Research Article
PDF Zotero Mendeley EndNote BibTex Cite

Algılanan Örgütsel Desteğin Çalışan Performansı Üzerindeki Etkisinde Örgütsel Özdeşleşmenin Aracı Rolü

Year 2021, Volume 29, Issue 49, 47 - 64, 30.07.2021
https://doi.org/10.17233/sosyoekonomi.2021.03.03

Abstract

Bu çalışmada, algılanan örgütsel desteğin çalışan performansı üzerindeki etkisinde örgütsel özdeşleşmenin aracılık rolü incelenmiştir. Bu amaç doğrultusunda Adana ve Osmaniye ilindeki bankalarda çalışan toplam 414 katılımcıdan anket aracılığıyla veri toplanmıştır. Ölçek geçerliliği için doğrulayıcı faktör analizi (DFA) yapılarak, değişkenler arası ilişkiler tespit edilmiş ve yapısal eşitlik modeli (YEM) ile modelin uyum iyiliği testleri ve regresyon analizi yapılmıştır. Aracılık rolünü test edebilmek için ise dolaylı etkilerin anlamlılığına bakılmış ve bunun için boostrap yöntemi kullanılmıştır. Çalışma sonucunda örgütsel özdeşleşmenin algılanan örgütsel destek ile çalışan performansı arasındaki ilişkide kısmi aracılık etkisini gösterdiği belirlenmiştir.

References

  • Akkoç, İ. & A. Çalışkan & Ö. Turunç (2012), “The Effect of Development Culture and Perceived Organizational Support to The Job Satisfaction and Job Performance: The Mediating Role of Trust”, Journal of management and Economics, 19(1), 105-135.
  • Ashforth, B.E. & F. Mael (1989), “Social Identity Theory and the Organization”, Academy of Management Journal, 14(1), 20-39.
  • Aslan, H. (2020), “Mediating Role of Psychological Ownership in Servant Leadership’s Effect on Job Satisfaction”, Business and Management Studies: An International Journal, 8(1), 196-212.
  • Bacaksız, F.E. (2016), “Örgütsel Erdemliliğin Hemşirelerin Örgütle Özdeşleşme Düzeylerine ve Performanslarına Etkisi: Algılanan Örgütsel Desteğin Aracı Rolü”, Unpublished Dissertation, Istanbul University, Institute of Health Sciences, Department of Management in Nursing, Nursing Management Program.
  • Baron, R.M. & D.A. Kenny (1986), “The Moderator-Mediator Variable Distinction in Social Psychology Research: Conceptual, Strategic and Statistical Considerations”, Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Blau, P.M. (1964), Exchange and power in social life, New York: Wiley.
  • Buchanan, B. (1974), “Building Organizational Commitment: The Socialization of Managers in Work Organizations”, Administrative Science Quarterly, 19(4), 533-546.
  • Çakınberk, A. & N. Derin & E.T. Demirel (2011), “Shaping of Organizational Identification by Organizational Commitment: Example of Private Education Institutions in Malatya and Tunceli”, Journal of Business Research-Turk, 3(1), 89-121.
  • Carmeli, A. & G. Gilat & D.A. Waldman (2007), “The Role of Perceived Organizational Performance in Organizational Identification, Adjustment and Job Performance”, Journal of Management Studies, 44(6), 972-992.
  • Cheung, M.F. & M.C. Law (2008), “Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong-Kong”, Asia Pacific Business Review, 14(2), 213-231.
  • Cho, J. & D.C. Treadway (2016), “Organizational Identification and Perceived Organizational Support as Mediators of the Procedural Justice-Citizenship Behaviour Relationship: A Cross-Cultural Constructive Replication”, European Journal of Work and Organizational Psychology, 20(5), 631-653.
  • Çınar, Ö. (2013), “The Mediating Role of Organizational Citizenship Behaviour by Structural Equation Modelling on Job Satisfaction, Organizational Commitment, Organizational Support and Organizational Justice Influence on Organizational Outcomes: A Field Study in the Banking of Kahramanmaraş”, Unpublished Dissertation, Kahramanmaraş Sütçü İmam University, Institute of Social Sciences, Türkiye.
  • Çöl, G. (2008), “The Effects of Perceived Empowerment on Employee Performance”, Doğuş University Journal, 9(1), 35-46.
  • Cropanzano, R. & M.S. Mitchell (2005), “Social Exchange Theory: An Interdisciplinary Review”, Journal of Management, 31(6), 874-900.
  • Cullen-Lester, K. & B.D. Edwards & W.C. Casper & K.R. Gue (2014), “Employees’ Adaptability and Perceptions of Change-Related Uncertainty: Implications for Perceived Organizational Support, Job Satisfaction, and Performance”, Journal of Business and Psychology, 29(2), 269-280.
  • Doğru, Ç. (2016), “The Effects of Perceived Organizational Support and Leader-member Exchange on Contextual Performance: A Research in the Banking Sector in Ankara”, Unpublished Dissertation, Gazi University Institute of Social Sciences Department of Business Administration, Ankara/Türkiye.
  • Dutton, J.E. & J.M. Dukerich & C.V. Harquail (1994), “Organizational Images and Member Identification”, Administrative Science Quarterly, 39, 239-263.
  • Edwards, M.R. & R. Peccei (2010), “Perceived Organizational Support, Organizational Identification and Employee Outcomes: Testing A Simultaneous Multifoci Model”, Journal of Personnel Psychology, 9(1), 17-26.
  • Eisenberger, R. & J. Cummings & S. Armeli & P. Lynch (1997), “Perceived organizational support, discretionary treatment, and job satisfaction”, Journal of Applied Psychology, 82(5), 812-820.
  • Eisenberger, R. & P. Fasolo & V. Davis-LaMastro (1990), “Perceived organizational support and employee diligence, commitment, and innovation”, Journal of Applied Psychology, 75(1), 51-59.
  • Eisenberger, R. & R. Huntington & S. Hutchison & D. Sowa (1986), “Perceived Organizational Support”, Journal of Applied Psychology, 71(3), 500-507.
  • Eisenberger, R. & S. Armeli & B. Rexwinkel & P.D. Lynch & L. Rhoades (2001), “Reciprocation of Perceived Organizational Support”, Journal of Applied Psychology, 86(1), 42-51.
  • Erkoç, Ç.İ. (2015), Regulating role of self- sufficiency factor with regard to the relationship between perceived organizational support and work performance: a research in banking business, İstanbul Kültür University, İstanbul.
  • Ertürk, A. (2010), “Exploring Predictors of Organizational Identification: Moderating Role of Trust on The Associations Between Empowerment, Organizational Support and Identification”, European Journal of Work and Organizational Psychology, 19(4), 409-441.
  • Gillet, N. & P. Colombat & E. Michinov & A.M. Pronost & E. Fouquereau (2013), “Procedural Justice, Supervisor Autonomy Support, Work Satisfaction, Organizational Identification and Job Performance: The Mediating Role of Need Satisfaction and Perceived Organizational Support”, Journal of Advanced Nursing, 69(11), 2560-2571.
  • Güğerçin, U. & Ü. Ay (2016), “The Impact of Ethics Position on Organizational Citizenship Behavior: An Empirical Study in the Context of Ethics Position Theory”, Journal of Social and Economic Research, 19(32), 34-46.
  • Gümüştekin, G. & A. Eren & B. Öztemiz (2005), “Interaction of Stress with Productivity and Performance in Organizations”, Çukurova University, Journal of Social Sciences Institute, 14(1), 271-288.
  • Gürbüz, S. & F. Şahin (2016), Sosyal Bilimlerde Araştırma Yöntemleri Felsefe, Yöntem, Analiz, 3rd Edition, Seçkin Yayıncılık: Ankara.
  • Hair, J.F. & W.C. Black & B.J. Babin (2010), Multivariate Data Analysis: A Global Perspective, 7th Edition, Prentice Hall: New Jersey.
  • Hall, D.T. & B. Schnider & T.N. Harold (1970), “Personal Factors in Organizational Identification”, Administrative Science Quarterly, 15(2), 176-190.
  • Hekman, D.R. & G.A. Bigley & J.F. Hereford (2009), “Combined Effects of Organizational and Professional Identification on the Reciprocity Dynamic for Professional Employee”, Academy of Management Journal, 52(3), 506-526.
  • Karaalioğlu, F.Z. (2019), “Algılanan Örgütsel Destek ile İş Performansı İlişkisinde Örgütsel Özdeşleşme, İş Tatmini ve Örgütsel Vatandaşlık Davranışının Aracı Rolü”, Unpublished Dissertation, Istanbul Commerce University, Institute of Social Sciences, Department of Business Administration, Istanbul.
  • Karasar, N. (1995), Bilimsel Araştırma Yöntemi: Kavramlar, İlkeler ve Teknikler, Sim Matbaası: Ankara. Kerse, G. & C. Karabey (2017), “The Effects of Perceived Organizational Support on Organizational Identification: The Mediating Role of Organizational Cynicism”, MANAS Journal of Social Studies, 6(4), 375-398.
  • Kirkman, B.L. & B. Rosen (1999), “Beyond Self-Management: Antecedents and Consequences of Team Empowerment”, Academy of Management Journal, 42(1), 58-74.
  • Knippenberg, D.V. & E. Sleebos (2006), “Organizational Identification Versus Organizational Commitment: Self-Definition, Social Exchange and Job Attitudes”, Journal of Organizational Behavior, 27(5), 571-584.
  • Kurt, E. (2013), “The Mediating Effect of Occupational Commitment on the Relationship Between Perceived Social Support and Job Performance: A Research in Tourism Organizations”, Master’s Thesis, Ankara.
  • Lee, S.M. (1971), “An Empirical Analysis of Organizational Identification”, Academy of Management Journal, 14(2), 213-226.
  • Liu, N.T. & C.G. Ding (2012), “General Ethical Judgments, Perceived Organizational Support, Interactional Justice, and Workplace Deviance”, The International Journal of Human Resource Management, 23(13), 2712-2735.
  • Liu, Y. & R. Loi & L.W. Lam (2011), “Linking Organization Al Identification and Employee Performance in Teams: the moderating role of team-member exchange”, The International Journal of Human Resource Management, 22(15), 3187-3201.
  • Mael, F.A. & B.E. Ashforth (1992), “Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification”, Journal of Organizational Behaviour, 13(2), 103-123.
  • McGregor, D. (1967), The Professional Manager, New York: McGraw-Hill.
  • Meydan, C.H. & H. Şeşen (2015), Yapısal Eşitlik Modellemesi: AMOS Uygulamaları, 2nd Edition. Detay Publishing: Ankara.
  • Newman, A. & D. Ucbaşaran & F. Zhu & G. Hirst (2014), “Psychological Capital: A Review and Synthesis”, Journal of Organizational Behavior, 35(1), 120-138.
  • Nunnally, J. (1978), Psychometric Methods, 2nd Edition, McGraw-Hill: New York.
  • Özdemir, A. (2010), “Örgütsel Özdeşleşmenin Algılanan Örgütsel Destek, Cinsiyet ve Kıdem Değişkenlerine Göre İncelenmesi”, TSA, 14(1), 237-250.
  • Özer, H. (2004), Nitel değişkenli ekonometrik modeller: Teori ve bir uygulama, Ankara: Nobel Yayınevi.
  • Pugh, S.D. (1991), Organizational Behaviour, Prentice Hall: UK.
  • Rhoades, L. & R. Eisenberger & S. Armeli (2001), “Affective Commitment to the Organization: The Contribution of Perceived Organizational Support”, Journal of Applied Psychology, 86(5), 825-836.
  • Rhoades, L. & R. Eisenberger (2002), “Perceived Organizational Support: A Review of the Literature”, Journal of Applied Psychology, 87(4), 698-714.
  • Riketta, M. (2005), “Organizational Identification: A Meta-Analysis”, Journal of Vocational Behavior, 66, 358-384.
  • Searle, B. & J.E.H. Bright & S. Bochner (2001), “Helping People to Sort It Out: The role of Social Support in the Job Strain Model”, Work & Stress, 15(4), 328-346.
  • Shen, Y. et al. (2014), “Linking Perceived Organizational Support with Employee Work Outcomes in a Chinese Context: Organizational Identification as a Mediator”, European Management Journal, 32, 406-412.
  • Shore, L.M. & L.E. Tetrick (1991), “A Construct Validity Study of the Survey of Perceived Organizational Support”, Journal of Applied Psychology, 76(5), 637-643.
  • Shore, L.M. & S.J. Wayne (1993), “Commitment and Employee Behavior: Comparison of Affective Commitment and Continuance Commitment with Perceived Organizational Support”, Journal of Applied Psychology, 78(5), 774-780.
  • Sigler, T.H. & C.M. Pearson (2000), “Creating an Empowering Culture: Examining the Relationship Between Organizational Culture and Perceptions of Empowerment”, Journal of Quality Management, 5(1), 27-52.
  • Sluss, D.M. & M. Klimchak & J.J. Holmes (2008), “Perceived Organizational Support as a Mediator Between Relational Exchange and Organizational Identification”, Journal of Vocational Behavior, 73(3), 457-464.
  • Sökmen, A. & E.B. Ekmekçioğlu & K. Çelik (2015), “The Relationship between Perceived Organizational Support, Organizational Identification, and Manager’s Ethical Behaviors: Perception of Research Assistants in Universities”, Journal of Business Research Turk, 7(1), 125-144.
  • Tak, B. & B.A. Aydemir (2004), “Örgütsel Özdeşleşme Üzerine İki Görgül Çalışma”, 12. Ulusal Yönetim ve Organizasyon Kongresi, Uludağ̆ University, Bursa.
  • Turunç, Ö. & M. Çelik (2010), “Örgütsel Özdeşleşme ve Kontrol Algılamalarının, Çalışanların İşten Ayrılma Niyeti ve İş Performansına Etkileri”, Atatürk University Journal of Economics and Administrative Sciences, 24(3), 163-181.
  • Tutar, H. & M. Altınöz (2010), “The Effect of Organizational Climate on Employee Performance: A Study on the Employees of Ostim Manufacturing Enterprises”, Ankara University SBF Journal, 65(2), 196-218.
  • Tüzün, İ.K. & F. Çetin & H.N. Basım (2013), “Örgütsel Destek ile Normlardan Sapma Davranışları İlişkisinde Özyeterliliğin Biçimlendirici Rolü”, in: K. Demirci & G.E. Gümüştekin & D. Ergun-Özler & C. Giderler-Atalay (eds.), 21. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Nobel Akademik Yayıncılık, 344-347.
  • Tüzün, İ.K. & İ. Çağlar (2008), “The Concept of Organizational Identification and the Relationships of Organizational Communication”, Journal of Yasar University, 3(9), 1011-1027.
  • Tyler, T.R. & S.L. Blader (2003), “The Group Engagement Model: Procedural Justice, Social Identity and Cooperative Behavior”, Personality and Social Psychology Review, 7(4), 349-361.
  • Van Dick, R. (2004), “My Job is My Castle: Identification in Organizational Contexts”, International Review of Industrial and Organizational Psychology, 19, 171-203.
  • Wang, G. & R.G. Netemeyer (2002), “The Effects of Job Autonomy, Customer Demandingness, and Trait Competitiveness on Salesperson Learning, Self-Efficacy and Performance”, Journal of the Academy of Marketing Science, 30(3), 217-228.
  • Yakut, E. (2020), “Multinominal Probit Model İle Konut Seçimine Etki Eden Faktörlerin Belirlenmesi: Osmaniye İli Uygulaması”, Business & Management Studies: An International Journal (BMIJ), 8(3), 3274-3301.
  • Yaman, T. (2011), “Yöneticilerin Paternalist (Babacan) Lider Davranışlarının Çalışanların Örgütsel Özdeşleşmelerine, İş Performanslarına ve İşten Ayrılma Niyetlerine Etkisi: Öze Sektörde Uygulama”, Master’s Thesis, Kara Harp Okulu, Savunma Bilimleri Enstitüsü, Ankara.
  • Yılmaz, A. (2016), “Algılanan Örgütsel Destek Ortamında İş Stresi ve İş Yaşam Kalitesinin İş Performansı Üzerine Etkisinin Araştırılması: İstanbul’da Bulunan Beş Yıldızlı Otellerde Çalışan Aşçılar Üzerine Bir Araştırma”, Unpublished Dissertation, İstanbul University, Institute of Social Sciences, İstanbul.
  • Yılmaz, H. & A.Ş. Görmüş (2012), “Investigation of the Effects of Strategic Entrepreneurship on Perceived Organizational Support and Organizational Learning: An Empirical Study in Textile Industry”, Journal of Yasar University, 26(7), 4483-4504.
  • Zagenczyk, T.J. & R. Gibney & W.T. Few & K.L. Scott (2011), “Psychological contracts and organizational identification: The mediating effect of perceived organizational support”, J Labor Res, 32(3), 254-281.
  • Zhao, X. & J.G. Lync & Q. Chen (2010), “Reconsidering Baron and Kenny: Myths and Truths about Mediation Analysis”, Journal of Consumer Research Inc., 37(2), 197-206.

The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance

Year 2021, Volume 29, Issue 49, 47 - 64, 30.07.2021
https://doi.org/10.17233/sosyoekonomi.2021.03.03

Abstract

In this study, the mediating role of organizational identification in the effect of perceived organizational support on employee performance was examined. In this context, data were collected from 414 participants working in banks in Adana and Osmaniye provinces of Turkey through a questionnaire. Confirmatory factor analysis (CFA) was applied to the scale used in the study. In addition, the goodness of fit tests and regression analysis were carried out by a structural equation model (SEM). The mediation role was tested with the Boostrap method. As a result of the study, it was determined that organizational identification has a partial mediating effect on the relationship between perceived organizational support and employee performance.

References

  • Akkoç, İ. & A. Çalışkan & Ö. Turunç (2012), “The Effect of Development Culture and Perceived Organizational Support to The Job Satisfaction and Job Performance: The Mediating Role of Trust”, Journal of management and Economics, 19(1), 105-135.
  • Ashforth, B.E. & F. Mael (1989), “Social Identity Theory and the Organization”, Academy of Management Journal, 14(1), 20-39.
  • Aslan, H. (2020), “Mediating Role of Psychological Ownership in Servant Leadership’s Effect on Job Satisfaction”, Business and Management Studies: An International Journal, 8(1), 196-212.
  • Bacaksız, F.E. (2016), “Örgütsel Erdemliliğin Hemşirelerin Örgütle Özdeşleşme Düzeylerine ve Performanslarına Etkisi: Algılanan Örgütsel Desteğin Aracı Rolü”, Unpublished Dissertation, Istanbul University, Institute of Health Sciences, Department of Management in Nursing, Nursing Management Program.
  • Baron, R.M. & D.A. Kenny (1986), “The Moderator-Mediator Variable Distinction in Social Psychology Research: Conceptual, Strategic and Statistical Considerations”, Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Blau, P.M. (1964), Exchange and power in social life, New York: Wiley.
  • Buchanan, B. (1974), “Building Organizational Commitment: The Socialization of Managers in Work Organizations”, Administrative Science Quarterly, 19(4), 533-546.
  • Çakınberk, A. & N. Derin & E.T. Demirel (2011), “Shaping of Organizational Identification by Organizational Commitment: Example of Private Education Institutions in Malatya and Tunceli”, Journal of Business Research-Turk, 3(1), 89-121.
  • Carmeli, A. & G. Gilat & D.A. Waldman (2007), “The Role of Perceived Organizational Performance in Organizational Identification, Adjustment and Job Performance”, Journal of Management Studies, 44(6), 972-992.
  • Cheung, M.F. & M.C. Law (2008), “Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong-Kong”, Asia Pacific Business Review, 14(2), 213-231.
  • Cho, J. & D.C. Treadway (2016), “Organizational Identification and Perceived Organizational Support as Mediators of the Procedural Justice-Citizenship Behaviour Relationship: A Cross-Cultural Constructive Replication”, European Journal of Work and Organizational Psychology, 20(5), 631-653.
  • Çınar, Ö. (2013), “The Mediating Role of Organizational Citizenship Behaviour by Structural Equation Modelling on Job Satisfaction, Organizational Commitment, Organizational Support and Organizational Justice Influence on Organizational Outcomes: A Field Study in the Banking of Kahramanmaraş”, Unpublished Dissertation, Kahramanmaraş Sütçü İmam University, Institute of Social Sciences, Türkiye.
  • Çöl, G. (2008), “The Effects of Perceived Empowerment on Employee Performance”, Doğuş University Journal, 9(1), 35-46.
  • Cropanzano, R. & M.S. Mitchell (2005), “Social Exchange Theory: An Interdisciplinary Review”, Journal of Management, 31(6), 874-900.
  • Cullen-Lester, K. & B.D. Edwards & W.C. Casper & K.R. Gue (2014), “Employees’ Adaptability and Perceptions of Change-Related Uncertainty: Implications for Perceived Organizational Support, Job Satisfaction, and Performance”, Journal of Business and Psychology, 29(2), 269-280.
  • Doğru, Ç. (2016), “The Effects of Perceived Organizational Support and Leader-member Exchange on Contextual Performance: A Research in the Banking Sector in Ankara”, Unpublished Dissertation, Gazi University Institute of Social Sciences Department of Business Administration, Ankara/Türkiye.
  • Dutton, J.E. & J.M. Dukerich & C.V. Harquail (1994), “Organizational Images and Member Identification”, Administrative Science Quarterly, 39, 239-263.
  • Edwards, M.R. & R. Peccei (2010), “Perceived Organizational Support, Organizational Identification and Employee Outcomes: Testing A Simultaneous Multifoci Model”, Journal of Personnel Psychology, 9(1), 17-26.
  • Eisenberger, R. & J. Cummings & S. Armeli & P. Lynch (1997), “Perceived organizational support, discretionary treatment, and job satisfaction”, Journal of Applied Psychology, 82(5), 812-820.
  • Eisenberger, R. & P. Fasolo & V. Davis-LaMastro (1990), “Perceived organizational support and employee diligence, commitment, and innovation”, Journal of Applied Psychology, 75(1), 51-59.
  • Eisenberger, R. & R. Huntington & S. Hutchison & D. Sowa (1986), “Perceived Organizational Support”, Journal of Applied Psychology, 71(3), 500-507.
  • Eisenberger, R. & S. Armeli & B. Rexwinkel & P.D. Lynch & L. Rhoades (2001), “Reciprocation of Perceived Organizational Support”, Journal of Applied Psychology, 86(1), 42-51.
  • Erkoç, Ç.İ. (2015), Regulating role of self- sufficiency factor with regard to the relationship between perceived organizational support and work performance: a research in banking business, İstanbul Kültür University, İstanbul.
  • Ertürk, A. (2010), “Exploring Predictors of Organizational Identification: Moderating Role of Trust on The Associations Between Empowerment, Organizational Support and Identification”, European Journal of Work and Organizational Psychology, 19(4), 409-441.
  • Gillet, N. & P. Colombat & E. Michinov & A.M. Pronost & E. Fouquereau (2013), “Procedural Justice, Supervisor Autonomy Support, Work Satisfaction, Organizational Identification and Job Performance: The Mediating Role of Need Satisfaction and Perceived Organizational Support”, Journal of Advanced Nursing, 69(11), 2560-2571.
  • Güğerçin, U. & Ü. Ay (2016), “The Impact of Ethics Position on Organizational Citizenship Behavior: An Empirical Study in the Context of Ethics Position Theory”, Journal of Social and Economic Research, 19(32), 34-46.
  • Gümüştekin, G. & A. Eren & B. Öztemiz (2005), “Interaction of Stress with Productivity and Performance in Organizations”, Çukurova University, Journal of Social Sciences Institute, 14(1), 271-288.
  • Gürbüz, S. & F. Şahin (2016), Sosyal Bilimlerde Araştırma Yöntemleri Felsefe, Yöntem, Analiz, 3rd Edition, Seçkin Yayıncılık: Ankara.
  • Hair, J.F. & W.C. Black & B.J. Babin (2010), Multivariate Data Analysis: A Global Perspective, 7th Edition, Prentice Hall: New Jersey.
  • Hall, D.T. & B. Schnider & T.N. Harold (1970), “Personal Factors in Organizational Identification”, Administrative Science Quarterly, 15(2), 176-190.
  • Hekman, D.R. & G.A. Bigley & J.F. Hereford (2009), “Combined Effects of Organizational and Professional Identification on the Reciprocity Dynamic for Professional Employee”, Academy of Management Journal, 52(3), 506-526.
  • Karaalioğlu, F.Z. (2019), “Algılanan Örgütsel Destek ile İş Performansı İlişkisinde Örgütsel Özdeşleşme, İş Tatmini ve Örgütsel Vatandaşlık Davranışının Aracı Rolü”, Unpublished Dissertation, Istanbul Commerce University, Institute of Social Sciences, Department of Business Administration, Istanbul.
  • Karasar, N. (1995), Bilimsel Araştırma Yöntemi: Kavramlar, İlkeler ve Teknikler, Sim Matbaası: Ankara. Kerse, G. & C. Karabey (2017), “The Effects of Perceived Organizational Support on Organizational Identification: The Mediating Role of Organizational Cynicism”, MANAS Journal of Social Studies, 6(4), 375-398.
  • Kirkman, B.L. & B. Rosen (1999), “Beyond Self-Management: Antecedents and Consequences of Team Empowerment”, Academy of Management Journal, 42(1), 58-74.
  • Knippenberg, D.V. & E. Sleebos (2006), “Organizational Identification Versus Organizational Commitment: Self-Definition, Social Exchange and Job Attitudes”, Journal of Organizational Behavior, 27(5), 571-584.
  • Kurt, E. (2013), “The Mediating Effect of Occupational Commitment on the Relationship Between Perceived Social Support and Job Performance: A Research in Tourism Organizations”, Master’s Thesis, Ankara.
  • Lee, S.M. (1971), “An Empirical Analysis of Organizational Identification”, Academy of Management Journal, 14(2), 213-226.
  • Liu, N.T. & C.G. Ding (2012), “General Ethical Judgments, Perceived Organizational Support, Interactional Justice, and Workplace Deviance”, The International Journal of Human Resource Management, 23(13), 2712-2735.
  • Liu, Y. & R. Loi & L.W. Lam (2011), “Linking Organization Al Identification and Employee Performance in Teams: the moderating role of team-member exchange”, The International Journal of Human Resource Management, 22(15), 3187-3201.
  • Mael, F.A. & B.E. Ashforth (1992), “Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification”, Journal of Organizational Behaviour, 13(2), 103-123.
  • McGregor, D. (1967), The Professional Manager, New York: McGraw-Hill.
  • Meydan, C.H. & H. Şeşen (2015), Yapısal Eşitlik Modellemesi: AMOS Uygulamaları, 2nd Edition. Detay Publishing: Ankara.
  • Newman, A. & D. Ucbaşaran & F. Zhu & G. Hirst (2014), “Psychological Capital: A Review and Synthesis”, Journal of Organizational Behavior, 35(1), 120-138.
  • Nunnally, J. (1978), Psychometric Methods, 2nd Edition, McGraw-Hill: New York.
  • Özdemir, A. (2010), “Örgütsel Özdeşleşmenin Algılanan Örgütsel Destek, Cinsiyet ve Kıdem Değişkenlerine Göre İncelenmesi”, TSA, 14(1), 237-250.
  • Özer, H. (2004), Nitel değişkenli ekonometrik modeller: Teori ve bir uygulama, Ankara: Nobel Yayınevi.
  • Pugh, S.D. (1991), Organizational Behaviour, Prentice Hall: UK.
  • Rhoades, L. & R. Eisenberger & S. Armeli (2001), “Affective Commitment to the Organization: The Contribution of Perceived Organizational Support”, Journal of Applied Psychology, 86(5), 825-836.
  • Rhoades, L. & R. Eisenberger (2002), “Perceived Organizational Support: A Review of the Literature”, Journal of Applied Psychology, 87(4), 698-714.
  • Riketta, M. (2005), “Organizational Identification: A Meta-Analysis”, Journal of Vocational Behavior, 66, 358-384.
  • Searle, B. & J.E.H. Bright & S. Bochner (2001), “Helping People to Sort It Out: The role of Social Support in the Job Strain Model”, Work & Stress, 15(4), 328-346.
  • Shen, Y. et al. (2014), “Linking Perceived Organizational Support with Employee Work Outcomes in a Chinese Context: Organizational Identification as a Mediator”, European Management Journal, 32, 406-412.
  • Shore, L.M. & L.E. Tetrick (1991), “A Construct Validity Study of the Survey of Perceived Organizational Support”, Journal of Applied Psychology, 76(5), 637-643.
  • Shore, L.M. & S.J. Wayne (1993), “Commitment and Employee Behavior: Comparison of Affective Commitment and Continuance Commitment with Perceived Organizational Support”, Journal of Applied Psychology, 78(5), 774-780.
  • Sigler, T.H. & C.M. Pearson (2000), “Creating an Empowering Culture: Examining the Relationship Between Organizational Culture and Perceptions of Empowerment”, Journal of Quality Management, 5(1), 27-52.
  • Sluss, D.M. & M. Klimchak & J.J. Holmes (2008), “Perceived Organizational Support as a Mediator Between Relational Exchange and Organizational Identification”, Journal of Vocational Behavior, 73(3), 457-464.
  • Sökmen, A. & E.B. Ekmekçioğlu & K. Çelik (2015), “The Relationship between Perceived Organizational Support, Organizational Identification, and Manager’s Ethical Behaviors: Perception of Research Assistants in Universities”, Journal of Business Research Turk, 7(1), 125-144.
  • Tak, B. & B.A. Aydemir (2004), “Örgütsel Özdeşleşme Üzerine İki Görgül Çalışma”, 12. Ulusal Yönetim ve Organizasyon Kongresi, Uludağ̆ University, Bursa.
  • Turunç, Ö. & M. Çelik (2010), “Örgütsel Özdeşleşme ve Kontrol Algılamalarının, Çalışanların İşten Ayrılma Niyeti ve İş Performansına Etkileri”, Atatürk University Journal of Economics and Administrative Sciences, 24(3), 163-181.
  • Tutar, H. & M. Altınöz (2010), “The Effect of Organizational Climate on Employee Performance: A Study on the Employees of Ostim Manufacturing Enterprises”, Ankara University SBF Journal, 65(2), 196-218.
  • Tüzün, İ.K. & F. Çetin & H.N. Basım (2013), “Örgütsel Destek ile Normlardan Sapma Davranışları İlişkisinde Özyeterliliğin Biçimlendirici Rolü”, in: K. Demirci & G.E. Gümüştekin & D. Ergun-Özler & C. Giderler-Atalay (eds.), 21. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Nobel Akademik Yayıncılık, 344-347.
  • Tüzün, İ.K. & İ. Çağlar (2008), “The Concept of Organizational Identification and the Relationships of Organizational Communication”, Journal of Yasar University, 3(9), 1011-1027.
  • Tyler, T.R. & S.L. Blader (2003), “The Group Engagement Model: Procedural Justice, Social Identity and Cooperative Behavior”, Personality and Social Psychology Review, 7(4), 349-361.
  • Van Dick, R. (2004), “My Job is My Castle: Identification in Organizational Contexts”, International Review of Industrial and Organizational Psychology, 19, 171-203.
  • Wang, G. & R.G. Netemeyer (2002), “The Effects of Job Autonomy, Customer Demandingness, and Trait Competitiveness on Salesperson Learning, Self-Efficacy and Performance”, Journal of the Academy of Marketing Science, 30(3), 217-228.
  • Yakut, E. (2020), “Multinominal Probit Model İle Konut Seçimine Etki Eden Faktörlerin Belirlenmesi: Osmaniye İli Uygulaması”, Business & Management Studies: An International Journal (BMIJ), 8(3), 3274-3301.
  • Yaman, T. (2011), “Yöneticilerin Paternalist (Babacan) Lider Davranışlarının Çalışanların Örgütsel Özdeşleşmelerine, İş Performanslarına ve İşten Ayrılma Niyetlerine Etkisi: Öze Sektörde Uygulama”, Master’s Thesis, Kara Harp Okulu, Savunma Bilimleri Enstitüsü, Ankara.
  • Yılmaz, A. (2016), “Algılanan Örgütsel Destek Ortamında İş Stresi ve İş Yaşam Kalitesinin İş Performansı Üzerine Etkisinin Araştırılması: İstanbul’da Bulunan Beş Yıldızlı Otellerde Çalışan Aşçılar Üzerine Bir Araştırma”, Unpublished Dissertation, İstanbul University, Institute of Social Sciences, İstanbul.
  • Yılmaz, H. & A.Ş. Görmüş (2012), “Investigation of the Effects of Strategic Entrepreneurship on Perceived Organizational Support and Organizational Learning: An Empirical Study in Textile Industry”, Journal of Yasar University, 26(7), 4483-4504.
  • Zagenczyk, T.J. & R. Gibney & W.T. Few & K.L. Scott (2011), “Psychological contracts and organizational identification: The mediating effect of perceived organizational support”, J Labor Res, 32(3), 254-281.
  • Zhao, X. & J.G. Lync & Q. Chen (2010), “Reconsidering Baron and Kenny: Myths and Truths about Mediation Analysis”, Journal of Consumer Research Inc., 37(2), 197-206.

Details

Primary Language English
Subjects Social
Journal Section Articles
Authors

Ergün KARA
OSMANİYE KORKUT ATA ÜNİVERSİTESİ
0000-0002-7815-1111
Türkiye


Gülşen KIRPIK (Primary Author)
ADIYAMAN UNIVERSITY
0000-0003-4785-9624
Türkiye


Attila KAYA
OSMANIYE KORKUT ATA UNIVERSITY
0000-0002-2479-5173
Türkiye

Publication Date July 30, 2021
Published in Issue Year 2021, Volume 29, Issue 49

Cite

Bibtex @research article { sosyoekonomi794739, journal = {Sosyoekonomi}, issn = {1305-5577}, address = {}, publisher = {Sosyoekonomi Society}, year = {2021}, volume = {29}, pages = {47 - 64}, doi = {10.17233/sosyoekonomi.2021.03.03}, title = {The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance}, key = {cite}, author = {Kara, Ergün and Kırpık, Gülşen and Kaya, Attila} }
APA Kara, E. , Kırpık, G. & Kaya, A. (2021). The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance . Sosyoekonomi , 29 (49) , 47-64 . DOI: 10.17233/sosyoekonomi.2021.03.03
MLA Kara, E. , Kırpık, G. , Kaya, A. "The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance" . Sosyoekonomi 29 (2021 ): 47-64 <https://dergipark.org.tr/en/pub/sosyoekonomi/issue/64335/794739>
Chicago Kara, E. , Kırpık, G. , Kaya, A. "The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance". Sosyoekonomi 29 (2021 ): 47-64
RIS TY - JOUR T1 - The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance AU - Ergün Kara , Gülşen Kırpık , Attila Kaya Y1 - 2021 PY - 2021 N1 - doi: 10.17233/sosyoekonomi.2021.03.03 DO - 10.17233/sosyoekonomi.2021.03.03 T2 - Sosyoekonomi JF - Journal JO - JOR SP - 47 EP - 64 VL - 29 IS - 49 SN - 1305-5577- M3 - doi: 10.17233/sosyoekonomi.2021.03.03 UR - https://doi.org/10.17233/sosyoekonomi.2021.03.03 Y2 - 2021 ER -
EndNote %0 Sosyoekonomi The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance %A Ergün Kara , Gülşen Kırpık , Attila Kaya %T The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance %D 2021 %J Sosyoekonomi %P 1305-5577- %V 29 %N 49 %R doi: 10.17233/sosyoekonomi.2021.03.03 %U 10.17233/sosyoekonomi.2021.03.03
ISNAD Kara, Ergün , Kırpık, Gülşen , Kaya, Attila . "The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance". Sosyoekonomi 29 / 49 (July 2021): 47-64 . https://doi.org/10.17233/sosyoekonomi.2021.03.03
AMA Kara E. , Kırpık G. , Kaya A. The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance. Sosyoekonomi. 2021; 29(49): 47-64.
Vancouver Kara E. , Kırpık G. , Kaya A. The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance. Sosyoekonomi. 2021; 29(49): 47-64.
IEEE E. Kara , G. Kırpık and A. Kaya , "The Mediating Role of Organizational Identification in the Effect of Perceived Organizational Support on Employee Performance", Sosyoekonomi, vol. 29, no. 49, pp. 47-64, Jul. 2021, doi:10.17233/sosyoekonomi.2021.03.03