İşyeri Dışlanmasının Bilgi Paylaşımına Etkisinde Örgütsel Sessizliğin Aracı Rolü

Year 2021, , 2992 - 3012, 30.09.2021

Süleyman Cem Bozdoğan

https://doi.org/10.15869/itobiad.934591

Cited By: 1

Abstract

İşyeri dışlanmasının temel çalışan ve örgütsel sonuçlar üzerindeki zararlı etkisi giderek daha fazla ilgi görmektedir. İşyeri dışlanması başlangıçta bireylerin diğer çalışanlar tarafından dışlanması, görmezden gelinmesi veya göz ardı edilmesi olarak tanımlanmaktadır. İşyeri dışlanması yaygın görülen bir tür soğuk şiddettir. İşyerinde dışlandığını hisseden çalışanlar, örgüt için çok önemli olan bilgileri kendilerine saklamaktadırlar. Dışlanmış çalışanlar kendilerini daha az önemli hissedebileceklerinden sosyalleşme süreci, örgütsel vatandaşlık davranışı ve bilgi paylaşımı gibi ekstra rol davranışları sergilemekten kaçınabilmektedirler. Sessizlik olarak adlandırılan bu davranış kurumun rekabet avantajı elde etmesine önemli oranda ket vurabilmektedir. Örgütlerde yaygın bir iş yeri fenomeni olarak, bilgi saklama şirketlere ciddi ekonomik kayıplara neden olabilmektedir. İşyeri ilişkilerinin, çalışanların bilgi paylaşma isteğini artırmada önemli bir rol oynadığı göz önüne alındığında, mevcut makale işyeri dışlanması ve bilgi paylaşımı arasındaki bağlantıyı incelemektedir. İşyeri dışlanması, bilgi paylaşımı ve örgütsel sessizlik üzerindeki etkiyi inceleyen az sayıda çalışma olması çalışmanın literatüre katkısını arttırmaktadır. Bu araştırma, işyeri dışlanmasının örgütleri iki yolla etkileme kapasitesine sahip olduğunu savunurken, bilgiyi gizlemek ve sessizlik davranışı sergilemek gibi iki perspektifi de birleştirmesiyle katkı sağlamaktadır. Bu araştırmanın istatistiksel popülasyonu Osmaniye’nin Kadirli ilçesinde faaliyet gösteren Organize Sanayi KOBİ çalışanlarını içermektedir. Pandemi şartlarını göz önüne alarak veriler internet üzerinden toplanmıştır. SPSS AMOS programı kullanılarak yapısal eşitlik modeli analizi gerçekleştirilmiştir. İstatistiksel sonuçlar, işyeri dışlanmasının örgütsel sessizliği olumlu yönde etkilediğini gösterirken, bilgi paylaşımını da olumsuz yönde etkilediğini göstermektedir. Buna ek olarak işyeri dışlanması ve bilgi paylaşımı arasındaki ilişkide örgütsel sessizliğin aracı rolü doğrulanmıştır.

Keywords

İşyeri Dışlanması, Bilgi Paylaşımı, Örgütsel Sessizlik, Aracılık Rolü, Yapısal Eşitlik Modeli.

The Mediation Role of Organizational Silence in The Effect of Workplace Ostracism on Knowledge Sharing

Abstract

The detrimental effect of workplace ostracism on core employee and organizational outcomes is getting more and more attention. Workplace ostracism was originally defined as individuals being excluded, ignored, or overlooked by other employees. Workplace ostracism is a common form of cold violence. Employees who feel ostracized in the workplace keep information that is very important to the organization to themselves. Ostracized employees may feel less important, so they can avoid exhibiting extra role behaviors such as socialization, organizational citizenship behavior and information sharing. This behavior, called silence, can significantly inhibit the organization's competitive advantage. As a common workplace phenomenon in organizations, knowledge hiding can cause serious economic losses to companies. Given that workplace relationships play an important role in increasing employees' desire to share information, the current article examines the link between workplace ostracism and information sharing. The contribution of this study to the literature is that it proposes a model that predicts the role of organizational silence as a mediator in the impact between workplace ostracism and information sharing. A small number of studies examining the impact on workplace ostracism, information sharing, and organizational silence increase the study's contribution to the literature. This research contributes to the fact that workplace ostracism has the capacity to affect organizations in two ways, while combining two perspectives, such as hiding information and exhibiting behavior of silence.The statistical population of this research includes organized industrial zone, SME employees. Taking into account the pandemic conditions, the data was collected online. Structural equation model analysis was carried out using Amos program. Statistical results show that workplace ostracism positively affects organizational silence, while negatively affects knowledge sharing. In addition, the mediation role of organizational silence in the relationship between workplace ostracism and knowledge sharing has been confirmed.

Keywords

Workplace Ostracism, Knowledge Sharing, Organizational Silence, Mediation Role, Structural Equation Modal

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