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

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

Tugay Ülkü , Elif Baygın , Sema Polatcı

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.

Keywords

Nepotizm, İş Yerinde Kişiler Arası Çatışma, Ücret Tatmini

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

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.

Keywords

Nepotism, Interpersonal Workplace Conflict, Salary Satisfaction

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