ÖRGÜTSEL ADALETSİZLİĞİN ÖRGÜTSEL DIŞLANMAYA ETKİSİNDE PSİKOLOJİK DAYANIKLILIĞIN ARACI ROLÜ

Year 2018, Volume: 6 Issue: 1, 245 - 262, 20.04.2018

Semra Köse , Serdar Çakan , Duygu Terzi

https://doi.org/10.22139/jobs.401113

Cited By: 3

Abstract

Amaç: Bu çalışmanın amacı, örgütsel
adalet algısının örgütsel dışlanmaya etkisinde psikolojik dayanıklılığın aracı rolünü
tespit etmektir.

Yöntem: Bu araştırma kolayda örnekleme yoluyla seçilen 249
kişi üzerinde gerçekleştirilmiştir. Araştırmanın evrenini Hendek İkinci Organize
Sanayi Bölgesindeki altı işletmenin mavi yakalı çalışanları oluşturmaktadır.
Verilerin toplanmasında anket tekniği kullanılmış olup verilerin analizinde
SPSS programından yararlanılmıştır. Örgütsel adalet algısının örgütsel
dışlanmaya etkisinde psikolojik dayanıklılığın aracı rolünü tespit etmek üzere
korelasyon, basit ve çoklu regresyon analizleri kullanılmıştır.

Bulgular: Yapılan analizler sonucunda örgütsel dışlanma,
örgütsel adaletsizlik ve psikolojik dayanıklılık değişkenleri arasında ilişki olduğu
ve örgütsel adalet algısının örgütsel dışlanmaya etkisinde psikolojik
dayanıklılığın kısmi aracılık ettiği tespit edilmiştir.

Sonuç: Sonuç
olarak örgütsel adaletsizlik algılayan iş görenlerin psikolojik
dayanıklılıkları azalmakta, bu azalma diğer başka bir değişken ya da
değişkenlerle birlikte örgütsel dışlanma algısını arttırmaktadır.

Keywords

Örgütsel Adaletsizlik, Örgütsel Dışlanma, Psikolojik Sağlamlık

THE MEDIATING ROLE OF PSYCHOLOGICAL HARDINESS IN THE EFFECT OF ORGANIZATIONAL INJUSTICE ON WORKPLACE OSTRACISM

Abstract

Aim:
The aim of this
study is to determine the mediating role of psychological hardiness in the effect
of organizatıonal injustice on workplace ostracism.

Method: This study was
conducted on 249 people who were selected by convenience sampling. The population
of this study is constituted by the blue-collar workers of the six enterprises
in the Hendek Second Organize Industry Zone. The questionnaire was applied to
the collection of data and SPSS program was used in the analysis of the data.
Corelation, simple and multiple regression analyzes were used to determine the
mediating role of psychological hardiness in the effect of organizatıonal
injustice on workplace ostracism.  

Findings:
According to
results, it was determined that there is a relationship between organizatıonal
injustice, psychological hardiness and workplace ostracism and in the effect of
organizational injustice on workplace ostracism, psychological
hardiness partly mediated.

Conclusion:
As a result, the
psychological hardiness of the employees who perceive organizational injustice
is decreasing. This decrease, together with other variables or variables,
increases the perception of workplace ostracism.

Keywords

Organizational Injustice, Workplace Ostracism, Psychological Hardiness

References

• Ambrose, M. L. (2002). “Contemporary Justice Research: A NewLook at Familiar Questions”, Organizational Behavior and Human Decision Processes, 89, 803– 812.
• Avey, J. B., Luthans, F. & Jensen, S. M. (2009). Psychological capital: A Positive Resource For Combating Employee Stress And Turnover. Human Resource Management, 48, 5, 677-693.
• Avey, J. B., Wernsing, T. S. & Luthans, F. (2008). Can Positive Employees Help Positive Organizational Change? The Journal of Applied Behavioral Science, 44, 1, 48-70
• Aydın. O, Sahin. D, Yavuz. G.H, Abayhan.Y, Giray. K.A, Ceylan. S. (2013) Ait Olma İhtiyacının ve Haberdar Olmanın Psikolojik Dışlanmaya Gösterilen Tepkiler Üzerindeki Etkileri. Turk Psikoloji Dergisi, 28(72). 21-31
• Baumeister, Roy F., ve Mark R. L. (1995): "The Need To Belong: Desire For Interpersonal Attachments As A Fundamental Human Motivation." Psychological bulletin 117(3): 497.
• Baumeister, R. F., Twenge, J. M. ve Nuss, C. K. (2002). Effects Of Social Exclusion On Cognitive Processes: Anticipated Aloneness Reduces İntelligent Thought. Journal of Personality and Social Psychology, 83(4), 817-827.
• Keklik, B., Saygın, T., ve Oral Kara, N.(2013). ‘’Akademik Camianın Çirkin Ördek Yavruları ÖYPlilerde Örgütsel Dışlanma (Ostracism) Kavramının İncelenmesi’’, 1. Örgütsel Davranış Kongresi, Sakarya: Sakarya Üniversitesi, 15-16 Kasım 2013, s.352.
• Berry, C. M., Ones, D. S. ve Sackett, P. R. (2007). Interpersonal Deviance, Organizational Deviance, And Their Common Correlates: A Review And Meta-Analysis. Journal of Applied Psychology, 92,409-423.
• Beugre, C.D. (2002). Understanding Organizational Justice and Its Impact on Managing Employees: An African Perspective. International Journal of Human Resource Management. 13(7): 1091-1104.
• Blader, S. L., ve Tyler, T. R., (2003). “What Constitutes Fairness In Work Settings? A four-Component Model Of Procedural Juctice”, Human Resource Management Review, Vol. 13, pp. 107-126.
• Blader S.L, (2007). What Determines People’s Fairness Judgments? Identifcation And Outcomes İnfuence Procedural Justice Evaluations Under Uncertainty,Journal Of Experimental Social Psychology,43 (2007) 986–994.
• Burton, J. P., Mitchell, T. R., ve Lee, T. W., (2005). “The Role Of Self-Esteem And Social Influences In Aggressive Reactions To Interactional Injustice”. Journal Of Business And Psychology, Vol. 20, No. 1. 131-170.
• Cho,I,Park,H.,Dahlgaard-Park, S.M. (2017) The Impacts Of Organisational Justice And Psychological Resilience On Employee Commitment To Change ın An M&A Context.Total Quality Management and Business Excellence. 29 July 2017, 28(9-10):989-1002)
• Cohen-Crash, Y., Spector, P. (2001). The Role of Justice in Organizations: A Meta-Analysis. Organizational Behavior and Human Decision Processes. 86(2): 278-301.
• Colquıtt, J. A., Conlon, D. E., Porter, C. O.L.H., Wesson, M. J., NG, K. Y., (2001), “Justice At The Millennium: A Meta Analytic Review of 25 Years of Organizational Justice Research”,Journal of Applied Physicology, 86 (3).
• Cole, M. S., Bruch, H. ve Vogel, B. (2006). Emotion As Mediators Of The Relations Between Perceived Supervisor Support And Psychological Hardiness On Employee Cynicism. Journal of Organizational Behavior, 27,463-84.
• Coutu, D. 2002. How Resilience Works. Harvard Business Review, 80: 46-55.
• Cropanzano, R., Bowen David E., W. Gilliland Stephen, “The Management of Organizational Justice”, Academy of Management Perspectives, 2007, s. 35.
• Çetin, F., ve Basım, N. H. (2011). Psikolojik Dayanıklılığın İş Tatmini ve Örgütsel Bağlılık Tutumlarındaki Rolü. "İş, Güç" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13(3): 79-84
• De Coninck, J., ve Bachmann, D., (2005). “An Analysis Of Turnover Among Retail Buyers”. Journal of Business Research, 58, 2005, 874-882.
• Eisenberger, R. ve Stinglhamber, F. (2011). Perceived Organizational Support: Fostering Enthusiastic And Productive Employees.Washington, DC: APA Books.
• Elovainio M, Kivimaki M, Vahtera J (2002) Organizational justice: evidence of a new psychosocial predictor of health. Am J Public Health 92:105–108
• Efeoğlu İ.E., İplik E. (2011) "Algılanan Örgütsel Adaletin Örgütsel Sinizm Üzerindeki Etkilerini Belirlemeye Yönelik İlaç Sektöründe Bir Uygulama", Çukurova Üniversitesi Sosyal Bilimler Enstitüsü,20 (3), 343-360.
• Estévez, Alejandro M. ve José Serlin. (2013)‘’ Organizatinal Ostracism As Political Game’’, Diversity, Diversity Management and Identity in Organizations Convenors. Montreal, July 1-26.
• Ferris D. L. Brown D. J. Berry J. W. ve Lian H. (2008) “The Development And Validation Of The Workplace Ostrasicm Scale” The Journal of Applied Psychology, 93: 1348-1366.
• Fitness, J. (2000). Anger In The Workplace: An Emotion Script Approach To Anger Episodes Between Workers And Their Superiors, Co-Workers And Subordinates. Journal of organizational behavior, 21,147-162.
• Skarlicki, Daniel P., Folger, Robert, Tesluk, Paul. (1999). Personality As a Moderator in the Relationship Between Fairness and Retaliation. Academy of Management Journal, 42:1, 100-108.
• Frıborg, O., Hjemdal, O, Rosenvınge, j. H., Martınussen,m. (2003). “A New Rating Scale For Adult Resilience: What Are Thecentral Protective Resources Behind Healthy Adjustment?”, International Journal of Methods in Psychiatric Research, 12, 65-76.
• Frıborg, O., Barlaug, D., Martınussen, M., Rosenvınge,J.H., Hjemdal, O., (2005). “Resilience in Relation to Personalityand Intelligence”, International Journal of Methods in PsychiatricResearch, 14(1), 29-42.
• Greenberg, J. (1990). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16 (2), 399-342.
• Greenberg, J. (1996). The Quest For Justice On The Job: Essays And Experiments. Thousand Oaks, CA: Sage Publications.
• Greenberg, J. (1987). A Taxonomy Of Organizational Justice Theories. Academy of Management Review, 12(1), 9-22.
• Gruter M. ve Masters R. D. (1986) “Ostracism: A Social And Biological Phenomenon. Ethology and Sociobiology: Elsevier Science Publishing Company.
• Halis, M , Demirel, Y . (2016). Sosyal Desteğin Örgütsel Soyutlama (Dışlanma) Üzerine Etkisi. Kastamonu üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11 (1), 318-335. Retrieved from http://dergipark.gov.tr/iibfdkastamonu/issue/29620/317995
• Hitlan R. T. Cliffton R. J. ve DeSoto M. C. (2006) “Perceived Exclusion İn The Workplace: The Moderating Effects Of Gender On Work-Related Attitudes And Psychological Health” North American Journal of Psychology: 8: 217-236.
• Hjemdal,O., Friborg,O., Martinussen, M. ve Rosenvinge, J.H. (2001). Preliminary Results From The Development And Validation Of A Norwegian Scale For Measuring Adult Resilience. Journal of the Norwegian Psychological Association, 38, 4, 310–317
• Holtz, B.C., ve Harold, C.M. (2013). Effects Of Leadership Consideration And Structure On Employee Perceptions Of Justice And Counterproductive Work Behavior. Journal Of Organizational Behavior, 34(4), 492-519.
• Joel Brockner (2011), A Contemporary Look at Organizational Justice: Multiplying Insult Times Injury, Organizational and Management Series,Routledge.
• Jackson, D., Firtko, A. & Edenborough, M. (2007). Personal Resilience As A Strategy For Surviving And Thriving İn The Face Of Workplace Adversity: A literature review. Journal of Advanced Nursing, 60, 1, 1-9 .
• Judge, T. A, and Colquitt, J. A., 2004. “Organizational Justice and Stress: The Mediating Role of Work-Family Conflict”, Journal of Applied Psychology, 2004,89(3) , pp. 395-404.
• Kai-Tak, P., Chen,Z.(2014). When justice surrenders: The effect of just-world beliefs on aggression following ostracism, Journal of Experimental Social Psychology,52:101-112
• Kristin L. Scott ve Michelle K. Duffy, ‘’Antecedents of Workplace Ostracism: New Directions in Research and Intervention’’, Pamela L. Perrewé, Jonathon R. B. Halbesleben, Christopher C. Rosen (Ed.), Mistreatment in Organizations için de (137-165), Emerald Group Publishing Limited.
• Kivimaki M, Vahtera J, Elovainio M, Virtanen M, Siegrist J (2007) Effort-Reward Imbalance, Procedural Injustice And Relational Injustice As Psychosocial Predictors Of Health: Complementary Or Redundant Models? Occup Environ Med 64:659–665
• Lance Ferris ve Diğ, "The development and validation of the Workplace Ostracism Scale", Journal of Applied Psychology, 93(6), (2008).
• Li, R. (2010). Effect Of Workplace Ostracism On Employees’ Contextual Performance: Mediating Roles Of Organizational Identification And Job Involvement [In Chinese]. Journal of Management Sciences, 23, 23-31
• Long-Zeng Wu ve Diğerleri, ‘’Coping with Workplace Ostracism: The Roles of Ingratiation and Political Skill in Employee Psychological Distress’’, Journal of Management Studies, Vol.49, No.1 (January 2012), s.178-179.
• Luthar, S. S. 2003. Resilience and Vulnerability: Adaptation in the Context of Childhood Adversities, Cambridge, UK: Cambridge University Press.
• Luthans, F. 2002. The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6): 695-706. Luthans, F., ve Youssef, C. M. 2004. Human, Social, And Now Positive Psychological Capital Management: Investing In People For Competitive Advantage. Organizational Dynamics, 33(2): 1-36.
• Luthans, F., Avolio, B.J., Walumba, F.O., ve Weixing, L. 2005. The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance. Management and Organization Review, 2(1): 249-271.
• Luthans, F., Vogelgesang, G. R., ve Lester, P. B. 2006. Developing The Psychological Capital of Resiliency. Human Resource Development Review, 5(1): 25-44.
• Luthans, F., Maddi, S. R. (2006). The Journal of Positive Psychology: Dedicated to Furthering Research and Promoting good Practise. Building and İntegrated Positive Psychology, 1:4, 226-229.
• Marcus, B., & Schuler, M. (2004). Antecedents Of Counterproductive Behavior At Work: A General Perspective. Journal of Applied Psychology, 89, 647-660. http://doi.org/gdx
• Masten, A. S. (2001). Ordinary Magic: Resilience Processes in Development. American Psychologist, 56, 227–239.
• Maslach, Christina and Susan E. Jackson; (1981), “The Measurement of Experienced Burnout”, Journal of Occupational Behavior, 2, pp. 99- 113.
• Maslach, Christina; Wilmar Schaufeli and Michael P. Leiter; (2001), “Job Burnout”, Annual Review of Psychology, 52, pp. 397-422.
• Maureen L Ambrosea.,Mark A Seabrightb..Marshall Schminke Sabotage in the workplace: The role of organizational injustice,Organizational Behavior and Human Decision Processes, Volume 89, Issue 1, September 2002, Pages 947-965
• Özen, J. (2002). Adalet Kuramlarının Gelişimi ve Örgütsel Adalet Türleri. Hukuk Felsefesi ve Sosyolojisi Arşivi, 6 (5), 23
• Pickett, C. L. (2010). Adding injury to insult: unexpected rejection leads to more aggressive responses. Aggressive beheavior, 36, 232-237.
• Pıllaı, Rajnandini, Chester A. SchriesheimandEric S. Williams; (1999), “Fairness Perceptions and Trust as Mediatorsfor Transformationaland Transactional Leadership: A Two Sample Study”, Journal of Management, Vol.25, No.6, ss.897- 933
• Richardson, G.E., (2002), The Metatheory of Resilience and Resiliency, Journal of Clinical Psychology, 58:3, s. 307-321.
• Robinson S. L. O’Reilly J. ve Wang W. (2012) “Invisible at Work: An Integrated Model of Workplace Ostracism” Journal of Management: 39: 203-231. Rong, Wang; Zhengrong, Lu ve Jiang, Jiang (2013). “Workplace Ostracism and Employees in-Role Behaviors and Extra-Role Behaviors: The Mediating Effect of Belonging Need”, Journal of Psychological Science 36(5):1176-1180.
• O’Reilly, J., & Robinson, S. L. (2009). The Negative İmpact of Ostracism on Thwarted Belongingness and Workplace Contributions. Academy of Management Proceedings (Meeting Abstract Supplement), 1-7. http://doi.org/c646rf
• Thau, S., Aquino, K., & Poortvliet, P. M. (2007). Self-Defeating Behaviors in Organizations: The Relationship Between Tthwarted Belonging and İnterpersonal Work Behaviors. Journal of Applied Psychology, 92, 840-847. http://doi.org/cvc767
• Twenge, J. M., Baumeister, R. F., Tice, D. M., ve Stucke, T. S. (2001). If you can’t join them, beat them: Effects of social exclusion on aggressive behavior. Journal of Personality and Social Psychology, 81, 1058-1069. http://doi.org/c2pn77
• Wıllıams,K.D.(2007). Ostracısm Annual Revıew of Psychology,58, 425-452.
• Werner, E. ve Smith, R., (1982). Vulnerable but invincible: a longitudinal study of resilient children and youth. Adams, bannister, and cox, new york
• Werner, E. ve Smith, R. (1992). Overcoming the odds: high-risk children from birth to adulthood. Ithaca, ny: cornell university press.
• Werner, E. (1989). High-Risk Children İn Young Adulthood: A Longitudinal Study From Birth To 32 Years. American Journal Of Orthopsychiatry. 59, 72-81.
• Wu, L., Liu, J., & Hui, C. (2010). Workplace Ostracism And Organizational Citizenship Behavior: The Roles Of Organizational Identification And Collectivism [In Chinese]. Nankai Business Review, 13, 36-44
• Wu, Long-Zeng, Liqun Wei ve Chun Hui.(2011) ‘’Dispositional Antecedents and Consequences of Workplace Ostracism: An Empirical Examination’’, Frontiers of Business Research. 5(1): 23-44.
• VanYperen, N. W., Hagedoorn, M., Zweers, M., and Postma, S., (2000). “Injustice and Employees’ Destructive Responses: The Mediating Role of State Negative Affect”, Social Justice Research, 13(3): 291-312.
• Youssef C. M., ve Avolio, B. J. (2007). Psychological Capital. New York: Oxford University Press.