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EXAMINATION OF THE MEDIATING ROLE OF BURNOUT IN THE EFFECT OF ORGANIZATIONAL CYNICISM ON TURNOVER

Year 2022, Issue: 63, 65 - 73, 30.12.2022

Muhammed Özgen , Ahmet Coşkun

https://doi.org/10.18070/erciyesiibd.1201028

Abstract

The aim of this study is to reveal whether burnout has a mediating role in the effect of organizational cynicism on turnover intention. The obtained data were collected with the help of the questionnaire method and then analyzed through the SPSS program. The staff working in manufacturing organizations operating in the Kayseri Organized Industrial Zone constitute the universe of the research, and 391 randomly selected people working in these factories constitute the sample of the research. As a result of the research, it was revealed that all of the cognitive, emotional and behavioral sub-dimensions of organizational cynicism had a positive and significant effect on the intention to leave. In the analysis of the mediation effect, it was determined that while the cognitive and behavioral sub-dimensions of organizational cynicism affect the intention to leave, emotional exhaustion and personal accomplishment, which are the sub-dimensions of burnout, are partially mediated. It has been revealed that while the emotional sub-dimension of organizational cynicism affects the intention to leave, only the emotional exhaustion sub-dimension of burnout acts as a partial mediator. Finally, it was determined that while the sub-dimensions of organizational cynicism affected the intention to leave, the depersonalization sub-dimension of burnout did not have any mediation effect.

Keywords

Organizational Cynicism Turnover Intention Burnout

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ÖRGÜTSEL SİNİZMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİNDE TÜKENMİŞLİĞİN ARACI ROLÜNÜN İNCELENMESİ

Year 2022, Issue: 63, 65 - 73, 30.12.2022

Muhammed Özgen , Ahmet Coşkun

https://doi.org/10.18070/erciyesiibd.1201028

Abstract

Bu çalışmanın amacı örgütsel sinizmin işten ayrılma niyeti üzerindeki etkisinde tükenmişliğin aracı rolünün olup olmadığını ortaya koymaktadır. Elde edilen veriler anket yöntemi yardımıyla toplanmış ve daha sonra SPSS programı aracılığıyla analiz edilmiştir. Kayseri Organize Sanayi Bölgesinde faaliyet gösteren imalat işletmelerinde görev yapan çalışanlar araştırmanın evrenini, bu fabrikalarda çalışan ve rassal yöntemle seçilmiş 391 kişi ise araştırmanın örneklemini oluşturmaktadır. Araştırma sonucunda örgütsel sinizmin bilişsel, duygusal ve davranışsal alt boyutlarının hepsinin işten ayrılma niyeti üzerinde pozitif ve anlamlı etkisi olduğu ortaya konulmuştur. Yapılan aracılık etkisi analizinde ise örgütsel sinizmin bilişsel ve davranışsal alt boyutu, işten ayrılma niyetine etki ederken tükenmişliğin alt boyutları olan duygusal tükenme ve kişisel başarı hissinin kısmi olarak aracılık ettiği belirlenmiştir. Örgütsel sinizmin duygusal alt boyutu, işten ayrılma niyetine etki ederken tükenmişliğin sadece duygusal tükenme alt boyutunun kısmi aracılık görevi gördüğü ortaya çıkmıştır. Son olarak örgütsel sinizmin alt boyutları, işten ayrılma niyetine etki ederken tükenmişliğin duyarsızlaşma alt boyunun ise herhangi bir aracılık etkisinin olmadığı ortaya konulmuştur.

Keywords

Örgütsel Sinizm İşten Ayrılma Niyeti Tükenmişlik

References

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  • Akhigbe, O. J., & Gail, O. J. (2017). Job burnout and organizational cynicism among employees in Nigerian banks. European Scientific Journal, ESJ, 13(22), 125-140.
  • Aktuna, H. C. (2020). Örgütsel Adaletin Örgütsel Sinizm Üzerindeki Etkisi: Paraya Yönelik Tutumun Düzenleyici Rolü (Doktora tezi), Gazi Üniversitesi Sosyal Bilimler Enstitüsü.
  • Andersson, L. M. (1996), Employee cynicism: An examination using a contract violation framework. Human Relations, 49(11), 1395-1418.
  • Andersson, L. M., ve Bateman, T. S. (1997). Cynicism in the workplace: Some causes and effects. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 18(5), 449- 469.
  • Angerer, J. M. (2003). Job burnout. Journal of Employment Counseling, 40(3), 98-107.
  • Ardıç, K., ve Polatcı, S. (2008). Tükenmişlik sendromu akademisyenler üzerinde bir uygulama (GOÜ Örneği). Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 10(2), 69-96.
  • Arı, G. S., ve Bal, E. Ç. (2008). Tükenmişlik kavramı: Birey ve örgütler açısından önemi. Yönetim ve Ekonomi Dergisi, 15(1), 131-148.
  • Bakker, A. B., ve Costa, P. L. (2014). Chronic job burnout and daily functioning: A theoretical analysis. Burnout Research, 1(3), 112-119.
  • Balay, R., Kaya, A. ve Cülha, A. (2013). Örgüt kültürü ve örgütsel sinizm ilişkisi, Cumhuriyet Üniversitesi İktisadi ve İdari Bilimler Dergisi, 14(2), 123-144.
  • Barak M., Nissly J. A. ve Levin, A. (2001). Antecedents to retention and turnover among child welfare, social work, and other human service employees: What can we learn from past research? A review and metanalysis. Social service review, 75(4), 625-661.
  • Bedeian, A. G. (2007). Even if the tower Is “Ivory,” It Isn't “White:” Understanding the consequences of faculty cynicism. Academy of Management Learning & Education, 6(1), 9-32.
  • Bhakar, S. S., Bhakar, S., ve Bhakar, S. (2013). Relationship between country of origin, brand image and customer purchase intentions. Far East Journal of Psychology and Business, 10(2), 25-47.
  • Bowen, D. E. (1982). Some unintended consequences of intention to quit. Academy of Management Review, 7(2), 205-211.
  • Brandes, P, Dharwadkar, R. and Dean, J. W. (1999). Does organizational cynicism matter? Employee and supervisor perspectives on work outcomes. Eastern Academy of Management Proceedings, 2(1), 150-153.
  • Brandes, P. M. (1997). Organizational Cynicism: Its Nature, Antecedents, and Consequences (The Degree of Doctor of Philosophy) University of Cincinnati.
  • Budak, G., ve Sürgevil, O. (2005). Tükenmişlik ve tükenmişliği etkileyen örgütsel faktörlerin analizine ilişkin akademik personel üzerinde bir uygulama. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, 20(2), 95-108.
  • Chiaburu, D. S., Peng, A. C., Oh, I. S., Banks, G. C., & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83(2), 181-197.
  • Chiu, S. F., ve Tsai, M. C. (2006). Relationships among burnout, job involvement, and organizational citizenship behavior. The Journal of Psychology, 140(6), 517-530.
  • Cho, D. H. ve Son, J. M. (2012). Job embeddedness and turnover intentions: An empirical investigation of construction IT industries. International Journal of Advanced Science and Technology, (40), 101-110.
  • Cohen, G., Blake, R. S., ve Goldman, D. (2016), Does turnover intention matter? Evaluating the usefulnes of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
  • Cordes, C. L., ve Dougherty, T. W. (1993). A review and an integration of research on job burnout. Academy of Management Review, 18(4), 621-656.
  • Cotton, J. L., ve Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of management Review, 11(1), 55-70.
  • Dean Jr, J.W., Brandes, P. ve Dharwadkar, R. (1998). Organizational cynicism. The Academy of Management Review, 2(23), 341-352.
  • Eaton, J. A. (2000). A Social Motivation Approach to Organizational Cynicism. (Master Thesis) York University.
  • Eren, E. (2012). Örgütsel Davranış ve Yönetim Psikolojisi, 13. Baskı, Beta Yayınevi.
  • Eroğlu, Ş. G. (2014). Örgütlerde duygusal emek ve tükenmişlik ilişkisi üzerine bir araştırma. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, (19), 147-160.
  • Göktepe, A. K. (2016). Tükenmişlik Sendromu: Tüketmeyin, Tükenmeyin. İstanbul: Nesil Yayın Grubu.
  • Hair, J. F., Black, W. C., Babin, B. J., ve Anderson, R. E. (2010). Multivariate Data Analysis (7th Ed.), Pearson.
  • Harris, L. M., ve Baldwin, J. N. (1999). Voluntary turnover of field operations officers: A test of confluency theory. Journal of Criminal Justice, 27(6), 483-493.
  • Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. Guilford Press.
  • Hazell, K. W. (2010). Job Stress, Burnout, Job Satisfaction, and Intention to Leave Among Registered Nurses Employed in Hospital Settings in the State of Florida (The Degree of Doctor of Philosophy). Lynn University.
  • Holloway, D., ve Wallinga, C. R. (1990). Burnout in child life specialists: The relation of role stress. Children's Health Care, 19(1), 10-18.
  • Jackson S. E., Schwab R. L. ve Schuler R. S. (1986). Toward an understanding of the burnout phenomenon. Journal of Applied Psychology, November, 71(4), 630-640.
  • Kahill, S. (1988). Symptoms of professional burnout: A review of the empirical evidence. Canadian Psychology/Psychologie canadienne, 29(3), 284-297.
  • Kalağan, G. (2009). Araştırma Görevlilerinin Örgütsel Destek Algıları ile Örgütsel Sinizm Tutumları Arasındaki İlişki (Yüksek lisans tezi), Akdeniz Üniversitesi Sosyal Bilimler Enstitüsü.
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There are 74 citations in total.

Details

Primary Language Turkish
Journal Section Makaleler
Authors

Muhammed Özgen 0000-0002-5660-7923

Ahmet Coşkun 0000-0002-3209-385X

Early Pub Date December 29, 2022
Publication Date December 30, 2022
Acceptance Date December 19, 2022
Published in Issue Year 2022 Issue: 63

Cite

APA Özgen, M., & Coşkun, A. (2022). ÖRGÜTSEL SİNİZMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİNDE TÜKENMİŞLİĞİN ARACI ROLÜNÜN İNCELENMESİ. Erciyes Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi(63), 65-73. https://doi.org/10.18070/erciyesiibd.1201028
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