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Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma

Year 2021, Volume 5, Issue 1, 1 - 15, 07.05.2021

Abstract

Üretkenlik karşıtı iş davranışları işletmeler için zararlı davranışlardır. Bu davranışlar çalışanlar tarafından bilinçli olarak yapılmaktadır. Örgütsel etik iklim ise çalışan davranışlarını olumlu olarak yönlendirmede faydalı olmaktadır. Bu çalışma örgütsel etik iklimin üretkenlik karşıtı iş davranışları üzerindeki etkisine odaklanmaktadır. Araştırma, 15.01.2021-02.02.2021 tarihleri arasında Antalya şehrindeki 5 yıldızlı kıyı otellerinin çalışanlarına çevrimiçi anket olarak uygulanmıştır. Örneklem, çoğunluğu F&B departmanında çalışan 308 kişiden oluşmaktadır. Elde edilen verilere Frekans, Faktör ve Regresyon analizleri SPSS aracılığıyla yapılmıştır. Bulgulara göre örgütsel etik iklimin bazı alt boyutlarının üretkenlik karşıtı iş davranışları üzerinde zayıf düzeyde ve negatif etkisi vardır. Ancak, örgütsel etik iklimin bağımsızlık alt boyutunun üretkenlik karşıtı iş davranışlarının geri çekilme boyutu üzerinde pozitif bir etkisi bulunmaktadır. Negatif etkiler, daha önceki çalışmalarla desteklenirken, pozitif etki daha önce keşfedilmemiş bir bulgudur. Örgütsel etik iklim, üretkenlik karşıtı iş davranışlarının azalmasında az da olsa etkilidir. Buna rağmen işletmeler için ciddi bir sorun olan üretkenlik karşıtı iş davranışlarının daha iyi anlaşılmasına hala ihtiyaç var gibi görünmektedir. Bu nedenle işletme yöneticilerinin bu konuyu dikkate almasında fayda vardır.

References

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  • Ballı, E., & Ballı, A. (2017). Otel Çalışanlarının Örgütsel Etik İklim Algılarının İncelenmesi. Sosyal ve Beşeri Bilimler Dergisi, 9(2), 49–64.
  • Bodankin, M., & Tziner, A. (2009). Constructive Deviance, Destructive Deviance and Personality: How do they interrelate? Economic Interferences, XI(26), 549–564.
  • Brimecombe, M., Magnusen, M. J., & Bunds, K. (2014). Navigating the storm: A counterproductive work behavior and leadership case study in a Division I FBS School. Sport Management Review, 17(2), 219–237. https://doi.org/10.1016/j.smr.2013.03.001
  • Chen, C. T., Hu, H. H. S., & King, B. (2018). Shaping the organizational citizenship behavior or workplace deviance: Key determining factors in the hospitality workforce. Journal of Hospitality and Tourism Management, 35, 1–8. https://doi.org/10.1016/j.jhtm.2018.01.003
  • Chu, K. H., Baker, M. A., & Murrmann, S. K. (2012). When we are onstage, we smile: The effects of emotional labor on employee work outcomes. International Journal of Hospitality Management, 31(3), 906–915. https://doi.org/10.1016/j.ijhm.2011.10.009
  • Doğan, S., & Kılıç, S. (2014). Algılanan örgütsel etik iklim ve üretkenlik karşıtı iş davranışları arasındaki ilişkilerin incelenmesi. C.Ü. İktisadi ve İdari Bilimler Dergisi, 15(1), 269–292.
  • Doğantekin, A., & Sarı, Y. (2016). Konaklama İşletmelerinde Örgütsel Etik İklim ve Örgütsel Sinizm İlişkisi Üzerine Bir Araştırma. Journal of Business Research - Turk, 8(3), 222–250. https://doi.org/10.20491/isarder.2016.198
  • Douglas, S. C., & Martinko, M. J. (2001). Exploring the role of individual differences in the prediction of workplace aggression. Journal of Applied Psychology, 86(4), 547–559.
  • Eigenstetter, M., Dobiasch, S., & Trimpop, R. (2007). Commitment and Counterproductive Work Behavior as Correlates of Ethical Climate in Organizations. Monatsschrift für Kriminologie und Strafrechtsreform, 90(2–3), 224–244. https://doi.org/10.1515/mks-2007-902-312
  • Ferris, D. L., Brown, D. J., Lian, H., & Keeping, L. M. (2009). When Does Self-Esteem Relate to Deviant Behavior? The Role of Contingencies of Self-Worth. Journal of Applied Psychology, 94(5), 1345–1353. https://doi.org/10.1037/a0016115
  • Fox, S., & Spector, P. E. (1999). A model of work frustration-aggression. Journal of Organizational Behavior, 20(6), 915–931. https://doi.org/10.1002/(SICI)1099-1379(199911)20:6<915::AID-JOB918>3.0.CO;2-6
  • Gorsira, M., Steg, L., Denkers, A., & Huisman, W. (2018). Corruption in Organizations: Ethical Climate and Individual Motives. Administrative Sciences, 8(1), 4. https://doi.org/10.3390/admsci8010004
  • Haldorai, K., Kim, W. G., Chang, H. (Sean), & Li, J. (Justin). (2020). Workplace spirituality as a mediator between ethical climate and workplace deviant behavior. International Journal of Hospitality Management, 86, 1–11. https://doi.org/10.1016/j.ijhm.2019.102372
  • Harris, L. C., & Ogbonna, E. (2002). Exploring Service Sabotage: The Antecedents, Types and Consequences of Frontline, Deviant, Antiservice Behaviors. Journal of Service Research, 4(3), 163–183. https://doi.org/10.1177/1094670502004003001
  • Harris, L. C., & Ogbonna, E. (2012). Motives for service sabotage: an empirical study of front-line workers. Service Industries Journal, 32(13), 2027–2046. https://doi.org/10.1080/02642069.2011.582496
  • Hayati, K., Yuningsih, Y., & Caniago, I. (2018). Can Islamic Work Ethics and Ethical Climate Reduce Counterproductive Work Behavior? International Journal of Economics, Business and Entrepreneurship, 1(2), 95–101. https://doi.org/10.31023/ijebe.102.0008
  • Hsieh, H. H., & Wang, Y. De. (2016). Linking perceived ethical climate to organizational deviance: The cognitive, affective, and attitudinal mechanisms. Journal of Business Research, 69(9), 3600–3608. https://doi.org/10.1016/j.jbusres.2016.01.001
  • Huang, R. T., Sun, H. S., Hsiao, C. H., & Wang, C. W. (2017). Minimizing counterproductive work behaviors: The roles of self-determined motivation and perceived job insecurity in organizational change. Journal of Organizational Change Management, 30(1), 15–26. https://doi.org/10.1108/JOCM-12-2015-0238
  • Jung, H. S., & Yoon, H. H. (2012). The effects of emotional intelligence on counterproductive work behaviors and organizational citizen behaviors among food and beverage employees in a deluxe hotel. International Journal of Hospitality Management, 31(2), 369–378. https://doi.org/10.1016/j.ijhm.2011.06.008
  • Kanten, P., Yeşiltaş, M., & Arslan, R. (2015). Kişiliğin Karanlık Yönünün Üretkenli̇k Karşıtı İş Davranışlarına Etkisinde Psi̇koloji̇k Sözleşmeni̇n Düzenleyi̇ci̇ Rolü. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 29(2), 365–391. https://doi.org/10.16951/iibd.40167
  • Keskin, H., Akgün, A. E., Ayar, H., & Kayman, Ş. S. (2016). Cyberbullying Victimization, Counterproductive Work Behaviours and Emotional Intelligence at Workplace. Procedia - Social and Behavioral Sciences, 235(October), 281–287. https://doi.org/10.1016/j.sbspro.2016.11.031
  • Kim, T. T., Karatepe, O. M., & Chung, U. Y. (2019). Got political skill?: The direct and moderating impact of political skill on stress, tension and outcomes in restaurants. International Journal of Contemporary Hospitality Management, 31(3), 1367–1389. https://doi.org/10.1108/IJCHM-01-2018-0014
  • Lee, J. H. J., & Ok, C. (2012). Reducing burnout and enhancing job satisfaction: Critical role of hotel employees’ emotional intelligence and emotional labor. International Journal of Hospitality Management, 31(4), 1101–1112. https://doi.org/10.1016/j.ijhm.2012.01.007
  • Lily, C.-H., & Aharon, T. (2014). Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange. Journal of Work and Organizational Psychology, 30, 1–12. https://doi.org/http://dx.doi.org/10.5093/tr2014a1
  • Liu, W., & Jing, R. (2010). An Empirical Research of the Relationship between Organizational Culture and Counterproductive Behavior the Perspective of Organizational Ethical Climate. China Soft Science, 9.
  • Luria, G., & Yagil, D. (2008). Procedural justice, ethical climate and service outcomes in restaurants. International Journal of Hospitality Management, 27(2), 276–283. https://doi.org/10.1016/j.ijhm.2007.07.022
  • Neuman, J. H., & Baron, R. A. (2006). Aggression in the Workplace: A Social-Psychological Perspective. Counterproductive work behavior: Investigations of actors and targets., (November), 13–40. https://doi.org/10.1037/10893-001
  • Newman, A., Round, H., Bhattacharya, S., & Roy, A. (2017). Ethical Climates in Organizations: A Review and Research Agenda. Business Ethics Quarterly, 27(4), 475–512. https://doi.org/10.1017/beq.2017.23
  • O’Leary-Kelly, A. M. ., Griffin, R. W., & Glew, D. J. (1996). Organization-Motivated Aggression : A Research Framework. The Academy of Management Review, 21(1), 225–253.
  • Pagliaro, S., Lo Presti, A., Barattucci, M., Giannella, V. A., & Barreto, M. (2018). On the effects of ethical climate(s) on employees’ behavior: A social identity approach. Frontiers in Psychology, 9(JUN), 1–10. https://doi.org/10.3389/fpsyg.2018.00960
  • Peterson, D. K. (2002). Deviant Workplace Behavior and. 17(1), 47–61.
  • Rishipal. (2019). Employee loyalty and counter-productive work behaviour among employees in the Indian hospitality sector. Worldwide Hospitality and Tourism Themes, 11(4), 438–448. https://doi.org/10.1108/WHATT-04-2019-0020
  • Robinson, R. N. S. (2008). Revisiting hospitality’s marginal worker thesis: A mono-occupational perspective. International Journal of Hospitality Management, 27(3), 403–413. https://doi.org/10.1016/j.ijhm.2007.09.003
  • Seçer, İ. (2017). SPSS ve LISREL ile Pratik Veri Analizi (3. baskı). Ankara: Anı Yayıncılık.
  • Spector, P. E. (2011). The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives. Human Resource Management Review, 21(4), 342–352. https://doi.org/10.1016/j.hrmr.2010.10.002
  • Spector, P. E., & Fox, S. (2010). Theorizing about the deviant citizen: An attributional explanation of the interplay of organizational citizenship and counterproductive work behavior. Human Resource Management Review, 20(2), 132–143. https://doi.org/10.1016/j.hrmr.2009.06.002
  • Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446–460. https://doi.org/10.1016/j.jvb.2005.10.005
  • Suar, D., & Khuntia, R. (2004). Does ethical climate influence unethical practices and work behaviour? Journal of Human Values, 10(1), 11–21. https://doi.org/10.1177/097168580401000103
  • Tabachnick, B. G., & Fidell, L. S. (2013). Using Multivariate Statistics (6. baskı). Boston, New York: MA: Allyn & Bacon/Pearson Education.
  • Teresi, M., Pietroni, D. D., Barattucci, M., Giannella, V. A., & Pagliaro, S. (2019). Ethical climate(s), organizational identification, and employees’ behavior. Frontiers in Psychology, 10(June). https://doi.org/10.3389/fpsyg.2019.01356
  • Torres, E. N., & Kline, S. (2006). From satisfaction to delight: A model for the hotel industry. International Journal of Contemporary Hospitality Management, 18(4), 290–301. https://doi.org/10.1108/09596110610665302
  • Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction. Içinde International Journal of Contemporary Hospitality Management (C. 28). https://doi.org/10.1108/IJCHM-04-2014-0182
  • Wimbush, J. C., & Shepard, J. M. (1994). Toward an understanding of ethical climate: Its relationship to ethical behavior and supervisory influence. Journal of Business Ethics, 13(8), 637–647. https://doi.org/10.1007/BF00871811
  • Yazıcıoğlu, Y., & Erdoğan, S. (2004). Spss uygulamalı bilimsel araştırma yöntemleri. Ankara: Detay Yayıncılık.
  • Zhao, H., Peng, Z., & Sheard, G. (2013). Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill. International Journal of Hospitality Management, 33(1), 219–227. https://doi.org/10.1016/j.ijhm.2012.08.006
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The Impact of Organizational Ethical Climate on Counterproductive Work Behavior: A Research in Beach Hotels of Antalya

Year 2021, Volume 5, Issue 1, 1 - 15, 07.05.2021

Abstract

Counterproductive work behaviors are harmful for businesses. These behaviors are made consciously by the employees. The organizational ethical climate is also beneficial to positively guide employee behavior. This study focuses on the impact of organizational ethical climate on counterproductive work behaviors. The research was applied as an online survey to the employees of 5-star coastal hotels in Antalya city between 15.01.2021-02.02.2021. The sample consists of 308 people, most of whom work in the F&B department. Frequency, Factor and Regression analyzes were made through SPSS on the data obtained. According to the findings, some sub-dimensions of organizational ethical climate have a weak and negative effect on counterproductive work behaviors. However, the independence sub-dimension of ethical climate has a positive effect on the withdrawal dimension of counterproductive work behaviors. While the negative effects are supported by previous studies, the positive effect is a previously unexplored finding. Organizational ethical climate has a slight effect on reducing counterproductive work behaviors. However, it seems that there is still a need for a better understanding of counterproductive work behavior, which is a serious problem for businesses. For this reason, it is beneficial for business managers to consider this issue.

References

  • AİKTM. (2020). Kültür ve Turizm Bakanlığından Belgeli Tesislerin Tür ve Sınıflarına Göre Dağılım Tablosu. Tarihinde 24 Aralık 2020, adresinden erişildi https://antalya.ktb.gov.tr/Eklenti/8313,tursintablopdf.pdf?0&_tag1=1AE942BBCAB2088DACFA2DB7A7943D39D0F6810C
  • Ballı, E., & Ballı, A. (2017). Otel Çalışanlarının Örgütsel Etik İklim Algılarının İncelenmesi. Sosyal ve Beşeri Bilimler Dergisi, 9(2), 49–64.
  • Bodankin, M., & Tziner, A. (2009). Constructive Deviance, Destructive Deviance and Personality: How do they interrelate? Economic Interferences, XI(26), 549–564.
  • Brimecombe, M., Magnusen, M. J., & Bunds, K. (2014). Navigating the storm: A counterproductive work behavior and leadership case study in a Division I FBS School. Sport Management Review, 17(2), 219–237. https://doi.org/10.1016/j.smr.2013.03.001
  • Chen, C. T., Hu, H. H. S., & King, B. (2018). Shaping the organizational citizenship behavior or workplace deviance: Key determining factors in the hospitality workforce. Journal of Hospitality and Tourism Management, 35, 1–8. https://doi.org/10.1016/j.jhtm.2018.01.003
  • Chu, K. H., Baker, M. A., & Murrmann, S. K. (2012). When we are onstage, we smile: The effects of emotional labor on employee work outcomes. International Journal of Hospitality Management, 31(3), 906–915. https://doi.org/10.1016/j.ijhm.2011.10.009
  • Doğan, S., & Kılıç, S. (2014). Algılanan örgütsel etik iklim ve üretkenlik karşıtı iş davranışları arasındaki ilişkilerin incelenmesi. C.Ü. İktisadi ve İdari Bilimler Dergisi, 15(1), 269–292.
  • Doğantekin, A., & Sarı, Y. (2016). Konaklama İşletmelerinde Örgütsel Etik İklim ve Örgütsel Sinizm İlişkisi Üzerine Bir Araştırma. Journal of Business Research - Turk, 8(3), 222–250. https://doi.org/10.20491/isarder.2016.198
  • Douglas, S. C., & Martinko, M. J. (2001). Exploring the role of individual differences in the prediction of workplace aggression. Journal of Applied Psychology, 86(4), 547–559.
  • Eigenstetter, M., Dobiasch, S., & Trimpop, R. (2007). Commitment and Counterproductive Work Behavior as Correlates of Ethical Climate in Organizations. Monatsschrift für Kriminologie und Strafrechtsreform, 90(2–3), 224–244. https://doi.org/10.1515/mks-2007-902-312
  • Ferris, D. L., Brown, D. J., Lian, H., & Keeping, L. M. (2009). When Does Self-Esteem Relate to Deviant Behavior? The Role of Contingencies of Self-Worth. Journal of Applied Psychology, 94(5), 1345–1353. https://doi.org/10.1037/a0016115
  • Fox, S., & Spector, P. E. (1999). A model of work frustration-aggression. Journal of Organizational Behavior, 20(6), 915–931. https://doi.org/10.1002/(SICI)1099-1379(199911)20:6<915::AID-JOB918>3.0.CO;2-6
  • Gorsira, M., Steg, L., Denkers, A., & Huisman, W. (2018). Corruption in Organizations: Ethical Climate and Individual Motives. Administrative Sciences, 8(1), 4. https://doi.org/10.3390/admsci8010004
  • Haldorai, K., Kim, W. G., Chang, H. (Sean), & Li, J. (Justin). (2020). Workplace spirituality as a mediator between ethical climate and workplace deviant behavior. International Journal of Hospitality Management, 86, 1–11. https://doi.org/10.1016/j.ijhm.2019.102372
  • Harris, L. C., & Ogbonna, E. (2002). Exploring Service Sabotage: The Antecedents, Types and Consequences of Frontline, Deviant, Antiservice Behaviors. Journal of Service Research, 4(3), 163–183. https://doi.org/10.1177/1094670502004003001
  • Harris, L. C., & Ogbonna, E. (2012). Motives for service sabotage: an empirical study of front-line workers. Service Industries Journal, 32(13), 2027–2046. https://doi.org/10.1080/02642069.2011.582496
  • Hayati, K., Yuningsih, Y., & Caniago, I. (2018). Can Islamic Work Ethics and Ethical Climate Reduce Counterproductive Work Behavior? International Journal of Economics, Business and Entrepreneurship, 1(2), 95–101. https://doi.org/10.31023/ijebe.102.0008
  • Hsieh, H. H., & Wang, Y. De. (2016). Linking perceived ethical climate to organizational deviance: The cognitive, affective, and attitudinal mechanisms. Journal of Business Research, 69(9), 3600–3608. https://doi.org/10.1016/j.jbusres.2016.01.001
  • Huang, R. T., Sun, H. S., Hsiao, C. H., & Wang, C. W. (2017). Minimizing counterproductive work behaviors: The roles of self-determined motivation and perceived job insecurity in organizational change. Journal of Organizational Change Management, 30(1), 15–26. https://doi.org/10.1108/JOCM-12-2015-0238
  • Jung, H. S., & Yoon, H. H. (2012). The effects of emotional intelligence on counterproductive work behaviors and organizational citizen behaviors among food and beverage employees in a deluxe hotel. International Journal of Hospitality Management, 31(2), 369–378. https://doi.org/10.1016/j.ijhm.2011.06.008
  • Kanten, P., Yeşiltaş, M., & Arslan, R. (2015). Kişiliğin Karanlık Yönünün Üretkenli̇k Karşıtı İş Davranışlarına Etkisinde Psi̇koloji̇k Sözleşmeni̇n Düzenleyi̇ci̇ Rolü. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 29(2), 365–391. https://doi.org/10.16951/iibd.40167
  • Keskin, H., Akgün, A. E., Ayar, H., & Kayman, Ş. S. (2016). Cyberbullying Victimization, Counterproductive Work Behaviours and Emotional Intelligence at Workplace. Procedia - Social and Behavioral Sciences, 235(October), 281–287. https://doi.org/10.1016/j.sbspro.2016.11.031
  • Kim, T. T., Karatepe, O. M., & Chung, U. Y. (2019). Got political skill?: The direct and moderating impact of political skill on stress, tension and outcomes in restaurants. International Journal of Contemporary Hospitality Management, 31(3), 1367–1389. https://doi.org/10.1108/IJCHM-01-2018-0014
  • Lee, J. H. J., & Ok, C. (2012). Reducing burnout and enhancing job satisfaction: Critical role of hotel employees’ emotional intelligence and emotional labor. International Journal of Hospitality Management, 31(4), 1101–1112. https://doi.org/10.1016/j.ijhm.2012.01.007
  • Lily, C.-H., & Aharon, T. (2014). Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange. Journal of Work and Organizational Psychology, 30, 1–12. https://doi.org/http://dx.doi.org/10.5093/tr2014a1
  • Liu, W., & Jing, R. (2010). An Empirical Research of the Relationship between Organizational Culture and Counterproductive Behavior the Perspective of Organizational Ethical Climate. China Soft Science, 9.
  • Luria, G., & Yagil, D. (2008). Procedural justice, ethical climate and service outcomes in restaurants. International Journal of Hospitality Management, 27(2), 276–283. https://doi.org/10.1016/j.ijhm.2007.07.022
  • Neuman, J. H., & Baron, R. A. (2006). Aggression in the Workplace: A Social-Psychological Perspective. Counterproductive work behavior: Investigations of actors and targets., (November), 13–40. https://doi.org/10.1037/10893-001
  • Newman, A., Round, H., Bhattacharya, S., & Roy, A. (2017). Ethical Climates in Organizations: A Review and Research Agenda. Business Ethics Quarterly, 27(4), 475–512. https://doi.org/10.1017/beq.2017.23
  • O’Leary-Kelly, A. M. ., Griffin, R. W., & Glew, D. J. (1996). Organization-Motivated Aggression : A Research Framework. The Academy of Management Review, 21(1), 225–253.
  • Pagliaro, S., Lo Presti, A., Barattucci, M., Giannella, V. A., & Barreto, M. (2018). On the effects of ethical climate(s) on employees’ behavior: A social identity approach. Frontiers in Psychology, 9(JUN), 1–10. https://doi.org/10.3389/fpsyg.2018.00960
  • Peterson, D. K. (2002). Deviant Workplace Behavior and. 17(1), 47–61.
  • Rishipal. (2019). Employee loyalty and counter-productive work behaviour among employees in the Indian hospitality sector. Worldwide Hospitality and Tourism Themes, 11(4), 438–448. https://doi.org/10.1108/WHATT-04-2019-0020
  • Robinson, R. N. S. (2008). Revisiting hospitality’s marginal worker thesis: A mono-occupational perspective. International Journal of Hospitality Management, 27(3), 403–413. https://doi.org/10.1016/j.ijhm.2007.09.003
  • Seçer, İ. (2017). SPSS ve LISREL ile Pratik Veri Analizi (3. baskı). Ankara: Anı Yayıncılık.
  • Spector, P. E. (2011). The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives. Human Resource Management Review, 21(4), 342–352. https://doi.org/10.1016/j.hrmr.2010.10.002
  • Spector, P. E., & Fox, S. (2010). Theorizing about the deviant citizen: An attributional explanation of the interplay of organizational citizenship and counterproductive work behavior. Human Resource Management Review, 20(2), 132–143. https://doi.org/10.1016/j.hrmr.2009.06.002
  • Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446–460. https://doi.org/10.1016/j.jvb.2005.10.005
  • Suar, D., & Khuntia, R. (2004). Does ethical climate influence unethical practices and work behaviour? Journal of Human Values, 10(1), 11–21. https://doi.org/10.1177/097168580401000103
  • Tabachnick, B. G., & Fidell, L. S. (2013). Using Multivariate Statistics (6. baskı). Boston, New York: MA: Allyn & Bacon/Pearson Education.
  • Teresi, M., Pietroni, D. D., Barattucci, M., Giannella, V. A., & Pagliaro, S. (2019). Ethical climate(s), organizational identification, and employees’ behavior. Frontiers in Psychology, 10(June). https://doi.org/10.3389/fpsyg.2019.01356
  • Torres, E. N., & Kline, S. (2006). From satisfaction to delight: A model for the hotel industry. International Journal of Contemporary Hospitality Management, 18(4), 290–301. https://doi.org/10.1108/09596110610665302
  • Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction. Içinde International Journal of Contemporary Hospitality Management (C. 28). https://doi.org/10.1108/IJCHM-04-2014-0182
  • Wimbush, J. C., & Shepard, J. M. (1994). Toward an understanding of ethical climate: Its relationship to ethical behavior and supervisory influence. Journal of Business Ethics, 13(8), 637–647. https://doi.org/10.1007/BF00871811
  • Yazıcıoğlu, Y., & Erdoğan, S. (2004). Spss uygulamalı bilimsel araştırma yöntemleri. Ankara: Detay Yayıncılık.
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Details

Primary Language Turkish
Subjects Hospitality Leisure Sport and Tourism
Journal Section Articles
Authors

Mehmet POLAT (Primary Author)
Kahramanmaras Sütcü Imam University
0000-0002-5591-5422
Türkiye

Publication Date May 7, 2021
Published in Issue Year 2021, Volume 5, Issue 1

Cite

Bibtex @research article { ijgtr877499, journal = {Uluslararası Global Turizm Araştırmaları Dergisi}, issn = {}, eissn = {2587-2745}, address = {Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Turizm İşletmeciliği Bölümü Kat-3 Oda No-306 Doğu Yerleşkesi ISPARTA}, publisher = {Gülay BULGAN}, year = {2021}, volume = {5}, pages = {1 - 15}, doi = {}, title = {Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma}, key = {cite}, author = {Polat, Mehmet} }
APA Polat, M. (2021). Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma . Uluslararası Global Turizm Araştırmaları Dergisi , 5 (1) , 1-15 . Retrieved from https://dergipark.org.tr/en/pub/ijgtr/issue/62262/877499
MLA Polat, M. "Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma" . Uluslararası Global Turizm Araştırmaları Dergisi 5 (2021 ): 1-15 <https://dergipark.org.tr/en/pub/ijgtr/issue/62262/877499>
Chicago Polat, M. "Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma". Uluslararası Global Turizm Araştırmaları Dergisi 5 (2021 ): 1-15
RIS TY - JOUR T1 - Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma AU - Mehmet Polat Y1 - 2021 PY - 2021 N1 - DO - T2 - Uluslararası Global Turizm Araştırmaları Dergisi JF - Journal JO - JOR SP - 1 EP - 15 VL - 5 IS - 1 SN - -2587-2745 M3 - UR - Y2 - 2021 ER -
EndNote %0 International Journal of Global Tourism Research Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma %A Mehmet Polat %T Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma %D 2021 %J Uluslararası Global Turizm Araştırmaları Dergisi %P -2587-2745 %V 5 %N 1 %R %U
ISNAD Polat, Mehmet . "Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma". Uluslararası Global Turizm Araştırmaları Dergisi 5 / 1 (May 2021): 1-15 .
AMA Polat M. Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma. IJGTR. 2021; 5(1): 1-15.
Vancouver Polat M. Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma. Uluslararası Global Turizm Araştırmaları Dergisi. 2021; 5(1): 1-15.
IEEE M. Polat , "Örgütsel Etik İklimin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisi: Antalya Sahil Otellerinde Bir Araştırma", Uluslararası Global Turizm Araştırmaları Dergisi, vol. 5, no. 1, pp. 1-15, May. 2021