Örgütsel Performansın Sağlanmasında Örgütte Güven, Tükenmişlik ve Kişiler Arası Çarpıklığın Rolü

Year 2011, Volume: 8 Issue: 1, 1 - 29, 01.06.2011

Mazlum Çelik Ömer Turunç Memduh Begenirbaş

Abstract

Bu çalışmada, örgüt performansını etkilediği düşünülen örgütte güven ve tükenmişlik değişkenlerinin örgüt performansına etkileri küçük ölçekli gıda sektörü çalışanları üzerinde incelenmiştir. Çalışanların tükenmişlikleri ve örgütte güven olgusunun örgüt performansına etkileri araştırılırken, aynı zamanda bir başka değişken olan kişiler arası çarpıklığın bu etkilerde aracılık rolü üstlenip üstlenmediğine de bakılmıştır. Araştırma sonucunda, çalışanların tükenmişlikleri ile örgüt performansı arasında anlamlı bir ilişki bulunamazken, örgütte güven ile örgüt performansı arasında pozitif ve anlamlı bir ilişki tespit edilmiştir. Kişiler arası çarpıklığın tükenmişlik ve örgüt performansı arasında her hangi bir aracılık etkisine rastlanılmamış, ancak örgütte güven ve örgüt performansı arasında kişiler arası çarpıklığın örgüt performansını azaltıcı yönde kısmi aracılık rolü olduğu tespit edilmiştir. Çalışmada uyumlu bir yapısal eşitlik modeli kurularak örgüt yöneticilerine çalışmanın kapsadığı değişkenlere bağlı olarak örgüt performansını artırıcı önerilerde de bulunulmuştur

Keywords

Örgüt performansı, kişiler arası çarpıklık, tükenmişlik, örgütte güven, yapısal eşitlik modeli

The Role of Organizational Trust, Burnout and Interpersonal Deviance for Achieving Organizational Performance

Abstract

In this study, the organizational trust and burnout variables which are considered to be affecting organizational performance are discussed for smallscaled business (food) enteprises. Although the effects of organizational trust and burnout on organizational performance are particularly examined, interpersonal deviance as another variable is also considered. We find that there is no significant relationship between employees’ burnout and organizational performance. However, there is a positive and significant relationship between organizational trust andorganizational performance. We also find that, while interpersonal deviance has not any mediating effect on burnout and organizational performance, it has a negative and partial mediator role on organizational trust and organizational performance. Through designating a structural equationmodel, recommendations that are geared towards improving the organizational performance are made to the employers and executive officers

Keywords

Organizational performance, interpersonal deviance, burnout, organizational trust, structural equation model

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