Organizational Ostracism as an Antecedent of Employees’ Tendency to Lie

Abstract

Organizational ostracism can be defined as being ignored or excluded by colleagues. Organizational ostracism manifests itself as a situation that causes harm to employees and indirectly to an organization. Accordingly, it is important to determine the factors that trigger employees’ tendency to lie and to take precautions for these factors. The purpose of the research in this context is to examine the role of organizational ostracism as an antecedent to the tendency to lie. As a result of a study based on Social Cognitive Theory and Social Exchange Theory with a qualitative research design, one proposition has been developed; that is organizational ostracism will be positively related employees’ tendency to lie. The research also offers several theoretical suggestions.

Keywords

• Organizational Ostracism,Tendency to Lie,Deviant Behaviors

Çalışanların Yalan Söyleme Eğiliminin Bir Öncülü Olarak Örgütsel Dışlanma

Abstract

Örgütsel dışlanma çalışanın iş arkadaşları tarafından önemsenmemesi veya ihmal edilmesi olarak tanımlanabilir. Örgütsel dışlanma, çalışanlara ve dolayısıyla örgüte zarar veren bir durum olarak kendisini göstermektedir. Dolayısıyla çalışanların yalan söyleme eğilimlerini tetikleyen faktörlerin belirlenmesi ve bu faktörlere yönelik önlemlerin alınması önem arz etmektedir. Bu kapsamda yapılan araştırmanın amacı, yalan söyleme eğiliminin bir öncülü olarak örgütsel dışlanmanın rolünü incelemektir. Nitel bir araştırma deseni ile Sosyal Bilişsel Teori ve Sosyal Mübadele Teorisi esas alınarak hazırlanan çalışma sonucunda, bir araştırma önerisi geliştirilmiştir. Buna göre, örgütsel dışlanmanın çalışanların yalan söyleme eğilimini olumlu olarak etkileyeceği öngörülmektedir. Araştırma, aynı zamanda teorik olarak çeşitli öneriler sunmaktadır.

Keywords

• Örgütsel Dışlanma,Yalan Söyleme Eğilimi,Sapkın Davranışlar

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