HOW DOES PERCEIVED WORKPLACE ARROGANCE AFFECT ORGANIZATIONAL COMMITMENT IN THE BANKING SECTOR?

Abstract

This study examines the relationship between perceived workplace arrogance of banking sector employees and their organizational commitment, including itssub-dimensions of organizational commitment, which are affective commitment, continuance commitment and normative commitment. The aim of the study is to determine how and to what extent the arrogant behaviors, attitudesand practices that banking sector employees perceive and are exposed to in their workplaces affect their commitment to the business and organization they work for. Workplace arrogance is often associated with the arrogant behaviors of leaders. The study was conducted with the participation of 422 banking employees, using two different scales to measure perceived workplace arrogance, organizational commitment and its the sub-dimensions As a result of the study, it was determined that perceived workplace arrogance generally has a negative effect on organizational commitment. It was also determined that it has negative effects on the sub-dimensions of organizational commitment, albeit at varying rates.

Keywords

• Banking
• Workplace Arrogance
• Organizational Commitment

BANKACILIK SEKTÖRÜNDE ALGILANAN İŞYERİ KİBRİ, ÖRGÜTSEL BAĞLILIĞI NASIL ETKİLER?

Abstract

Bu çalışmada, bankacılık sektörü çalışanlarının algıladıkları işyeri kibri ile çalışanların örgütsel bağlılıkları ve örgütsel bağlılığın alt boyutları olan duygusal bağlılık, devam bağlılığı ve normatif bağlılık arasındaki ilişki incelenmiştir. Çalışmanın amacı, bankacılık sektörü çalışanlarının içerisinde bulundukları işyerlerinde, maruz kaldıklarını düşündükleri ve algıladıkları kibirli davranışların, yaklaşımların ve uygulamaların, görev yaptıkları işletmeye ve örgüte bağlılıklarını nasıl ve ne oranda etkilediğini tespit etmektir. İşyeri kibri sıklıkla liderlerin kibirli davranışları ile ilişkilendirilmektedir. Araştırma 422 bankacının katılımı ile gerçekleştirilmiştir ve algılanan işyeri kibri ile örgütsel bağlılık ve örgütsel bağlılığın alt boyutlarını ölçmek amacı ile 2 farklı ölçek kullanılmıştır. Araştırma sonucunda algılanan işyeri kibrinin genel olarak örgütsel bağlılık üzerinde negatif etkisi saptanmıştır. Örgütsel bağlılığın alt boyutları üzerinde ise yine değişen oranlarda olmakla birlikte negatif etkileri tespit edilmiştir.

Keywords

• Bankacılık
• İşyeri Kibri
• Örgütsel Bağlılık

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