İşyeri Zorbalığı ve Algılanan Stresin Örgütsel Bağlılığı Yordama Gücü

Year 2023, Volume: 28 Issue: 4, 260 - 266, 30.10.2023

Tülay Avcı Taşkıran , Bülent Gürbüz

https://doi.org/10.53434/gbesbd.1312817

Abstract

Çalışma hayatında maruz kalınan dışlanma, sürekli eleştirilme ve stres gibi faktörlerin bireylerin örgüte yönelik tutum ve davranışlarını etkileyeceği hatta örgütsel bağlılık düzeylerinin azalmasına neden olabileceği belirtilmektedir. Bu noktadan hareketle çalışmada işyeri zorbalığı ve algılanan stresin örgütsel bağlılığı yordama gücünün incelenmesi amaçlanmıştır. İlişkisel tarama modelindeki çalışmanın örneklem grubunu 212 kadın ve 182 erkek toplam 394 (Ortyaş=37,96±7,87) kişi oluşturmuştur. Katılımcılar “İşyeri Zorbalığı Ölçeği (İZÖ)”, “Algılanan Stres Ölçeği (ASÖ)” ve “Örgütsel Bağlılık Ölçeğini (ÖBÖ)” cevaplamışlardır. Verilerin anali-zinde, MANOVA, ANOVA, bağımsız örneklemler için t-testi, çoklu doğrusal regresyon analizi kullanılmıştır. Analiz sonuçları, katılımcıların “İZÖ” ortalama puanlarında cinsiyete göre anlamlı bir fark olduğunu, “ASÖ” puanlarında ise anlamlı bir fark olmadığını göstermiştir. MANOVA sonuçları, eğitim durumu değişkeninin “ÖBÖ” puanları üzerindeki temel etkisinin anlamlı olduğu ve ölçeğin tüm alt boyutlarında istatistiksel olarak anlamlı farka yol açtığını göstermektedir. Katılımcıların hizmet süresi ile ASÖ ortalama puanları arasında anlamlı ve pozitif yönde bir ilişki tespit edilmiştir. Ayrıca, yapılan çoklu regresyon analiz sonucunda işyeri zorbalığı ve algılanan stresin örgütsel bağlılığın anlamlı bir yordayıcısı olduğu belirlenmiştir. Bu nedenle çalışma koşullarının iyileştirilmesi ile algılanan stresin azaltılması, örgütsel bağlılık düzeyinin de artırılmasının mümkün olabileceği düşünülmektedir.

Keywords

İşyeri zorbalığı, Algılanan stres, Örgütsel bağlılık

The Predictive of Work Place Bullying and Perceived Stress on Organizational Committment

Abstract

It is stated that factors such as exclusion, constant criticism and stress in working life will affect the attitudes and behaviors of individuals toward the organization and may even cause a decrease in organizational commitment levels. From this point of view, the aim of the study is to examine workplace bullying and perceived stress on the predictive power of organizational commitment. The sample group of the study, which is a relational screening model, consists of 394 (Mage=37.96±7.87) people, 212 women and 182 men. Participants of this study answered the “The Negative Act Questionnaire (NAQ-R)”, “Perceived Stress Scale (PSS)” and “Organizational Commitment Scale (OCS)”. ANOVA, MANOVA, t-test, and multiple linear regression analysis were used to analyze the data. According to the results, the participants' mean scores of "NAQ-R" differed significantly according to gender, while their "PSS" scores did not differ significantly. According to the results of the analysis for the gender variable, it was determined that the mean scores of the participants in the "emotional commitment" sub-dimension of the "OCS" differed significantly. The MANOVA results showed that the main effect of the educational status variable on the "OCS" scores was significant and caused a statistically significant difference in all sub-dimensions of the scale. A significant and positive relationship was found between the participants' length of service and their “PSS” mean scores. As a result of multiple regression analysis, workplace bullying and perceived stress were significant predictors of organizational commitment. For these reasons, it is thought that it is possible to reduce perceived stress and increase the level of organizational commitment by improving working conditions.

Keywords

Workplace bullying, Perceived stress, Organizational commitment

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