PSİKOLOJİK GÜÇLENDİRMENİN YENİLİKÇİ İŞ DAVRANIŞI ÜZERİNE ETKİSİNDE ÖRGÜTSEL ÖZDEŞLEŞMENİN ARACI ROLÜ

Abstract

Bu çalışmada örgüt çalışanlarının psikolojik güçlendirme algılarının yenilikçi iş davranışına yönelik doğrudan etkileri ile örgütsel özdeşleşme üzerinden dolaylı etkileri incelenmiştir. Araştırma modeli, Sosyal Bilişsel Teori ile Sosyal Kimlik Teorisi temelinde oluşturulmuştur. Psikolojik güçlendirmenin yenilikçi iş davranışı üzerindeki etkisi hem doğrudan hem de örgütsel özdeşleşme aracılığıyla dolaylı olarak test edilmiştir. Veriler, İstanbul’da faaliyet gösteren İstanbul Teknopark ve Yıldız Teknopark bünyesindeki firmalarda görev yapan 278 alt kademeli yönetici ile bu yöneticilere bağlı 278 çalışan olmak üzere toplam 556 kişiden yüz yüze anket yoluyla toplanmıştır. Psikolojik güçlendirme Spreitzer (1995), örgütsel özdeşleşme Mael ve Ashforth (1992) ve yenilikçi iş davranışı Scott ve Bruce (1994) ölçekleriyle ölçülmüştür. Yapılan analizler, psikolojik güçlendirmenin örgütsel özdeşleşme ve yenilikçi iş davranışı üzerinde anlamlı doğrudan etkileri olduğunu; ancak örgütsel özdeşleşme aracılığıyla yenilikçi iş davranışı üzerinde anlamlı dolaylı bir etki oluşturmadığını göstermiştir.

Keywords

• Psikolojik güçlendirme
• Örgütsel özdeşleşme
• Yenilikçi iş davranışı

THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF PSYCHOLOGICAL EMPOWERMENT ON INNOVATIVE WORK BEHAVIOR

Abstract

This study examines the direct effect of employees’ perceptions of psychological empowerment on innovative work behavior, as well as its indirect impact through organizational identification. The research model is grounded in Social Cognitive Theory and Social Identity Theory. Both the direct effect of psychological empowerment on innovative work behavior and its indirect effect through organizational identification were empirically tested. Data were gathered through face-to-face questionnaires from 556 respondents—278 first-line managers and their 278 subordinates—working in firms located within İstanbul Technopark and Yıldız Technopark. Psychological empowerment was measured with Spreitzer’s (1995) scale, organizational identification with Mael and Ashforth’s (1992) scale, and innovative work behavior with Scott and Bruce’s (1994) scale. The analyses reveal that psychological empowerment has a significant direct effect on both organizational identification and innovative work behavior; however, the indirect effect of psychological empowerment on innovative work behavior through organizational identification is not statistically significant.

Keywords

• Psychological empowerment
• Organizational identification
• Innovative work behavior

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