PSİKOLOJİK SÖZLEŞME İHLALİNİN ÖRGÜTE OLAN GÜVEN ÜZERİNDEKİ ETKİSİ

Year 2016, , 544 - 551, 01.06.2016

Bilal Cankir

https://doi.org/10.17261/Pressacademia.2016118676

Abstract

Psikolojik sözleşme son dönemde değişik araştırmacılar tarafından geniş bir şekilde araştırılmıştır (Robinson, 1996; Robinson ve Rousseau, 1994; Guest, 1998; Morrison ve Robinson, 1997). Çalışanların işverenlerine karşı ve işverenlerin çalışanlarına karşı yerine getirmek zorunda oldukları yükümlülüklere dair işgörenlerin sahip olduğu algılara işaret eden olarak tanımlanan (Robinson, 1996; Dikili ve Bayraktaroğlu, 2013) psikolojik sözleşme ve somut olarak var olmayan anlaşma, ücretler ve çalışma koşullarına ilişkin ekonomik anlaşmaya ek olmaktadır. Bu yazılı olmayan anlaşma ile çalışanlar, örgüte karşı belirli bir iş yapmayı ve sadakat göstermeyi garanti ederler; karşılığında ise, sistemden, ekonomik beklentilerin ve ödüllerin yanı sıra, güvenlik, insanca davranış, doyurucu ve medeni ilişkiler, saygınlık, statü kazanma, haklarının verilmesi ve beklentilerinin yerine gelmesi yönünde manevi destek beklemektedir (Çankır, 2010).Örgütsel güven Mayer vd. (1995)’nin alanyazına kazandırdıkları bir kavramdır. Örgütsel güven ilişkiler sonucu ortaya çıkan, beklentilere dayalı bir kavram ve kişilerin ilişkilerinde risk alabilme durumları olarak tanımlanmıştır (Mayer vd., 1995; Schoorman, ve Davis, 2007). Luhmann (1979)’a göre güven kişinin yaşadığı tecrübeler ile günden güne gelişmektedir. Bireye güven bir tarafın diğer taraftan bireysel ilişkiler ve davranışlar hakkındaki beklentileri ile şekillenmektedir (Shockeley-Zalabak vd., 2000; Akt. Polat ve Celep, 2008).Çalışmanın amacı Eskişehir’de çalışmakta olan kamu görevlilerinin yaşadıkları psikolojik sözleşme ihlalinin çalıştıkları örgüte olan güvenlerindeki etkisini belirlemektir. Bu çalışma kapsamında Eskişehir’de çalışan yaklaşık 120 kamu görevlisine anket çalışması yapılacaktır. Psikolojik sözleşme ihlali Robinson ve Rousseau (1994), örgütsel güven ise Nyhan ve Marlow (1997) tarafından geliştirilen ve İşcan ve Sayın (2010) tarafından da kullanılan ölçek soruları ile tespit edilmeye çalışılacaktır. Psikolojik sözleşme ihlalinin örgüte olan güven üzerindeki etkisi IBM AMOS programı kullanılarak regresyon analizi ile ortaya konulacaktır. Ayrıca anket sonucunda elde edilecek demografik farklılar da IBM SPSS programı vasıtasıyla ilgili analizler uygulanarak saptanmaya çalışılacaktır

Keywords

Psikolojik Sözleşme, Örgütsel Güven, Beklenti Yönetimi

THE EFFECT ON TRUST TO ORGANIZATION AND PSYCHOLOGICAL CONTRACT VIOLATION: AN APPLICATION

Abstract

Psychological contract is scrutinized by different researchers recently (Robinson, 1996; Robinson ve Rousseau, 1994; Guest, 1998; Morrison ve Robinson, 1997). It reflects the mutual beliefs, perceptions, and informal obligations between an employer and an employee (Robinson, 1996; Dikili ve Bayraktaroğlu, 2013). Psychological contract is non-physical agreement is in addition to economic agreements on wages and working conditions. Employees assure to work, and loyalty with this non-physical treaty and they expects safety, respectful relationship, better status (Çankır, 2010).Organizational trust is Mayer et al. (1995) is a concept that gives the literature. The definition of trust weaved in this research is the willingness of a party to be defenseless to the actions of another party relied on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to show or control that other party (Mayer, Davis ve Schoorman, 1995; Schoorman, ve Davis, 2007). According to Luhmann (1979) trust, comes from day to day with lived experience. Individuals trust, the one side is shaped by expectations about personal relationships and behavior on the other side (Shockeley-Zalabak et al., 2000; Trs. Polat & Celep, 2008).The aim of this study is to determine the public employees working in Eskişehir the effect on trust to organization and their psychological contract violation. In this study, approximately 120 public employees working in Eskisehir survey will be conducted. In this study, survey questions will emanate psychological contract violation scale made by Robinson and Rousseau (1994), organizational trust scale is Nyhan and Marlow (1997). The effect on trust to organization and their psychological contract violation will be evaluated with regression analyzes by the IBM AMOS program. Furthermore demographic differences in survey results will be obtained by applying tried to determine through analysis on IBM SPSS

Keywords

Psychological Contract, Organizational Trust, Expectation Management

References

• Brinkhoff, A., Özer, Ö., & Sargut, G. (2015). All You Need Is Trust? An Examination of Inter-organizational Supply Chain Projects. Production and Operations Management, 24(2), 181-200.
• Conway, N., & Briner, R. B. (2005). Understanding psychological contracts at work. Oxford: Oxford University Press.
• Conway, N., & Briner, R. B. (2009). Fifty years of psychological contract research: What do we know and what are the main challenges.
• International review of industrial and organizational psychology, 24(71), 71-131. Conway, N., & Coyle-Shapiro, J. A. M. (2012). The reciprocal relationship between psychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure. Journal of occupational and Organizational Psychology, 85(2), 277-299.
• Cook, J., & Wall, T. (1980). “New Work attitude measures of trust, organizational commitment and personal need non-fullfilment”. Journal of Occupational Psychology, 53 (1), 39-52.
• Çankır, B. (2016). Psikolojik Sözleşme İhlalinin Lider-Üye Etkileşimi Üzerindeki Etkisi ve Bir Araştırma. 15. Ulusal İşletmecilik Kongresi.
• Çankır, Bilal (2010). Yalın Düşünce Sistemini Uygulayan Kurumlarla Uygulamayan Kurumlarda Çalışanlarda Örgütsel Vatandaşlık Davranışı,
• İstanbul: Marmara Üniversitesi S.B.E., Yüksek Lisans Tezi. Demircan, N., & Ceylan, A. (2003). Örgütsel güven kavramı: Nedenleri ve sonuçları. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 10(2), 139-150.
• Dikili, A., & Bayraktaroğlu, S. (2013). Psikolojik Sözleşme İle İş Tatmini İlişkisine Yönelik Bir Araştırma. Eskişehir Osmangazi Üniversitesi
• İktisadi ve İdari Bilimler Dergisi, 8(2). Dirks, K. T., & Skarlicki, D. P. (2004). Trust in leaders: Existing research and emerging issues. Trust and distrust in organizations: Dilemmas and approaches, 7, 21-40.
• Dries, N., & De Gieter, S. (2014). Information asymmetry in high potential programs: A potential risk for psychological contract breach.
• Personnel Review, 43(1), 136-162. Driscoll, J. W. 1978. Trust and participation in organizational decision making as predictors of satisfaction. Academy of Management Journal, 21: 44-56.
• Eckerd, S., Hill, J., Boyer, K. K., Donohue, K., & Ward, P. T. (2013). The relative impact of attribute, severity, and timing of psychological contract breach on behavioral and attitudinal outcomes. Journal of Operations Management, 31(7), 567-578.
• Epitropaki, O. (2013). A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: Testing a moderated–mediated model. Journal of Organizational Behavior, 34(1), 65-86.
• Erkutlu, H., & Chafra, J. (2013). Effects of trust and psychological contract violation on authentic leadership and organizational deviance.
• Management Research Review, 36(9), 828-848. Fukuyama, F. (1995). Trust: The social virtues and the creation of prosperity. New York: Free press.
• Fukuyama, F. Ç. (2005). Güven: Sosyal erdemler ve refahın yaratılması [Trust: The social virtues and the creation of prosperity]. Trans.
• Ahmet Buğdaycı). İstanbul: İş Bankası Yayınları. Guest, D. E. (1998). Is the psychological contract worth taking seriously?. Journal of organizational behavior, 19(S1), 649-664.
• Hemmert, M., Bstieler, L., & Okamuro, H. (2014). Bridging the cultural divide: Trust formation in university–industry research collaborations in the US, Japan, and South Korea. Technovation, 34(10), 605-616.
• Huff, L., & Kelley, L. (2005). Is collectivism a liability? The impact of culture on organizational trust and customer orientation: a seven-nation study. Journal of business research, 58(1), 96-102.
• Işık, M. (2014). Çağrı Merkezlerinde Takım Çalışması ve Örgütsel Güven İlişkisi. Erzurum: Atatürk Üniversitesi. Yüksek Lisans Tezi.
• İşcan, Ö. F., & Sayın, U. (2010). Örgütsel Adalet, İş Tatmini ve Örgütsel Güven Arasındaki İlişki. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 24(4).
• Jafri, M. H. (2012). Influence of psychological contract breach on organizational citizenship behaviour and trust. Psychological Studies, (1), 29-36.
• Kingshott, R. P., & Pecotich, A. (2007). The impact of psychological contracts on trust and commitment in supplier-distributor relationships.
• European Journal of Marketing, 41(9/10), 1053-1072.
• Koçel, T. (1983). Yönetim Kavram ve Teknikleri. Uluslararası Eğitim Müdürlüğü Yayınları, Yayın, (1), 72.
• Kramer, R. M., & Cook, K. S. (Eds.). (2004). Trust and Distrust In Organizations: Dilemmas and Approaches: Dilemmas and Approaches.
• Russell Sage Foundation. Krosgaard, M. A., Brodt, S. E., & Whitener, E. M. (2002). Trust in the face of conflict: the role of managerial trustworthy behavior and organizational context. Journal of Applied Psychology, 87(2), 312.
• Kurian, G. T., Psychological contract. The AMA Dictionary of Business and Management. 2013.
• Lämsä, A. M., & Pučėtaitė, R. (2006). Development of organizational trust among employees from a contextual perspective. Business Ethics:
• A European Review, 15(2), 130-141. Liang, H. R., Liang, H. L., & Sun, C. K. (2016). Coping with Negative Work Experience and Work-related Family Issues: Spirituality as A Buffer against Emotional Exhaustion and Work-Family Conflict. Asian Business Research, 1(1), 42.
• Luhmann, N. 1979. Trust and power. New York: John Wiley.
• Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of management review, 20(3), 734.
• Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of management review, 20(3), 734.
• Mcallister, D. J. (1995). “Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations”. Academy of
• Management Journal, 38 (1), 24–59. Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops.
• Academy of management Review, 22(1), 226-256. Nyhan, R. C., & Marlowe, H. A. (1997). Development and psychometric properties of the organizational trust inventory. Evaluation Review, (5), 614-635.
• Öksüzler, O. (2006). Sosyal Sermaye, Güven ve Belirleyicileri: Bir Panel Analizi. Akdeniz İİ BF Dergisi, 6(12), 108-129.
• Özsağır, A. (2007). Ekonomide Güven Faktörü. Elektronik Sosyal Bilimler Dergisi, 20(20).
• Polat, S., & Celep, C. (2008). Ortaöğretim öğretmenlerinin örgütsel adalet, örgütsel güven, örgütsel vatandaşlık davranışlarına ilişkin algıları.
• Kuram ve Uygulamada Eğitim Yönetimi, 14(2), 307-331. Porta, R. L., Lopez-De-Silane, F., Shleifer, A., & Vishny, R. W. (1996). Trust in large organizations (No. w5864). National Bureau of Economic Research.
• Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative science quarterly, 574-599.
• Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of organizational behavior, 15(3), 245-259.
• Rousseau, D. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Sage Publications.
• Sargut, A. S., Özen, Ş., & Örgüt Kuramları, İmge Kitabevi (2010). Ankara. 2. Baskı.
• Schoorman, F. D., Mayer, R. C., & Davis, J. H. (2007). An integrative model of organizational trust: Past, present, and future. Academy of
• Management review, 32(2), 344-354. Scott, D. 1980. The causal relationship between trust and the assessed value of management by objectives. Journal of Management, 6: 175.
• Shleifer, A. (1997). Government in transition. European Economic Review, 41(3), 385-410.
• Shockley-Zalabak P., & Ellis K, Winograd G. (2000) “Organizational Trust, What it Means, Why İt Matters.” Organizational Development Journal; 18:35-48.
• Simons, T. L., & Peterson, R. S. (2000). Task conflict and relationship conflict in top management teams: the pivotal role of intragroup trust.
• Journal of applied psychology, 85(1), 102. Straiter, K. L. (2005). The effects of supervisors’ trust of subordinates and their organization on job satisfaction and organizational commitment. International Journal of Leadership Studies, 1(1), 86-101.
• TDK, http://tdk.gov.tr/index.php?option=com_gts&arama=gts&guid=TDK.GTS.56af584a76fd52.47278510, Erişim Tarihi: 01.02.2016.
• TEPAV, http://www.tepav.org.tr/tr/blog/s/5273/Turkler+neden+birbirine+guvenmez_+
• Trybou, J., & Gemmel, P. (2016). Fulfilment of administrative and professional organisational obligations and nurses' customer-oriented behaviours. Journal of nursing management, Early Wiew, 1-9.
• Vander Elst, T., De Cuyper, N., Baillien, E., Niesen, W., & De Witte, H. (2014). Perceived control and psychological contract breach as explanations of the relationships between job insecurity, job strain and coping reactions: Towards a theoretical integration. Stress and Health.
• Wellin, M. M. (2012). Managing the psychological contract: Using the personal deal to increase business performance. Gower Publishing, Ltd..
• WVS, http://www.worldvaluessurvey.org Yılmaz, Kadir (2015). Öğretmenlerin Örgütsel Farkındalık ve Örgütsel Güven Algıları İle Okulların Örgütsel Etkililik Düzeyleri. Afyon: Kocatepe
• Üniversitesi. Yüksek Lisans Tezi.