Örgütsel İletişimin Örgütsel Muhalefet, Algılanan Örgütsel Güç Mesafesi ve Psikolojik Sermaye İlişkileri Açısından İncelenmesi

Yıl 2022, Cilt: 7 Sayı: 2, 51 - 61, 31.12.2022

Emir Seçkin , Merve Mamacı

https://doi.org/10.25203/idd.1207384

Cited By: 1

Öz

Amaç: Örgütlerin büyümesine ve gelişmesine katkıda bulunan en önemli faktörlerden birinin, örgütsel muhalefet olduğu ve çalışanların örgütün işleyişinde ortaya çıkan sorunları ve memnuniyetsizliklerini ifade etmeleri olduğu bilinmektedir. Bu araştırma, algılanan örgütsel güç mesafesi, psikolojik sermaye ve örgütsel muhalefet arasındaki ilişkileri ampirik açıdan inceleyerek örgütsel iletişim konusuna yeni bir içgörü kazandırmayı amaçlamıştır.

Tasarım/Yöntem: Araştırmanın örneklemini kartopu örnekleme yöntemi ile çalışmaya katılan 300 katılımcı oluşturmaktadır. Verilerin toplanmasında demografik form, örgütsel güç uzaklığı ölçeği, örgütsel muhalefet ölçeği ve psikolojik sermaye ölçeği kullanılmıştır.

Sonuçlar: Bulgular örgütsel muhalefet ile psikolojik sermaye arasında anlamlı ve pozitif yönde, algılanan örgütsel güç mesafesi ile psikolojik sermaye ve örgütsel muhalefet arasında negatif anlamlı bir ilişkiler olduğunu ortaya koymuştur.

Uygulama Çıkarımları: Bu araştırma, örgütsel iletişimde psikolojik sermaye gibi bireysel faktörlerin önemine ve örgütsel muhalefet kültürünün yaygınlaşmasına dikkat çekerek çalışanların psikolojik sermaye düzeylerinin artırılmasına yönelik eğitimlerin oluşturulmasına ve örgütlerin kültür analizlerini yapabilmelerine ampirik bir zemin hazırlayarak ön ayak olmaktadır.

Özgün Değer: Türkiye örnekleminde örgütsel muhalefet, algılanan örgütsel güç mesafesi ve psikoloji sermaye kavramlarını bir arada değerlendirerek nicel çalışma ile ampirik veri ortaya koyan bir araştırma olması açısından özgün bir değer taşımaktadır.

Anahtar Kelimeler

örgütsel muhalefet, güç mesafesi, psikolojik sermaye, örgütsel iletişim

Examining Organizational Communication in Terms of Relationships Between Organizational Dissent, Perceived Organizational Power Distance and Psychological Capital

Öz

Objectives: Employees' job satisfaction and organizational commitment is very important for the steady growth and development of an organization. Today, with the increase in the competitive environment, the attempts of organizations to understand how to ensure this stability have also increased. Also, it is seen that the high psychological capital of the employees and their dissent behavior increase the performance, while the high organizational power distance both reduces the performance and constitutes an obstacle in exhibiting the organizational dissent behavior. It is known that one of the most important factors contributing to the growth and development of organizations is that employees’ expression of the problems that arise in the functioning of the organization and their dissatisfaction. There are many individual, relational and organizational factors that affect organizational dissent, which expresses the ability of employees to express their views openly. One of the individual factors is the psychological capital level of the employees, and one of the organizational factors is the perceived organizational power distance. The concept of psychological capital expresses the individual's awareness of who he is and his cognitive capacity. Positive psychological capital has defined as a new movement that goes beyond economic capital, which refers to what we have, human capital, which refers to what we know, and social capital, which refers to who we know, to express who we are. According to this approach, discovering the strengths of individuals and enabling them to reveal these strengths in the most effective way contributes to individual well-being, while positively reflecting on performance and increasing productivity. Positive psychological capital provides competitive advantage by enriching the knowledge and human capital at the individual and organizational level. Organizational power distance is related to how the power balance in the subordinate-superior relationship is perceived. The concept of power distance was first aimed to explain the structure of societies. In the concept of organizational power distance, the inequality of power distribution between superiors and subordinates in organizations is mentioned. The participation of the members of the organization in organizational decisions, the level of initiative and responsibility also express the power distance. Studies have shown that high psychological capital increases organizational dissent behavior, while high power distance reduces dissent behavior. Accordingly, this research aimed to give insight for organizational communication by examining the relationships between perceived organizational power distance, psychological capital and organizational dissent.

Design/methodology/approach: The sample of the study consists of 300 participants who voluntarily participated in the study with the snowball sampling method. Demographic form, organizational power distance scale, organizational dissent scale and psychological capital scale were used to gather data.

Results: Findings showed that there is a significant and positive relationship between organizational dissent and psychological capital. Also it has founded that there is a negative significant relationship between organizational power distance and psychological capital, organizational dissent.

Practical implications: This research draws attention to the importance of individual factors such as psychological capital in organizational communication. It provides an empirical basis for the initiatives of workplaces to increase the psychological capital levels of their employees. In addition, by drawing attention to the spread of organizational dissent culture, it paves the way for organizations to conduct cultural analysis.

Originality/value: In the Turkish sample, organizational dissent, perceived organizational power distance and psychology capital concepts are evaluated together and it has a unique value in terms of being a research that reveals empirical data with quantitative study.

Anahtar Kelimeler

organizational dissent, organizational power distance, psychological capital, organizational communication

Kaynakça

• Avey, J. B., Luthans, F. & Jensen, S. M. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 48 (5), 677-693.
• Aydıntan, B. (2005). Değişim ve Yeniden Yapılanmada Başarılı Bir Örnek: Arçelik. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7 (3), 71-89. Erişim adresi: https://dergipark.org.tr/tr/pub/gaziuiibfd/issue/28337/301179. Erişim tarihi: 22.11.2021.
• Bakan, İ., Doğan, İ. F. & Yılmaz, Y. S. (2017). Çalışanlarda Mesleki Öz Yeterlik Algısı ile Örgütsel Muhalefet İlişkisi. Organizasyon ve Yönetim Bilimleri Dergisi, 9 (2), 54-70.
• Basim, H. N. & Çetin, F. (2011). Yetişkinler için psikolojik dayanıklılık ölçeği'nin güvenilirlik ve geçerlilik çalışması. Türk Psikiyatri Dergisi, 22 (2), 104-114.
• Begley, T. M., Lee, C., Fang, Y. & Li, J. (2002). Power distance as a moderator of the relationship between justice and employee outcomes in a sample of Chinese employees. Journal of Managerial Psychology, 17 (8), 692–711. doi:10.1108/02683940210450493.
• Çelik, M. (2007). Örgüt Kültürü ve Örgütsel Vatandaşlık Davranışı–Bir Uygulama (Doktora tezi). Atatürk Üniversitesi SBE, İşletme ABD, Erzurum.
• Dağtekin, G. (2017). The Relationship Between Psychological Capital and Organizational Silence: A Research on Telecommunications Sector (Master’s thesis). Marmara Üniversitesi, İstanbul.
• Dağlı, A. (2015). Örgütsel Muhalefet Ölçeği' nin Türkçe’ye uyarlanması: Geçerlik ve güvenirlik çalışması. Elektronik Sosyal Bilimler Dergisi, 14 (53), 198-218.
• Detert, J. R. & Burris, E. R. (2007). Leadership Behavior and Employee Voice: Is the Door Really Open? Academy of Management Journal, 50, 869–884.
• Doğan, B. (2012). Örgüt Kültürü. İstanbul: Beta Yayınları.
• Hofstede, G. (1980). Culture’s consequences. California: Sage Publication.
• Hofstede, G. & Hofstede, G. (2005). Cultures and organizations: Software of the mind, revised and expanded (2nd ed.). New York: McGraw-Hill.
• Hofstede, G., Hofstede, G. & Minkov, M. (2010). Cultures and Organizations: Software of the Mind. London: McGraw Hill.
• Hofstede, G. (1983). Dimensions of National Cultures in Fifty Countries and Three Regions. In J. B. Deregowski, S. Dziurawiec, & R. C. Annis (Eds.), Expiscations in Cross-Cultural Psychology (pp. 335-355). Lisse: Swets & Zeitlinger.
• Hon, C. (2002). A Structural Equation Modeling Analysis of Transformational Leadership, Organizational Culture and Organizational Effectiveness in Taiwanese Sport/Fitness Organizations. (Doctorate thesis). Dephne-Alabama: United States Sport Academy.
• Kahya, C. (2015). Mesleki Özyeterlik ve Örgütsel Sessizlik İlişkisini Belirlemeye Yönelik Ampirik Bir Çalışma. Çankırı Karatekin Üniversitesi İİBF Dergisi, 5 (1), 293-314.
• Kassing, J. W. (1997). Articulating, Antagonizing, and Displacing: A Model of Employee Dissent. Communication Studies, 48 (4), 311-332.
• Kassing, J. W. (1998). Development and Validation of the Organizational Dissent Scale. Management Communication Quarterly, 12 (2), 183-229.
• Kassing, J. W. (2011). Stressing out about dissent: Examining the relationship between coping strategies and dissent expression. Communication Research Reports, 28(3), 225-234.
• Kassing, J. W., Piemonte, N. M., Goman, C. C. ve Mitchell, C. A. (2012). Dissent Expression as an Indicator of Work Engagement and Intention to Leave. The Journal of Business Communication, 49 (3), 237-253.
• Kassing, J. W. & Kava, W. (2013). Assessing Disagreement Expressed to Management: Development of the Upward Dissent Scale. Communication Research Reports, 30 (1), 46- 56.
• Luthans, F. (2002). Positive Organizational Behavior: Developing and Managing Psychological Strengths. The Academy of Management Executive. 16 (1), 57-72.
• Luthans, F. & Youssef, C. M. (2004). Human, Social and Now Positive Psychological Capital Management. Organizational Dynamics. 33, 143–160.
• Luthans, F., Youssef C. M. & Avolio, B.J. (2007). Psychological Capital. New York: Oxford University Press.
• Luthans, F., Norman, S., Avolio, B. ve Avey, J. (2008). The Mediating Role of Psychological Capital in the Supportive Organizational Climate-Employee Performance Relationship. Journal of Organizational Behavior, (29), 219- 238.
• Mehra, P. & Nickerson, C. (2019). Organizational communication and job satisfaction: What role do generational differences play?. International Journal of Organizational Analysis, 27(3), 524-547.
• Meng J. & Berger B. K. (2019). The impact of organizational culture and leadership performance on PR professionals’ job satisfaction: Testing the joint mediating effects of engagement and trust. Public Relations Review, 45(1), 64–75.
• Morris, W. (1969). The American heritage dictionary of the English language. New York: Hougton Mifflin.
• Ötken, A. B. & Cenkci, T. (2013). Beş Faktör Kişilik Modeli ve Örgütsel Muhalefet Arasındaki İlişki Üzerine Bir Araştırma. Öneri Dergisi, 10 (39), 41-51.
• Özgener, Ş., Öğüt, A. & Kaplan, M. (2008). İşgören-İşveren İlişkilerinde Yeni Bir Paradigma: Örgütsel Sinizm, Örgütsel Davranışta Seçme Konular, Organizasyonların Karanlık Yönleri ve Verimlilik Azaltıcı Davranışlar. ed. M. Özdevecioğlu ve H. Karadal, (53-72), Ankara: İlke Yayınevi.
• Payne, H. J. (2014). Examining the Relationship between Trust in Supervisor–Employee Relationships and Workplace Dissent Expression. Communication Research Reports, 31(2), 131-140.
• Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y. & 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.
• Ramos-Maçães, M.A. & Román-Portas, M. (2022). The effects of organizational communication, leadership, and employee commitment in organizational change in the hospitality sector. Communication & Society, 35 (2), 89 –106.
• Rego, A., Sousa, F., Marques, C. & Cunha, M. P. E. (2012). Authentic leadership promoting employees' psychological capital and creativity. Journal of Business Research, 65 (3), 429–437. https://doi.org/10.1016/j.jbusres.2011.10.003
• Rhee, J., Dedahanov, A. & Lee, D. (2014). Relationships among power distance, collectivism, punishment, and acquiescent, defensive, or prosocial silence. Social Behavior and Personality, 42 (5), 705–720.
• Schein E. H. (1990). Organizational culture. American Psychological Association, 45(2), 109–119.
• Segerstrom, S. C. (2005). Optimism and immunity: Do positive thoughts always lead to positive effects? Brain, Behavior, and Immunity, 19 (3), 195-200. https://doi.org/10.1016/j.bbi.2004.08.003.
• Seligman, M. E. P. (1998). Learned Optimism. New York: Pocket Books.
• Seligman, M. E. P. (2002). Authentic happiness: Using the new positive psychology to realize your potential for lasting fulfillment. Free Press
• Shahġnpoor, N. & Matt, B. F. (2007). The Power of One: Dissent and Organizational Life. Journal of Business Ethics, 74, 37-48.
• Stajkovic, A. D. & Luthans, F. (1998), Self-efficacy and work-related performance: A meta-analysis. Psychological Bulletin, 124, 240-261.
• Snyder, C. R. (1994). The psychology of hope: You can get there from here. Free Press.
• Snyder, C. R. (2002). Hope Theory: Rainbows in the Mind. Psychological Inquiry, 13, 249-276.
• Sülüş-Örenç, H. (2021). Okul Müdürlerinin Yalnızlığı ile Örgütsel Güç Mesafesi Arasındaki Ilişki. (Yüksek lisans tezi). Ankara Üniversitesi, Eğitim Bilimleri Enstitüsü, Ankara.
• Şekerli, E. B. & Gerede, E. (2011). Kültürün EKY’ye Etkileri ve Türk Pilotların Hofstede Kültür Boyutları Açısından Durumları. İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13 (1), 19-38.
• Tabachnick, B. G. & Fidell, L. S. (2007). Using multivariate statistics (5th ed.). Allyn & Bacon/Pearson Education. TDK (2021). https://sozluk.gov.tr. Erişim tarihi: 21.11.2021.
• Uzun, Ö. & Tamimi, Y. (2007). Örgüt Kültüründe Güç Mesafesi Boyutunun Metaforlarla Analizi (Tekstil Sektöründe Faaliyet Gösteren Bir İşletme Örneği). Eskişehir Üniversitesi Sosyal Bilimler Dergisi, 8 (1), 1-26.
• Vakola, M., & Dimitris, B. (2005). Antecedents and Consequences of Organizational Silence: An Empirical Investigation. Employee Relations, 27(4-5), 441-458.
• Yorulmaz, Y. İ., Çolak, İ., Altinkurt, Y. & Yilmaz, K. (2018). Örgütsel Güç Mesafesi Ölçeği Geçerlik ve Güvenirlik Çalışması. Trakya Üniversitesi Eğitim Fakültesi Dergisi, 8 (4), 671-686. Erişim adresi: https://dergipark.org.tr/tr/pub/trkefd/issue/39371/411916. Erişim tarihi: 22.11.2021
• Youssef, C. M. & Luthans, F. (2007). Positive organizational behavior in the workplace the impact of hope, optimism, and resilience. Journal of Management, 33, 774-800.