KARANLIK ÜÇLÜ İLE ÖRGÜTSEL ATALET ARASINDAKİ İLİŞKİLER: TURİZM SEKTÖRÜ ÇALIŞANLARINDA BİR UYGULAMA

Abstract

Kişiliğin karanlık yönü, örgütsel davranış ve örgüt dinamikleri üzerindeki potansiyel etkisi nedeniyle sıklıkla araştırmalara konu edilmektedir. Ancak örgütlerin değişim taleplerine yanıt verme ve örgütsel dinamizmin bir göstergesi olan örgütsel atalet ile ilişkisine dair herhangi bir çalışma yapılmamıştır. Bu noktadan hareketle hazırlanan araştırmada, turizm sektörü çalışanlarında karanlık etkinin örgütsel atalet üzerindeki etkisi araştırılmıştır. Araştırmaya konaklama işletmelerinde en az 2 yıllık deneyime sahip 359 çalışan dahil edilmiş, Smart PLS 4 ile Yapısal Eşitlik Modellemesi kullanılarak karanlık üçlünün örgütsel atalete etkisi analiz edilmiştir. Araştırmanın sonuçları Makyavelizmin içgörü ataletini azalttığını, ancak eylem ataletini artırdığını göstermiştir. Diğer taraftan narsisizm içgörü, eylem ve psikolojik ataleti artırırken; psikopatinin içgörü ataleti ve psikolojik ataleti artırdığı belirlenmiştir. Sonuçlar kişiliğin karanlık yönünün örgütsel atalet açısından önemli bir unsur olduğunu, örgütlerin dönemsel gerekliliklere uyum sağlamak için yaratacağı dinamik ve öğrenen örgüt ortamı için çalışanların kişilik özelliklerine dayalı stratejiler geliştirmesinin gerekli olduğunu ortaya koymaktadır

Keywords

• Karanlık Üçlü
• örgütsel atalet
• turizm sektörü

References

1. Abou-Shouk, M., Zoair, N., Aburumman, A., & Abdel-Jalil, M. (2022). The effect of personality traits and knowledge-sharing on employees’ innovative performance: A comparative study of Egypt and Jordan. Tourism Management Perspectives, 44, 101024. https://doi.org/10.1016/j.tmp.2022.101024
2. Akers, R. L., & Jennings, W. G. (2015). Social learning theory. The handbook of criminological theory, 230-240. https://doi.org/10.1002/9781118512449.ch12
3. AL‐Abrrow, H., Thajil, K. M., Abdullah, H. O., & Abbas, S. (2020). The dark triad and organizational citizenship behavior in health care: The moderating role of positive emotions. Global Business and Organizational Excellence, 39(5), 6-17. https://doi.org/10.1002/joe.22010
4. Arlı, D., Ölmez, C. Ö. & Akduman, Y. S. (2012). İlköğretim okulu yöneticilerinin örgütsel atalete ilişkin görüşleri. Ege Eğitim Dergisi, 13(1), 73-91. https://dergipark.org.tr/en/download/article-file/57009 Balcı, B., & Alkan, A. (2021). Sağlık kurumlarında örgütsel ataletin incelenmesine yönelik kavramsal bir çalışma. SDÜ Sağlık Yönetimi Dergisi, 3(1), 52-63. https://dergipark.org.tr/en/download/article-file/1661651
5. Belschak, F. D., Jacobs, G., Giessner, S. R., Horton, K. E., & Bayerl, P. S. (2020). When the going gets tough: Employee reactions to large‐scale organizational change and the role of employee Machiavellianism. Journal of Organizational Behavior, 41(9), 830-850. https://doi.org/10.1002/job.2478
6. Bogaerts, S., Polak, M., Spreen, M., & Zwets, A. (2012). High and low aggressive narcissism and anti-social lifestyle in relationship to impulsivity, hostility, and empathy in a group of forensic patients in the Netherlands. Journal of Forensic Psychology Practice, 12(2), 147-162. https://doi.org/10.1080/15228932.2012.650144
7. Bolelli, M. (2018). Narsistik kişilik özelliklerinin işe bağlılığa etkileri: Örnek bir araştırma. Gazi İktisat ve İşletme Dergisi, 4(3), 185-199. https://doi.org/10.30855/gjeb.2018.4.3.005
8. Byrne, B. M. (2013). Structural Equation Modeling with Mplus: Basic concepts, applications, and programming. Oxford: Routledge.

9. Cesinger, B., Gundolf, K., Hughes, M., Khedhaouria, A., & Montani, F. (2022). The bright and dark sides of the Dark Triad traits among senior managers: effects on organizational commitment. Review of Managerial Science, 1-33. https://doi.org/10.1007/s11846-022-00571-3 Choi, Y., Ha, S. B., & Choi, D. (2022). Leader humor and followers’ change-oriented organizational citizenship behavior: the role of leader Machiavellianism. Behavioral Sciences, 12(2), 22. https://doi.org/10.3390/bs12020022
10. Cook, K. S., Cheshire, C., Rice, E. R., & Nakagawa, S. (2013). Social exchange theory. Handbook of social psychology, 61-88. https://doi.org/10.1007/978-94-007-6772-0_3
11. Dasborough, M. T., & Ashkanasy, N. M. (2002). Emotion and attribution of intentionality in leader–member relationships. The Leadership Quarterly, 13(5), 615-634. https://doi.org/10.1016/S1048-9843(02)00147-9
12. Del Águila, M. R., & González-Ramírez, A. R. (2014). Sample size calculation. Allergologia et immunopathologia, 42(5), 485-492. https://doi.org/10.1016/j.aller.2013.03.008
13. Dolan, M., & Doyle, M. (2007). Psychopathy: Diagnosis and implications for treatment. Psychiatry, 6(10), 404-408. https://doi.org/10.1016/j.mppsy.2007.07.005
14. Düger, Y. S., & Ciner, A. (2023). Girişimci ve yenilikçi davranışların oluşumunda kişilik özelliklerinin etkisi: Psikolojik sermayenin aracı rolü. Business Economics and Management Research Journal, 6(1), 100-121. https://doi.org/10.58308/bemarej.1246816,
15. Edershile, E. A., & Wright, A. G. (2022). Narcissism dynamics. Social and Personality Psychology Compass, 16(1), e12649. https://doi.org/10.1111/spc3.12649
16. Erkutlu, H., & Chafra, J. (2019). Leader psychopathy and organizational deviance: the mediating role of psychological safety and the moderating role of moral disengagement. International Journal of Workplace Health Management, 12(4), 197-213. https://doi.org/10.1108/IJWHM-12-2018-0154.
17. Ersolak, Ş., & Üstün, F. (2020). Örgüt ikliminin işyeri nezaketsizliği üzerine etkisinde makyavelist kişilik özelliklerinin düzenleyici rolü. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 34(2), 433-460. https://doi.org/10.16951/atauniiibd.657279
18. Fırın, S., & Sevim, Ş. (2022). Kişilik özelliklerinin yenilikçi davranış etkisi üzerine bir araştırma. İşletme Araştırmaları Dergisi, 14(2), 1189-1200. https://doi.org/10.20491/isarder.2022.1435
19. Fornell, C., ve Larcker, D. F. (1981). Structural Equation Models with Unobservable Variables and Measurement Error: Algebra and Statistics. Journal of Marketing Research, 18(3), 382–388. https://doi.org/10.1177/002224378101800313.
20. Furtner, M. R., Rauthmann, J. F., & Sachse, P. (2011). The self-loving self-leader: An examination of the relationship between self-leadership and the dark triad. Social Behavior and Personality: an international journal, 39(3), 369-379. https://doi.org/10.2224/sbp.2011.39.3.369
21. Ganz, S. C. (2018). Ignorant decision making and educated inertia: Some political pathologies of organizational learning. Organization Science, 29(1), 39-57. https://doi.org/10.1287/orsc.2017.116
22. Geiger, D., & Antonacopoulou, E. (2009). Narratives and organizational dynamics: Exploring blind spots and organizational inertia. The Journal of Applied Behavioral Science, 45(3), 411-436. https://doi.org/10.1177/0021886309336402
23. Giambatista, R. C., & Hoover, J. D. (2018). Narcissism and teamwork skill acquisition in management education. The Psychologist-Manager Journal, 21(1), 55–74. https://doi.org/10.1037/mgr0000064 Godkin, L., & Allcorn, S. (2009). Institutional narcissism, arrogant organization disorder and interruptions in organizational learning. The Learning Organization, 16(1), 40-57. https://doi.org/10.1108/09696470910927669
24. Hair J., Black W., Babin B. & Anderson R. (2014). Multivariate Data Analysis, 7th edn, Pearson Education Limited, Harlow, United Kingdom.
25. Hair Jr, J. F., Babin, B. J., & Krey, N. (2017). Covariance-based structural equation modeling in the Journal of Advertising: Review and recommendations. Journal of Advertising, 46(1), 163-177. https://doi.org/10.1080/00913367.2017.1281777.
26. Halbesleben, J. R., Neveu, J. P., Paustian-Underdahl, S. C., & Westman, M. (2014). Getting to the “COR” understanding the role of resources in conservation of resources theory. Journal of management, 40(5), 1334-1364. https://doi.org/10.1177/0149206314527130
27. Hamstra, M. R., Schreurs, B., Jawahar, I. M., Laurijssen, L. M., & Hünermund, P. (2021). Manager narcissism and employee silence: A socio‐analytic theory perspective. Journal of Occupational and Organizational Psychology, 94(1), 29-54. https://doi.org/10.1111/joop.12337
28. Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55. https://doi.org/10.1080/10705519909540118
29. Huang, H. C., Lai, M. C., Lin, L. H., & Chen, C. T. (2013). Overcoming organizational inertia to strengthen business model innovation: An open innovation perspective. Journal of Organizational Change Management, 26(6), 977-1002. https://doi.org/10.1108/JOCM-04-2012-0047.
30. Jonason, P. K., Wee, S., & Li, N. P. (2015). Competition, autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction. Personality and Individual Differences, 72, 112-116. https://doi.org/10.1016/j.paid.2014.08.026
31. Jones, D. N., & Paulhus, D. L. (2011). The role of impulsivity in the Dark Triad of personality. Personality and Individual Differences, 51(5), 679–682. https://doi.org/10.1016/j.paid.2011.04.011
32. Judge, T. A., Piccolo, R. F., & Kosalka, T. (2009). The bright and dark sides of leader traits: A review and theoretical extension of the leader trait paradigm. The leadership quarterly, 20(6), 855-875. https://doi.org/10.1016/j.leaqua.2009.09.004
33. Kanten, P., Yeşiltaş, M. ve Arslan, R. (2015). Kişiliğin karanlık yönünün üretkenlik karşıtı iş davranışlarına etkisinde psikolojik sözleşmenin düzenleyici rolü. Atatürk Üniversitesi İİBF Dergisi, 29 (2), 365-391. https://dergipark.org.tr/en/download/article-file/30606
34. Karaaziz, M., & Atak, İ. E. (2013). Narsisizm ve narsisizmle ilgili araştırmalar üzerine bir gözden geçirme. Nesne Psikoloji Dergisi, 1(2), 44-59. https://doi.org/10.7816/nesne-01-02-03
35. Larsen, E. R., & Lomi, A. (1999). Resetting the clock: a feedback approach to the dynamics of organisational inertia, survival and change. Journal of the Operational Research Society, 50(4), 406-421. https://doi.org/10.1057/palgrave.jors.2600722
36. Leonelli, S., Ceci, F., & Masciarelli, F. (2019). “I am apt to show off”: exploring the relationship between entrepreneurs’ narcissism and start-up innovation. SINERGIE, 37(3), 39-62. https://ricerca.unich.it/bitstream/11564/722710/1/6_A_S.Leonelli%2C%20F.Ceci%2C%20F.Masciarelli%20Sinergie.pd
37. Little, R. J. (1988). A test of missing completely at random for multivariate data with missing values. Journal of the American statistical Association, 83(404), 1198-1202. https://doi.org/10.1080/01621459.1988.10478722.
38. Liu, X., Zhang, L., Gupta, A., Zheng, X., & Wu, C. (2022). Upper echelons and intra‐organizational learning: How executive narcissism affects knowledge transfer among business units. Strategic Management Journal, 43(11), 2351-2381. https://doi.org/10.1002/smj.3406
39. Maccoby, M. (2000). Narcissistic leaders: The incredible pros, the inevitable cons. The Harvard Business Review, 78, 68-77. https://hbswk.hbs.edu/archive/narcissistic-leaders-the-incredible-pros-the-inevitable-cons
40. Magnusson, D., & Torestad, B. (1993). A holistic view of personality: A model revisited. Annual review of psychology, 44(1), 427-452. https://doi.org/10.1146/annurev.ps.44.020193.002235
41. Mareš, J. (2018). Resistance of health personnel to changes in healthcare. Kontakt, 20(3), e262-e272. https://doi.org/10.1016/j.kontakt.2018.04.002
42. Martin, R. A., Lastuk, J. M., Jeffery, J., Vernon, P. A., & Veselka, L. (2012). Relationships between the Dark Triad and humor styles: A replication and extension. Personality and Individual Differences, 52(2), 178-182. https://doi.org/10.1016/j.paid.2011.10.010
43. McHoskey, J. W., Worzel, W., & Szyarto, C. (1998). Machiavellianism and psychopathy. Journal of Personality and Social Psychology, 74(1), 192–210. https://doi.org/10.1037/0022-3514.74.1.192
44. McMillan, C. J., & Overall, J. S. (2017). Crossing the chasm and over the abyss: Perspectives on organizational failure. Academy of Management Perspectives, 31(4), 271-287. https://doi.org/10.5465/amp.2017.0018
45. Moradi, E., Jafari, S. M., Doorbash, Z. M., & Mirzaei, A. (2021). Impact of organizational inertia on business model innovation, open innovation and corporate performance. Asia Pacific Management Review, 26(4), 171-179. https://doi.org/10.1016/j.apmrv.2021.01.003
46. Mulaik, S. A., James, L. R., Van Alstine, J., Bennett, N., Lind, S., & Stilwell, C. D. (1989). Evaluation of goodnessof-fit indices for structural equation models. Psychological Bulletin, 105(3), 430–445. https://doi.org/10.1037/0033-2909.105.3.430.
47. Munck af Rosenschöld, J., Rozema, J. G., & Frye‐Levine, L. A. (2014). Institutional inertia and climate change: a review of the new institutionalist literature. Wiley Interdisciplinary Reviews: Climate Change, 5(5), 639-648. https://doi.org/10.1002/wcc.292
48. Muris, P., Merckelbach, H., Otgaar, H., & Meijer, E. (2017). The malevolent side of human nature: A metaanalysis and critical review of the literature on the dark triad (narcissism, Machiavellianism, and psychopathy). Perspectives on psychological science, 12(2), 183-204. https://doi.org/10.1177/1745691616666070
49. Nakagawa, M., & Watanabe, C. (2007). Moving beyond organizational inertia as a survival strategy for resourcesbased industry in a service-oriented economy: lessons from cross-sector technology spillover in the nonferrous metal industry. Journal of Services Research, 7(1), 7+. https://link.gale.com/apps/doc/A186862338/AONE?u=anon~f09463f1&sid=googleScholar&xid=a6f36aa
50. Naktiyok, S., Zengin, Y., & Yıldırım, S. K. (2019). Yöneticilerin Karanlık Kişiliklerinin İşe Adanmışlık ve Örgütsel Muhalefete Etkisi: Bir Araştırma. İşletme Araştırmaları Dergisi, 11(4), 2474-2491. https://doi.org/10.20491/isarder.2019.753
51. O’Boyle, E. H., Jr., Forsyth, D. R., Banks, G. C., & McDaniel, M. A. (2012). A meta-analysis of the Dark Triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557–579. https://doi.org/10.1037/a0025679
52. Orçanlı, K., Bekmezci, M., & Fırat, Z. M. (2020). “Örgütsel Atalet Ölçeği” nin Türkçeye Uyarlanması, Geçerlik ve Güvenirlik Çalışması. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 24(4), 1735-1753. https://dergipark.org.tr/en/download/article-file/1250736
53. Özsoy, E. (2019). Yöneticilerin karanlık kişilik özelliklerinin çalışanların tükenmişlik düzeylerine etkisi. Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi, 22(1), 194-203. https://doi.org/10.29249/selcuksbmyd.501108
54. Özsoy, E., & Ardiç, K. (2017). Karanlik üçlü’nün (narsisizm, makyavelizm ve psikopati) iş tatminine etkisinin incelenmesi. Yönetim ve Ekonomi Dergisi, 24(2), 391-406. https://doi.org/10.18657/yonveek.297733
55. Paulhus, D. L., & Williams, K. M. (2002). The dark triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of research in personality, 36(6), 556-563. https://doi.org/10.1016/S0092- 6566(02)00505-6 Penney, L. M., & Spector, P. E. (2002). Narcissism and counterproductive work behavior: Do bigger egos mean bigger problems?. International Journal of selection and Assessment, 10(1‐2), 126-134. https://doi.org/10.1111/1468-2389.00199
56. Peskir, G. (2022). On Newton’s First Law of Motion. Axioms, 11(7), 319. https://doi.org/10.3390/axioms11070319
57. Pilch, I., & Turska, E. (2015). Relationships between Machiavellianism, organizational culture, and workplace bullying: Emotional abuse from the target’s and the perpetrator’s perspective. Journal of Business Ethics, 128, 83-93. https://doi.org/10.1007/s10551-014-2081-3
58. Rauthmann, J. F., & Kolar, G. P. (2013). The perceived attractiveness and traits of the Dark Triad: Narcissists are perceived as hot, Machiavellians and psychopaths not. Personality and Individual Differences, 54(5), 582-586. https://doi.org/10.1016/j.paid.2012.11.005 Rosenthal, S. A., & Pittinsky, T. L. (2006). Narcissistic leadership. The leadership quarterly, 17(6), 617-633. https://doi.org/10.1016/j.leaqua.2006.10.005 Satornino, C. B., Allen, A., Shi, H., & Bolander, W. (2023). Understanding the performance effects of “Dark” salesperson traits: Machiavellianism, narcissism, and psychopathy. Journal of Marketing, 87(2), 298-318. https://doi.org/10.1177/00222429221113254
59. Schilbach, M., Baethge, A., & Rigotti, T. (2020). Why employee psychopathy leads to counterproductive workplace behaviours: an analysis of the underlying mechanisms. European Journal of Work and Organizational Psychology, 29(5), 693-706. https://doi.org/10.1080/1359432X.2020.1739650
60. Sedikides, C. (2021). In search of narcissus. Trends in Cognitive Sciences, 25(1), 67-80. https://doi.org/10.1016/j.tics.2020.10.010
61. Serçeoğlu, N. (2013). Konaklama işletmelerinde çalişan iş görenlerin kişilik özelliklerinin hizmet verme yatkinliği üzerindeki etkisi. Yaşar Üniversitesi E-Dergisi, 8(31), 5253-5273. https://dergipark.org.tr/en/download/article-file/179407
62. Serenko, A., & Choo, C. W. (2020). Knowledge sabotage as an extreme form of counterproductive knowledge behavior: the role of narcissism, Machiavellianism, psychopathy, and competitiveness. Journal of Knowledge Management, 24(9), 2299-2325. https://doi.org/10.1108/JKM-06-2020-0416
63. Set, Z. (2020). Social malicious personalities: The dark triad. Psikiyatride Guncel Yaklasimlar, 12(3), 318-329. https://doi.org/10.18863/pgy.629950
64. Spurk, D., & Hirschi, A. (2018). The Dark Triad and competitive psychological climate at work: A model of reciprocal relationships in dependence of age and organization change. European Journal of Work and Organizational Psychology, 27(6), 736-751. https://doi.org/10.1080/1359432X.2018.1515200 Spurk, D., Keller, A. C., & Hirschi, A. (2016). Do bad guys get ahead or fall behind? Relationships of the dark triad of personality with objective and subjective career success. Social psychological and personality science, 7(2), 113-121. https://doi.org/10.1177/1948550615609735
65. Szabó, Z. P., Czibor, A., Restás, P., & Bereczkei, T. (2018). “The Darkest of all” The relationship between the Dark Triad traits and organizational citizenship behavior. Personality and Individual Differences, 134, 352-356. https://doi.org/10.1016/j.paid.2018.04.026
66. Tabachnick, B. G., Fidell, L. S., & Ullman, J. B. (2013). Using multivariate statistics. Boston, MA: Pearson.
67. Talak, K. (2022). Karanlık Üçlü Kişilik Özellikleri ve Tükenmişlik İlişkisinde Motivasyonun Etkisi. Itobiad: Journal of the Human & Social Science Researches, 11(3), 1862-1889. https://doi.org/10.15869/itobiad.1120846
68. Thibault, T., & Kelloway, E. K. (2020). The dark tetrad at work. Human Performance, 33(5), 406-424. https://doi.org/10.1080/08959285.2020.1802728
69. Türkan, A., & Esmer, Y. (2019). Örgütsel atalet kavramına teorik bir bakış. Stratejik ve Sosyal Araştırmalar Dergisi, 3(3), 525-534. https://doi.org/10.30692/sisad.616334
70. Van Witteloostuijn, A. (1998). Bridging behavioral and economic theories of decline: Organizational inertia, strategic competition, and chronic failure. Management Science, 44(4), 501-519. https://doi.org/10.1287/mnsc.44.4.501
71. Walter, H. L., Anderson, C. M., & Martin, M. M. (2005). How subordinates’ Machiavellianism and motives relate to satisfaction with superiors. Communication Quarterly, 53(1), 57-70. https://doi.org/10.1080/01463370500056051