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ÖRGÜT KÜLTÜRÜNÜN ÖRGÜTSEL MUHALEFETİ ŞEKİLLENDİRİCİ ROLÜ: BEYAZ YAKALILAR ÜZERİNE BİR ARAŞTIRMA

Year 2021, , 620 - 642, 30.06.2021
https://doi.org/10.17130/ijmeb.813385

Abstract

Bu çalışmada örgüt kültürü ile birlikte son yıllarda ulusal ve uluslararası literatür açısından önem kazanan örgütsel muhalefet tartışılmıştır. Bu çalışma, örgütsel muhalefet algısının örgüt kültürü bağlamında nasıl şekillendiği sorusuna cevap vermeyi amaçlamaktadır. Nicel araştırma yöntemlerinin kullanıldığı bu çalışmada, Türkiye Düzce ili organize sanayi bölgesindeki işletmelerde çalışan 211 beyaz yakalı özel sektör çalışanına anket uygulanmıştır. Elde edilen verilerle SPSS 18.0 programında demografik değişkenler üzerinden T testleri ve Anova ile korelasyon analizi yapılırken, veriler AMOS 23.0 programında yol analizi ile çoklu regresyona tabi tutulmuştur. Yol analizi sonucunda örgüt kültürün alt boyutlarından biri olan klan kültürünün örgütsel muhalefetin alt boyutlarından sorgulayıcı ve gizli muhalefet üzerinde olumsuz etkiye sahip olduğu tespit edilmiştir. Adokrasi kültürü ise, yapıcı açık muhalefet üzerinde olumlu bir etkiye sahipken, hiyerarşi kültürü, gizli muhalefet üzerinde olumlu, yapıcı açık muhalefet üzerinde olumsuz bir etkiye sahiptir. Bu sonuçların, örgüt kültüründe örgütsel muhalefet davranışının çalışanlar ve işletmeler için önemini göstermesi ve literatürün gelişimine katkıda bulunması beklenmektedir.

References

  • Acaray, A., & Akturan, A. (2015). The relationship between organizational citizenship behaviour and organizational silence. Procedia-Social and Behavioral Sciences, 207, 472-482.
  • Akın, A. (2010). The cultural basis of Turkish Business System and a proposal of a model inspired by Turkish proverbs. Journal of Human Sciences, 7(2). (809-838).
  • Aktan, C. C. (2015). Organizasyonlarda Yanlış Uygulamalara Karşı Bir Sivil Erdem, Ahlaki Tepki ve Vicdani Red Davranışı: Whistleblowing. Organizasyon ve Yönetim Bilimleri Dergisi, 7(2). (19-36).
  • Aktaş, H. & Şimşek, E. (2014). Örgütsel Sessizlik ile Algılanan Bireysel Performans, Örgüt Kültürü ve Demografik Değişkenler Arasındaki Etkileşim. Akdeniz Üniversitesi İ.İ.B.F. Dergisi. 28 (14).(24-52).
  • Altunışık, R., Coşkun, R., Bayraktaroğlu, S., & Yıldırım, E. (2007). Sosyal bilimlerde araştırma yöntemleri: SPSS uygulamalı. Sakarya yayıncılık.
  • Ataç, L. O., & Köse, S. (2017). Örgütsel demokrasi ve örgütsel muhalefet ilişkisi: Beyaz yakalılar üzerine bir araştırma. Istanbul Üniversitesi Isletme Fakültesi Dergisi, 46(1), 117.
  • Avtgis, T. A., Thomas-Maddox, C., Taylor, E., & Patterson, B. R. (2007). The influence of employee burnout syndrome on the expression of organizational dissent. Communication Research Reports, 24(2), 97-102.
  • Berberoğlu, G.(1989). Basın İşletmelerimizde Örgütsel ve Yönetsel Özellikler. 3. Ulusal İşletmecilik Kongresi., Erdem Matbaacılık (95-99).
  • Boisot, M., & Child, J. (1988). The iron law of fiefs: Bureaucratic failure and the problem of governance in the Chinese economic reforms. Administrative Science Quarterly, 507-527.
  • Burns, T., & Wagner, C. (2013). Organizational dissent. Principal Leadership, 14(4).(28-32).
  • Cameron, K.S. & Quinn, R. E. (1999). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Addison-Wesley.
  • Cameron, K. S. & Quinn, R. E. (2006). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. USA: Jossey-Bass, Revised Edition.
  • Croucher, S. M., Parrott, K., Zeng, C., & Gomez, O. (2014). A cross-cultural analysis of organizational dissent and workplace freedom in five European economies. Communication Studies. 65(3), (298-313).
  • Çavuşoğlu, S., & Köse, S.(2016) Örgüt Kültürünün Örgütsel Sessizlik Davranışına Etkisi. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 18(1). (115-146).
  • Deshpandé, R., Farley, J. U., & Webster Jr, F. E. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: a quadrad analysis. Journal of marketing, 57(1), 23-37.
  • Dimitris,B.,ve Vakola,M.(2007). Organizational Slience: A New Challenge For Human Resource Management. Athens University of Economics and Business.(1-19).
  • Doğan, B. (2007). Örgüt kültürü. İstanbul: Beta Yayınları.
  • Erdem, R., Adıgüzel, O.,ve Kaya,A. (2010). Akademik Personelin Kurumlarına İlişkin Algıladıkları ve Tercih Ettikleri Örgüt Kültürü Tipleri. Erciyes Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 36.(73-88).
  • Erdoğan, İ.(1994).İşletmelerde Davranış. İstanbul: Beta Yayınları.
  • Gleespen, A. V. (1993). Driving Fear Out of the Workplace: How to Overcome the Invisible Barriers to Quality, Productivity, and Innovation, by Kathleen D. Ryan and Daniel K. Oestreich.(1991). San Francisco: Jossey‐Bass. 253 pp., 27.95cloth, 16.95 paper. Human Resource Development Quarterly, 4(4). (415-418).
  • Graham, J.W. (1986). Principled organizational dissent: A Theoretical essay. Researching Organizational Behavior. 8. (1-52).
  • Hooijberg, R., ve Petrock, F. (1993). On cultural change: Using the competing values framework to help leaders execute a transformational strategy. Human resource management, 32(1). (29-50).
  • Irani, Z., & Sharp, J. M. (1997). Integrating continuous improvement and innovation into a corporate culture: a case study. Technovation, 17(4). (199-223).
  • Kassing, J. W. (1997). Articulating, antagonizing, and displacing: A model of employee dissent. Communication Studies. 48(4). (311-332).
  • Kassing, J. W., Avtgis, T. A. (1999). Examining the Relationship Between Organizational Dissent and Aggressive Communication. Management Communication Quarterly. 13. (76-91).
  • Kassing, J. W. (2000). Exploring the relationship between workplace freedom of speech, organizational identification, and employee dissent. Communication Research Reports. 17. (387–396).
  • Kassing, J. W., McDowell, Z. (2008). Disagreeing About What’s Fair: Exploring the Relationship Between Perceptions of Justice and Employee Dissent. Communication Research Reports 25(1).(34-43).
  • Kassing, J. W., & Armstrong, T. A. (2002). Someone’s Going To Hear About This: Examining The Association Between Dissent-Triggering Events And Employees’ Dissent Expression. Management Communication Quarterly. 16(1), 39-65. Kassing, J. W. (2009). “In Case You Didn't Hear Me The First Time” An Examination of Repetitious Upward Dissent. Management Communication Quarterly. 22(3). 416-436.
  • Kowtha, N. R., Landau, J., & Chia, H. B. (2001). The Culture Of Voice: Exploring The Relationship Between Employee Voice And Organizational Culture. In Academy of Management Conference, Washington, DC.
  • Kristof,A. L.(1996). Person-Organization Fit: An İntegrative Review of İts Conceptualizations, Measurement, and İmplications. Personnel Psychology. 49.(1-49).
  • Kristof-Brown,A,L.,Zimmerman,R,D.,Johnson,E,C.(2005).Consequences of Individuals’ fit at work: A Meta-Analyses Of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit.Personnel Psychology, 58.(281-305).
  • Leiter, M. P. & Maslach,C. (1988). The Impact of Interpersonal Environment on Burnout and Organizational Commitment. Journal of Organizational Behavior.9.(297-308).
  • Liu, J., & Cho, S. (2011). Encouraging Employee Voice in the Hospitality Industry: The Role of Organizational Culture and Leadership Styles.
  • Morrison, E. W., & Milliken, F. J. (2004). Sounds of silence. Stern Business, 25, 31-35.
  • Miceli, Marcia P., Janet P. Near (1984), “The Relationships Among Beliefs, Organizational Position, and Whistleblowing Status: A Discriminant Analysis”. Academy of Management Journal. 27.(687- 705).
  • Neuman, W. L. (2006). Social Research Methods: Qualitative and Quantitative Approaches. Boston: Pearson.
  • Ötken, A. B. & Cenkci, T. (2013). Beş faktör kişilik modeli ve örgütsel muhalefet arasındaki ilişki üzerine bir araştırma. Öneri Dergisi, 39(10).(41-51).
  • Özdevecioğlu, M., & Akın, M. (2013). Yöneticilerin örgüt kültürü ve örgütlerarası vatandaşlık davranışları algılamaları. Çankırı Karatekin Üniversitesi İİBF Dergisi. 3(2).(112-131).
  • Özsahin, M., & Yurur, S. (2019). Does Organızatıonal Justıce Increase or Decrease Organızatıonal Dıssent?. Research Journal of Business and Management, 6(1), 1-8.
  • Packer, D. J. (2010). The Interactive Influence of Conscientiousness and Openness to Experience on Dissent. Social Influence. 5(3). (202-219).
  • Parcham, E., & Ghasemizad, A. (2016). The Impact Of Organizational Culture on Employees’ Organizational Silence In Shiraz University Of Medical Sciences. Journal Of Health Management.and Informatics, 4(1). (25-30).
  • Pervin, L. A. (1968). Performance and satisfaction as a function of individual-environment fit. Psychological bulletin, 69(1). 56.
  • Quinn, R. E., ve Spreitzer, G. M. (1991). The Psychometrics of The Competing Values Culture Instrument.and an Analysis of The Impact Of Organizational Culture On Quality Of Life.Research in Organizational Change and Development, 5.(115-142).
  • Stephens, G. K.., & Greer, C. R. (1995). Doing Business in Mexico: Understanding Cultural Differences. Organisational Dynamics,. (39-55).
  • Şahin, T., & Yürür, S. (2020). Örgütsel Muhalefetin Anlaşılmasında Örgütsel Güvenin Rolü ve Önemi. Paradoks: The Journal Of Economics, Sociology & Politics, 16(1).
  • Şen, E; Mustafa Bolat, M. (2014). İşletmelerde Demokratik Yönetim Anlayışının İnovasyon Ve Firma Performansı Üzerine Etkisi: İstanbul Avrupa Yakası Lojistik İşletmeleri Üzerine Bir Uygulama İstanbul Ticaret Üniversitesi Sosyal Bilimleri Dergisi. 27(14).(149-172).
  • Tutar, H; & Sadykova, G. (2014). Örgütsel demokrasi ve örgütsel muhalefet arasındaki ilişki üzerine bir inceleme. İşletme Bilimi Dergisi, 2(1), 1-16.
  • Üçok, D. I.; Torun, A, A. (2016). The Relatıonshıp Of Group Cohesıveness, Psychologıcal Safety, Control Over Work, And Competıtıve Work Envıronment Wıth Organızatıonal Sılence: The Medıatıng Role Of Motıves Of Sılence. Uluslararası İşletme,Ekonomi ve Yönetim Perspektifleri Dergisi.(4). (62-80).
  • Weber M. (1947). The Theory of Social and Economic Organization, (A. M. Henderson and Talcott Parsons, Çev.), The Free Press and the Falcon's Bring Press.
  • Yaman,E., & Ruçlar,K. (2014). Örgüt kültürünün yordayıcısı olarak üniversitelerde örgütsel sessizlik. Journal of Higher Education & Science/Yüksekögretim ve Bilim Dergisi, 4(1).
  • Yücesan Özdemir, G. (2001) Mavi Yakalı İşçiler Üzerinde Eleştirel Etnografi: Yöntem bilimsel ve Politik Açılımlar/Sorunlar. Praxis, 4.(332-346).
  • Yürür, S. & Yazıcı, N.(2018). ‘’What Does Person-Organization Fit Mean In Terms of Organitional Justice Perceptions Of Employees?.’’C-iasoS Congress of International Applied Social Science. 19-21 Nisan,Demre, Antalya.

THE ROLE OF ORGANIZATIONAL CULTURE IN FORMING ORGANIZATIONAL DISSENT: A RESEARCH ON WHITE-COLLAR EMPLOYEES

Year 2021, , 620 - 642, 30.06.2021
https://doi.org/10.17130/ijmeb.813385

Abstract

In this study, along with organizational culture, organizational dissent which becomes more important in terms of national and international literature in recent years is discussed. This study aims to answer the question of how organizational dissent perception is shaped within the context of organizational culture. In this study, in which quantitative research methods were used, a questionnaire was applied to 211 white-collar private sector employees working in companies in the organized industrial zone in Duzce, Turkey. In the SPSS 18.0 program with the obtained data, correlation analysis was carried out with T-tests and Anova over the demographic variables, while the data were subjected to multiple regression in the AMOS 23.0 program by path analysis. As a result of the path analysis, it was determined that the clan culture, which is one of the sub-dimensions of organizational culture, has a negative effect on the questioning and latent dissent from the sub-dimensions of the organizational dissent. While the culture of adhocracy has a positive effect on the constructive articulated dissent, the hierarchy culture has a negative effect on the constructive articulated dissent and positive effect on latent dissent. These results are expected to demonstrate the importance of organizational dissent in organizational culture for employees and businesses and contribute to the development of the literature.

References

  • Acaray, A., & Akturan, A. (2015). The relationship between organizational citizenship behaviour and organizational silence. Procedia-Social and Behavioral Sciences, 207, 472-482.
  • Akın, A. (2010). The cultural basis of Turkish Business System and a proposal of a model inspired by Turkish proverbs. Journal of Human Sciences, 7(2). (809-838).
  • Aktan, C. C. (2015). Organizasyonlarda Yanlış Uygulamalara Karşı Bir Sivil Erdem, Ahlaki Tepki ve Vicdani Red Davranışı: Whistleblowing. Organizasyon ve Yönetim Bilimleri Dergisi, 7(2). (19-36).
  • Aktaş, H. & Şimşek, E. (2014). Örgütsel Sessizlik ile Algılanan Bireysel Performans, Örgüt Kültürü ve Demografik Değişkenler Arasındaki Etkileşim. Akdeniz Üniversitesi İ.İ.B.F. Dergisi. 28 (14).(24-52).
  • Altunışık, R., Coşkun, R., Bayraktaroğlu, S., & Yıldırım, E. (2007). Sosyal bilimlerde araştırma yöntemleri: SPSS uygulamalı. Sakarya yayıncılık.
  • Ataç, L. O., & Köse, S. (2017). Örgütsel demokrasi ve örgütsel muhalefet ilişkisi: Beyaz yakalılar üzerine bir araştırma. Istanbul Üniversitesi Isletme Fakültesi Dergisi, 46(1), 117.
  • Avtgis, T. A., Thomas-Maddox, C., Taylor, E., & Patterson, B. R. (2007). The influence of employee burnout syndrome on the expression of organizational dissent. Communication Research Reports, 24(2), 97-102.
  • Berberoğlu, G.(1989). Basın İşletmelerimizde Örgütsel ve Yönetsel Özellikler. 3. Ulusal İşletmecilik Kongresi., Erdem Matbaacılık (95-99).
  • Boisot, M., & Child, J. (1988). The iron law of fiefs: Bureaucratic failure and the problem of governance in the Chinese economic reforms. Administrative Science Quarterly, 507-527.
  • Burns, T., & Wagner, C. (2013). Organizational dissent. Principal Leadership, 14(4).(28-32).
  • Cameron, K.S. & Quinn, R. E. (1999). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Addison-Wesley.
  • Cameron, K. S. & Quinn, R. E. (2006). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. USA: Jossey-Bass, Revised Edition.
  • Croucher, S. M., Parrott, K., Zeng, C., & Gomez, O. (2014). A cross-cultural analysis of organizational dissent and workplace freedom in five European economies. Communication Studies. 65(3), (298-313).
  • Çavuşoğlu, S., & Köse, S.(2016) Örgüt Kültürünün Örgütsel Sessizlik Davranışına Etkisi. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 18(1). (115-146).
  • Deshpandé, R., Farley, J. U., & Webster Jr, F. E. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: a quadrad analysis. Journal of marketing, 57(1), 23-37.
  • Dimitris,B.,ve Vakola,M.(2007). Organizational Slience: A New Challenge For Human Resource Management. Athens University of Economics and Business.(1-19).
  • Doğan, B. (2007). Örgüt kültürü. İstanbul: Beta Yayınları.
  • Erdem, R., Adıgüzel, O.,ve Kaya,A. (2010). Akademik Personelin Kurumlarına İlişkin Algıladıkları ve Tercih Ettikleri Örgüt Kültürü Tipleri. Erciyes Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 36.(73-88).
  • Erdoğan, İ.(1994).İşletmelerde Davranış. İstanbul: Beta Yayınları.
  • Gleespen, A. V. (1993). Driving Fear Out of the Workplace: How to Overcome the Invisible Barriers to Quality, Productivity, and Innovation, by Kathleen D. Ryan and Daniel K. Oestreich.(1991). San Francisco: Jossey‐Bass. 253 pp., 27.95cloth, 16.95 paper. Human Resource Development Quarterly, 4(4). (415-418).
  • Graham, J.W. (1986). Principled organizational dissent: A Theoretical essay. Researching Organizational Behavior. 8. (1-52).
  • Hooijberg, R., ve Petrock, F. (1993). On cultural change: Using the competing values framework to help leaders execute a transformational strategy. Human resource management, 32(1). (29-50).
  • Irani, Z., & Sharp, J. M. (1997). Integrating continuous improvement and innovation into a corporate culture: a case study. Technovation, 17(4). (199-223).
  • Kassing, J. W. (1997). Articulating, antagonizing, and displacing: A model of employee dissent. Communication Studies. 48(4). (311-332).
  • Kassing, J. W., Avtgis, T. A. (1999). Examining the Relationship Between Organizational Dissent and Aggressive Communication. Management Communication Quarterly. 13. (76-91).
  • Kassing, J. W. (2000). Exploring the relationship between workplace freedom of speech, organizational identification, and employee dissent. Communication Research Reports. 17. (387–396).
  • Kassing, J. W., McDowell, Z. (2008). Disagreeing About What’s Fair: Exploring the Relationship Between Perceptions of Justice and Employee Dissent. Communication Research Reports 25(1).(34-43).
  • Kassing, J. W., & Armstrong, T. A. (2002). Someone’s Going To Hear About This: Examining The Association Between Dissent-Triggering Events And Employees’ Dissent Expression. Management Communication Quarterly. 16(1), 39-65. Kassing, J. W. (2009). “In Case You Didn't Hear Me The First Time” An Examination of Repetitious Upward Dissent. Management Communication Quarterly. 22(3). 416-436.
  • Kowtha, N. R., Landau, J., & Chia, H. B. (2001). The Culture Of Voice: Exploring The Relationship Between Employee Voice And Organizational Culture. In Academy of Management Conference, Washington, DC.
  • Kristof,A. L.(1996). Person-Organization Fit: An İntegrative Review of İts Conceptualizations, Measurement, and İmplications. Personnel Psychology. 49.(1-49).
  • Kristof-Brown,A,L.,Zimmerman,R,D.,Johnson,E,C.(2005).Consequences of Individuals’ fit at work: A Meta-Analyses Of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit.Personnel Psychology, 58.(281-305).
  • Leiter, M. P. & Maslach,C. (1988). The Impact of Interpersonal Environment on Burnout and Organizational Commitment. Journal of Organizational Behavior.9.(297-308).
  • Liu, J., & Cho, S. (2011). Encouraging Employee Voice in the Hospitality Industry: The Role of Organizational Culture and Leadership Styles.
  • Morrison, E. W., & Milliken, F. J. (2004). Sounds of silence. Stern Business, 25, 31-35.
  • Miceli, Marcia P., Janet P. Near (1984), “The Relationships Among Beliefs, Organizational Position, and Whistleblowing Status: A Discriminant Analysis”. Academy of Management Journal. 27.(687- 705).
  • Neuman, W. L. (2006). Social Research Methods: Qualitative and Quantitative Approaches. Boston: Pearson.
  • Ötken, A. B. & Cenkci, T. (2013). Beş faktör kişilik modeli ve örgütsel muhalefet arasındaki ilişki üzerine bir araştırma. Öneri Dergisi, 39(10).(41-51).
  • Özdevecioğlu, M., & Akın, M. (2013). Yöneticilerin örgüt kültürü ve örgütlerarası vatandaşlık davranışları algılamaları. Çankırı Karatekin Üniversitesi İİBF Dergisi. 3(2).(112-131).
  • Özsahin, M., & Yurur, S. (2019). Does Organızatıonal Justıce Increase or Decrease Organızatıonal Dıssent?. Research Journal of Business and Management, 6(1), 1-8.
  • Packer, D. J. (2010). The Interactive Influence of Conscientiousness and Openness to Experience on Dissent. Social Influence. 5(3). (202-219).
  • Parcham, E., & Ghasemizad, A. (2016). The Impact Of Organizational Culture on Employees’ Organizational Silence In Shiraz University Of Medical Sciences. Journal Of Health Management.and Informatics, 4(1). (25-30).
  • Pervin, L. A. (1968). Performance and satisfaction as a function of individual-environment fit. Psychological bulletin, 69(1). 56.
  • Quinn, R. E., ve Spreitzer, G. M. (1991). The Psychometrics of The Competing Values Culture Instrument.and an Analysis of The Impact Of Organizational Culture On Quality Of Life.Research in Organizational Change and Development, 5.(115-142).
  • Stephens, G. K.., & Greer, C. R. (1995). Doing Business in Mexico: Understanding Cultural Differences. Organisational Dynamics,. (39-55).
  • Şahin, T., & Yürür, S. (2020). Örgütsel Muhalefetin Anlaşılmasında Örgütsel Güvenin Rolü ve Önemi. Paradoks: The Journal Of Economics, Sociology & Politics, 16(1).
  • Şen, E; Mustafa Bolat, M. (2014). İşletmelerde Demokratik Yönetim Anlayışının İnovasyon Ve Firma Performansı Üzerine Etkisi: İstanbul Avrupa Yakası Lojistik İşletmeleri Üzerine Bir Uygulama İstanbul Ticaret Üniversitesi Sosyal Bilimleri Dergisi. 27(14).(149-172).
  • Tutar, H; & Sadykova, G. (2014). Örgütsel demokrasi ve örgütsel muhalefet arasındaki ilişki üzerine bir inceleme. İşletme Bilimi Dergisi, 2(1), 1-16.
  • Üçok, D. I.; Torun, A, A. (2016). The Relatıonshıp Of Group Cohesıveness, Psychologıcal Safety, Control Over Work, And Competıtıve Work Envıronment Wıth Organızatıonal Sılence: The Medıatıng Role Of Motıves Of Sılence. Uluslararası İşletme,Ekonomi ve Yönetim Perspektifleri Dergisi.(4). (62-80).
  • Weber M. (1947). The Theory of Social and Economic Organization, (A. M. Henderson and Talcott Parsons, Çev.), The Free Press and the Falcon's Bring Press.
  • Yaman,E., & Ruçlar,K. (2014). Örgüt kültürünün yordayıcısı olarak üniversitelerde örgütsel sessizlik. Journal of Higher Education & Science/Yüksekögretim ve Bilim Dergisi, 4(1).
  • Yücesan Özdemir, G. (2001) Mavi Yakalı İşçiler Üzerinde Eleştirel Etnografi: Yöntem bilimsel ve Politik Açılımlar/Sorunlar. Praxis, 4.(332-346).
  • Yürür, S. & Yazıcı, N.(2018). ‘’What Does Person-Organization Fit Mean In Terms of Organitional Justice Perceptions Of Employees?.’’C-iasoS Congress of International Applied Social Science. 19-21 Nisan,Demre, Antalya.
There are 52 citations in total.

Details

Primary Language English
Subjects Business Administration
Journal Section Research Articles
Authors

Serhat Ata 0000-0002-5423-5118

Senay Yürür 0000-0002-3859-9827

Publication Date June 30, 2021
Submission Date October 20, 2020
Acceptance Date January 22, 2021
Published in Issue Year 2021

Cite

APA Ata, S., & Yürür, S. (2021). THE ROLE OF ORGANIZATIONAL CULTURE IN FORMING ORGANIZATIONAL DISSENT: A RESEARCH ON WHITE-COLLAR EMPLOYEES. Uluslararası Yönetim İktisat Ve İşletme Dergisi, 17(2), 620-642. https://doi.org/10.17130/ijmeb.813385