ÖRGÜTSEL MUHALEFETİN DUYGUSAL BAĞLILIK VE İŞ TATMİNİ ÜZERİNDEKİ ETKİSİ

Abstract

Çalışanlara, işyerindeki sorunlar hakkındaki görüşlerini ifade etme fırsatı vermek, modern yönetim yaklaşımının öne çıkan bir özelliğidir. Olumlu, yaratıcı, bilgi üreten fikirlerin yanı sıra çalışanların kuruma veya yöneticilere zıt fikirleri yansıtan görüşler ortaya atması sıkça karşılaşılan bir durumdur. Çalışanların işyeri politikaları ve uygulamaları hakkındaki karşıt görüşlerini çeşitli kitlelere ifade etmesi, örgütsel muhalefet olarak tanımlanmaktadır. Örgütsel muhalefet, çalışanların örgütsel politikalar ve yönetimsel uygulamalar konusundaki memnuniyetsizliğiyle ilgilidir. Örgütsel muhalefet yalnızca karşıtlığı değil, aynı zamanda bunu kelimelerle ifade etmeyi de içerir. Muhalefet açıkça veya örtük olarak gerçekleşebilir. Nasıl ortaya çıktığına ve gerçekleştiğine bağlı olarak, örgütsel muhalefet, çalışanların iş tatmini ve örgütsel bağlılığını etkileyebilir. Bu çalışmada, farklı örgütsel muhalefet biçimlerinin duygusal bağlılık ve iş tatmini üzerindeki etkileri incelenmiştir. Bu amaçla bankacılık sektöründe çalışan 135 kişiden anket yöntemiyle veri toplanmıştır. Yapılan regresyon analizleri sonucunda, hem açık hem de gizli muhalefetin duygusal bağlılık ve iş tatmini üzerinde önemli ölçüde olumsuz etkiler yarattığı belirlenmiştir. Bulgular teorik ve uygulama açısından tartışılarak çeşitli öneriler sunulmuştur.

Keywords

• Örgütsel Muhalefet
• Duygusal Bağlılık
• İş Tatmini

THE EFFECT OF ORGANIZATIONAL DISSENT ON AFFECTIVE COMMITMENT AND JOB SATISFACTION

Abstract

Giving employees the opportunity to express their views on issues is considered as a prominent feature of modern management approach. Yet, besides positive, creative, knowledge-producing ideas, it is a frequent occurrence in the organizations that employees raise opinions that reflect opposite ideas to the organization or the managers. Employees’ expressing of their disagreement or contradictory opinions on workplace policies and practices to different audiences is conceptualized as organizational dissent. Organizational dissent is related to the dissatisfaction of employees on organizational policies and managerial practices. Organizational dissent involves not only disagreement, but also expressing it in words. Expression can take place either explicitly or implicitly. Depending on how it arises and takes place, organizational dissent may affect employee satisfaction and organizational commitment. Thus, in this study, we inquired the effects of different forms of organizational dissent on affective commitment and job satisfaction. For this aim, we made a survey and collected data from 135 employees working in the banking industry. A series of regression analyses revealed that both articulated and latent dissent exert significantly negative effects on affective commitment and job satisfaction. Theoretical and managerial implications of the findings are discussed.

Keywords

• Organizational Dissent
• Affective Commitment
• Job Satisfaction

References

1. Allen, & Meyer. (1996). Affective, Continuance, and Normative Commitment to the Organization: An Examination of ConstructValidity.Journal of Vocational Behavior, 49(3), 252–276. https://doi.org/10.1006/jvbe.1996.0043
2. Allen, N.J.& Meyer, J.P. (1990). “The measurement and antecedents of affective, continuance and normative commitment to the organization” Journal of Applied Psychology 63(1):1-18.
3. Angle, H. L., & Perry, J. L. (1981). An Empirical Assessment of Organizational Commitment and Organizational Effectiveness Author ( s ): Harold L . Angle and James L . Perry Published by : Sage Publications , Inc . on behalf of the Johnson Graduate School of Management , Cornell University S, 26(1), 1–14.
4. Brown, B. B. (2003). Employees' Organizational Commitment and Their Perception of Supervisors' Relations-Oriented and Task-Oriented Leadership Behaviors, Virginia Polytechnic Institute and State University, PhD Thesis.
5. Chen, P. Y., & Spector, P. E. (1992). Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study. Journal of Occupational and Organizational Psychology, 65, 177 184.
6. Dutton, J. E., Duberich, J. M., Harquail, C. V. (1994). Organizational Images and Member Identification Adminitrative Science Quarterly, 39, 239-263
7. Hirschman, A. (1980). "Exit, Voice, and Loyalty": Further Reflections and a Survey of Recent Contributions. The Milbank Memorial Fund Quarterly. Health and Society, 58(3), 430-453. doi:10.2307/3349733
8. Judge, T. A., & Church, A. H. (2000). Job satisfaction: Research and practice. In C. L. Cooper & E. LOCKE, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp.1297 1349). Chicago: Rand McNally.

9. Kassing, J. W. (1997). Articulating, antagonizing, and displacing: A model of employee dissent. Communication Studies, 48(4), 311–332. https://doi.org/10.1080/10510979709368510
10. Kassing, J. W. (2000a). Exploring the relationship between workplace freedom of speech, organizational identification, and employee dissent. Communication Research Reports, 17(4), 387–396. https://doi.org/10.1080/08824090009388787
11. Kassing, J. W. (2000b). Investigating the relationship between superior‐subordinate relationship quality and employee dissent. Communication Research Reports, 17(1), 58–69. https://doi.org/10.1080/08824090009388751
12. Kassing, J. W. (2001). From the looks of things. Management Communication Quarterely, 14(3), 442–470. https://doi.org/10.1177/0893318901143003
13. Kassing, J. W. (2002). Speaking up: Identifying Employees’ Upward Dissent Strategies. Management Communication Quarterly, 16(2), 187–209. https://doi.org/10.1177/089331802237234
14. Kassing, J. W. (2008). Consider This: A Comparison of Factors Contributing to Employees’ Expressions of Dissent. Communication Quarterly, 56(3), 342–355. https://doi.org/10.1080/01463370802240825
15. Kassing, J. W., & Armstrong, T. A. (2001). Examining the Association of Job Tenure, Employment History, and Organizational Status with Employee Dissent. Communication Research Reports, 18(3), 264–273. https://doi.org/10.1080/08824090109384806
16. Kassing, J. W., & Armstrong, T. A. (2002). Someone is Going to Hear About This: Examining the Association Between Dissent-Triggering Events and Employees’ Dissent Expression Managemen,t Communication Quarterly, Vol. 16, No. 1, August , 39-65
17. Kassing, J. W., & Avtgis, T. A. (1999). Examining the relationship between organizational dissent and aggresive communication. Management Communication Quarterly, 13(1), 100–115.
18. Kassing, J. W., & Avtgis, T. A. (2001). Dissension in the Organization as it Relates to Control Expectancies, 18(2), 118–127. https://doi.org/10.1080/08824090109384789
19. Khan, M. R., Jam, F. A., & Ramay, M. 2010. “The Impacts of Organizational Commitment on Employee Job Performance” Europeon Journal of Social Sciences, 15(3): 292-298.
20. Luchak, A. A. & Gellatly, I. R. 2007. “A comparison of linear and nonlinear relations between organizational commitment and work outcomes” Journal of Applied Psychology 92(3): 786.
21. Mowday, R.T., Porter, L.W., & Steers, R.M. (1982). Employees organization linkages. New York: Academic Press.
22. Rashidi, S., K, H., & Heidary, A. (2012). The Study and Prioritization of Job Satisfaction Dimensions in Zanjan-based Refah Bank Employees. 35-38
23. Saygan, F. N. (2011). Relationship between affective commitment and organizational silence: A conceptual discussion. International Journal of Social Science and Humanity Studies, 3(2), 219–227.
24. Shahinpoor, N. and Matt, B. F. (2007). The Power of One: Dissent and Organizational Life. Journal of Business Ethics, 74, 37-48.
25. Wang, Q, Weng, Q., McElroy, J., Ashkanasy, N., & Lievens, F. (2014). Organizational career growth and subsequent voice behavior: the role of affective commitment and gender. Journal of Vocational Behavior, 84(3), 431–441.