Materyalizme Karşı Gönüllü Sadelik: Hayat Tarzı İşyeri Sapma Davranışlarını Etkiler mi?

Abstract

İşyeri sapma literatürü, esas olarak örgütsel uygulamaların işyeri sapma davranışları üzerindeki etkilerine odaklanmıştır. Çalışanların bireysel özelliklerinin de işyeri sapmasına neden olabileceği göz ardı edilmiştir. Bu araştırma, çalışanların yaşam tarzlarının iş yerindeki sapkın davranışlara etkisini belirlemeyi amaçlamaktadır. Araştırmada yaşam biçimleri olarak materyalizm ve gönüllü sadelik ele alınmıştır. Araştırma, kesitsel nicel araştırma olarak tasarlanmıştır. Araştırma verileri materyalizm, gönüllü sadelik ve işyeri sapma davranışları ölçeklerinden oluşan bir anket aracılığıyla toplanmıştır. Araştırma verileri hizmet sektöründe çalışan 387 profesyonelden elde edilmiştir. Hipotezler regresyon analizi kullanılarak test edilmiştir. Araştırma bulgularına göre materyalizm işyeri sapmasını olumlu yönde etkilerken, gönüllü sadelik olumsuz yönde etkilemektedir. Bu sonuçlar, yöneticilerin işyerinde sapkın davranışları önlemek için kararlar alırken çalışanların yaşam tarzlarını da dikkate almaları gerektiğini göstermektedir.

Keywords

• Hayat Tarzı
• Materyalizm
• Gönüllü Sadelik
• İşyerinde Sapma

Materialism Versus Voluntary Simplicity: Does the Lifestyle Affect Workplace Devıance Behaviors?

Abstract

Workplace deviation literature has mainly focused on the effects of organizational practices on workplace deviation behaviors. It has been ignored that the individual characteristics of the employees can also cause workplace deviation. This research aims to determine the effect of employees' lifestyles on deviant behavior in the workplace. Materialism and voluntary simplicity were discussed as lifestyles in the research. The research was designed as cross-sectional quantitative research. Research data were collected through a questionnaire consisting of materialism, voluntary simplicity, and workplace deviant behavior scales. Research data were obtained from 387 professionals working in the service sector. Hypotheses are tested using regression analysis. According to the research findings, while materialism affects workplace deviance positively, voluntary simplicity affects negatively. These results show that managers should also take into account the lifestyle of employees while making decisions to prevent workplace deviant behavior.

Keywords

• Lifestyle
• Materialism
• Voluntary Simplicity
• Workplace Deviance

References

1. Adekanmbi, F. P., & Ukpere, W. I. (2021). Employees’ attitude towards fraudulent behaviors: Investigating the effect of frugality and materialism. International Journal of Psychosocial Rehabilitation, 25(3), 381-394.
2. Alexander, S., & Ussher, S. (2012). The voluntary simplicity movement: A multi-national survey analysis in theoretical context. Journal of Consumer Culture, 12(1), 66-86.
3. Ayazlar, G., & Güzel, B. (2013). The effect of organizational justice towards workplace deviant behaviour and job quit intention of hotel employees. Journal of Travel and Hospitality Management, 10(3), 6-23.
4. Belk, R.W. (1985). Materialism: trait aspects of living in the material World. Journal of Consumer Research, 12, 265-280.
5. Belk, W.R. (1984). Three scales to measure constructs related to materialism: Reliability, validity, and relationships to measures of happiness. Advances in Consumer Research, 11, 291-297.
6. Bennett, R.J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349-360.
7. Bodla, A.A., Tang, N., Dick, R.V., & Mir, U.R. (2019). Authoritarian leadership, organizational citizenship behavior, and organizational deviance. Leadership & Organization Development Journal, 40(5), 583-599.
8. Boujbel, L., & D'Astous, A. (2012). Voluntary simplicity and life satisfaction: Exploring the mediating role of consumption desires. Journal of Consumer Behaviour, 11, 487-494.

9. Braje, I. N., Aleksić, A., & Jelavić, S. R. (2020). Blame it on individual or organization environment: what predicts workplace deviance more? Social Sciences, 9(6), 99.
10. Chen, L.L., Fah, B.C., & Jin, T.C. (2006). Perceived organizational support and workplace deviance in the voluntary sector. Procedia Economics and Finance, 35(1), 468-475.
11. Chiu, S.F., & Peng, J.C. (2008). The relationship between psychological contract breach and employee deviance: The moderating role of hostile attributional style. Journal of Vocational Behavior, 73(3), 426-433.
12. Crawford, W., Jean, E.L., Kamar, K.M., & Harris, K.J. (2019). Organizational politics and deviance: Exploring the role of political skill. Human Performance, 32(2), 1-15.
13. Cui, P., Shen, Y., Hommey, C., & Ma, J. (2021). The dark side of the pursuit of happiness comes from the pursuit of hedonia: The mediation of materialism and the moderation of self-control. Current Psychology, 1-11.
14. Deckop, J.R., Giacalone, R.A., & Jurkiewicz, C.L. (2015). Materialism and workplace behaviors: Does wanting more result in less? Social Indicators Research, 121(3), 787-803.
15. Deckop, J.R., Jurkiewicz, C.L., & Giacalone, R.A. (2010). Effects of materialism on work-related personal well-being. Human Relations, 63(7), 1007-1030.
16. Dittmar, H., & Pepper, L. (1994). To have is to be: Materialism and person perception in working-class and middle-class British adolescents. Journal of Economic Psychology, 15, 233-254.
17. Elgin, D., & Mitchell, A. (1977). Voluntary simplicity, The Co-Evolution Quarterly, Summer, 1-30.
18. Erkutlu, H., & Chafra, J. (2018). Despotic leadership and organizational deviance. Journal of Strategy and Management, 11(2), 150-165.
19. Etzioni, A. (1998). Voluntary simplicity: characterization, select psychological implications, and societal consequences. Journal of Economic Psychology, 19, 619-643.
20. Ferris, L., Brown, D.J., & Heller, D. (2009). Organizational supports and organizational deviance: The mediating role of organization-based self-esteem. Organizational Behavior and Human Decision Processes, 108(2), 279-286.
21. Friedman, H.H. & Friedman, L.W. (2010). Dying of consumption? Voluntary simplicity as an antidote to hypermaterialism. In W. Sun, J. Stewart, & D. Pollard, (Eds.), Reframing corporate social responsibility: Lessons from the global financial crisis (critical studies on corporate responsibility, governance and sustainability (pp. 253-269). Bingley: Emerald Group Publishing Limited.
22. Giacalone, R.A., Jurkiewicz, C.L., & Deckop, J.R. (2008). On ethics and social responsibility: The impact of materialism, postmaterialism, and hope. Human Relations, 61(4), 483-514.
23. Gils, S.V., Quaquebeke, N.V., Knippenberg, D.V., Dijke, M.V., & Cremer, D.D. (2015). Ethical leadership and follower organizational deviance: The moderating role of follower moral attentiveness. The Leadership Quarterly, 26, 190-203.
24. Gottschalk, P. (2022). Trusted chief executives in convenient white-collar crime. Crime & Delinquency, 1-29.
25. Gregg, R.B. (1936). The value of voluntary simplicity. Pennsylvania: Pendle Hill.
26. Grigsby, M. (2004). Buying time and getting by the voluntary simplicity movement. New York: State University of New York Press.
27. Grouzet, F.M., Kasser, T., Ahuvia, A., Dols, J.M., Kim, Y., Lau, S., et al. (2005). The structure of goal contents across 15 cultures. Journal of Personality and Social Psychology, 89(5), 800-816.
28. Hair, J.J., Black, W.C., Babin, B.J., & Anderson, R.E. (2014). Multivariate data analysis seventh edition. Harlow: Pearson Education Limited.
29. Harper, D. (1990). Spotlight abuse-save profits. Industrial Distribution, 79, 47-51.
30. Hastings, S.E., & O'neill, T.A. (2009). Predicting workplace deviance using broad versus narrow personality variables. Personality and Individual Differences, 47(4), 289-293.
31. Hsieh, H.H., & Wang, Y.D. (2016). Linking perceived ethical climate to organizational deviance: The cognitive, affective, and attitudinal mechanisms. Journal of Business Research, 69, 3600–3608.
32. Iwata, O. (1997). Attitudinal and behavioral correlates of volutary simplicity lifestyle. Social Behavior and Personality, 25(3), 233-240.
33. Iwata, O. (2001). Attitudinal determinants of environmentally responsible behavior, Social Behavior and Personality: An international journal, 29(2), 183-190.
34. Iwata, O. (2006). An evaluation of consumerism and lifestyle as correlates of a voluntary simplicity lifestyle. Social Behavior and Personality: An international journal, 34(5), 557-568.
35. İyigün, N.Ö., & Çetin, C. (2012). The impact of psychological contract on organizational deviance and a research in pharmaceutical sector. Öneri Dergisi, 10(37), 15-29.
36. Kasser, T. (2016). Materialistic values and goals. Annual Review of Psychology, 67(1), 9.1-9.26.
37. Kasser, T., Vansteenkiste, M., & Deckop, J.R. (2006). The ethical problems of a materialistic value orientation for businesses (and some suggestions for alternatives). In J. R., Deckop, (Eds), Human resource management ethics (ethics in practice) (pp. 283-306). Greenwich: Information Age Publishers.
38. Kayış, A. (2016). Güvenilirlik Analizi. Ş. Kalaycı (Ed.), SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri 7. Baskı içinde (ss. 403-419). Ankara: Asil Yayın Dağıtım.
39. Kilbourne, W., & Pickett, G. (2008). How materialism affects environmental beliefs, concern, and environmentally responsible behavior. Journal of Business Research, 61, 885–893.
40. Kraisornsuthasinee, S., & Swierczek, F.W. (2018). Beyond consumption: The promising contribution of voluntary simplicity. Social Responsibility Journal, 14(1), 80-95.
41. Malik, P., & Lenka, U. (2018). Integrating antecedents of workplace deviance: Utilizing AHP approach. Journal of Indian Business Research, 10(1), 101-122.
42. Murphy, K.R. (1993). Honesty in the workplace. Belmont: Thomson Brooks / Cole.
43. Neves, P., & Story, J. (2015). Ethical leadership and reputation: Combined indirect effects on organizational deviance. Journal of Business Ethics, 127(1), 165-176.
44. Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory (Third edition). New York: McGraw-Hill.
45. O'Neill, T.A., & Hastings, S.E. (2011). Explaining workplace deviance behavior with more than just the big five. Personality and Individual Differences, 50(2), 268-273.
46. O'Neill, T.A., Lewis, R.J., & Craswell, J.J. (2011). Employee personality, justice perceptions, and the prediction of workplace deviance. Personality and Individual Differences, 51(5), 595-600.
47. O'Sullivan, P., & Kraisornsuthasinee, S. (2020). You earn as you live as you value: Consumption-work dialectic and its implications for sustainability. Sustainability Accounting, Management and Policy Journal, 11(2), 429-450.
48. Özgül, E. (2011). Evaluations of consumers’ socio-demographic characteristics in terms of hedonic consumption and voluntary simplicity life styles. Ege Academic Review, 11(1) 25-38.
49. Pletzer, J.L., Bentvelzen, M., Oostrom, J.K., & Vries, R.E. (2019). A meta-analysis of the relations between personality and workplace deviance: Big five versus HEXACO. Journal of Vocational Behavior, 112(1), 369-383.
50. Richins, M. L. (2004). The material values scale:Measurement properties and development of a short form. Journal of Consumer Research, 31, 209-219.
51. Richins, M.L., & Dawson, S. (1992). A consumer values orientation for materialism and its measurement: Development and validation. Journal of Consumer Research, 19(3), 303-316.
52. Robinson, S.L., & Bennett, R.J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. The Academy of Management Journal, 38(2), 555-572.
53. Shama, A., & Wisenblit, J. (1984). Values of voluntary simplicity: Lifestyle and motivation. Psychological Reports, 55, 231-240.
54. Tabachnick, B. G., & Fidell, L. (2013). Using multivariate statistics (Six edition). Boston: Pearson.
55. Tang, T.L.P., & Chiu, R.K. (2003). Income, money ethic, pay satisfaction, commitment, and unethical behavior: Is the love of money the root of evil for hong kong employees? Journal of Business Ethics, 46, 13-30.
56. Torlak, O., & Koç, U. (2007). Materialistic attitude as an antecedent of organizational citizenship behavior. Management Research News, 30(8), 581-596.
57. Unanue, W., Rempel, K., Gómez, M.E., & Broeck, A.V. (2017). When and why does materialism relate to employees’ attitudes and well-being: The mediational role of need satisfaction and need frustration. Frontiers in Psychology, 8, 1-15.
58. Valle, M., Kacmar, K.M., Ziynuska, S., & Harting, T. (2019). Abusive supervision, leader-member exchange, and moral disengagement: A moderated-mediation model of organizational deviance. The Journal of Social Psychology, 159(3), 299-312.
59. Vansteenkiste, M., Neyrinck, B., Niemiec, P.C., Soenens, B., Witte, H.D., & Broeck, A.V. (2007). On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach. Journal of Occupational and Organizational Psychology, 80, 251-277.
60. Vansteenkiste, M., Simons, J., Lens, W., Sheldon, K.M., & Deci, E.L. (2004), Motivating learning, performance, and persistence: the synergistic effects of intrinsic goal contents and autonomy-supportive contexts. Journal of Personality and Social Psychology, 87(2), 246-260.
61. Vohs, K.D., Mead, N.L., & Goode, M.R. (2006). The psychological consequences of money. Science, 314(5802), 1154-1156.
62. Xie, T., Shi, Y., & Zhou, J. (2016). The adverse effect of materialism on employee engagement in China. Journal of Chinese Human Resource Management, 7(2), 100-114.
63. Yeşiltaş, M., Çeken, H., & Sormaz, Ü. (2012). Ethical leadership and organizational justice on the effect of organizational workplace deviation. Muğla Üniversitesi Sosyal Bilimler Üniversitesi Dergisi, 28, 18-39.
64. Zavestoski, S. (2002). The social–psychological bases of anticonsumption attitudes. Psychology & Marketing, 19(2), 149-165.