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BİREYCİ-TOPLUMCU KÜLTÜR EĞİLİMİNİN İŞ TATMİNİ İLE ÖRGÜTSEL BAĞLILIK ARASINDAKİ İLİŞKİDE ARACILIK ROLÜ: AKADEMİK PERSONEL ÜZERİNDE BİR UYGULAMA

Year 2019, Volume: 2 Issue: 8, 111 - 121, 30.06.2019
https://doi.org/10.31455/asya.549953

Abstract

Araştırmanın amacı, akademisyenlerin bireyci ve
toplumcu eğilimlerinin iş tatmini ile örgütsel bağlılık arasındaki ilişki
üzerinde aracılık rolünün belirlenmesidir. Araştırmanın modeli ve hipotezleri
Giresun Üniversitesi ve Ordu Üniversitesi akademisyenlerinin oluşturduğu bir
örneklem üzerinde test edilmiştir. Anketi 181 akademik personel yanıtlamıştır.
Veri analizinde, ideal değerlendirmeler yapabilmek için ileri istatistiksel
yöntemler kullanılmıştır.



Alan araştırmasında, kültürlere özgü bireyci ve
toplumcu eğilimlerin iş tatmini ve örgütsel bağlılık arasındaki aracılık rolü
akademik personelden oluşan bir örneklem üzerinde araştırılmıştır. Temel bulgu,
akademisyenlerin iş tatmini ile üniversitelerine bağlılığı arasındaki ilişki
üzerinde bireyci eğilimin aracılık rolü olmadığıdır. Aynı şekilde,
akademisyenlerin iş tatmini ile üniversitelerine bağlılığı arasındaki ilişki
üzerinde toplumcu eğilimin de aracılık rolü yoktur.



Veri analizi sonuçlarına göre, akademisyenlerin iş
tatmini ve toplumcu eğilimleri ile üniversitelerine bağlılıkları arasında
istatistiksel olarak anlamlı ve pozitif yönlü bir ilişki vardır. Benzer
şekilde, akademisyenlerin toplumcu eğilimleri ile iş tatmini arasında da
istatistiksel olarak anlamlı ve pozitif yönlü bir ilişki vardır.



Araştırma sonuçları, akademisyenlerin bireyci
eğilimleri ile üniversitelerine bağlılığı ve iş tatmini arasında istatistiksel
olarak anlamlı ve pozitif yönlü bir ilişki olduğu yönündeki hipotezleri
doğrulamamıştır.



Veri analizleri; toplumcu eğilim, iş tatmini ve örgütsel
bağlılık arasında istatistiksel olarak anlamlı ve pozitif bir ilişkinin
olduğunu; ancak, bireyci eğilim ile örgütsel bağlılık ve iş tatmini arasında
istatistiksel olarak anlamlı bir ilişkinin olmadığı sonucunu ortaya koymuştur.  

References

  • KaynakçaAllen, N. ve Meyer, J. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
  • Allen, N. Ve Meyer, J. (1996). Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity. Journal of Vocational Behavior, 49(3), 252-276.
  • Bagraim, J. (2003). The nature and measurement of multiple commitment foci amongst South African knowledge workers. Management Dynamics , 12(2), 13-23.Chen, X., Gong, J., Yu, B., Li, S., Striley, C., Yang , N. ve Li, F. (2015). Construcks, Concept Mapping, and Psychometric Assessment of the Concise Scale of Individualism-Collectivism. Social Behavior and Personality, 43(4), 667-684.
  • Choi, Y. Ve Yu, Y. (2014). The Influence of Perceived Corporate Sustainability Practices on Employees and Organizational Performance. Sustainability, 6(1), 348-364.
  • Clugston, M., Howell, J. ve Dorfman, P. (2000). Does Cultural Socialization Predict Multiple Bases and Foci of Commitment? Journal of Management, 26(1), 5–30.
  • Cohen-Charash, Y. ve Spector, P. (2001). The Role of Justice in Organizations: A Meta-Analysis. Organizational Behavior and Human Decision Processes, 86(2), 278–321.
  • Gomez-Mejia, L. ve Welbourne, T. (1991). Compensation Strategies in a Global Context. Human Resource Planning, 4(1), 29-41.Gruneberg, M. (1979). Understanding Job Satisfaction. London: The Macmillan Press Ltd.
  • Hayes, A. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis. New York: The Guilford Press.
  • Hofstede, G. (1980). Motivation, Leadership, and Organization: Do American Theories Apply Abroad? Organizational Dynamics, 9, 42–63.
  • Hofstede, G. (1993). Cultural constraints in management theories. Academy oi Management Executive, 7(1), 81-94.
  • Hofstede, G. (1998). A Case for Comparing Apples with Oranges International Differences in Values. International Journal of Comparative Sociology, 39(1),16-31.
  • Kalaycı, Ş. (2010). SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri. Ankara: Asil Yayın Dağıtım.Konovsky, M. ve Cropanzano, R. (1991). Perceived Fairness of Employee Drug Testing as a Predictor of Employee Attitudes and Job Performance. Journal of Applied Psychology, 76(5), 698-707.
  • Kulkarni, S., Hudson, T., Ramamoorthy, N., Marchev, A., Georgieva-Kondakova, P. ve Gorskov, V. (2010). Dimensions of individualism-collectivism: a comparative study of five cultures. Current Issues of Business and Law., 5(1), 93-109.
  • Meyer, J. ve Allen, N. (1997). Commitment in the Workplace: Theory, Research, and Application. Thousand Oaks, California: Sage Publications.
  • Meyer, J. ve Herscovitch, L. (2001). Commitment in the workplace Toward a general model. Human Resource Management Review, 11, 299-326.
  • Meyer, J., Stanley, D., Herscovitch, L. ve Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 20–52.
  • Mogotsi, I., Boon, J. ve Fletcher, L. (2011). Modelling the Relationships between Knowledge Sharing, Organisational Citizenship, Job Satisfaction and Organisational Commitment among School Teachers in Botswana. African Journal of Library, Archives & Information Science, 21(1), 41-58.
  • Moorman, R. (1991). Relationship between organizational justice and organizational citizenship behaviors: do fairness. Journal of Applied Psychology, 76, 845–855.
  • Moorman, R. ve Blakely, G. (1995). ndividualism–collectivism as an individual difference predictor of organizational. Journal of Organizational Behavior, 16(2), 127-142.
  • Mowday, R., Porter, L. ve Steers, R. (1982). Employee organizational linkages, The Psychology of Commitment, Absenteeism, and Turnover. New York: Academy Press.
  • Oyserman, D. (2006). High Power, Low Power, and Equality: Culture Beyond Individualism and Collectivism. Journal of Consumer Psychology, 16, 352–357.
  • Oyserman, D., Coon, H. ve Kemmelmeier, M. (2002). Rethinking Individualism and Collectivism: Evaluation of Theoretical Assumptions and Meta-Analyses. Psychological Bulletin, 128(1), 3-72.
  • Parkes, L., Bochner, S. ve Schneider, S. (2001). Person-Organisation Fit Across Cultures: An Empirical Investigation of Individualism and Collectivism. Applied Psychology: An International Review, 50(1), 81-108.
  • Ramamoorthy, N. ve Carroll, S. (1998). Individualism/Collectivism Orientations and Reactions Toward Alternative Human Resource Management Practices. Human Relations, 51(5), 571-588.
  • Ramamoorthy, N. ve Flood, P. (2002). Employee attitudes and behavioral intentions: A test of the main and moderating effects of individualism–collectivism orientations. Human Relations, 55(9), 1071-1096.
  • Ramamoorthy, N. ve Flood, P. (2004). Individualism/collectivism, perceived task interdependence and teamwork attitudes among Irish blue-collar employees: A test of the main and moderating effects. Human Relations, 57(3), 347-366.
  • Ramamoorthy, N., Kulkarni, S., Gupta, A. ve Flood, P. (2007). Individualism–collectivism orientation and employee attitudes: A comparison of employees from the high-technology sector in India and Ireland. Journal of International Management, 13(2), 187–203.Randall, D. (1993). Cross-cultural research on organizational commitment. A review and application of Hofstede's value survey module. Journal of Business Research, 26(1), 91-110.
  • Robbins, S., Odendaal, A. ve Roodt, G. (2003). Organizational Behaviour, Global and Southern African Perspectives. Pinelands, Cape Town: Pearson Education South Africa.
  • Schwartz, S. (1990). Individualism-Collectivism: Critique and Proposed Refinements. Journal of Cross-Cultural Psychology, 21(2), 139-157.
  • Shanker, M. (2016). Organizational Citizenship Behavior and Organizational Commitment in Indian Workforce. Journal of Psychosocial Research, 397-408.
  • Singh, A., Singhi, A. ve Singhi, N. (2015). Role of Life Events Stress &Individualism-Collectivism in Predicting Job Satisfaction. Indian Journal of Industrial Relations, 51(2), 300-311.
  • Spector, P. (1997). Job Satisfaction: Application, Assessment, Cause, and Consequences. Thousand Oaks, California: Sage Publications.
  • Triandis, H. (1989). The Self and Social Behavior in Differing Cultural Contexts. Psychological Review, 96(3), 506-520.
  • Triandis, H. (2001). Individualism-Collectivism and Personality. Journal of Personality, 69(6), 907-924.
  • Wagner, J. (1995). Studies of Individualism-Collectivism: Effects on Cooperation in Groups. Academy of Management Journal, 38(1), 152-172.
  • Wiener, Y. (1982). Commitment in Organizations: A Normative View. Academy of Management Review, 7(3), 418-428
Year 2019, Volume: 2 Issue: 8, 111 - 121, 30.06.2019
https://doi.org/10.31455/asya.549953

Abstract

References

  • KaynakçaAllen, N. ve Meyer, J. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
  • Allen, N. Ve Meyer, J. (1996). Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity. Journal of Vocational Behavior, 49(3), 252-276.
  • Bagraim, J. (2003). The nature and measurement of multiple commitment foci amongst South African knowledge workers. Management Dynamics , 12(2), 13-23.Chen, X., Gong, J., Yu, B., Li, S., Striley, C., Yang , N. ve Li, F. (2015). Construcks, Concept Mapping, and Psychometric Assessment of the Concise Scale of Individualism-Collectivism. Social Behavior and Personality, 43(4), 667-684.
  • Choi, Y. Ve Yu, Y. (2014). The Influence of Perceived Corporate Sustainability Practices on Employees and Organizational Performance. Sustainability, 6(1), 348-364.
  • Clugston, M., Howell, J. ve Dorfman, P. (2000). Does Cultural Socialization Predict Multiple Bases and Foci of Commitment? Journal of Management, 26(1), 5–30.
  • Cohen-Charash, Y. ve Spector, P. (2001). The Role of Justice in Organizations: A Meta-Analysis. Organizational Behavior and Human Decision Processes, 86(2), 278–321.
  • Gomez-Mejia, L. ve Welbourne, T. (1991). Compensation Strategies in a Global Context. Human Resource Planning, 4(1), 29-41.Gruneberg, M. (1979). Understanding Job Satisfaction. London: The Macmillan Press Ltd.
  • Hayes, A. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis. New York: The Guilford Press.
  • Hofstede, G. (1980). Motivation, Leadership, and Organization: Do American Theories Apply Abroad? Organizational Dynamics, 9, 42–63.
  • Hofstede, G. (1993). Cultural constraints in management theories. Academy oi Management Executive, 7(1), 81-94.
  • Hofstede, G. (1998). A Case for Comparing Apples with Oranges International Differences in Values. International Journal of Comparative Sociology, 39(1),16-31.
  • Kalaycı, Ş. (2010). SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri. Ankara: Asil Yayın Dağıtım.Konovsky, M. ve Cropanzano, R. (1991). Perceived Fairness of Employee Drug Testing as a Predictor of Employee Attitudes and Job Performance. Journal of Applied Psychology, 76(5), 698-707.
  • Kulkarni, S., Hudson, T., Ramamoorthy, N., Marchev, A., Georgieva-Kondakova, P. ve Gorskov, V. (2010). Dimensions of individualism-collectivism: a comparative study of five cultures. Current Issues of Business and Law., 5(1), 93-109.
  • Meyer, J. ve Allen, N. (1997). Commitment in the Workplace: Theory, Research, and Application. Thousand Oaks, California: Sage Publications.
  • Meyer, J. ve Herscovitch, L. (2001). Commitment in the workplace Toward a general model. Human Resource Management Review, 11, 299-326.
  • Meyer, J., Stanley, D., Herscovitch, L. ve Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 20–52.
  • Mogotsi, I., Boon, J. ve Fletcher, L. (2011). Modelling the Relationships between Knowledge Sharing, Organisational Citizenship, Job Satisfaction and Organisational Commitment among School Teachers in Botswana. African Journal of Library, Archives & Information Science, 21(1), 41-58.
  • Moorman, R. (1991). Relationship between organizational justice and organizational citizenship behaviors: do fairness. Journal of Applied Psychology, 76, 845–855.
  • Moorman, R. ve Blakely, G. (1995). ndividualism–collectivism as an individual difference predictor of organizational. Journal of Organizational Behavior, 16(2), 127-142.
  • Mowday, R., Porter, L. ve Steers, R. (1982). Employee organizational linkages, The Psychology of Commitment, Absenteeism, and Turnover. New York: Academy Press.
  • Oyserman, D. (2006). High Power, Low Power, and Equality: Culture Beyond Individualism and Collectivism. Journal of Consumer Psychology, 16, 352–357.
  • Oyserman, D., Coon, H. ve Kemmelmeier, M. (2002). Rethinking Individualism and Collectivism: Evaluation of Theoretical Assumptions and Meta-Analyses. Psychological Bulletin, 128(1), 3-72.
  • Parkes, L., Bochner, S. ve Schneider, S. (2001). Person-Organisation Fit Across Cultures: An Empirical Investigation of Individualism and Collectivism. Applied Psychology: An International Review, 50(1), 81-108.
  • Ramamoorthy, N. ve Carroll, S. (1998). Individualism/Collectivism Orientations and Reactions Toward Alternative Human Resource Management Practices. Human Relations, 51(5), 571-588.
  • Ramamoorthy, N. ve Flood, P. (2002). Employee attitudes and behavioral intentions: A test of the main and moderating effects of individualism–collectivism orientations. Human Relations, 55(9), 1071-1096.
  • Ramamoorthy, N. ve Flood, P. (2004). Individualism/collectivism, perceived task interdependence and teamwork attitudes among Irish blue-collar employees: A test of the main and moderating effects. Human Relations, 57(3), 347-366.
  • Ramamoorthy, N., Kulkarni, S., Gupta, A. ve Flood, P. (2007). Individualism–collectivism orientation and employee attitudes: A comparison of employees from the high-technology sector in India and Ireland. Journal of International Management, 13(2), 187–203.Randall, D. (1993). Cross-cultural research on organizational commitment. A review and application of Hofstede's value survey module. Journal of Business Research, 26(1), 91-110.
  • Robbins, S., Odendaal, A. ve Roodt, G. (2003). Organizational Behaviour, Global and Southern African Perspectives. Pinelands, Cape Town: Pearson Education South Africa.
  • Schwartz, S. (1990). Individualism-Collectivism: Critique and Proposed Refinements. Journal of Cross-Cultural Psychology, 21(2), 139-157.
  • Shanker, M. (2016). Organizational Citizenship Behavior and Organizational Commitment in Indian Workforce. Journal of Psychosocial Research, 397-408.
  • Singh, A., Singhi, A. ve Singhi, N. (2015). Role of Life Events Stress &Individualism-Collectivism in Predicting Job Satisfaction. Indian Journal of Industrial Relations, 51(2), 300-311.
  • Spector, P. (1997). Job Satisfaction: Application, Assessment, Cause, and Consequences. Thousand Oaks, California: Sage Publications.
  • Triandis, H. (1989). The Self and Social Behavior in Differing Cultural Contexts. Psychological Review, 96(3), 506-520.
  • Triandis, H. (2001). Individualism-Collectivism and Personality. Journal of Personality, 69(6), 907-924.
  • Wagner, J. (1995). Studies of Individualism-Collectivism: Effects on Cooperation in Groups. Academy of Management Journal, 38(1), 152-172.
  • Wiener, Y. (1982). Commitment in Organizations: A Normative View. Academy of Management Review, 7(3), 418-428
There are 36 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Gökhan Karadirek 0000-0002-0804-9904

Kurtuluş Yılmaz Genç 0000-0001-5637-2995

Publication Date June 30, 2019
Submission Date April 5, 2019
Published in Issue Year 2019 Volume: 2 Issue: 8

Cite

APA Karadirek, G., & Genç, K. Y. (2019). BİREYCİ-TOPLUMCU KÜLTÜR EĞİLİMİNİN İŞ TATMİNİ İLE ÖRGÜTSEL BAĞLILIK ARASINDAKİ İLİŞKİDE ARACILIK ROLÜ: AKADEMİK PERSONEL ÜZERİNDE BİR UYGULAMA. Asya Studies, 2(8), 111-121. https://doi.org/10.31455/asya.549953

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