KİŞİ-ÖRGÜT UYUMUNUN İŞE YABANCILAŞMA ÜZERİNDEKİ ETKİSİNDE ÖRGÜTSEL SİNİZMİN ROLÜ

Öz

Çalışmanın amacı, kişi-örgüt uyumunun işe yabancılaşma üzerindeki etkisinde örgütsel sinizmin aracı rolünü tespit etmektir. Anket yöntemi ile elektronik ortamda hizmet, sanayi, eğitim ve sağlık sektöründen 325 özel sektör çalışanına ulaşılmıştır. Çalışmada kişi-örgüt uyumu, işe yabancılaşma ve örgütsel sinizm değişkenleri açıklanarak birbirleri ile olan ilişkileri gözlemlenmiştir. Toplanan veriler ile yapılan regresyon analizleri neticesinde değişkenlerin birbirlerine etkileri üzerine kurulan hipotezler desteklenmiştir. Kişi-örgüt uyumu, bireyin değerlerinin, inançlarının ve kişiliğinin örgütün kültürü, değerleri ve normlarıyla ne kadar uyumlu olduğunu ifade etmektedir. Bu çalışmada, yüksek kişi-örgüt uyumunun işe yabancılaşmayı ve örgütsel sinizmi azalttığı görülmüştür. İşe yabancılaşmanın, kişi-örgüt uyumu düşük olduğunda ve/veya örgütsel sinizm yüksek olduğunda arttığı bulunmuştur. Örgütsel sinizmin kişi-örgüt uyumunun işe yabancılaşma üzerindeki etkisindeki aracı rolü ile ilgili olarak, örgütsel sinizmin tam aracı rolü olduğu sonucuna ulaşılmıştır. Bu bulgu, kişi-örgüt uyumunun işe yabancılaşmayı direkt olarak etkilemek yerine, örgütsel sinizm üzerinden dolaylı bir etkiye sahip olduğunu gösterir. Kişi-örgüt uyumunun düşük olması, örgütsel sinizmi arttırmakta, bu da işe yabancılaşmayı arttırmaktadır.

Anahtar Kelimeler

• kişi-örgüt uyumu
• işe yabancılaşma
• örgütsel sinizm

THE MEDIATING ROLE OF ORGANIZATIONAL CYNICISM IN THE RELATIONSHIP BETWEEN PERSON ORGANIZATION FIT AND WORK ALIENATION

Öz

The human factor is crucial for businesses to ensure their sustainability in a competitive environment. Therefore, it is important for individuals and organizations to act in harmony together. Person-organization fit refers to how well an individual's values, beliefs, and personality align with the culture, values, and norms of the organization. Organizational cynicism, one of the behaviors that emerge in cases of misalignment, represents the negative attitudes an employee harbors towards the organization. Negative thoughts towards the organization can lead to the individual's alienation from the organization and distancing from organizational goals, which may cause the work alienation. The purpose of this study is to identify the mediating role of organizational cynicism in the effect of person-organization fit on work alienation. Through the use of an online survey method, we have reached out to 325 private sector employees from service, industry, education, and health sectors. In the study, the variables of person-organization fit, work alienation, and organizational cynicism were explained, and their relationships with each other were observed. Through regression analyses conducted on the collected data, the hypotheses regarding the effects of the variables on each other were supported. The study has observed that a high person-organization fit decreases work alienation and organizational cynicism. It has been found that work alienation increases when person-organization fit is low and/or organizational cynicism is high. Regarding the mediating role of organizational cynicism in the effect of person-organization fit on work alienation, it has been concluded that organizational cynicism plays a complete mediating role. This finding demonstrates that person-organization fit has an indirect effect on work alienation through organizational cynicism. Lower person-organization fit tends to increase organizational cynicism, which in turn escalates work alienation. As a result of the findings, the study concludes by addressing the limitations related to the research subject, providing recommendations for both organizations implementing these practices and researchers for future studies.

Anahtar Kelimeler

• Person-Organization Fit
• Organizational Cynicism
• Work Alienation

Kaynakça

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