İş Gerilimi, Yöneticiye Güven Ve Örgütsel Bağlılık İlişkisinde Resmi Ve Resmi Olmayan Yönetim Kontrollerinin Önemi

Abstract

Bu çalışmada, yönetim kontrol sistemi içerisinde yer alan resmi ve resmi olmayan kontrol şekillerinin, çalışanların iş gerilimi, yöneticilerine güven ve örgütsel bağlılıklarını nasıl etkilediği yapısal eşitlik modeli yardımıyla incelenmiştir. Bu amaçla ilaç sektöründe yapılan uygulamada, ilaç mümessillerinin iş gerilimi, yöneticiye duydukları güven ve örgütsel bağlılıklarının, yönetsel kontrol şekillerinden ne şekilde etkilendiği ölçülmüştür. Araştırmada esas alınan örneklem Marmara Bölgesinde faaliyet gösteren 76 farklı ilaç firmasında görev alan 510 tıbbı ilaç mümessilinden oluşmaktadır. Örneklemden elde edilen bulgular; (a) resmi ve resmi olmayan kontrol şekillerinin kendi aralarında ve iş gerilimi, yöneticiye güven ve örgütsel bağlılık üzerinde doğrudan ve dolaylı etkilerinin olduğunu, (b) resmi olmayan kontrolün resmi kontrollere göre daha yüksek etki düzeyine sahip olduğunu, (c) yöneticiye güvenin iş gerilimi ve örgütsel bağlılığı olumlu etkilediğini, (d) iş gerilimi ile örgütsel bağlılık arasında anlamlı negatif bir ilişkinin olduğunu ortaya koymaktadır.

Keywords

• İş gerilimi, yöneticiye güven, örgütsel bağlılık, resmi ve resmi olmayan kontroller, yapısal eşitlik modeli

The Importance Of Formal And Informal Management Controls In The Relatıonshıps Between Job Tensıon, Supervısee Trust And Organızatıonal Commıtment

Abstract

In this study, the effects of formal and informal control systems that exist in management control system on employees’ job tension, supervisee trust and organizational commitment are examined via structural equation modeling. For that end with the study conducted in pharma companies, the effects of management control systems, on job tension, supervisee trust and organizational commitment of medical sales representatives are examined. The research sample is composed of 510 medical sales representatives from 76 pharma company operating in Marmara region. According to the research findings; (a) formal and informal control systems have direct and indirect effects on job tension, supervisee trust, organizational commitment and on each other, (b) informal control systems have a higher effect level according to formal control systems, (c) supervisee trust have positive effects on job tension and organizational commitment, (d) there is a significant and negative relationship between job tension and organizational commitment.

Keywords

• Job tension, supervisee trust, organizational commitment, formal and informal controls, structural equation modeling

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