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

Year 2022, Volume: 7 Issue: 2, 51 - 61, 31.12.2022

Emir Seçkin Merve Mamacı

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

Abstract

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.

Keywords

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

Abstract

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.

Keywords

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

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