ÖRGÜTSEL MUHALEFETİN DUYGUSAL BAĞLILIK VE İŞ TATMİNİ ÜZERİNDEKİ ETKİSİ

Year 2021, Volume: 2 Issue: 1, 1 - 12, 27.04.2021

Esra Alnıaçık Ezgi Erbaş

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

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