Öz doğrulama çabalarının iş yeri davranışlarına ve kişiler arası ilişkilere etkisi.
Year 2023,
Volume: 6 Issue: 2, 41 - 54
Ela Burcu Ucel
,
Remziye Gülem Atabay
Abstract
Öz doğrulayıcı geri bildirim kişinin esenliğini ve psikolojik tutarlılık halini etkilemektedir. Öz doğrulama çabalarının sıklıkla özel hayat bağlamındaki sosyal ilişkilerde incelendiği, iş bağlamında yapılmış çalışmaların az olduğu görülmektedir. Bu çalışma iş yerinde alınan öz doğrulayıcı geri bildirimin insan ilişkileri ve çalışanın iş yeri davranışları üzerine etkisini incelemeyi amaçlamaktadır. Çalışma kapsamında 30 katılımcı ile yüz yüze derinlemesine görüşmeler gerçekleştirilmiş ve katılımsız gözlem yapılmıştır. Bulgular alanyazına birkaç noktada katkı sağlamaktadır: mesai arkadaşlarından öz doğrulayıcı geri bildirim almanın iletişimi güçlendirdiği, etkin görev dağılım vasıtasıyla daha etkin takım çalışması sağladığı, çalışan ve öz doğrulayıcı geri bildirim aldığı mesai arkadaşı arasında güven tesis ettiği, duygusal bağlılık oluşmasına yardımcı olduğu ve örgütsel vatandaşlık davranışlarının ortaya çıkmasına katkıda bulunduğu görülmüştür.
Ethical Statement
Sayın Hocam,
Araştırma kapsamında tüm etik kurallara uyulduğunu beyan ederiz.
Araştırmanın saha çalışması 2020 yılı öncesi yapıldığı ve bu dönemde Etik Kurul Onayı uygulaması mevcut olmadığından, çalışmanın etik kurul onayı yoktur. Ancak makale tezden üretildiği ve saha çalışması tez kapsamında yapıldığından doktora jürisi üye hocalarımız tarafından etik uygunluğu kontrol edilmiş ve onaylanmıştır.
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14(3), 263-280.
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processes. Academy of Management Review, 26, 356 –376.
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of Management Review, 20, 709-734.
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everyday life. New York: Free Press.
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organizational commitment. Canadian Journal of Behavioral Science/Revue canadienne des sciences
du comportement, 19(2), 199.
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commitment to the organization: a meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20–52.
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Reliability and Validity in Qualitative Research. International Journal of Qualitative Methods, 1(2), 13-
22.
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Dear colleague, tell me, do you really know me? The impact of self -verifying feedback on workplace interpersonal relationships and individual workplace behavior .
Year 2023,
Volume: 6 Issue: 2, 41 - 54
Ela Burcu Ucel
,
Remziye Gülem Atabay
Abstract
People need to obtain feedback that verifies the self- views which they hold about themselves, as, it is needed for psychological well-being and consistency. Trying to get self-verifying feedback, namely self-verification strivings research is mostly conducted in personal settings and intimate relationships. Thus, more research studying the topic in organizational settings and business relationships is needed. This paper aimed to study self-verification strivings of employees in organizational settings and to obtain an understanding of the influence of confirmatory feedback on workplace behavior and relationships. The research was exploratory in its nature, thus a qualitative research design was used and in-depth interviews with 30 participants were conducted. Additionally, the researchers made non-participant observation in the workplaces of the participants. The study presents several contributions to the field: It showed that receiving confirmatory feedback improves communication between colleagues; it enables effective division of work which in turn improves teamwork; it ensures the colleagues to have precise expectations about each other’s performances, it contributes to trust between the employee and the verifier, it helps the formation of affective commitment towards the organization and contributes to the development of organizational citizenship behaviors.
References
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Journal of Human and Behavioral Science, 5(2), 32-43.
- Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology, 63(1),1-18.
- Amarnani, R. K., Restubog, S. L. D., Shao, R., Cheng, D. C., & Bordia, P. (2022). A self‐verification
perspective on customer mistreatment and customer‐directed organizational citizenship behaviors.
Journal of Organizational Behavior, 43, 912-931.
- Banister, P., Burman, E., Parker, I. Taylor, M. & Tindal, C. (1994). Qualitative methods in psychology: A
research guide. Buckingham: Open University Press.
- Bateman, T. S. & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee “citizenship”. Academy of Management Journal, 26, 587–595.
- Booth, J. E., Shantz, A., Glomb, T. M., Duffy, M. K., & Stillwell, E. E. (2020). Bad bosses and self‐verification:
The moderating role of core self‐evaluations with trust in workplace management. Human Resource
Management, 59(2),135-152.
- Burke, P. J. & Stets, J. E. (1999). Trust and commitment through self-verification. Social Psychology
Quarterly, 62(4), 347-366.
- Cable, D. M. & Kay, V. S. (2012). Striving for self-verification during organizational entry. Academy of
Management Journal, 55(2), 360-380.
- Canary, D. J. & Stafford, L. (1992). Relational maintenance strategies and equity in marriage. Communication Monographs, 59, 243–267.
- Canary, D. J., Stafford, L., Hause, K. & Wallace, L. (1993). An inductive analysis of relational maintenance
strategies: Comparisons among lovers, relatives, friends, and others. Communication Research Reports,
10, 5–14.
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Qualitative sociology, 13(1), 3-21.
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need non fulfillment. Journal of Occupational Psychology, 53, 39-52.
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CA: Sage.
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avoidance, self-verification, and self-concept clarity. Personality and Social Psychology Bulletin, 44(8),
1133-1146.
- Gibbs, J. R. (1972). TORI theory and practice. In J. W. Pfieffer & J. Jones (Eds.), The Annual Handbook for
Group Facilitators. San Francisco: CA: Pfieffer/ Jossey-Bass.
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Chicago: Aldine.
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21(3), 327-341.
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Psychological Science in the Public Interest, 7, 77–124.
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critical tests of self-enhancement versus self-verification. Personality and social psychology review,
14(3), 263-280.
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triangulation. School Psychology Quarterly, 22(4), 557–584.
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- London, M. & Smither, J. W. (2002). Feedback orientation, feedback culture, and the longitudinal performance management process. Human Resource Management Review, 12(1), 81-100.
- London, M. (2003). Antecedents and consequences of self-verification: Implications for individual and group development. Human Resource Development Review, 2, 273-293.
- Main, K. (2010). Teamwork-teach me, teach me not: a case study of three Australian preservice teachers. The Australian Education Researcher, 37(3), 77-93.
- Marks, M. A., Mathieu, J. E. & Zaccaro, S. J. (2001). A temporally based framework and taxonomy of team
processes. Academy of Management Review, 26, 356 –376.
- Marshall, H. H. (2001). Cultural influences on the development of self-concept: Updating our thinking. Young Children, 56(6), 19-26.
- Mayer, R.C., Davis, J.H. & Schoorman, F.D., (1995). An integrative model of organizational trust. Academy
of Management Review, 20, 709-734.
- McCall, G. J. & Simmons, J. L. (1966). Identities and interactions: An examination of human associations in
everyday life. New York: Free Press.
- Messick, D. M. & Mackie, D. M. (1989). Intergroup relations. Annual Review of Psychology, 40, 45-81.
- Messman, S., Canary, D. J. & Hause, K. (2000). Motives to remain platonic, equity, and the use of maintenance strategies in opposite-sex friendships. Journal of Social and Personal Relationships, 17, 67–94.
- Meyer, J. P. & Allen, N. J. (1987). A longitudinal analysis of the early development and consequences of
organizational commitment. Canadian Journal of Behavioral Science/Revue canadienne des sciences
du comportement, 19(2), 199.
- Meyer, J. P, Stanley, D. J, Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative
commitment to the organization: a meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20–52.
- Miles, M. B. & Huberman, A. M. (1994). Qualitative data analysis: An expanded sourcebook. 2nd ed.
Thousand Oaks, CA: Sage.
- Misztal, B. A. (1996). Trust in modern societies. M]. Polity Press. Cambridge MA.
- Morse, J. M. (1995). Qualitative research methods for health professionals. London: Chapman and Hall.
- Morse, J. M., Barrett, M., Mayan, M., Olson, K. & Spiers, J. (2002). Verification Strategies for Establishing
Reliability and Validity in Qualitative Research. International Journal of Qualitative Methods, 1(2), 13-
22.
- North, R. J. & Swann, W. B. (2009). Self-verification 360°: Illuminating the light and dark sides. Self and
Identity, 8, 131-146.
- Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA:
Lexington Books.
- Podsakoff, P.M., MacKenzie, S.B., Moorman, R.H. & Fetter, R. (1990). Transformational leader behaviors
and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors.
Leadership Quarterly, 1, 107–142.
- Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M., & Blume, B. D. (2009). Individual-and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of applied
Psychology, 94(1), 122.
- Polzer, J. T., Milton, L. P. & Swann, W. B. Jr. (2002). Capitalizing on diversity: Interpersonal congruence in
small work groups. Administrative Science Quarterly, 47, 296-324.
- Porter, L. W., Lawler, E. E. & Hackman, J. R. (1975). Behavior in Organizations. McGraw-Hill, New York,
NY.
- Putnam, L. L., & Nicotera, A. M. (Eds.) (2009). Building theories of organization: The constitutive role of
communication. New York: Routledge.
- Rempel, J. K., Holmes, J. G. & Zanna, M. P. (1985). Trust in close relationships. Journal of Personality and
Social Psychology, 49, 95-112.
- Robinson, S. L. & Morrison, E. (1995). Psychological contracts and OCB: the effects of unfulfilled obligations
on civic behavior. Journal of Organizational Behavior, 16, 289–98.
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