ÇALIŞANLARIN RİSK ALMA DAVRANIŞLARI, YAŞAM TARZI DEĞİŞKENLERİ VE İŞYERİNİN SOSYAL PERFORMANSININ SOSYAL MÜBADELE KURAMI KAPSAMINDA İNCELENMESİ

Year 2020, , 1069 - 1103, 31.12.2020

İbrahim Durmuş

https://doi.org/10.31795/baunsobed.701394

Cited By: 1

Abstract

Günümüz çalışma ortamında çalışanlar iş yerlerinde çeşitli riskler ile karşı karşıya kalabilmektedir. Onların risk alma davranışları, iş yerlerindeki yaşam tarzı değişkenlerini şekillendirebilirken, aynı zamanda yaşam tarzı değişkenleri de iş yerinin sosyal performansı üzerinde çeşitli etkiler yaratabilir. Bu açıdan araştırmada çalışanların risk alma davranışları, iş yerindeki endişeli, sosyallik odaklı ve yenilik odaklı yaşam tarzı değişkenleri ve iş yerlerinin sosyal performansı arasındaki ilişkiler sosyal mübadele kuramı kapsamında araştırılmıştır. Alan yazında daha önce yapılan çalışmalar incelendiğinde; çalışanların risk alma davranışları, yaşam tarzı değişkenleri ve iş yerinin sosyal performansı arasındaki ilişkileri ortaya koyan herhangi bir çalışmaya rastlanılmamıştır. Araştırma ile bu eksikliğin tamamlanması amaçlanmaktadır. Araştırma sonuçlarına göre; çalışanların iş yerlerinde risk alma davranışları endişeli yaşam tarzlarını pozitif ve anlamlı olarak; sosyallik odaklı yaşam tarzlarını pozitif ve anlamsız olarak; yenilik odaklı yaşam tarzlarını ise negatif ve anlamsız olarak etkilemiştir. Çalışanların endişeli yaşam tarzları iş yerlerinin sosyal performansını negatif ve anlamlı olarak etkilemiştir. Çalışanların sosyallik odaklı yaşam tarzları ise iş yerinin sosyal performansını pozitif ve anlamlı bir şekilde etkilemiştir. Son olarak çalışanların yenilik odaklı yaşam tarzları da iş yerlerinin sosyal performansını pozitif ve anlamlı bir şekilde etkilemiştir. Bu sonuçlar sosyal mübadele kuramına çalışan ve organizasyon açısından önemli ve farklı katkılar sağlamıştır.

Keywords

Risk Alma Davranışı, Endişeli Yaşam Tarzı, Sosyallik Odaklı Yaşam Tarzı, Yenilik Odaklı Yaşam Tarzı, İş Yerinin Sosyal Performansı, Sosyal Mübadele Kuramı

The Relationship Between Risk-Taking Behavior of Employees, Variables of LifeStyles and Social Performance of Social Exchange Theory of Work Place

Abstract

In today's work environment, employees can face various risks in their workplaces. Their risk-taking behavior can shape lifestyle variables in the workplace, while lifestyle variables can also have various effects on the social performance of the workplace. In this regard, the risk-taking behaviors of employees, the anxious, sociability-oriented, and innovation-oriented lifestyle variables in the workplace and the social performance of the workplaces were investigated within the scope of the social exchange theory. When the previous studies in the literature are examined; No studies have been found that reveal the relationships between the employees' risk-taking behaviors, lifestyle variables, and the social performance of the workplace. The research aims to complete this deficiency. According to the research results; risk-taking behaviors of employees at workplaces positively and significantly anxious lifestyles; positive and meaningless lifestyles focused on sociality; On the other hand, it affected innovation-oriented lifestyles negatively and meaninglessly. Anxious lifestyles of employees negatively and significantly affect the social performance of the workplaces. Socially oriented lifestyles of employees have positively and significantly affected the social performance of the workplace. Finally, employees' innovation-oriented lifestyles have also positively and significantly affected the social performance of the workplaces. These results provided important and different contributions to the social exchange theory, working, and organizational.

Keywords

Risk Taking Behavior, Anxious Lifestyle, Socially Oriented Lifestyle, Innovation Oriented Lifestyle, Social Performance of Workplace, Social Exchange Theory

References

• Akyüz, A.M. ve Ayyıldız, H. (2012). A Structural Equation Model Test of Patient Satisfaction in the Health Service Organizations in Trabzon City. International Journal of Economic and Administrative Studies, 4 (8), 47-65.
• Anakwe, U. ve Greenhaus, J.H. (1999). Effective Socialization of Employees: Socialization Content Perspective. Journal of Managerial Issues, 11 (3), 315-329.
• Anderson, J. (2006). Managing Employees in the Service Sector: A Literature Review and Conceptual Development. Journal of Business and Psychology, 20 (4), 501-523.
• Averine, M., Nilssen, O., Brenn, T., Brox, J., Arkhipovsky, V.L. ve Kalinin, A.G. (2005). Social and Lifestyle Determinants of Depression, Anxiety, Sleeping Disorders and Self-Evaluated Quality of Life in Russia A Population-Based Study in Arkhangelsk. Soc Psychiatry Psychiatr Epidemiol, 40, 511-518.
• Baer, M.D., Rodell, J.B., Dhensa-Kahlon, R.K., Colquitt, J.A., Zipay, K.P., Burgess, R. ve Outlaw, R. (2018). Pasification or Aggravation? The Effects of Talking About Supervisor Unfairness. Academy of Management Journal, 61 (5), 1764-1788.
• Bartlett, J.E., Kotrlik, J.W. ve Higgins, C.C. (2001). Organizational Research: Determining Appropriate Sample Size in Survey Research. Information Technology, Learning, and Performance Journal, 19 (1), 43-50.
• Battal, F. ve Durmuş, I. (2017). Modern Ahilik Ölçeği Geçerlik ve Güvenirlik Çalışması. Akademik Bakış Dergisi, (63), 71-84.
• Bermiss, Y.S. ve Mcdonald, R. (2018). Ideological Misfit? Political Affiliation and Employee Departure in the Private-Equity Industry. Academy of Management Journal, 61 (6), 2182-2209.
• Bozeman, B. ve Kingsley, G. (1998). Risk Culture in Public and Private Organizations. Public Administration Review, 58 (2), 109-118.
• Chamberlaın, M.R. (1994). An Od Comprehensive Wellness Strategy to Identify, Assess, and Attentuate the Causes and Costs of Employee Stress. Journal of Health and Human Resources Administration, 16 (4), 445-471.
• Chaurasia, S. ve Shukla, A. (2014). Psychological Capital, LMX, Employee Engagement & Work Role Performance. Indian Journal of Industrial Relations, 50 (2), 342-356.
• Chen, Y. (2017). On the Essential Characteristics of the Innovation Oriented Management Mode: Holacracy. 3rd International Conference on Social, Education and Management Engineering, 194-198.
• Chen, Z., Takeuchi, R. ve Shum C. (2013). A Social Information Processing Perspective of Coworker Influence on a Focal Employee. Organization Science, 24 (6), 1618-1639.
• Colquitt, J.A., Scott, B.A. ve LePine, J.A. (2007). Trust, Trustworthiness, and Trust Propensity: A Meta-Analytic Test of Their Unique Relationships with Risk Taking and Job Performance. Journal of Applied Psychology, 92 (4), 909-927.
• Cossman, B. (2013). Anxiety Governance. Law & Social Inquiry, 38 (4), 892-919.
• Cronbach, L.J. (1951). Coefficient Alpha and The Internal Structure of Tests. Psychometrika, 16 (3), 297-334.
• Crossen, B.R. (1993). Managing Employee Unethical Behavior without Invading Individual Privacy. Journal of Business and Psychology, 8 (2), 227-243.
• Demir, H. ve Okan, T. (2009). Teknoloji, Örgüt Yapısı ve Performans Arasındaki İlişkiler Üzerine Bir Araştırma. Doğuş Üniversitesi Dergisi, 10 (1), 57-72.
• Dewett, T. (2006). Exploring the Role of Risk in Employee Cretivity. First Quarter, 40 (1), 27-45.
• Donaldson, S.I. ve Grant-Vallone, E.J. (2002). Understanding Self-Report Bias in Organizational Behavior Research. Journal of Business and Psychology, 17 (2), 245-260.
• Donohew, L., Palmgreen, P. ve Rayburn II, J.D. (1987). Social and Psychological Origins of Media Use: A Lifestyle Analysis. Journal of Broadcasting & Electronic Media, 31 (3), 255-278.
• Fernandez, S. ve Moldogaziev, T. (2013). Employee Empowerment, Employee Attitudes, and Performance: Testing a Causal Model. Public Administration Review, 73 (3), 490-506.
• Forde, D.R. ve Kennedy, L.W. (1997). Risky Lifestyles, Routine Activities, and the General Theory of Crime. Justice Quarterly, 14 (2), 265-294.
• Garcia-Zamor, J. (2003). Workplace Spirituality and Organizational Performance. Public Administration Review, 63 (3), 355-363.
• Gomez-Mejia, L.R., Welbourne, T.M. ve Wiseman, R.M. (2000). The Role of Risk Sharing and Risk Taking under Gainsharing. The Academy of Management Review, 25 (3), 492-507.
• Gong, Y., Huang, J. ve Farh, J. (2009). Employee Learning Orientation, Transformational Leadership, and Employee Creativity: The Mediating Role of Employee Creative Self-Efficacy. The Academy of Management Journal, 52 (4), 765-778.
• Greenberg, L. ve Barling J. (1999). Predicting Employee Aggression Againts Coworkers, Subortinates and Supervisors: The Roles of Person Behaviors and Perceived Workplace Factors. Journal of Organizational Behavior, 20 (6), 897-913.
• Gruman, J.A. ve Saks, A.M. (2011). Performance Management and Employee Engagement. Human Resource Management Review, 21, 123-136.
• Haenfler, R., Johnson, B. ve Jones, E. (2012). Lifestyle Movements: Exploring the Intersection of Lifestyle and Social Movements. Social Movement Studies, 11 (1), 1-20.
• He, H., Zhu, W. ve Zheng, X. (2014). Procedural Justice and Employee Engagement: Roles of Organizational Identification and Moral Identity Centrality. Journal of Business Ethics, 122 (4), 681-695.
• Hersch, J. ve Pickton, T.S. (1995). Risk-Taking Activities and Heterogeneity of Job-Risk Tradeoffs. Journal of Risk and Uncertainty, 11 (3), 205-217.
• Hoever, I.J., Zhou, J. ve Knippenberg, D.V. (2018). Different Strokes for Different Teams: The Contingent Effects of Positive and Negative Feedback on the Creativity of Informationally Homogeneous and Diverse Teams. Academy of Management Journal, 61 (6), 2159-2181.
• Hsiung, H. (2012). Authentic Leadership and Employee Voice Behavior: A Multi-Level Psychological Process. Journal of Business Ethics, 107 (3), 349-361.
• Jain, R. (2015). Employee Innovative Behavior: A Conceptual Framework. Indian Journal of Industrial Relations, 51 (1), 1-16.
• Jensen, G. ve Schrader, A. (1965). Socialization. Review of Educational Research, 35 (3), 201-208.
• Kassahun, T. (2007). Management Practices as Leverages of Employee Performance. Indian Journal of Industrial Relations, 42 (3), 332-354.
• Kim, J. (2010). Strategic Human Resource Practices: Introducing Alternatives for Organizational Performance Improvement in the Public Sector. Public Administration Review, 70 (1), 38-49.
• Koshksaray, A.A., Franklin, D. ve Hanzaee, K.H. (2015). The Relationship Between E-Lifestyle and Internet Advertising Avoidance. Australasian Marketing Journal, 23, 38-48.
• Krejcie, R.V. ve Morgan D.W. (1970). Determining Sample Size for Research Activities. Educational and Psychological Measurement, 30, 607-610.
• Lanaj, K., Foulk, T.A. ve Hollenbeck, J.R. (2018). The Benefits of not Seeing Eye to Eye with Leadership: Divergence in Risk Preferences Impacts Multiteam System Behavior and Performance. Academy of Management Journal, 61 (4), 1554-1582.
• Lavine, M. (2012). Exploring the Relationship between Corporate Social Performance and Work Meaningfulness. The Journal of Corporate Citizenship, 46, 53-70.
• Li, Y., Li, N., Guo, J., Li J. ve Harris, T.B. (2018). A Network view of Advice-Giving and Individual Creativity in Teams: A Broker Age-Driven, Socially Perpetuated Phenomenon. Academy of Management Journal, 61 (6), 2210-2229.
• MacCrimmon, K.R. ve Wehrung, D.A. (1990). Characteristics of Risk Taking Executives. Management Science, 36 (4), 422-435.
• Martin, K. ve Freeman, R.E. (2003). Some Problems with Employee Monitoring. Journal of Business Ethics, 43 (4), 353-361.
• Maxham III, J.G., Netemeyer, R.G. ve Lichtenstein, D.R. (2008). The Retail Value Chain: Linking Employee Perceptions to Employee Performance, Customer Evaluations, and Store Performance. Marketing Science, 27 (2), 147-167.
• Mayerhofer, H., Müller, B. ve Schmidt, A. (2010). Implications of Flexpatriates Lifestyles on HRM Practices. Management Ravue, 21 (2), 155-173.
• Mcclaren, N., Adam, S. ve Vocino, A. (2010). Investigating Socialization, Work-Related Norms, and the Ethical Perceptions of Marketing Practitioners. Journal of Business Ethics, 96 (1), 95-115.
• Nakano, L.Y. (2000). Volunteering as a Lifestyle Choice: Negotiating Self-Identities in Japan. Ethnology, 39 (2), 93-107.
• Neves, P. ve Eisenberger, R. (2014). Perceived Organizational Support and Risk Taking. Journal of Managerial Psychology, 29 (2), 187-205.
• Neylan, M.P. (1962). Anxiety. The American Journal of Nursing, 62 (5), 110-111.
• Oeij, P.R.A., Dhondt, S. ve Korver, T. (2011). Workplace Innovation, Social Innovation, Social Quality. The International Journal of Social Quality, 1 (2), 31-49.
• Ortega, J. (2009). Employee Discretion and Performance Pay. The Accounting Review, 84 (2), 589-612.
• Ozbek, M.F. (2011). Örgüt İçerisindeki Güven ve İşe Yabancılaşma İlişkisinde Örgüte Uyum Sağlamanın Aracı Rolü, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 16 (1), 231-248.
• Ozcelik, H. ve Barsade, S.G. (2018). No Employee an Island: Workplace Loneliness and Job Performance. Academy of Management Journal, 61 (6), 2343-2366.
• Pawar, B.S. (2009). Some of the Recent Organizational Behavior Concepts as Precursors to Workpace Spirituality. Journal of Business Ethics, 88 (2), 245-261.
• Pierce, J.L., Rubenfeld, S.A. ve Morgan, S. (1991). Employee Ownership: A Conceptual Model of Process and Effects. The Academy of Management Review, 16 (1), 121-144.
• Pucetaite, R. ve Lamsa, A. (2008). Developing Organizational Trust Through Advancement of Employees Work Ethic in a Post-Socialist Context. Journal of Business Ethics, 82 (2), 325-337.
• Ramaswami, S.N. (1996). Marketing Controls and Dysfunctional Employee Behaviors: A Test of Traditional and Contingency Theory Postulates. Journal of Marketing, 60 (2), 105-120.
• Rantakari, H. (2012). Employee Initiative and Managerial Control. American Economic Journal: Microeconomics, 4 (3), 171-211.
• Ritter, H. (1990). Anxiety. Journal of Religion and Health, 29 (1), 49-53.
• Sattar, T., Ahmad, K. ve Hassan, S.M. (2015). Role of Human Resource Practices in Employee Performance and Job Satisfaction with Mediating Effect of Employee Engagement. Pakistan Economic and Social Review, 33 (1), 81-96.
• Sauser, W.I. (2009). Sustaining Employee Owned Companies: Seven Recommendations. Journal of Business Ethics, 84 (2), 151-164.
• Schilpzand, P., Houston, L. ve Cho, J. (2018). Not too Tired to be Proactive: Daily Empowering Leadership Spurs Next-Morning Employee Proactivity as Moderated by Nightly Sleep Quality. Academy of Management Journal, 61 (6), 2367-2387.
• Sebora, T.C. ve Theerapatvong, T. (2010). Corporate Entrepreneurship: A Test of External and Internal Influences on Managers Idea Generation, Risk Taking, and Proactiveness. International Entrepreneurship and Management Journal, 6 (3), 331-350.
• Sharma, B. (1998). Organizational Socialization: Beyond Fitting New Employees into the Existing Culture. Indian Journal of Industrial Relations, 34 (1), 73-79.
• Shore, T., Sy, T. ve Strauss, J. (2006). Leader Responsiveness, Equity Sensitivity, and Employee Attitudes and Behavior. Journal of Business and Psychology, 21 (2), 227-241.
• Sidman, M. (1964). Anxiety. Proceedings of the American Philosophical Society, 108 (6), 478-481.
• Taatila, V., Down, S. (2012). Measuring Entrepreneurial Orientation of University Students. Education + Training, 54 (8), 744-760.
• Tanimoto, K. (2008). A Conceptual Framework of Social Entrepreneurship and Social Innovation Cluster: A Preliminary Study. Hitotsubashi Journal of Commerce and Management, 42 (1), 1-16.
• To, C., Ordonez, L. ve Schweitzer, M.E. (2018). Going for it on Fourth Down: Rivalry Increases Risk Taking, Physiological Arousal, and Promotion Focus. Academy of Management Journal, 61 (4), 1281-1306.
• Xiao, J.J., Ahabeeb, M.J., Hong, G. ve Haynes, G.W. (2001). Attitude toward Risk and Risk-Taking Behavior of Business-Owning Families. The Journal of Consumer, 35 (2), 307-325.
• Vanhala, S. ve Tuomi, K. (2006). HRM, Company Performance and Employee Well-Being. Management Revue, 17 (3), 241-255.
• Yu, L., Duffy, M.K. ve Tepper, B.J. (2018). Consequences of Downward Envy: A Model of Self-Esteem Threat, Abusive Supervision, and Supervisory Leader Self-Improvement. Academy of Management Journal, 61 (6), 2296-2318.
• Zhang, J. (2010). Employee Orientation and Performance: An Exploration of the Mediating Role of Customer Orientation. Journal of Business Ethics, 91 (1), 111-121.
• Zhang, M., Fan, D.D. ve Zhu, C.J. (2014). High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links. Journal of Business Ethics, 120 (3), 423-435.