Psikolojik Sözleşme, Örgütsel Şeffaflık ve Lider-Üye Etkileşiminin Çalışan Performans Davranışları ile İlişkisinin İncelenmesi

Year 2017, Volume: 2 Issue: 2, 89 - 107, 31.12.2017

Çiğdem Üçler Seçil Bal Taştan

https://doi.org/10.25203/idd.344708

Cited By: 3

Abstract

Amaç: Bu araştırmanın
temel amacı, konaklama sektöründe psikolojik sözleşme, örgütsel şeffaflık ve
lider üye etkileşimi ile çalışan performans davranışları arasındaki ilişkiyi
araştırmaktır. 

Tasarım/Yöntem: İstanbul'da
yer alan uluslararası lüks bir şehir otelinde çoklu kaynak yaklaşımı ile anket
çalışması gerçekleştirilmiştir. 221 çalışandan, psikolojik sözleşme, örgütsel
şeffaflık ve lider üye etkileşimi konularında veriler toplanmıştır.
Çalışanların görev içi ve görev ötesi
performansları ile ilgili değerlendirmeleri 21 yönetici tarafından doldurulan
anketler ile sağlanmıştır. Öncelikle araştırmada yer alan tüm ölçeklere faktör
analizi yapılmış ve ölçeklere ait madde ve boyutlar incelenmiştir. Oluşturulmuş
hipotezlerin test edilmesinde korelasyon ve regresyon analizleri uygulanmıştır.

Sonuçlar: Psikolojik
sözleşme, örgütsel şeffaflık ve lider üye etkileşimi ile çalışanların görev içi
ve görev ötesi davranışları arasında anlamlı ve pozitif ilişki bulunmuştur.

Özgün Değer: Literatürde
sadece tekli kaynaklı veri toplama yöntemi ile ilgili örnekler bulunmaktadır. Bu
çalışma literatüre çoklu kaynak yaklaşımı ile önemli katkıda bulunmuştur.
Türkiye’de şehir otellerinde uygulanan ilk örnek olarak çalışan performans
davranışları öncüllerine bulgular sağlanmıştır.

Keywords

Görev içi performans davranışları, görev ötesi performans davranışları, psikolojik sözleşme, örgütsel şeffaflık, lider üye etkileşimi

Investigating the Relations of Psychological Contract, Organizational Transparency and Leader-Member Exchange with Employee Performance Behaviors

Abstract

Objectives: The main objective of this
study is to investigate the relation of psychological contract, organizational
transparency and leader-member exchange to employee performance behaviors in
the hospitality sector.

Methods: A questionnaire with a
multiple source approach was applied in an international luxury city hotel in
Istanbul. Data was collected among 221 employees for psychological contract,
organizational transparency, leader-member exchange. The assessment of employees
in-role and extra-role performance was done by 21 supervisors with a survey. First,
factor analysis was applied to all the scales of the study and all items and
dimensions were investigated. Statistical factor and correlation analysis were
applied to confirm the set hypothesis.

Results: Psychological contract,
organizational transparency and leader-member exchange were found to have
significant and positive relations both the in-role and extra-role performance
behaviors of the employees.

Originality: The literature includes
only single source data collection examples. The study provided an important contribution
as a multiple source data collection approach. It is the first work carried out
in city hotels of Turkey, where evidence to the antecedents of employee
performance behaviors was concluded.

Keywords

In-role performance behaviors, extra-role performance behaviors, psychological contract, organizational transparency, leader member exchange

References

• Agarwal, A., & Bhargava, S. (2013). Effects of psychological contract breach on organizational outcomes: Moderating role of tenure and educational levels. The Journal for Decision Makers Vikalpha, 38 (1), 13-27.
• Alvesson, M., & Sköldberg, K. (2009). Reflexive methodology. New vistas for qualitative research. 2nd Edition. Sage Publications.
• Ashforth, B. E., Harrison, S.H., & Corley, K.G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management,34(3), 325-374.
• Baltzley, D., & Lawrence, J. (2016). Candor and transparency in the service of purpose. People + Strategy, 39(4), 21.
• Bateman, T. S., & D. W. Organ (1983). Job Satisfaction and the good soldier: The relationship between affect and employee citizenship. Academy of Management Journal, 26, 587 – 595.
• Becker, T. E., & M. C. Kernan. (2003). Matching commitment to supervisors and organizations to in- role and extra-role performance. Human Performance, 16(4), 327–348.
• Bennis, W., & O’Toole, J. (2009). A Culture of Candor, Harvard Business Review.
• Berggren, E., & Bernshteyn, R. (2007). Organizational transparency drives company Performance. Journal of Management Development, 26 (5), 411-417.
• Bernstein, E. (2014). The Transparency Trap. Harvard Business Review. October Issue.
• Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley.
• Bolat, O., Bolat, T., & Seymen, O. (2009). Güçlendirici Lider Davranışları ve Örgütsel Vatandaşlık Davranışı Arasındaki İlişkinin Sosyal Mübadele Kuramından Hareketle İncelenmesi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12 (21), 215-239.
• Borman, W. C., & Motowidlo, S. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10, 99–109.
• Brief, A. P., & Motowidlo, S. J. (1986). Prosocial Organizational Behaviors. The Academy of Management Review, 11 (4), 710-725.
• Büyüköztürk, Ş. (2007). Sosyal bilimler için veri analizi el kitabı (İstatistik, araştırma deseni, SPSS uygulamaları ve yorum), 8. Baskı, Pegem Yayıncılık, Ankara.
• Cihangiroğlu, N., & Şahin, N. (2010). Organizasyonlarda önemli bir fenomen: Psikolojik sözleşme. ZKÜ Sosyal Bilimler Dergisi, 6 (11), 1–16.
• Christian, M. S., Garza, A. S., & Slaughter J. E. (2011). Work Engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64, 89–136.
• Cook, K. S., & Rice, E. (2003). Social exchange theory. In J. Delamater (Ed.), Handbook of social psychology (pp.53-76). New York, Kluwer Academic/Plenum Publishers.
• Colquitt, J., Le Pine, J., & Wesson, M. (2010). Organizational Behavior: Improving performance and commitment in the workplace, McGraw-Hill Education.
• Çetin, Korkmaz, M., & Cakmakcı, C. (2012). Dönüşümsel ve etkilesimsel liderlik ile lider-üye etkileşiminin öğretmenlerin örgütsel vatandaşlık davranışı üzerindeki etkisi. Kuram ve Uygulamada Eğitim Yönetimi, 18(1), 7-36.
• Çokluk, Ö., Şekercioğlu, G., & Büyüköztürk, Ş. (2016). Sosyal bilimler için çok değişkenli istatistik SPSS ve LISREL uygulamaları. Ankara: Pegem Akademi.
• Dansereau, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organisations. Organizational Behaviour and Human Performance, 13, 46-78.
• Demirkasımoğlu, N. (2014). Teachers’ psychological contract perceptions and person-environment fit levels. Eurasian Journal of Educational Research, 56, 45-68.
• Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618-634.
• Dyne, L. V., Kamdar, D., & Joireman, J. (2008). In-role perceptions buffer the negative impact of low LMX on helping and enhance the positive impact of high LMX on voice. Journal of Applied Psychology, 93 (6), 1195–1207.
• Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: The learning climate and its relationship with extra-role performance behavior. Journal of Organizational Behavior, 37(2), 213 –235.
• Emerson, R. M. (1976). Social Exchange Theory. Annual Review of Sociology, 2, 335-362.
• Fahr, J., Earley, P. C., & Lin, S. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in chinese society. Administrative Science Quarterly, 42, 421-444.
• Fung, B. (2014). The demand and need for transparency and disclosure in corporate governance. Universal Journal of Management 2(2), 72-80. Retrieved from http//www.hrpub.org DOI: 10.13189/ujm.2014.020203 (January 30, 2017).
• Goodman, S., & Svyantek, D. (1999). Person–organization fit and contextual performance: Do shared values matter. Journal of Vocational Behavior, 55, 254 –275.
• Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
• Graen, G. B., & Uhl-Bien M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly 6 (2), 219-247.
• Grayson N. H., Li. S. T., Schurman, J. V., Friedman, D., & Coakley, R. M. (2002). Collecting and managing multisource and multimethod data in studies of pediatric populations. Journal of Pediatric Psychology, 27, (1),1, 5–18.
• Grimmelikhuijsen, S.G. (2012). Transparency and trust. An experimental study of on line disclosure and trust in government. Dissertation, Utrecht University.
• Grimmelikhuijsen, S.G., & Meijer, A.J. (2014). The effects of transparency on the perceived trustworthiness of a government organization: Evidence from an on-line experiment. Journal of Public Administration Theory and Research 24(1), 137-157.
• Hair, J. F., Black, W. C., Babin, B.J., Anderson, R.E., & Tatham, R.L. (2010). Multivariate data analysis. 7th Ed., USA: Pearson Prentice Hall.
• Homans, G. C. (1958). Social behavior as exchange. American Journal of Sociology, 63 (6), 597-606.
• Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
• Kanten, P. (2014). Effect of quality of work life on proactive and prosocial organizational behaviors: A research on health sector employees. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19 (1), 251-274.
• Kaptein, M. (2008). Developing and testing a measure for the ethical culture of organizations: The corporate ethical virtues model. Journal of Organizational Behavior, 29, 923-947.
• Katz, D. (1964). The motivational basis of organizational behavior. Behavioral Science, 9, 131-146.
• Katz, D., & Kahn, R. (1966). The social psychology of organizations. New York: Wiley.
• Katz, D., & R.L. Kahn. (1978). The social psychology of organizations. 2nd Edition. USA: John Wiley & Sons, Inc.
• Korsgaard, M. A., Brodt, S. E., & Whitener, E. M. (2002). Trust in the face of conflict: The role of managerial trustworthy behavior and organizational context. Journal of Applied Psychology, 87(2), 312−319.
• Lambe, C. J., Wittmann, C. M., & Spekman, R. E. (2001). Social exchange theory and research on business-to business relational exchange. Journal of Business toBusiness Marketing, 8(3), 1-36.
• Law, K. S., Wang, H., & Hui, C. (2009). Currencies of exchange and global LMX: How they Affect Employee Task Performance and Extra-Role Performance. Asia Pacific Journal Management, 27, 625-646.
• Li, Y. (2014). A study on the correlations among psychological contract, organizational citizenship behavior, and performance in the hotel industry. Published by: Expert Projects Publishing House, 250 – 260.
• Liden, R.C., & G. Graen. (1980). Generalizability of the Vertical Dyad Linkage model of leadership, Academy of Management Journal, 23(3), 451-465.
• Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader – Member Exchange Theory: The past and potential for the future. Personnel and Human Resources Management, 15, 47-119.
• Liden, R. C., & Maslyn, J. M. (1998). Multi- dimensionality of LMX: An empirical assessment through scale development. Journal of Management, 24, 43-72.
• Loi, R., Ngo, H., Zhang, L., & Lau, V. P. (2011). The interaction between leader-member exchange and perceived job security in predicting employee altruism and work performance. Journal of Occupational and Organizational Psychology, 84(4), 669–685.
• Lonsdale, D. J. (2016). The effects of leader–member exchange and the feedback environment on organizational citizenship and withdrawal. The Psychologist Manager Journal,19(1), 41–59.
• Lu, V. N., Capezio, A., Restubog, S. L. D., Garcia, P. R. J. M., & Wang, L. (2016). In pursuit of service excellence: Investigating the role of psychological contracts and organizational identification of frontline hotel employees. Tourism Management 56, 8-19.
• MacKenzie, S. B., Podsakoff, P. M., & Ahearne, M. (1998). Some possible antecedents and consequences of in-role and extra-role salesperson performance. Journal of Marketing, 62, 87-98.
• Mathews, V.E. (2000). Competition in the international hotel industry. International Journal of Contemporary Hospitality Management, 12(2), 114-118.
• Motowidlo, S. J. (2003). Job performance. In W. C. Borman, D. R. Ilgen., & R. J. Klimoski (Eds.), Handbook of Psychology: Industrial and organizational psychology, (12) 39-53. New York: John Wiley & Sons.
• Özgen, H. M., & Özgen, M. (2010). Psikolojik sözleşme ve boyutlarının iş tatmini, örgütsel bağlılık ve işten ayrılma niyetine etkileri: Tıbbi satış temsilcileri üzerinde bir araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi,19(1), 1-19.
• Palanski, M. E., Kahai, S. S., & Yammarino, F. J. (2011). Team virtues and performance: An examination of transparency, behavioral integrity and trust. Journal of Business Ethics, 99(2), 201–216.
• Podsakoff, P., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational Leader Behaviors on Their Effect on Followers’ Trust in Leader, Satisfaction and Organizational Citizenship Behaviors. Leadership Quarterly, 1(2), 107-142.
• Podsakoff, P. M., MacKenzie, S. B., Paine J. B., & Bachrach D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513–563.
• Podsakoff, P. M., MacKenzie, S. B., Lee, J., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
• Raja, U., G. Johns., & F. Ntalianis. (2004). The impact of personality on psychological contract. Academy of Management Journal, 47, 350–367.
• Rawlins, B. (2006, November). Give the emperor a mirror: Toward developing a stakeholder measurement of organizational transparency. Paper presented at Educators Academy, Public Relations Society of America International Conference, Salt Lake City, UT.
• Rawlins, B. L. (2008). Measuring the relationship between organizational transparency and employee trust. Public Relations Journal, 2(2).
• Robinson, S. L., Kraatz, M. S., & Rousseau, D. M. (1994). Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37(1), 137-152.
• Rockstuhl, T., Ang, S., Dulebohn, J. H., & Shore, L. M. (2012). Leader–member exchange (LMX) and culture: A meta-analysis of correlates of LMX across 23 Countries. Journal of Applied Psychology, 97(6), 1097-1130.
• Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2, 121–139.
• Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Sage Publications.
• Rousseau, D. M. (2001). Schema, promises, and mutuality: The psychology of the psychological contract. Journal of Organisational and Occupational Psychology, 24, 511-541.
• Sam, A., & Anitha, K. (2014). A conceptual study on impact of psychological contract on work-life integration. International Journal of Advanced Research, 2(4), 1058-1062.
• Schnackenberg, A. K., & Tomlinson, E. C. (2016). Organizational transparency: A new perspective on managing trust in organization-stakeholder relationships. Journal of Management, 42(7), 1784-1810.
• Taştan, B. S. (2011). The mediating role of psychological empowerment on the relationship between participative organizational climate, self efficacy and individual performance behaviors. Unpublished Doctoral Dissertation, Marmara University, Istanbul.
• Transparency. BusinessDictionary.com. Retrieved from http//www.Business Dictionary (BD) website: businessdictionary.com/definition/transparency.html (February 01, 2017).
• Trybou, J., Gemmel, P., Pauwels, Y., Henninck, C., & Clays, E. (2013). The impact of organizational support and leader–member exchange on the work-related behaviour of nursing professionals: The moderating effect of professional and organizational identification. Journal of Advanced Nursing 70(2), 373–382.
• Tsui, A.; Pearce, J.L.; Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relatıonshıp: Does investment in employees pay off? Academy of Management Journal. Academy of Management Journal, 40(5), 1089-1121.
• Turnley, W. H., Bolino, M. C., Lester, S. W., & Bloodgood. J. M. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management. 29(2), 187-206.
• Uen, J., Chien, M. S., & Yen, Y. (2009). The mediating effects of psychological contracts on the relationship between human resource systems and role behaviors: A multilevel analysis. Journal of Business Psychology, 24, 215–223.
• Ürek, D., & Uğurluoğlu, Ö. (2015). Sağlık çalışanlarının lider-üye etkileşim düzeylerinin çeşitli özellikler açısından değerlendirilmesi. Sosyoekonomi, 23(25), 7-30. Vandaele, D., & Gemmel, P. (2006). Performance implications of in-role and extra-role behavior of frontline service employees. Working Papers of Faculty of Economics and Business Administration, Ghent University, 411,1-35.
• Wayne, S. J., Shore, L. M., Bommer, W. H., & Tetrick, L. E. (2002). The Role of fair treatment and rewards in perceptions of organizational support and leader–member exchange. Journal of Applied Psychology, 87(3), 590–598.
• Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17(3), 601-617.
• Wright, P. M., & Boswell, W. R. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28, 247–276.
• Yılmaz, A. (2012). Psikolojik sözleşme ve örgütsel güven arasındaki ilişkinin analizi: Teorik ve uygulamalı bir çalışma. Selçuk Üniversitesi Yüksek Lisans Tezi.
• Yi, H., Hao, P., Yang, B., & Liu, W. (2016). How leaders’ transparent behavior influences employee creativity: The mediating roles of psychological safety and ability to focus attention. Journal of Leadership and Organizational Studies, 24(3), 335-344.
• Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 1(60), 647-680.
• Zhu, Y. (2013). Individual Behavior: In-role and extra-role. International Journal of Business Administration, 4(1), 23-27.
• Ziegler, R., & Schlett, C. (2016). An attitude strength and self-perception framework regarding the bi-directional relationship of job satisfaction with extra-role and in-role behavior: The doubly moderating role of work centrality. Frontiers in Psychology, 7(235), 1-17.