Year 2018, Volume , Issue 58, Pages 153 - 176 2018-12-07

Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics
İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü

Mehmet Ferhat OZBEK [1]


This study builds and tests the models that two types of workplace friendships (friendship with coworkers and friendship with the supervisor) may have a negative influence on employees’ job insecurity and turnover intention. Further, this study assumes that the positive association between workplace friendship with a supervisor and job performance is stronger for employees having a low work ethic than for those with a high work ethic. This study also assumes that the negative relationship between friendship with a supervisor and organizational deviance is stronger for employees who have a low work ethic but not for those with a high work ethic. To test these hypotheses, 313 data samples have been collected from service sector employees. According to the results, two types of workplace friendships (friendship with coworkers and friendship with a supervisor) are negatively related to job insecurity and turnover intention. The results also show that friendship with a supervisor was positively associated with job performance for employees having a low work ethic but not for those with a high work ethic. Furthermore, the results show that friendship with a supervisor was negatively associated with organizational deviance for employees having a low work ethic but not for those with a high work ethic. Surprisingly, the friendship with a supervisor is positively associated with organizational deviance for employees having a high work ethic.


Bu çalışma işyerinde arkadaşlıkların (denk durumdaki çalışanlarla arkadaşlık ve yöneticiyle arkadaşlık) iş güvencesizliği ve işten ayrılma niyeti üzerinde negatif etkisinin olabileceği modelini kurmakta ve test etmektedir. Buna ilaveten, bu çalışmada yönetici ile arkadaşlık ile iş performansı arasındaki pozitif yönlü ilişkilerin çalışma etiği düşük olan çalışanlar için geçerli olabileceğini iddia etmiştir. Bu çalışma ayrıca yönetici ile arkadaşlık ile örgütsel sapma davranışı arasındaki negatif ilişkinin çalışma etiği düşük çalışanlar için geçerli olacağını iddia etmektedir. Hipotezleri test etmek için hizmet sektöründe çalışan 313 kişiden toplanan veriler kullanılmıştır. Sonuçlara göre, denk durumdaki çalışanlarla arkadaşlık ve yöneticiyle arkadaşlık ile iş güvencesizliği ve işten ayrılma niyeti arasında negatif yönlü bir ilişki bulunmuştur. Sonuçlar, çalışma etiğinin yöneticiyle arkadaşlık ve iş performansı ilişkisinde moderatör bir değişken olduğunu göstermektedir. Çalışma etiği düşük olan çalışanlarda, yöneticiyle arkadaşlık iş performansı ile pozitif yönlü bir ilişki içerisindedir. Sonuçlar, çalışma etiğinin yöneticiyle arkadaşlık ile örgütsel sapma arasındaki ilişkide moderatör bir değişken olduğunu göstermektedir. Sonuçlara göre çalışma etiği düşük olan çalışanlar için, yöneticiyle arkadaşlık örgütsel sapma davranışı ile negatif yönlü bir ilişki içindedir. Beklenmedik bir şekilde, çalışma etiği yüksek olan çalışanlarda yöneticiyle arkadaşlık ile örgütsel sapma davranışı arasında pozitif yönlü bir ilişki bulunmuştur.


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Primary Language en
Subjects Sociology
Journal Section Research Articles
Authors

Orcid: 0000-0002-9677-1111
Author: Mehmet Ferhat OZBEK (Primary Author)
Institution: Gümüşhane Üniversitesi | Gümüşhane University
Country: Turkey


Dates

Publication Date : December 7, 2018

Bibtex @research article { jecs417777, journal = {Journal of Economy Culture and Society}, issn = {2602-2656}, eissn = {2645-8772}, address = {jecs@istanbul.edu.tr}, publisher = {Istanbul University}, year = {2018}, volume = {}, pages = {153 - 176}, doi = {}, title = {Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics}, key = {cite}, author = {OZBEK, Mehmet Ferhat} }
APA OZBEK, M . (2018). Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics. Journal of Economy Culture and Society , (58) , 153-176 . Retrieved from https://dergipark.org.tr/en/pub/jecs/issue/40856/417777
MLA OZBEK, M . "Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics". Journal of Economy Culture and Society (2018 ): 153-176 <https://dergipark.org.tr/en/pub/jecs/issue/40856/417777>
Chicago OZBEK, M . "Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics". Journal of Economy Culture and Society (2018 ): 153-176
RIS TY - JOUR T1 - Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics AU - Mehmet Ferhat OZBEK Y1 - 2018 PY - 2018 N1 - DO - T2 - Journal of Economy Culture and Society JF - Journal JO - JOR SP - 153 EP - 176 VL - IS - 58 SN - 2602-2656-2645-8772 M3 - UR - Y2 - 2018 ER -
EndNote %0 Journal of Economy Culture and Society Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics %A Mehmet Ferhat OZBEK %T Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics %D 2018 %J Journal of Economy Culture and Society %P 2602-2656-2645-8772 %V %N 58 %R %U
ISNAD OZBEK, Mehmet Ferhat . "Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics". Journal of Economy Culture and Society / 58 (December 2018): 153-176 .
AMA OZBEK M . Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics. Journal of Economy Culture and Society. 2018; (58): 153-176.
Vancouver OZBEK M . Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics. Journal of Economy Culture and Society. 2018; (58): 176-153.