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Nepotizmin İş Yerindeki Kişiler Arası Çatışma Üzerindeki Etkisinde Ücret Tatmininin Düzenleyici Rolü

Year 2022, Volume: 27 Issue: 2, 215 - 236, 30.04.2022

Abstract

Çalışmanın temel amacı banka personellerinin nepotizm algılarını ölçmek ve iş yerindeki kişiler arası çatışma düzeylerine etkisini tespit ederek, ücret tatmininin bu etkileşimdeki düzenleyici rolünü belirlemektir. Nepotizm, kurumlarda adaleti algısını ortadan kaldıracak şekilde kullanılabilmektedir. Adaletin olmadığı kurumlarda da çatışmalar kaçınılmazdır. Bireyler bazı durumlarda kurum içerisindeki bu olumsuzlukları göz ardı etmektedirler. Kazanılan ücretin bireyleri tatmin edecek düzeyde dolgun oluşu veya tatminsizlik yaratacak şekilde düşük oluşu olumsuzluklara olan bakış açılarını değiştirebilmektedir. Performansa dayalı ücretlendirmenin yoğun olduğu bankacılık sektöründe kazanılan ücretin bu denklemde daha fazla rolü olduğu düşünülmektedir. Çalışma kapsamında banka personellerine online olarak 315 anket gönderilmiştir. Eldeki verilerin analizler için gerekli koşulları sağladığı tespit edilmiştir. Anket formunda kullanılan ölçeklerin geçerlilik ve güvenilirlik analizleri yapılmıştır. Sonraki aşamada değişkenler arasındaki ilişkilerin tespiti için korelasyon analizi yapılmış; hipotezlerin test edilmesi amacıyla da regresyon ve düzenleyici etki analizi gerçekleştirilmiştir. Analizler sonucunda nepotizmin iş yerindeki kişiler arası çatışmayı pozitif etkilediği ve ücret tatminin düşük düzeyde olduğu durumlarda bu etkileşimin arttığı tespit edilmiştir.

References

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The Moderator Role of Salary Satisfaction in the Impact of Nepotism on Interpersonal Conflict in the Workplace

Year 2022, Volume: 27 Issue: 2, 215 - 236, 30.04.2022

Abstract

The main purpose of the study is to measure the perception of nepotism of bank personnel and to determine the effect of this perception on the level of interpersonal conflict in the workplace. In measuring this interaction, the moderator role of salary satisfaction is examined. Nepotism can be used in organizations to eliminate the perception of justice. Conflicts are inevitable in organizations where there is no justice. In some cases, individuals ignore these negativities within the organization. The fact that the earned salary is high enough to satisfy individuals or low to create dissatisfaction can change the perspectives on negativities. It is thought that the earned salary in the banking sector, where performance-based remuneration is intense, has a greater role in this equation. Within the scope of the study, 315 online questionnaires were sent to bank personnel. It has been determined that the collected data meet the necessary conditions for the analysis. Validity and reliability analyzes of the scales which used in the questionnaire were made. In the next step, correlation analysis was performed to determine the relationships between the variables and in order to test the hypotheses, regression and moderator impact analysis were carried out. As a result of the analyzes, it has been determined that nepotism positively affects interpersonal conflict in the workplace and this interaction increases in cases where salary satisfaction is low.

References

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  • AMASON, A. C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams. Academy of management journal, 39(1), 123-148.
  • ANICICH, E. M., FAST, N. J., HALEVY, N., & GALINSKY, A. D. (2016). When the bases of social hierarchy collide: Power without status drives interpersonal conflict. Organization Science, 27(1), 123-140.
  • ARASLI, H., & TUMER, M. (2008). Nepotism, Favoritism and Cronyism: A study of their effects on job stress and job satisfaction in the banking industry of north Cyprus. Social Behavior and Personality: an international journal, 36(9), 1237-1250.
  • ARASLI, H., BAVİK, A., & EKİZ, E. H. (2006). The effects of nepotism on human resource management: The case of three, four and five star hotels in Northern Cyprus. International journal of sociology and social policy, 26(7/8), 295-308.
  • ASUNAKUTLU, T., & AVCI, U. (2010). Aile İşletmelerinde Nepotizm Algısı ve İş Tatmini İlişkisi Üzerine Bir Araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15(2), 93-109.
  • AYTAÇ, S., & BAŞOL, O. (2018). İş Yerinde Kişiler Arası Çatışma Ölçeği’nin geçerlik ve güvenirlik çalışması. Yönetim Bilimleri Dergisi, 16(32), 471-484.
  • BAO, Y., ZHU, F., HU, Y., & CUI, N. (2016). The research of interpersonal conflict and solution strategies. Psychology, 7(04), 541.
  • BARKI, H., & HARTWICK, J. (2001). Interpersonal conflict and its management in information system development. MIS quarterly, 195-228.
  • BARKI, H., & HARTWICK, J. (2004). Conceptualizing the construct of interpersonal conflict. International journal of conflict management.
  • BELLOW, A. (2004). In praise of nepotism: A history of family enterprise from King David to George W. Bush. Anchor.
  • BERGMANN, T. J., & VOLKEMA, R. J. (1994). Issues, behavioral responses and consequences in interpersonal conflicts. Journal of Organizational Behavior, 15(5), 467-471.
  • BLADER, S. L., & TYLER, T. R. (2003). What constitutes fairness in work settings? A four-component model of procedural justice. Human Resource Management Review, 13(1), 107-126.
  • BLAKE, R. R., MOUTON, J. S. (1964). The managerial grid. Houston, Texas: Gulf Publishing.
  • BOLLEN, K. A. (1989). Structural equations with latent variables. NJ: John Wiley & Sons,
  • BREWER, N., MITCHELL, P., & WEBER, N. (2002). Gender role, organizational status, and conflict management styles. International journal of conflict management.
  • BRUK-LEE, V., & SPECTOR, P. E. (2006). The social stressors-counterproductive work behaviors link: Are conflicts with supervisors and coworkers the same?. Journal of occupational health psychology, 11(2), 145.
  • BÜTE, M. (2011a). Nepotizm ve İş Tatmini İlişkisinde İş Stresinin Aracı Rolü Var Mıdır?. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, (29).
  • BÜTE, M. (2011b). The effects of nepotism and favoritism on employee behaviors and human resources practices: A research on Turkish public banks. TODAĐE’s Review of Public Administration, 5(1), 185-208.
  • CAPUTO, A. (2018). Religious motivation, nepotism and conflict management in Jordan. International Journal of Conflict Management.
  • CHAUDHRY, M. S., SABIR, H. M., RAFI, N., & KALYAR, M. N. (2011). Exploring the relationship between salary satisfaction and job satisfaction: A comparison of public and private sector organizations. The Journal of Commerce, 3(4), 1.
  • ÇOKLUK, Ö., ŞEKERCİOĞLU, G., & BÜYÜKÖZTÜRK, Ş. (2018). Sosyal bilimler için çok değişkenli istatistik SPSS ve LISREL uygulamaları. Ankara: Pegem Akademi.
  • DE DREU, C. K. (1997). Productive conflict: The importance of conflict management and conflict issue. Using conflict in organizations, 9-22.
  • DE VRIES, M. F. K. (1993). The dynamics of family controlled firms: The good and the bad news. Organizational dynamics, 21(3), 59-71.
  • DEUTSCH, M. (1990). Sixty years of conflict. International Journal of Conflict Management.
  • EICHHORN, B. R. (2014). Common method variance techniques. Cleveland State University, Department of Operations & Supply Chain Management. Cleveland, OH: SAS Institute Inc, 1-11.
  • ERKUŞ, A., & TABAK, A. (2009). Beş faktör kişilik özelliklerinin çalişanlarin çatişma yönetim tarzlarina etkisi: savunma sanayiinde bir araştirma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 23(2), 213-242.
  • FORD, R., & MCLAUGHLIN, F. (1985). Nepotism. Personnel Journal.
  • GEURTS, S. A., SCHAUFELI, W. B., & RUTTE, C. G. (1999). Absenteeism, turnover intention and inequity in the employment relationship. Work & Stress, 13(3), 253-267.
  • GIBB DYER JR, W. (2006). Examining the “family effect” on firm performance. Family business review, 19(4), 253-273.
  • GRAAFLAND, J., & LOUS, B. (2018). Economic freedom, income inequality and life satisfaction in OECD countries. Journal of Happiness Studies, 19(7), 2071-2093.
  • GRAÇA, A. M., & PASSOS, A. M. (2015). Team leadership across contexts: A qualitative study. Leadership & Organization Development Journal.
  • GÜRBÜZ, S. (2019a). Sosyal bilimlerde aracı, düzenleyici ve durumsal etki analizleri. Ankara: Seçkin Yayıncılık.
  • GÜRBÜZ, S. (2019b). Amos ile Yapısal Eşitlik Modellemesi. Ankara: Seçkin Yayıncılık.
  • GÜRBÜZ, S., & ŞAHİN, F. (2018). Sosyal bilimlerde araştırma yöntemleri. Ankara: Seçkin Yayıncılık.
  • GYIMAH-BOADI, E. (2000). Conflict of interest, nepotism and cronyism. TI source book. Confronting corruption. The elements of a national integrity system, 195-204.
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There are 92 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Tugay Ülkü 0000-0002-4337-4876

Elif Baygın 0000-0001-8037-5811

Sema Polatcı 0000-0002-4671-1356

Publication Date April 30, 2022
Published in Issue Year 2022 Volume: 27 Issue: 2

Cite

APA Ülkü, T., Baygın, E., & Polatcı, S. (2022). Nepotizmin İş Yerindeki Kişiler Arası Çatışma Üzerindeki Etkisinde Ücret Tatmininin Düzenleyici Rolü. Süleyman Demirel Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 27(2), 215-236.