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Beş Faktör Kişilik Özelliklerinin Örgütsel Muhalefete Etkisi ve Lider- Üye Etkileşiminin Düzenleyici Rolü: Beyaz Yakalı Çalışanlar Üzerinde Bir Araştırma

Year 2021, , 123 - 140, 30.06.2021
https://doi.org/10.33905/bseusbed.944172

Abstract

Bu çalışmanın amacı, kişilik özelliklerinin örgütsel muhalefet davranışı gösterme üzerindeki etkisini ortaya koymak ve lider-üye etkileşiminin bu ilişki üzerinde düzenleyici bir rol üstlenip üstlenmediğini tespit etmektir. Bu amaçla; farklı sektörlerde faaliyet gösteren 750 beyaz yakalı çalışandan anket yöntemi ile veri toplanmıştır. Toplanan verilere öncelikle açıklayıcı faktör analizi yapılmıştır. Daha sonra hipotezler doğrultusunda geliştirilen model yapısal eşitlik modellemesi ile test edilmiştir. Çıkan sonuçlar; sorumluluk ve deneyime açıklık kişilik özelliklerinin açık muhalefeti pozitif yönde etkilediği uyumluluk ve nevrotiklik kişilik özelliklerinin açık muhalefeti negatif yönde etkilediğini ortaya koymaktadır. Deneyime açıklık ve duygusal denge kişilik özellikleri gizli muhalefeti pozitif yönde etkilerken dışa dönüklük ve uyumluluk kişilik özellikleri ise negatif yönde etkilemektedir. Yer değiştirmiş muhalefeti deneyime açıklık ve duygusal denge kişilik özellikleri pozitif yönde etkilerken sorumluluk kişilik özelliği negatif yönde etkilemektedir. Düzenleyici değişken olarak modele dahil edilen lider-üye etkileşiminin düzenleyicilik rolleri ise yalnızca dışa dönüklük ve sorumluluk kişilik özelliklerinin örgütsel muhalefet davranışları üzerindeki etkilerinde ortaya çıkmıştır.

References

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  • Kassing, J. W. (2000b). Investigating the relationship between superior‐subordinate relationship quality and employee dissent. Communication Research Reports, 17(1), 58-69.
  • Kassing, J. W. (2002). Speaking up: Identifying employees’ upward dissent strategies. Management Communication Quarterly, 16(2), 187-209.
  • Kassing, J. W. (2011). Dissent in organizations, Cambridge: Polity Press.
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The Effect of Big Five Personality Traits on the Organizational Dissent and the Moderating Role of Leader-Member Exchange:A Research on the White-Collar Employees

Year 2021, , 123 - 140, 30.06.2021
https://doi.org/10.33905/bseusbed.944172

Abstract

This study aims to determine the effects of personality on organizational dissent behavior and the moderating role of leader-member exchange on this relationship. For this purpose, the data collected with a survey method from 750 white-collar employers who are working in different industries. Exploratory factor analysis was conducted on the data. Later on, the structural model was formed through the hypothesis, tested by the structural equation modeling. Results prove that while conscientiousness and openness to experience affect articulated dissent positively, agreeablenesss, and emotional stability affect this dissent behaviour negatively. While openness to experience and emotional stability affect latent dissent positively, extraversion, and agreeableness affect negatively. Displaced dissent is affected positively by openness to experience and emotional stability but conscientiousness affects displaced dissent negatively. The moderating role of the leader-member exchange is statistically significant only in the relationships between extraversion and conscientiousness personality traits and organizational dissent behaviour.

References

  • Antonioni, D. (1998). Relationship between the big five personality factors and conflict management styles. International Journal of Conflict Management, 9(4), 336-355.
  • Ataç, L. O. ve Köse, S. (2017). Örgütsel demokrasi ve örgütsel muhalefet ilişkisi: Beyaz yakalılar üzerine bir araştırma. İstanbul Business Research, 46(1), 117-132.
  • Avtgis, T. A., Thomas-Maddox, C., Taylor, E. & Richardson, B. R. (2007). The influence of employee burnout syndrome on the expression of organizational dissent. Communication Research Reports, 24, 97-102.
  • Bauer, T. N. & Erdogan, B. (Eds.). (2015). The Oxford handbook of leader-member exchange. UK: Oxford University Press.
  • Benet-Martinez, V. & John, O. P. (1998). Los cinco grandes across cultures and ethnic groups: Multitrait-multimethod analyses of the Big Five in Spanish and English. Journal of Personality and Social Psychology, 75(3), 729-750.
  • Bono, J. E., Boles, T. L., Judge, T. A. & Lauver, K. J. (2002). The role of personality in task and relationship conflict. Journal of Personality, 70(3), 311-344.
  • Brown, T. A. (2006). Confirmatory factor analysis for applied research. New York: The Guilford Press.
  • Comrey, A. L. (1988). Factor-analytic methods of scale development in personality and clinical psychology. Journal of Consulting and Clinical Psychology, 56(5), 754-761.
  • Costa, P. T. & McCrae, R. R. (1992). Normal personality assessment in clinical practice: The NEO Personality Inventory. Psychological Assessment, 4(1), 5-13.
  • Costa, P. T. & McCrae, R. R. (1995). Domains and facets: Hierarchical personality assessment using the revised NEO personality inventory. Journal of Personality Assessment, 64(1), 21-50.
  • Coşkun, R., Altunışık, R., Bayraktaroğlu, S., & Yıldırım, E. (2015). Sosyal bilimlerde araştırma yöntemleri SPSS uygulamalı, 8. Baskı. Sakarya: Serkan Yayıncılık.
  • Croucher, S. M., Kassing, J. W. & Diers-Lawson, A. R. (2013). Accuracy, coherence and discrepancy in self-and other-reports: Moving toward an interactive perspective of organizational dissent. Management Communication Quarterly, 27(3), 425-442.
  • Dansereau Jr, F., Graen, G. & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), 46-78.
  • Demirtaş, Ö., Karaca, M., & Biçkes, M. (2017). Başarılı Girişimciliğin Perde Arkasındaki Güçler: Bazı İnsanlar Neden Girişimci Olarak Diğerlerinden Daha Başarılıdır?. Eğitim Yayınevi.
  • DeVellis, R. F. (2016). Scale development: Theory and applications. (Applied Social Research Methods Series, Vol. 26). Newbury Park, CA: Sage Publications.
  • Dienesch, R. M. & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618-634.
  • Eren, E. (2006). Örgütsel davranış ve yönetim psikolojisi. İstanbul: Beta Basım Yayım Dağıtım.
  • Erkuş, A. (2011). Çok boyutlu lider-izleyici etkileşiminde kişilik özelliklerinin ve güç kaynaklarının rolü. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(1), 127-152.
  • Eryılmaz, İ., Dirik, D. & Gülova, A. A. (2017). İş tatmininin belirleyicisi olarak lider-üye etkileşimi ve politik yetinin düzenleyici rolü. Uluslararası İktisadi ve İdari İncelemeler Dergisi, (16. UİK Özel Sayısı), 167-182.
  • Field, A. (2009). Discovering statistics using SPSS, (3rd Edition). London: SAGE Publications Ltd
  • Garner, J. T. (2006). When things go wrong at work: expressions of organizational dissent as interpersonal influence. Yayınlanmamış Doktora Tezi. Texas: Chistian University.
  • Garner, J. T. (2009). When things go wrong at work: an exploration of organizational dissent messages, Communication Studies, 60(2), 197-218
  • Goodboy, A. K. & Myers, S. A. (2012). Instructional dissent as an expression of students' verbal aggressiveness and argumentativeness traits. Communication Education, 61(4), 448-458.
  • Graen, G. (1976). Role making processes within complex organizations. In M. D. Dunnette (Ed.), Handbook in industrial and organizational psychology (1201-1245). Chicago: Rand Mcnally.
  • Graen, G. B. & Cashman, J. (1975). A role-making model of leadership in formal organization: A development approach. Leadership Frontier, 8, 143-165.
  • Graen, G. B. & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. In L.L. Cummings, and B.M. Staw (Eds.), Research in Organizational Behavior, 9, 175–208.
  • Graen, G. B. & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247.
  • Gürbüz, S. & Şahin, F. (2018). Sosyal bilimlerde araştırma yöntemleri. 5. Basım. Ankara: Seçkin Yayıncılık.
  • Hair, J. F., Black, W. C., Babin, B. J. & Anderson. R. E. (2010). Multivariate data analysis: A global perspectives. New Jersey: Pearson Prentice Hall.
  • Hatcher, L. (1994). A step-by-step approach to using sas for factor analysis and structural equation modeling, Cary, NC: SAS Institute Inc.
  • Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling [White paper]. http://www.afhayes.com/public/process2012.pdf. (Erişim tarihi: 09.10.2019).
  • Hayes, N., & Joseph, S. (2003). Big 5 correlates of three measures of subjective well-being. Personality and Individual Differences, 34(4), 723-727.
  • Jöreskog, K. G. & Sörbom, D. (1993). LISREL 8: Structural equation modeling with the SIMPLIS command language. Chicago: Scientific Software International.
  • Kassing, J. W. (1997). Articulating, antagonizing and displacing: A model of employee dissent. Communication Studies, 48(4), 311-332.
  • Kassing, J. W. (1998). Development and validation of the organizational dissent scale. Management Communication Quarterly, 12(2), 183-229.
  • Kassing, J. W. (2000a). Exploring the relationship between workplace freedom of speech, organizational identification, and employee dissent. Communication Research Reports, 17(4), 387-396.
  • Kassing, J. W. (2000b). Investigating the relationship between superior‐subordinate relationship quality and employee dissent. Communication Research Reports, 17(1), 58-69.
  • Kassing, J. W. (2002). Speaking up: Identifying employees’ upward dissent strategies. Management Communication Quarterly, 16(2), 187-209.
  • Kassing, J. W. (2011). Dissent in organizations, Cambridge: Polity Press.
  • Kassing, J. W. & Avtgis, T. A. (1999). Examining the relationship between organizational dissent and aggressive communication. Management Communication Quarterly, 13(1), 100-115.
  • Kassing, J. W. & Avtgis, T. A. (2001). Dissension in the organization as it relates to control expectancies. Communication Research Reports, 18(2), 118-127.
  • Kesen, M. ve Pabuçcu, H. (2016). Örgütsel muhalefet ve işe yabancılaşmanın duygusal tükenmişliğe etkisinin ANFIS Model ile incelenmesi. Uluslararası Sosyal Araştırmalar Dergisi, 42(9), 1552-1563
  • Kline, R. B. (2015). Principles and practice of structural equation modeling. New York: Guilford Publications.
  • Koçel, T. (2011). İşletme yöneticiliği. İstanbul: Beta Yayınevi.
  • Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23(3), 451-465.
  • Liden, R. C. & Maslyn, J. M. (1998). Multidimensionality of leader–member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43–72.
  • Liden, R. C., Sparrowe, R. T. & Wayne, S. J. (1997). Leader-member exchange theory; The past and potential for the future. In G. R. Ferris (Ed.). Research in Personnel and Human Resource Management, vol. 15, Forthcoming. Greenwich, CT: JAI Press.
  • Madran, C., & Akdoğan, T. (2010). Satıcıların kişilikleri ile performanslarının ilişkisi; beş faktör modeline göre bir analiz. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 19(1), 366-381.
  • Mcshane, S., & Von Glinow, M. A. (2005). Organizational Behaviour: The power of People and Leadership. In What the Best MBAs Know (pp. 227-259). McGraw-Hill.
  • McCrae, R. R., & Costa Jr, P. T. (1985). Comparison of EPI and psychoticism scales with measures of the five-factor model of personality. Personality and individual Differences, 6(5), 587-597.
  • McCrae, R. R. & Costa, P. T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52(1), 81-90. McCrae, R. R., &. Costa, P. T. (2006). A five-factor theory perspective on traits and culture. Psychologie Française 51 (227-244.
  • Moberg, P. J. (2001). Linking conflict strategy to the five-factor model: Theoretical and empirical foundations. International Journal of Conflict Management, 12(1), 47-68.
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There are 75 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Articles
Authors

Saniye Haydaroğlu 0000-0001-6480-3601

Senem Besler 0000-0002-8417-6753

Publication Date June 30, 2021
Submission Date May 28, 2021
Acceptance Date June 9, 2021
Published in Issue Year 2021

Cite

APA Haydaroğlu, S., & Besler, S. (2021). Beş Faktör Kişilik Özelliklerinin Örgütsel Muhalefete Etkisi ve Lider- Üye Etkileşiminin Düzenleyici Rolü: Beyaz Yakalı Çalışanlar Üzerinde Bir Araştırma. Bilecik Şeyh Edebali Üniversitesi Sosyal Bilimler Dergisi, 6(1), 123-140. https://doi.org/10.33905/bseusbed.944172