The Mediating Role of Prejudice in Mobbing and Organizational Commitment

Abstract

This study aims to determine the effect of prejudice on the relationship between organizational commitment and mobbing. Mobbing is the negative actions and behaviors that an employee in an organization applies to other employees. Organizational commitment implies that the employee is adopting an organization and that he/she is trying for the organization willingly. Prejudice is oftentimes a negative prognostication because of lack of information against a person or a group. Although there are studies on mobbing and organizational commitment in the literature, there is no study linking these concepts with prejudice. The research sample consists of 391 teachers working in Ankara. In order to measure organizational commitment, mobbing and prejudice behaviors, scales developed by the researcher based on the literature were used. This research was designed with correlational survey model. Data were analyzed by correlation and hierarchical regression tests. According to the results of the research, professional tenure, age and school size influence organizational commitment, mobbing, and prejudice. A significant and negative relationship was found between mobbing and organizational commitment. Likewise, a significant and negative relationship was found between prejudice and organizational commitment. However, there is a meaningful and positive relationship between prejudice and mobbing. As a result of the hierarchical regression analysis, prejudice was found to be completely mediated between organizational commitment and mobbing. This research is the first research to determine the relationship between concepts in literature.

Keywords

• Organizational Commitment,Mobbing,Prejudice,Mediation

Psikolojik Yıldırma ve Örgütsel Bağlılık İlişkisinde Önyargının Aracılık Rolü

Abstract

Bu çalışma örgütsel bağlılık ve psikolojik yıldırma ilişkisinde önyargının aracılık etkisini belirlemeyi amaçlamaktadır. Psikolojik yıldırma, örgütteki bir çalışanın diğer çalışanlara uyguladığı olumsuz eylem ve davranışlardır. Örgütsel bağlılık çalışanın örgütü benimsemesini ve örgüt için istekli bir şekilde çaba göstermesini ifade etmektedir. Önyargı ise bir kişi veya gruba karşı bilgi eksikliği sebebiyle genellikle olumsuz öngörü sahibi olma durumudur. Alanyazında psikolojik yıldırma ve örgütsel bağlılığa ilişkin çalışmalar olsa da bu kavramları önyargı ile ilişkilendiren bir çalışma bulunmamaktadır. Araştırma örneklemi Ankara ilinde görev yapan 391 öğretmenden oluşmaktadır. Örgütsel bağlılık, psikolojik yıldırma ve önyargı davranışlarını ölçmek için araştırmacı tarafından alanyazın temel alınarak geliştirilen ölçekler kullanılmıştır. Bu araştırma ilişkisel tarama modeli ile desenlenmiştir. Veriler korelasyon ve hiyerarşik regresyon testleriyle analiz edilmiştir. Araştırmanın sonuçlarına göre mesleki kıdem, yaş ve okul büyüklüğü örgütsel bağlılık, psikolojik yıldırma ve önyargı davranışını etkilemektedir. Psikolojik yıldırma ve örgütsel bağlılık arasında anlamlı ve negatif bir ilişki bulunmuştur. Önyargı ve örgütsel bağlılık arasında da anlamlı ve negatif bir ilişki belirlenmiştir. Bununla birlikte, önyargı ve psikolojik yıldırma arasında anlamlı ve pozitif yönlü bir ilişki söz konusudur. Hiyerarşik regresyon analizi sonucunda ise önyargının, örgütsel bağlılık ile psikolojik yıldırma davranışı arasında tamamen aracılık ettiği saptanmıştır. Bu araştırma, alanyazında kavramlar arasındaki ilişkileri belirleyen ilk araştırma olma özelliği taşımaktadır.

Keywords

• Örgütsel Bağlılık,Psikolojik Yıldırma,Önyargı,Aracılık

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