Malayka ve HOLMES, Jeanne J., 2008, Perceived organizational support as a mediator between relational exchange and organizational identification, Journal of Vocational Behavior, 73(3), 457-464.
  • STASSEN, M. Armstrong ve URSEL, Nancy D., 2009, Perceived Organizational Support,
  • Career Satisfaction, and The Retention of Older Workers, Journal of Occupational and Organizational Psychology, 82, 201–220. ŞIMŞEK, Ö. Faruk, 2007, Yapısal Eşitlik Modellemesine Giriş: Temel Ilkeler ve Lisrel
  • Uygulamaları, Ekinoks, Ankara. TEKLEAB, A.G., TAKEUCHI, R. ve TAYLOR, M.S., 2005, “Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations”, Academy of Management Journal, 48, s:146-157.
  • TETT, Robert P. ve MEYER, John P., 1993, “Job satisfaction, Organizational
  • Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-analytic Findings”, Personnel Psychology, 46, s:259-293. TURNLEY William H., BOLINO Mark C., LESTER Scott W. ve BLOODGOOD James M., 2003, “The Impact of Psychological Contract Fulfillment on The Performance of In
  • Role and Organizational Citizenship Behaviors”, Journal of Management, 29(2), s:187- 20
  • TURUNÇ, Ömer ve ÇELIK, Mazlum, 2010a, “Çalışanların Algıladıkları Örgütsel Destek
  • Ve İş Stresinin Örgütsel Özdeşleşme ve İş Performansına Etkisi”, Yönetim ve Ekonomı̇ Celal Bayar Üniversitesi İ.İ.B.F., 17 (2), s:183-206. TURUNÇ, Ömer ve ÇELIK, Mazlum, 2010b, “Algılanan Örgütsel Desteğin Çalışanların
  • İş-Aile, Aile-İş Çatışması, Örgütsel Özdeşleşme ve İşten Ayrılma Niyetine Etkisi: Savunma Sektöründe Bir Araştırma”, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14 (1), s:209-232. VAN KNIPPENBERG, Daan ve SLEEBOS, Ed, 2006,Organizational identification versus organizational commitment: self-definition, social exchange, and job attitudes, Journal of
  • Organizational Behavior, 27(5), 571-584. WAYNE, Sandy J., SHORE, Lynn. M. ve LIDEN, Robert C., 1997, “Perceived
  • Organizational Support and Leader – Member Exchange: A Social Exchange Perspective”, Academy of Management Journal, 40(1), s:82-111. …………………………………………………… YAZICIOĞLU, Yahşi ve ERDOĞAN, Samiye, 2004, Spss Uygulamalı Bilimsel
  • Araştırma Yöntemleri, Ankara: Detay Yayıncılık. YILMAZ, Hüseyin ve GÖRMÜŞ, Alparslan Ş., 2012, “Stratejik Girişimciliğin, Algilanan
  • Örgütsel Destek Ve Örgütsel Öğrenme Üzerine Etkilerinin Araştırılması: Tekstil Sektöründe Ampirik Bir Çalışma”, Journal of Yaşar University, 26(7), 4483 - 4504

ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA

Yıl 2014, Cilt: 25 Sayı: 77, 136 - 157, 18.02.2015

Öz

Bu araştırmanın amacı algılanan örgütsel destek, algılanan lider desteği, örgütsel özdeşleşme ve işten ayrılma niyeti değişkenleri arasındaki ilişkiyi açıklamaktır. İlişkilerin sorgulanmasında, İstanbul’da faaliyet gösteren bir kamu kuruluşunda çalışan 341 kişi üzerinde bir uygulama gerçekleştirilmiştir. Araştırmada, algılanan örgütsel desteğin ve lider desteğinin, örgütsel özdeşleşme aracılığıyla işten ayrılma niyeti üzerindeki etkileri sorgulanmıştır. Sonuçlar, çalışanların algıladıkları örgütsel desteğin ve lider desteğinin örgütsel özdeşleşme düzeyini anlamlı olarak artırdığını göstermiştir. Ayrıca, çalışanların algıladıkları örgütsel destek ve lider desteği ile işten ayrılma niyeti arasında negatif ve anlamlı ilişkiler belirlenmiştir. Algılanan örgütsel destek ve lider desteğinin işten ayrılma niyetine etkisinde örgütsel özdeşleşmenin kısmi aracılık etkisi olduğu saptanmıştır.

Kaynakça

  • ACKFELDT, Anna Lena ve COOTE, Leonard V., 2005, “A Study of Organizational
  • Citizenship Behaviors in a Retail Setting”, Journal of Business Research, 58, s:151– 159. ALLEN, Natalie J. ve MEYER, John P., 1990, “The measurement and antecedents of affective, continuance and normative commitment to the organization”, Journal of
  • Occupational Psychology, 63, s:1–18. ARMELI, Stephen, EISENBERGER, Robert, FASOLO, Peter ve LYNECH, Patrick, 1998,
  • “Perceived Organizational Support of Police Performance: The Moderating Influence of Sociemotional Needs”, Journal of Applied Psychology, 83,s: 288-297. ASHFORTH, Blake E. ve MAEL, Fred, 1989, “Social identity and the organization”,
  • Academy of Management Review, 14, s:20–39. BABIN, Barry J. ve BOLES, James S., 1996, “The Effects of Perceived Co-worker
  • Involvement and Supervisor Support on Service Provider Role Stress, Performance and Job Satisfaction”, Journal of Retailing, 72(1), s:57-76. BECKER, Thomas E., 1992, “Foci and Bases of Commitment: Are They Distinctions
  • Worth Making?”, The Academy of Management Journal, 35(1), s:232–244. BARANIK, Lisa E., ROLING, L.T. ve EBY, L.E., 2010, “Why does mentoring work? The role of perceived organizational support”, Journal of Vocational Behavior, 76, s:366– 3
  • BLAU, Peter M., 1964, Exchange and Power in Social Life, New York: John Willey.
  • BROWN, Robin R., 1986, “Individual, situational, and demographic factors predicting faculty commitment to the university”. Yayınlanmamış Doktora Tezi, Oregon:
  • University of Oregon. CHEUNG, Millissa F.Y., LAW, Monica C.C., 2008, “Relationships of Organizational
  • Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong”, Asia Pacific Business Review, 14(2), s:213-231. CHO, Seonghee, JOHANSON, Misty M., ve GUCHAIT, Priyanko, 2009, “Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay”,
  • International Journal of Hospitality Management, 28, s: 374–381. COTTON, John L. ve TUTTLE, Jeffrey M., 1986, “Employee Turnover: A Meta-Analysis and Review with Implications for Research”, The Academy of Management Review, 11(1), s:55–70.
  • DUTTON, Jane E., DUKERICH Janet M. ve HARQUAIL, Celia V., 1994,
  • “Organizational Images and Membership Commitment”, Administrative Science Quarterly,34, s:191-206. EISENBERGER, Robert, HUNTINGTON, Robin, HUTCHISON, Steven ve SOWA, Debora, 1986, “Perceived organizational support”, Journal of Applied Psychology, 71, s:500–507.
  • ERDOĞAN, İlhan, 1996, İşletme Yönetiminde Örgütsel Davranış, İstanbul: İşletme Fakültesi Yayını.
  • GREGERSEN, Hal B. ve BLACK, Stewart, 1992, “Antecedents to Commitment to a
  • Parent Company and a ForeignOperation”, Academy of Management Journal, 35(1), s: 65– HUI, C., Wong A. ve TJOSVOLD, D., 2007, “Turnover Intention and Performance in
  • China: The Role of Positive Affectivity, Chinese Values, Perceived Organizational Support and Constructive Controversy”. Journal of Occupational and Organizational Psychology, 80, s:735–751. HU, L.-T., & BENTLER, P. M. (1999). Cutoff criteria for fit indices in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6, 1–55.
  • KALLIATH, Thomas J. ve BELLICK, Alexandra, 2001, “Is the path to burnout and turnover paved by a lack of supervisory support: a structural equations test” New Zealand
  • Journal of Psychology, 30, s:72–78. KITAPÇI, Hakan, ÇAKAR DEMIRCAN, Nigar ve Sezen, Bülent, 2005,“The Combined
  • Effects of Trust and Employee Identification on Intention to Quit”, Elektronik Sosyal Bilimler Dergisi, 3 (12), s:33-41. KLINE, Rex B., 1998, Principles and Practice of Structural Equation Modeling, New
  • York: The Guilford Press. KOSSEK, Ellen E., PICHLER, Shaun, BODNER, Tood ve HAMMER, Leslie B., 2011,
  • “Workplace Social Support and Work–Family Conflict: A Meta-Analysis Clarifying The Influence Of General and Work–Family-Specific Supervisor and Organizational Support”, Personnel Psychology, 64(2), s:289–313. KOTTKE, Janet L. ve SHARAFINSKI, C.E., 1988, “Measuring perceived supervisory and organizational support”, Educational and Psychological Measurement, 48(4), s:1075– 10
  • KOZLOWSKI, Steve W.J., CHAO, Georgia T., SMITH, Eleanor M. ve HEDLUND, Jennifer, 1993, “Organizational downsizing: strategies, interventions, and research implications”. In C. L. Cooper, & I. T. Robertson (Eds.), International Review of
  • Industrial and Organizational Psychology, London:Wiley, s:263-332. KREINER, Glen E. ve ASHFORTH, Blake E., 2004, “Evidence Toward an Expanded
  • Model of Organizational Identification”, Journal of Organizational Behavior, 25 (1), s:1- KUMAR, Manish ve SINGH, S., 2012, “Roles of Perceived Exchange Quality and Organisational Identification in Predicting Turnover Intention”, IIMB Management Review, 24(1), s:5-15.
  • LEVINSON, Harry, 1965, “Reciprocation: the relationship between man and organization”, Administrative Science Quarterly, 9, 370–390.
  • LIU, Yuwen, 2009, “Perceived organizational Support and Expatriate Organizational
  • MAEL, Fred ve ASHFORTH, Blake E., 1992, “Alumni and their alma mater: A partial test of the reformulated model of organizational identification”, Journal Of Organizational Behavior, 13, 103–123.
  • MARCH, J. G. ve SIMON, H. A., 1958, Organizations. New York: Wiley.
  • MARDANOV, Ismatilla, HEISCHMIDT, Kenneth ve HENSON, Amy, 2008, “Leader- member exchange and job satisfaction bond and predicted employee turnover”, Journal of
  • Leadership and Organizational Studies, 15(2), s:159-175. MIGNONAC, Karim ve HERRBACH, Oliver ve GUERRERO, Sylvie, 2006, “The
  • Interactive Effects of Perceived External Prestige and Need for Organizational Identification on Turnover Intentions”, Journal of Vocational Behavior, 27, s:571–584. MILLER, Paige, E., 2007, “The relationship between job satisfaction and intention to leave: A study of hospice nurses in a for-profit corporation”, Capella University, ProQuest,
  • UMI Dissertations Publishing, 3246088.
  • MOBLEY, W. H., GRIFFETH, R. W., HAND, H. H. ve MEGLINO, B. M., 1979,
  • “Review and conceptual analysis of the employee turnover process”, Psychological Bulletin, 86(3), s:493-522. MOR BARAK, Michalle E., NISSLY, J. A. ve LEVIN, A., 2001, “Antecedents to retention and turnover among child welfare, social work, and other human service employees: What can we learn from past research? A review and metanalysis”, Social Service Review, 75(4), s:625-661.
  • PATCHEN, Martin. (1970). Participation, Achievement and Involvement On The Job,
  • New Jersey: Prentice- Hall. PAYNE, Stephanie C. ve HUFFMAN, Ann H., 2005, “A longitudinal examination of the influence of mentoring on organizational commitment and turnover”, Academy of
  • Management Journal, 48, s:158-168. PODSAKOFF, Philip M., MACKENZIE, Scott B., MOORMAN, R. H. ve FETTER, Richard, 1990, “Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction and organizational citizenship behaviors”, Leadership Quarterly, 1, s:107–142.
  • PRICE, James L., 1977, The study of turnover. Ames: The Iowa State University Press.
  • PULLANT, Julie, 2001, SPSS survival manual. A step-by-step guide to data analyses using spss for windows. Philadelphia, PA: Open University Press.
  • RHOADES, Linda ve EISENBERGER, Robert, ARMELI, Stephen, 2001, Affective
  • Commitment to the Otganization: The Contribution of Perceived Organizational Support, Journal of Applied Psychology, 86(5), 825-836. RHOADES, Linda ve EISENBERGER, Robert, 2002, “Perceived Organizational Support:
  • A Review of The Literature”, Journal of Applied Psychology, 87, s:698–714. RIKETTA, Michael, 2005, “Organizational identification: A meta-analysis”, Journal of
  • Vocational Behavior, 66, s:358–384. SCOTT, Craig R., CONNAUGHTON, Stacey L., DIAZ-SAENZ, Hactor R., MAGUIRE, Katheryn; RAMIREZ, Ruben, RICHARDSON, Brian, SHAW, Sandra P. ve MORGAN, Dianne, 1999, “The impacts of communication and multiple identifications on intent to leave, A multimethodological exploration”, Management Communication Quarterly, 12(3), 400-435.
  • SEASHORE, S.E., LAWLER, E.E., MIRVIS, Philip ve CAMMANN, C., 1982,
  • Observing and Measuring Organizational Change: A Guide to Field Practice, New York, Wiley. SHEN, Yimo, JACKSON, Todd, DING, Cody, YUAN, Denghua, ZHAO, Lei, DOU, Yunglai ve ZHANG, Quinlin, 2014, “Linking perceived organizational support with employee work outcomes in a Chinese context: organizational identification as a mediator”, European Management Journal, 32(3), s: 406-412.
  • SIONG, Z. Ming Benjamin, MELLOR, David, MOORE, Kathleen A. ve FIRTH, Lucy, 2006, Predicting intention to quit in the call centre industry: does the retail model fit?,
  • Journal of Managerial Psychology, 21, s:231–243. SLUSS, David, M., KLIMCHACK, Malayka ve HOLMES, Jeanne J., 2008, Perceived organizational support as a mediator between relational exchange and organizational identification, Journal of Vocational Behavior, 73(3), 457-464.
  • STASSEN, M. Armstrong ve URSEL, Nancy D., 2009, Perceived Organizational Support,
  • Career Satisfaction, and The Retention of Older Workers, Journal of Occupational and Organizational Psychology, 82, 201–220. ŞIMŞEK, Ö. Faruk, 2007, Yapısal Eşitlik Modellemesine Giriş: Temel Ilkeler ve Lisrel
  • Uygulamaları, Ekinoks, Ankara. TEKLEAB, A.G., TAKEUCHI, R. ve TAYLOR, M.S., 2005, “Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations”, Academy of Management Journal, 48, s:146-157.
  • TETT, Robert P. ve MEYER, John P., 1993, “Job satisfaction, Organizational
  • Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-analytic Findings”, Personnel Psychology, 46, s:259-293. TURNLEY William H., BOLINO Mark C., LESTER Scott W. ve BLOODGOOD James M., 2003, “The Impact of Psychological Contract Fulfillment on The Performance of In
  • Role and Organizational Citizenship Behaviors”, Journal of Management, 29(2), s:187- 20
  • TURUNÇ, Ömer ve ÇELIK, Mazlum, 2010a, “Çalışanların Algıladıkları Örgütsel Destek
  • Ve İş Stresinin Örgütsel Özdeşleşme ve İş Performansına Etkisi”, Yönetim ve Ekonomı̇ Celal Bayar Üniversitesi İ.İ.B.F., 17 (2), s:183-206. TURUNÇ, Ömer ve ÇELIK, Mazlum, 2010b, “Algılanan Örgütsel Desteğin Çalışanların
  • İş-Aile, Aile-İş Çatışması, Örgütsel Özdeşleşme ve İşten Ayrılma Niyetine Etkisi: Savunma Sektöründe Bir Araştırma”, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14 (1), s:209-232. VAN KNIPPENBERG, Daan ve SLEEBOS, Ed, 2006,Organizational identification versus organizational commitment: self-definition, social exchange, and job attitudes, Journal of
  • Organizational Behavior, 27(5), 571-584. WAYNE, Sandy J., SHORE, Lynn. M. ve LIDEN, Robert C., 1997, “Perceived
  • Organizational Support and Leader – Member Exchange: A Social Exchange Perspective”, Academy of Management Journal, 40(1), s:82-111. …………………………………………………… YAZICIOĞLU, Yahşi ve ERDOĞAN, Samiye, 2004, Spss Uygulamalı Bilimsel
  • Araştırma Yöntemleri, Ankara: Detay Yayıncılık. YILMAZ, Hüseyin ve GÖRMÜŞ, Alparslan Ş., 2012, “Stratejik Girişimciliğin, Algilanan
  • Örgütsel Destek Ve Örgütsel Öğrenme Üzerine Etkilerinin Araştırılması: Tekstil Sektöründe Ampirik Bir Çalışma”, Journal of Yaşar University, 26(7), 4483 - 4504
Toplam 62 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm MAKALELER
Yazarlar

Mine Afacan Fındıklı

Yayımlanma Tarihi 18 Şubat 2015
Yayımlandığı Sayı Yıl 2014 Cilt: 25 Sayı: 77

Kaynak Göster

APA Afacan Fındıklı, M. (2015). ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi, 25(77), 136-157.
AMA Afacan Fındıklı M. ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi. Şubat 2015;25(77):136-157.
Chicago Afacan Fındıklı, Mine. “ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA”. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi 25, sy. 77 (Şubat 2015): 136-57.
EndNote Afacan Fındıklı M (01 Şubat 2015) ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi 25 77 136–157.
IEEE M. Afacan Fındıklı, “ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA”, İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi, c. 25, sy. 77, ss. 136–157, 2015.
ISNAD Afacan Fındıklı, Mine. “ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA”. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi 25/77 (Şubat 2015), 136-157.
JAMA Afacan Fındıklı M. ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi. 2015;25:136–157.
MLA Afacan Fındıklı, Mine. “ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA”. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi, c. 25, sy. 77, 2015, ss. 136-57.
Vancouver Afacan Fındıklı M. ALGILANAN LİDER DESTEĞİ VE ALGILANAN ÖRGÜTSEL DESTEK İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE ÖRGÜTSEL ÖZDEŞLEMENİN ARACILIK ROLÜ: İSTANBUL’DA KAMU ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi. 2015;25(77):136-57.