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İŞE BAĞLILIĞI ORTAYA ÇIKARMADA YENİ ÖRGÜTSEL PARAMETRELER: PERFORMANS BİLDİRİMİ VE ÖRGÜTSEL DEMOGRAFİ

Year 2016, Volume: 2 Issue: 1, 310 - 319, 01.06.2016

Abstract

Günümüzün artan rekabet koşullarında iş görenleri elde tutmanın önem kazanması, çalışanların işlerine yönelik geliştirdikleri olumlu tutumların önemine dikkatleri çekmektedir. Örgüt araştırmalarında pozitif psikolojiye artan ilgi, olumlu tutumların teşhisini ortaya çıkaracak örgütsel parametreleri daha da anlamlı hale getirmiştir. Bu değişkenlerden biri “işe bağlılık” olup çalışanların işlerine yönelik psikolojik sözleşmeleri olarak tanımlanmaktadır. Bireysel çıktıların örgütsel amaçlara ulaşmadaki katkısı göz önüne alındığında, örgütsel etkinlik, etkililik ve verimliliği geliştirmek için bireylerin işlerin duydukları tatmin yanında işe bağlılıklarını da sağlamak önemli bir gereklilik olmuştur. İşe bağlılığa yol açacak işe yönelik değişkenler göz önüne alındığında, bunlarından birinin iş görenin gerçekleştirdiği performansa yönelik geri bildirimi olabileceği araştırılabilir. Bu araştırmada işe bağlılığın bir öncülü olarak performans bildiriminin etkisi ve örgütsel demografik özelliklerin (cinsiyet, yaş, eğitim düzeyi, örgütsel kıdem, işte kıdem, toplam iş deneyimi, hiyerarşik pozisyon) işe bağlılık düzeylerinin nasıl farklılaşabileceği incelenmiştir. Araştırma için üretim ve hizmet sektöründen seçilmiş 8 işletmeden 253 beyaz yakalı çalışan örnekleme alınmıştır. Veri toplama tekniği olarak envanter yönteminden yararlanmıştır, 6’lı likert ölçeği ile ölçümleme gerçekleştirilmiştir. Araştırma bulgularına göre performans bildirimi işe bağlılığın işe aktif katılım, işi yaşam değeri, benlik bağlılığı boyutları ile anlamlı ilişki göstermiştir. Yaş ve örgütsel kıdem açısından işe bağlılık düzeyinde anlamlı farklılık elde edilmiştir

References

  • Ashford, Susan J. (1986), “Feedback-Seeking In Individual Adaptation: A Resource Perspective,” Academy of Management Journal (Vol: 29, No: 3): 465-487.
  • Baker, Diane F./Buckley, M. Ronald (1996), “A Historical Perspective of the Impact of Feedback On Behavior,” Journal of Management History (Vol: 2, No: 4): 21-33.
  • Bal , Esra A. Self-Efficacy, ContextualFactorsandWell-being: TheImpact Of WorkEngagement, Yayımlanmamış Doktora Tezi, Marmara Üniversitesi, İktisadi İdari Bilimler Fakültesi, 2008
  • Bilgiç R., (2008), İş Özellikleri Kuramı: Geniş Kapsamlı Gözden Geçirme, Türk Psikoloji Yazıları, 11 (22), 66-77
  • Bülbül, M. (2007). Örgütsel Bağlılık Ve Kamu Kuruluşlarına Yönelik Araştırma. Yüksek Lisans Tezi, Sütçü İmam Üniversitesi, Kahramanmaraş.
  • Carmeli, Abraham (2005). “Exploring Determinants of Job Involvement: An Emprical Test Among Senior Executives”. International Journal of Manpower 26: 457472.
  • Çakır Ö.,(2001), İşe Bağlılık Olgusu ve Etkileyen Faktörler, Seçkin Yayıncılık, Ankara
  • Futrell, Charles M. (1977). “The Impact of Manager’s Job Characteristics and Performance on Satisfaction, Involvement, and Intrinsic
  • Motivation”. Journal of Management 3: 27-33. Gündoğan, T. (2009). Örgütsel Bağlılık: Türkiye Cumhuriyet Merkez Bankası Uygulaması, Uzmanlık Yeterlilik Tezi, Türkiye Cumhuriyet
  • Merkez Bankası İnsan Kaynakları Genel Müdürlüğü, Ankara. H.L. Angle, J.L. Perry, (1981) An Empirical Assessment of Organizational Commitment and Organizational Effectiveness, Administrative Science Quarterly, 26, 1-14.
  • Hackman, J. R. ; Oldham, G. R.”The Job Diagnostic Survey: An instrument for the Diagnosis of Jobandthe Evaluation of JobRedesign Project”, Yale University, AdministrativeScience, Technical Report, 1974, No:4
  • Hackman, J.R.,&Oldham, G.R. “Development of the job diagnostic survey” Journal of Applied Psychology,1975, 60: 268-279.
  • Herold, David M./Greller, Martin M. (1977), “Feedback: The Definition of a Construct,” Academy of Management Journal (Vol: 20, No): 1: 147. HEROLD
  • İnce, M., Gül, H. (2005). Yönetimde Yeni Bir Paradigma: Örgütsel Bağlılık. Konya: Çizgi Kitapevi.
  • Karacaoğlu, K. (2005). Sağlık çalışanlarının işe bağlılığa ilişkin tutumlar ve demografik nitelikleri arasındaki ilişkilerin incelenmesi: Nevşehir
  • İlinde Bir İnceleme. Yönetim, Yıl 16, sayı 52, 54-72
  • Kaşlı M., (2007), İş Özellikleri Modelinin Otel İşletmelerinde Uygulanabilirliğine Yönelik Bir Araştırma, Doğuş Üniversitesi Dergisi, 8 (2), 159
  • Kaymaz, K. Davranış Boyutu ile performans geri bildirim olgusu ve süreci, Ankara Üniversitesi, SBF Dergisi, 2007, 62, 4,143-178
  • Lambert, Susan J. (1991). “The Combined Effects of Job and Family Characteristics on the Job Satisfaction, Job Involvement, and Intrinsic
  • Motivation of Men and Women Workers”. Journal of Organizational Behavior 12: 341-363. Lorence J.(1987), Test of Gender and Job Medels of Sex Differences in Job Involvement, Social Forces, Vol:66, No:1, sf: 121-142
  • Louiselle, Kevin. G. (1989). Job Involvement as Psychological Identification with JobRoles: The Refinement and Validation of a Construct. Ph.
  • D. Dissertation. University of Missouri-Saint Louis. Lyons, Sean T., Linda. E. Duxbury ve Chrietopher A. Higgins (2006). “A Comparison of the Values and Commitment of Private Sector, Public
  • Sector and Parapublic Sector Employees”. Public Administration Review (July/August): 49-65. Saal, Frank E. (1978). “Job Involvement: A Multivariate Approach”. Journal of Applied Psychology 63: 53-61.
  • Seymen, O., Bolat, T. (2000). Örgütsel öğrenme, Bursa, Ezgi Kitapevi.
  • Sun, H.Ö. (2002). İşdoyumu üzerine bir araştırma, uzmanlık tezi. Ankara, Türkiye Cumhuriyet Merkez Bankası Banknot Matbaası Genel Müdürlüğü.

NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY

Year 2016, Volume: 2 Issue: 1, 310 - 319, 01.06.2016

Abstract

In today’s increasingly competitive environment, the importance of retaining employees have resulted in the work force to have positive attitudes towards their jobs. There has been increasing interest in positive psychology within organizational research, which has resulted in the identification of the organizational parameters of these positive attitudes to be more pronounced. One of these parameters is “job involvement” is seen as the psychological contract between the worker and their organization. In both conceptual and empirical studies, compared to similar concepts like job satisfaction, organizational commitment and career commitment, job involvement is less researched within the literature. Looking from the individuals’ scope, increasing the job involvement as well as the job satisfaction of the individuals has been seen as important needs of the industry which is needed to increase organizational effectiveness, efficiency and productivity. When variables such as those related to job loyalty are taken into account, one such variable that would portray performance feedback can be researched. Performance feedback, which was one of the dimensions of the job characteristics model developed by Oldham and Hackman (1974), could be defined as the information relating to how efficient the individual in successfully completing the task is. Performance feedback is very instructive in portraying the performance of the individual and it is also important in a sense that it is also a source of motivation that is intrinsic in nature to the individual as it shows how the individual might contribute to the organization. Performance feedback can be expressed in two sublevels which are “individual doing the work” and “individuals”. In the literature, factors relating to performance like organizational demography which could also impact job involvement have been less researched in comparison, which could be another good research question. In this study, the effects of performance feedback as a premise of job involvement and how the level of job involvement of employees becomes different by organizational demographics were examined. 253 employees from 8 companies which was selected from manufacturing and service sector was taken as a sample for this survey. Questionnaire method was used for data collection techniques. To diagnose hypothesis relations, correlation, t test, ANOVA, Mann-Whitney U test and Kruskall Wallis were used in this study. Six point likert scale was used for measurement. According to research findings, founded that performance feedback is related with the some factors of job involvement like self-respect, active participation to work, and value of work in life. Significant differences between levels of job involvement among participants in terms of age and organizational tenure are reported

References

  • Ashford, Susan J. (1986), “Feedback-Seeking In Individual Adaptation: A Resource Perspective,” Academy of Management Journal (Vol: 29, No: 3): 465-487.
  • Baker, Diane F./Buckley, M. Ronald (1996), “A Historical Perspective of the Impact of Feedback On Behavior,” Journal of Management History (Vol: 2, No: 4): 21-33.
  • Bal , Esra A. Self-Efficacy, ContextualFactorsandWell-being: TheImpact Of WorkEngagement, Yayımlanmamış Doktora Tezi, Marmara Üniversitesi, İktisadi İdari Bilimler Fakültesi, 2008
  • Bilgiç R., (2008), İş Özellikleri Kuramı: Geniş Kapsamlı Gözden Geçirme, Türk Psikoloji Yazıları, 11 (22), 66-77
  • Bülbül, M. (2007). Örgütsel Bağlılık Ve Kamu Kuruluşlarına Yönelik Araştırma. Yüksek Lisans Tezi, Sütçü İmam Üniversitesi, Kahramanmaraş.
  • Carmeli, Abraham (2005). “Exploring Determinants of Job Involvement: An Emprical Test Among Senior Executives”. International Journal of Manpower 26: 457472.
  • Çakır Ö.,(2001), İşe Bağlılık Olgusu ve Etkileyen Faktörler, Seçkin Yayıncılık, Ankara
  • Futrell, Charles M. (1977). “The Impact of Manager’s Job Characteristics and Performance on Satisfaction, Involvement, and Intrinsic
  • Motivation”. Journal of Management 3: 27-33. Gündoğan, T. (2009). Örgütsel Bağlılık: Türkiye Cumhuriyet Merkez Bankası Uygulaması, Uzmanlık Yeterlilik Tezi, Türkiye Cumhuriyet
  • Merkez Bankası İnsan Kaynakları Genel Müdürlüğü, Ankara. H.L. Angle, J.L. Perry, (1981) An Empirical Assessment of Organizational Commitment and Organizational Effectiveness, Administrative Science Quarterly, 26, 1-14.
  • Hackman, J. R. ; Oldham, G. R.”The Job Diagnostic Survey: An instrument for the Diagnosis of Jobandthe Evaluation of JobRedesign Project”, Yale University, AdministrativeScience, Technical Report, 1974, No:4
  • Hackman, J.R.,&Oldham, G.R. “Development of the job diagnostic survey” Journal of Applied Psychology,1975, 60: 268-279.
  • Herold, David M./Greller, Martin M. (1977), “Feedback: The Definition of a Construct,” Academy of Management Journal (Vol: 20, No): 1: 147. HEROLD
  • İnce, M., Gül, H. (2005). Yönetimde Yeni Bir Paradigma: Örgütsel Bağlılık. Konya: Çizgi Kitapevi.
  • Karacaoğlu, K. (2005). Sağlık çalışanlarının işe bağlılığa ilişkin tutumlar ve demografik nitelikleri arasındaki ilişkilerin incelenmesi: Nevşehir
  • İlinde Bir İnceleme. Yönetim, Yıl 16, sayı 52, 54-72
  • Kaşlı M., (2007), İş Özellikleri Modelinin Otel İşletmelerinde Uygulanabilirliğine Yönelik Bir Araştırma, Doğuş Üniversitesi Dergisi, 8 (2), 159
  • Kaymaz, K. Davranış Boyutu ile performans geri bildirim olgusu ve süreci, Ankara Üniversitesi, SBF Dergisi, 2007, 62, 4,143-178
  • Lambert, Susan J. (1991). “The Combined Effects of Job and Family Characteristics on the Job Satisfaction, Job Involvement, and Intrinsic
  • Motivation of Men and Women Workers”. Journal of Organizational Behavior 12: 341-363. Lorence J.(1987), Test of Gender and Job Medels of Sex Differences in Job Involvement, Social Forces, Vol:66, No:1, sf: 121-142
  • Louiselle, Kevin. G. (1989). Job Involvement as Psychological Identification with JobRoles: The Refinement and Validation of a Construct. Ph.
  • D. Dissertation. University of Missouri-Saint Louis. Lyons, Sean T., Linda. E. Duxbury ve Chrietopher A. Higgins (2006). “A Comparison of the Values and Commitment of Private Sector, Public
  • Sector and Parapublic Sector Employees”. Public Administration Review (July/August): 49-65. Saal, Frank E. (1978). “Job Involvement: A Multivariate Approach”. Journal of Applied Psychology 63: 53-61.
  • Seymen, O., Bolat, T. (2000). Örgütsel öğrenme, Bursa, Ezgi Kitapevi.
  • Sun, H.Ö. (2002). İşdoyumu üzerine bir araştırma, uzmanlık tezi. Ankara, Türkiye Cumhuriyet Merkez Bankası Banknot Matbaası Genel Müdürlüğü.
There are 25 citations in total.

Details

Other ID JA52NH29YM
Journal Section Articles
Authors

İsik Cicek This is me

Sakine Ayca Alparslan This is me

Publication Date June 1, 2016
Published in Issue Year 2016 Volume: 2 Issue: 1

Cite

APA Cicek, İ., & Alparslan, S. A. (2016). NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY. PressAcademia Procedia, 2(1), 310-319.
AMA Cicek İ, Alparslan SA. NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY. PAP. June 2016;2(1):310-319.
Chicago Cicek, İsik, and Sakine Ayca Alparslan. “NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY”. PressAcademia Procedia 2, no. 1 (June 2016): 310-19.
EndNote Cicek İ, Alparslan SA (June 1, 2016) NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY. PressAcademia Procedia 2 1 310–319.
IEEE İ. Cicek and S. A. Alparslan, “NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY”, PAP, vol. 2, no. 1, pp. 310–319, 2016.
ISNAD Cicek, İsik - Alparslan, Sakine Ayca. “NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY”. PressAcademia Procedia 2/1 (June 2016), 310-319.
JAMA Cicek İ, Alparslan SA. NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY. PAP. 2016;2:310–319.
MLA Cicek, İsik and Sakine Ayca Alparslan. “NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY”. PressAcademia Procedia, vol. 2, no. 1, 2016, pp. 310-9.
Vancouver Cicek İ, Alparslan SA. NEW ORGANIZATIONAL PARAMETERS FOR DEVELOPING JOB INVOLVEMENT: PERFORMANCE FEEDBACK AND ORGANIZATIONAL DEMOGRAPHY. PAP. 2016;2(1):310-9.

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