Sosyal Etki ve Örgütsel Adalet Algısı İlişkisinde Duygusal Bulaşıcılığın Düzenleyici Rolü

Year 2020, Volume: 22 Issue: 2, 455 - 466, 29.06.2020

Esra Zeynel Kemal Köksal

https://doi.org/10.32709/akusosbil.521172

Abstract

Örgütsel davranış açısından önemli sonuçları ortaya çıkaran örgütsel adalet kavramının oluşmasında etkili olan faktörlerin belirlenmesi, işyeri tutum ve davranışlarının daha etkin yönetilmesini sağlayacaktır. Bu araştırmada, sosyal etkinin örgütsel adalet algısına etkisi ve bu ilişkide duygusal bulaşma düzeyinin düzenleyici rolü incelenmiştir. Veriler, kolayda örnekleme ve yüz yüze anket metodu ile akademisyenlerden toplanmıştır. Veriler SPSS ve AMOS programları kullanılarak analiz edilmiştir. Ölçekler geçerliliğini test etmek için doğrulayıcı faktör analizi, değişkenler arası ilişkileri incelemek için ise regresyon analizi kullanılmıştır. Analiz sonucunda, sosyal etkiyi kabullenmenin örgütsel adaleti anlamlı bir şekilde yordadığı ve duygusal bulaşıcılığın bu ilişkide düzenleyici rolünün olduğu tespit edilmiştir. Araştırmacı ve uygulayıcılar için önerilerde bulunulmuştur.

Keywords

Sosyal etki, örgütsel adalet, duygusal bulaşıcılık, düzenleyici etki

The Moderating Role of Emotional Contagion on the Relationship between Social Impact and Organizational Justice

Abstract

Identifying the antecedents of organizational justice which reveals significant result for organizational behaviors can provide effectively manage to employees’ attitudes and behavior. In this study, the effect of social impact on the perception of organizational justice and the moderating role of emotional contagion in this relationship were examined. The data were collected from academician by convenience sampling and face-to-face survey methods. SPSS and AMOS programs were used for analysis. Confirmatory factor analysis was used to test the validity of the scales and, regression analysis was performed to investigate the relationships between the variables. As a result of the analysis, it was determined that acceptance of social impact is a predictor of organizational justice and emotional contagion has a moderating role in this relationship.

Keywords

Social impact, organizational justice, emotional contagion, moderating effect

References

• Adams, J. S. (1965). Inequity in social exchange. In Berkowitz L (Ed), Advances in Experimental Social Psychology, 2, 267-299. New York: Academic Press.
• Ambrose, M. L. ve Schminke, M. (2009). The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology, 49, 491–500.
• Ashkanasy, N. M. ve Ashton-James, C. E. (2005). Emotion in organizations: A neglected topic in I/O psychology, but with a bright future. International Review of Industrial and Organizational Psychology, 20, 221-268.
• Barrett-Lennard, G. T. (1998). Carl Rogers’ helping system: Journey and substance. London: Sage.
• Bartle, S. A. ve Hays, B. C. (1999). Organizational justice and work outcomes: A meta-analysis. The Annual Meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA.
• Bies, R. J. ve Moag, J. S. (1986). Interactional justice: Communicating criteria of fairness. In R. J. Lewicki, B. H. Sheppard, ve M. H. Bazerman (Eds.), Research on negotiation in organizations. 1, 43-55. Greenwich, CT: JAI Press.
• Bies, R. J. ve Tripp, T. M. (1996). Beyond distrust: Getting even and the need for revenge. InR.M.Kramer ve T.Tyler (Eds.), Trust in organizations, 246-260. Thousand Oaks, CA: Sage.
• Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wile
• Cohen-Charash, Y. ve Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278–321.
• Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
• Colquitt J. A., Conlon D. E., Wesson M. J., Porter C. ve Ng K. Y. (2001). Justice at the millennium: A Meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.
• Cropanzano, R. ve Greenberg, J., (1997). Progress in organizational justice: Tunneling through the maze. In C. L. Cooper ve I. T. Robertson (Eds), International review of industrial and organizational psychology, 317–372. New York: Wiley
• Cropanzano, R. ve Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31, 874-900.
• Dirks, K. T. ve Ferrin, D. L. (2002). Trustinleadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87, 611-628.
• Dailey, R. C., ve Kirk, D. J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to turnover. Human Relations, 45(3), 305-317.
• Doherty, R. W. (1997). The emotional contagion scale: A measure of individual differences. Journal of Nonverbal Behavior, 21(2), 131-154.
• Doherty, R. W., Orimoto, L., Singelis, T. M., Hatfield, E., ve Hebb, J. (1995). Emotional contagion: Gender and occupational differences. Psychology of Women Quarterly, 19(3), 355-371.
• Erdoğan, B. ve Liden, R. C. (2006). Collectivism as a moderator of responses to organizational justice: Implications for leader-member exchange and ingratiation. Journal of Organizational Behavior, 27(1), 1–17.
• Folger, R. ve Cropanzano, R. (1998). Organizational justice and human resource management, USA: Sage Publications Inc.
• Folger, R. ve Greenberg, J. (1985). Procedural justice: An interpretive analysis of personnel systems. In K. Rowland ve G. Fen-is (Eds), Research in personnel and human resources management, 3, 141-183. Greenwich, CT: JAI Press
• Folger, R. ve Konovsky, M. K. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115-130.
• Ganegoda, D. B., Latham, G. P. ve Folger, R. (2015). The effect of a consciously set and a primed goal on fair behavior. Human Research Management, 55(5), 89-807.
• Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12, 9-22.
• Greenberg, J. (1990). Organizational justice: yesterday, today and tomorrow. Journal of Management, 16, 399-432.
• Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed), Justice in the workplace: Approaching fairness in human resource management, 79-103. Hillsdale, NJ: Lawrence Erlbaum.
• Greenberg, J. ve Colquitt, J. A. (Eds). (2005). Handbook of organizational justice. Mahwah, NJ, US: Lawrence Erlbaum Associates Publishers.
• Gürsoy, A., Köksal, K., & Topcu, M. K. (2018). Etik olmayan örgütsel vatandaşlık davranışının belirleyicileri: Duygusal bulaşıcılığın düzenleyicilik rolü. 26. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı (s. 431-439). Karadeniz Teknik Üniversitesi.
• Hair, J. F., Black, W. C., Babin, B. J. ve Anderson, R. E. (2010). Multivariate Data Analysis. 7. Edition, New York: Pearson
• Hayes, A. (2013). An introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York: Guilford.
• Hatfield, E., Cacioppo ve Rapson, R. (1994). Emotional contagion. New York: Cambridge University Press.
• Hofstede, G., Hofstede, G. J. ve Minkov, M. (2010). Cultures and Organizations: Software of the Mind. 3rd ed. b. New York: McGraw-Hill.
• Homans, G. C. (1958). Social behavior as exchange. American Journal of Sociology, 63, 597-606.
• Homans, G. C. (1961). Social behavior: Its elementary forms. New York: Harcourt Brace.
• İlhan, T. ve Özdemir, Y. (2013). Otantiklik ölçeğinin Türkçeye uyarlanması: Geçerlik ve güvenirlik çalışması. Türk Psikolojik Danışma ve Rehberlik Dergisi, 5(40), 142-153.
• Joy, V. L. ve Witt, L. A. (1992). Delay of gratification as a moderator of the procedural justice distributive justice relationship. Group & Organization Management, 17, 297–308.
• Kağıtçıbaşı, Ç. (1991). İnsan, Aile, Kültür. İstanbul: Remzi Kitabevi.
• Klehe, U. C., & Anderson, N. (2007). The moderating influence of personality and culture on social loafing in typical versus maximum performance situations. International Journal of Selection and Assessment, 15(2), 250-262.
• Kernis, M. H. (2003). Toward a conceptualization of optimal self-esteem. Psychological Inquiry, 14, 1–26.
• Kervancı, F. (2008). Büro çalışanlarının duygu yönetimi yeterlilik düzeylerinin geliştirilmesinde duygu yönetimi programının etkisi (Yayınlanmamış yüksek lisans tezi). Gazi Üniversitesi, Ankara.
• Kim, U., Triandis, H. C., Kağıtçıbaşı, C., Choi, S. ve Yoon, G. (1994). Individualism and collectivism: Theory, method, and applications. London: Sage Publications.
• Köksal, K. (2016). Örgüt kültürünün örgütsel adalet algısına etkisinde etik ilkelere ilişkin algıların aracılık rolü (Yayınlanmamış doktora tezi). Celal Bayar Üniversitesi, Manisa.
• McFarlin, D. B. ve Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, 626-637.
• Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855.
• Mueller, C. W. ve Wynn, T. (2000). The degree to which justice is valued in the workplace. Social Justice Research, 1-15.
• Neumann, R. ve Strack, F. (2000). Mood contagion: The automatic transfer of mood between persons. Journal of Personality and Social Psychology, 79, 211–223.
• Pratt, M., Margaritis, D. ve Coy, D. (1999). Developing a research culture in a university faculty.Journal of Higher Education Policy and Management, 21(1), 43-55. doi:10.1080/1360080990210104
• Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y. ve 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.
• Rupp, D. E. ve Cropanzano, R. (2002). The mediating effects of social exchange relationships in predicting workplace outcomes from multi-foci organizational justice. Organizational Behavior and Human Decision Processes, 89, 925-946.
• Sheppard, B., Lewicki, R. ve Minton, J. (1992). Organizational justice: The search for fairness in the workplace. New York: Lexington Books.
• Thibault, J. W. ve Kelley, H. H. (1959). The social psychology of groups. New York: John Wiley.
• Tyler, T. R. ve Blader, S. L. (2003). The group engagement model: Procedural justice, social identitity and cooperative behavior. Personality and Social Psychology Review, 7(4), 349-361.
• van den Bosch, R.ve Taris, T. (2014). Authenticity at work: Development and validation of an individual authenticity measure at work. Journal of Happiness Studies, 15(1), 1-18. doi: https://doi.org/10.1007/s10902-013-9413-3.
• Wood, A. M., Linley, P., Maltby, J., Baliousis, M. ve Joseph, S. (2008). The authentic personality: A theoretical and empirical conceptualization and the development of the authenticity scale. Journal of Counseling Psychology, 55, 385-399.
• Zeynel, E. ve Çarıkçı, İ. H. 2015. Mesleki motivasyonun, iş tatmini ve örgütsel bağlılık üzerine etkisi: Akademisyenler üzerine görgül bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 20(3), 217-248.