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Algılanan Kurumsal İmajın Yöneticilerin Bazı Tutum ve Davranışlarına Etkisi

Year 2010, Issue: 24, 229 - 240, 01.08.2010

Abstract

Son yıllarda kurumsal imaj sadece pazarlama sektörü için değil, insan kaynaklarıyönetimi İKY açısından da önem arz eden konulardan biri olmuştur. Algılanan kurumsal imaj, örgüt dışındakilerin örgütü nasıl gördüklerine dair çalışanların zihinlerinde oluşan algılardan oluşmaktadır. Örgüt üyeleri, örgüt dışındakileri tarafından sosyal onay alan ve olumlu imaj ve prestije sahip örgütlerde daha çok çalışmak isterler. Bu özellikteki örgüte karşıçalışanlar örgütle daha çok bütünleşme kuracaklar ve örgüt üyeliği onlar için daha anlamlıhale gelebilecektir. Bu araştırmada, algılanan kurumsal imajın, iştatmini, duygusal bağlılık ve örgütsel vatandaşlık davranışına etkisi incelenmiştir. Araştırmanın örneklemini; tekstil, gıda ve otomotiv sektöründe orta ve alt kademe yönetici olarak çalışan 200 yönetici oluşturmaktadır. Araştırma sonucunda algılanan kurumsal imajın iştatmini, duygusal bağlılık ve örgütsel vatandaşlık davranışınıetkilediği görülmüştür. Çalışanlarda zihninde oluşan imaj algısı, işlerine karşıdaha olumlu tutumlar içinde olmalarına iştatmini , kendilerini örgütün bir parçasıolarak ifade etmesine duygusal bağlılık ve iştanımlarında yer almayan bir takım gönüllü davranışlar ÖVD sergilemesine yol açmakta olduğunu söylenebilir. Kurumsal imajın, bu tutum ve davranışlardan özellikle iştatminini ve duygusal bağlılığı, ÖVD’ye nazaran daha çok etkilediği görülmektedir. Algılanan kurumsal imajla söz konusu değişkenler arasındaki ilişki, düşük seviyede olmakla beraber anlamlıdır. Ancak, araştırmaya konu yöneticilerin çalıştıklarısektör açısından algıladıklarıkurumsal imaj anlamlıseviyede farklılaşmamaktadır. Araştırmanın bulguları ışığında, radikal değişim ve dönüşümlerin yaşandığıgünümüz işhayatında, çalışanların kendilerini örgütleriyle beraber ifade etmeleri, ya da örgütüye bütünleşmesi, işortamında önemli bir mekanizma olmaya devam ettiği ifade edilebilir. Bu durum aynızamanda çalışanların kendilerini çalıştıklarıörgütün bir parçasıolarak görme arzusunda olduklarını, bir takım sosyal ihtiyaçların işortamında hala geçerliliğini koruduğunu göstermektedir.

References

  • Abratt, R. (1989), “A New Approach To the Corporate Image Management Process”, Journal of Marketing Management, 5 (1), 63-76.
  • Allen, N. J. ve Meyer, J. P. (1990) “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, 63, 1-18.
  • Baysal, A. C. ve Paksoy, M. (1999), Mesleğe ve Örgüte Bağlılığın Çok Yönlü İncelenmesinde Meyer- Allen Modeli”, İ.Ü.İşletme Fakültesi Dergisi, 28 (1), 7- 15
  • Bateman, T.S. ve Organ, D.W. (1983) “Job Satisfaction and the Good Soldier: The Relationship Between Affect and Employee Citizenship”, Academy of Management Journal, 26, 587-595.
  • Becker, H.S. (1960) “Notes On the Concept of Commitment”, The American Journal of Sociology, 66, 32-40, (10 Nisan 2007)
  • Bilge, F., Akman, Y., ve Kelecioğlu, H. (2007), “Öğretim Elemanlarının İş Doyumlarının İncelenmesi”, Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 32, 32-41
  • Bingöl, D. (1996), Personel Yönetimi, Beta Baskı Yayım, İstanbul.
  • Bird, F., Westley, F. ve Waters, J.A. (1989). “The Uses of Moral Talk: Why Do Managers Talk Ethics?”. Journal of Business Ethics, 8 (1), 75-89.
  • Brislin, R.W., Lonner, W.J. ve Thorndike, R.M. (1973), Cross-Cultural Research Methods, New York, John Wiley&Sons Pub.
  • Cable, D.M. ve Graham, M.E. (2000). “The Determinants of Job Seekers' Reputation Perceptions”. Journal of Organizational Behavior, 21 (8), 929-947.
  • Carmeli, A. ve Freund, A. (2002). “The Relationship Between Work and Workplace Attitudes and Perceived External Prestige”. Corporate Reputation Review, 5 (1), 51-68.
  • Cengiz, A.A. (2002) “Örgüt Yaşamında Örgütsel Bağlılığın Belirleyicileri ve Eskişehir Bölgesinde Doktor ve Hemşire Meslek Grupları Arasında Karşılaştırmalı Bir Çalışma”, 10.Ulusal Yönetim ve Organizasyon Kongresi Bildiri Kitabı, Akdeniz Üniversitesi İktisadi ve İdari Bilimler Fakültesi, Yayın No: 4
  • Chen, X. P., Hui, C., ve Sego, D. J. (1998). “The Role of Organizational Citizenship Behavior in Turnover: Conceptualization and Preliminary Tests of Key Hypotheses”, Journal of Applied Psychology, 83, 922-931.
  • Cohen, A. ve Vıgoda, E. (2000), “Do Good Citizen Make Good Organizational Citizens?An Empirical Examination of the Relationship Between General Citizenship and Organizational Citizenship Behavior in Israel” Administration and Society, 32 (5), 596-625
  • Dutton J.E. ve Dukerich, J.M. (1991) “Keeping an Eye on the Mirror: Image and Identity in Organizational Adaptation”. Academy of Management Journal, (34), 517-554.
  • Dutton, J.E., Dukerich, J.M. ve Harquail, C.V. (1994). “Organizational Images and Member Identification”. Administrative Science Quarterly, 39 (2), 239-263.
  • Erdoğan, İ. (1999), İşletme Yönetiminde Örgütsel Davranış, İşletme Fakültesi Yayını, No.5, İstanbul.
  • Eren, E. (1996), Örgütsel Davranış ve Yönetim Psikolojisi, Beta Basım Yayım, İstanbul.
  • Gürbüz, S. (2007), “Yöneticilerin Örgütsel Vatandaşlık Davranışlarının İş Tatmini ve Algıladıkları Örgütsel Adaletle İlişkisi”, Yayımlanmamış Doktora Tezi, İÜ SBE, İşletme Anabilim Dalı, İnsan Kaynakları Yönetimi Bilim Dalı, İstanbul
  • Etzioni, A. (1975). A comparative analysis of complex organizations on power, involvement,and their correlates. New York: The Free Press.
  • Greenberg, J. ve Baron, R.A., (1997), Behavior in Organizations, 7. Ed., NewJersey: Prentice-Hall.
  • Hatch, M.J. ve Schultz, M. (1997), “Relations Between Organizational Culture, Identity And Image”, European Journal of Marketing, 31 (5/6), 356-365.
  • Herrbach, O., ve Mignonac, K. (2004). How Organisational Image Affects Employee Attitudes. Human Resource Management Journal, 14, 76–88.
  • Işıkhan, V. (1996), “Sosyal Hizmet Örgütlerinin İşlevsellik Ölçütü: İş Doyumu”, MPM, Verimlilik Dergisi, 1, 117-130.
  • Iverson, R.D. ve Buttigieg, D.M. (1998), “Affective, Normative, and Continuance Commitment: Can the Right Kind of Commitment be Managed”, Working Paper, 7, (29 Mayıs 2007)
  • Kanter, R.M. (1968), “Commitment and Social Organization: A Study of Commitment Mechanisms in Utopian Communities”, American Sociological Review, 33, 499-517
  • Lewis, D.A. ve Mischel, L.J. (1992), “Towards An Integrated Model of Organizational Identity And Member Commitment”, Paper Presented To the Academy of Management Meeting, Las Vegas, USA.
  • Locke., E.A. (1976). The Nature And Causes of Job Satisfaction, In Dunnette, M.D. (Ed.), Handbook of Industrial and Organisational Psychology, Chicago, IL: Rand-McNally
  • Mael, F.A. ve Ashforth, B.E. (1992). “Alumni And Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification”, Journal of Organizational Behavior, 13 (2), 103-123.
  • Okay, A. (2000), Kurum Kimliği, Media Cat Kitapları, 2. baskı, Ankara
  • O’Reilly, C. ve Chatman, J. (1986). Organizational Commitment and Psychological Attachment: The Effect of Compliance, Identification and Internalization on Prosocial Behavior, Journal of Applied Psychology, 71 (3), 492-499.
  • Organ, D.W. ve Ryan, K.A. (1995), “Meta-Analytic Review of Attitudinal and Dispositional Predictors of Organizational Citizenship Behavior”, Personnel Psychology, 48, 775-82.
  • Organ D. ve Konovsky, M. (1989) “Cognitive Vs. Affective Determinants of Organizational Citizenship Behavior”, Journal of Applied Psychology, 74, 157-164
  • Organ, D.(1988), Organizational Citizenship Behavior: The Good Soldier Syndrome, Lexington, MA: Lexington Boks.
  • Podsakoff, P.M., MacKenzie, S.B., Paine, J.B. ve Bachrach, D.G. (2000) “Organizational Citizenship Behaviors: A Critical Review of The Theoretical and Empirical Literature and Suggestions For Future Research”, Journal of Management , 26 (3), 513-563
  • Porter, L.W., Steers, R.M., Mowday, R.T., ve Boulian, P.V. (1974), “Organizational Commitment, Job Satisfaction, and Turnover Among Psychiatric Technicians”, Journal of Applied Psychology, 59, 603-609.
  • Riordan, C.M., Gatewood, R.D. ve Bill, J.B. (1997), “Corporate Image: Employee Reactions and Implications For Managing Corporate Social Performance”. Journal of Business Ethics, 16 (4), 401-412.
  • Shore, L. M., Barksdale, K., ve Shore, T.H. (1995), “Managerial Perceptions of Employee Commitment in Relations to the Organization”, Academy of Management Journal, 38 (6), 1593-1615
  • Smidts, A., Pruyn, A.H. ve Van Riel, C.B. (2001), “The Impact of Employee Communication and Perceived External Prestige on Organizational Identification”, Academy of Management Journal, 44 (5), 1051- 1062.
  • Wasti, A. (2000), “ Meyer ve Allen’in Üç Boyutlu Örgütsel Bağlılık Ölçeğinin Geçerlilik ve Güvenilirlik Analizi”,. Ulusal Yönetim ve Organizasyon Kongresi: 401-410
  • Weiss, D.J., Dawis, R.V., England, G.W. ve Lofquist, L.H. (1977), Manual For The Minnesota Satisfaction Questionnaire, Minneapolis: Industrial Relations Center, University Of Minnesota.
  • Whetten, D.A. ve Mackey, A. (2002), “A Social Actor Conception of Organizational Identity And Its Implications For the Study of Organizational Reputation”, Business and Society, 41 (4), 393-414.
  • Williams L. J. ve Anderson, S. (1991), “Job Satisfaction and Organizational Commitment As A Predictors of Organizational Citizenship and In-Role Behaviors”, Journal of Management, 17, 601-617.

Impact of Perceived Organizational Image on Some Attitudes and Behaviors of Managers

Year 2010, Issue: 24, 229 - 240, 01.08.2010

Abstract

Perceived external image has been defined as employees’ beliefs about how outsiders judge the status and image of their organization Mael and Ashforth, 1992 . This perceived external image may have an impact on organizational members, because it is reflecting the social value assigned by employees to their employer’s identity. Recent researches have underlined the importance of understanding the influence of perceived organizational image on its members. Although progress has been made in understanding how perceived external image relates to workplace outcomes, studies about the effect of perceived organizational image on work attitudes and behaviors of managers are very limited in both Turkey and abroad. To our knowledge, there are only several studies that focus impact of perceived organizational image on individual outcomes such as affective organizational commitment, organizational citizenship behaviors, organizational identification, and job satisfaction Smidts et al., 2001; Herrbach and Mignonac, 2004; Carmeli, 2005 . The present study aims to extend the above line of research by examining the impact of perceived organizational image on managers’ job satisfaction, affective commitment, and organizational citizenship behavior in the context of Turkey. Hence, this study can contribute to the growing literature by testing the link between perceived organizational image and important individual outcomes. Jobs satisfaction is defined as an employee’s overall affective state resulting from an approval of all aspects of his job Lock, 1976 . An employee’s level of satisfaction toward his job varies with specific aspects of the job, including the nature of the work, pay, promotion, coworkers, and organizational context procedures, working condition . Carmeli and Freund 2002 ; Herrbach and Mignonac 2004 observed that perceived organizational image is related to job satisfaction. Organizational commitment is defined as a psychological state characterizing an employee’s relationship with the organization that has implications for the employee’s decision to remain or leave the organization Meyer & Allen, 1997 . The affective commitment is emotional attachment due to positive emotions about the organization Allen and Meyer, 1990 . It was found that there is a positive relation between affective commitment and perceived organizational image Carmeli and Freund, 2002; Herrbach and Mignonac, 2004 . Organizational citizenship behavior OCB is defined as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and is the aggregate promotes the effective functioning of the organization” Organ, 1988: 5 . There is no clear consensus within the literature about the dimensions of OCB. Organ has introduced five components of OCB: altruism e.g., helping behaviors directed specific individual , conscientiousness e.g., efficient use of time and going beyond minimal role requirements , sportsmanship e.g., tolerating the inevitable inconveniences of work without complaining , courtesy e.g., informing other to prevent the occurrence of work-related problems , and civic virtue e.g., participating in the life of company .OCB are important for organizational efficiency, effectiveness, innovation, and adaptability within diverse organizations Cohen and Vigoda, 2000 . According to the result of a research conducted by Carmeli and Freund 2002 , there is a significant relation between OCB and perceived organizational image. Based on some empirical evidence Smidts et al., 2001; Herrbach and Mignonac, 2004; Carmeli, 2005 , we developed and tested following hypotheses in this study. H1: Perceived organizational image of the respondents differs significantly according to sectors in which they work. H2: Perceived organizational image is positively and significantly related with extrinsic job satisfaction H3: Perceived organizational image is positively and significantly related with emotional commitment H4: Perceived organizational image is positively and significantly related with organizational citizenship behavior The study sample was made up of 200 middle and low level managers working in textile, food and automotive sectors in Istanbul, Turkey. The respondents were selected randomly. The research questionnaires were distributed to the respondents by pollsters. Of the 200 questionnaire, 165 were returned, response rate of 82,5 percent. Among the participants, 15.3 percent 23 had high school degree, 72 percent 108 were undergraduate, and 12.6 percent 19 were graduate. Most of the participants were male 65.3 percent . Various measures were used in the present study. The perceived organizational image was measured by a 7-item scale adapted from Mael and Ashforth 1992 . This measure was adapted to Turkish by researchers according to the method of Bristlin et al. 1973 . Job satisfaction was measured by a 6-item extrinsic satisfaction scale of Weiss et. al 1997 . A 6-item scale of Meyer and Allen 1990 was used to measure affective commitment of the managers. In order to measure organizational citizenship behavior, we used a 22-item scale which developed by Organ and Konovsky 1989 ; Williams and Anderson 1991 . Internal consistency reliabilities Cronbach’s alpha coefficient of the measures which were used in the present study were satisfying according to 0.7 criterion. We have conducted Pearson correlation, ANOVA and regression analyses to test the research hypotheses. The result of ANOVA revealed that perceived organizational image of the managers did not vary significantly according to sectors in which they work. Hence, the H1 was rejected. On the other hand, the other hypotheses, H2, H3, and H4 are supported according to results of both Pearson correlation and regression analyses. The findings showed that perceived organizational image affected job satisfaction, affective commitment and organizational citizenships behavior. The relation between the perceived organizational image and the other variables was low, but significant. The findings of the study support the mounting body of evidence pointing to the idea that perceived organizational image may affect mangers’ workplace behaviors and attitudes outcomes such as affective organizational commitment, organizational citizenship behaviors, and job satisfaction. Our research provides support that internal and external factors of organizational affect each other. How external costumers see an organization may influence some attitudes and behaviors of organization members. Hence, employers should take into consideration that by fostering their company image; they enhance job satisfaction, commitment, and organizational citizenship behaviors of internal members of organization. Several limitations suggest that the research be viewed cautiously. First, common method bias is always an issue in survey research due to gathering data from single respondent. Second limitation of the study was that it was a cross-sectional one. The study was conducted in only one part of Turkey, Istanbul. Also, we have targeted managers white collar employees as study sample. Conducting future research using a longitudinal design and including blue collar employees and companies which operates in different sectors and places might contribute to the generalizability study results.

References

  • Abratt, R. (1989), “A New Approach To the Corporate Image Management Process”, Journal of Marketing Management, 5 (1), 63-76.
  • Allen, N. J. ve Meyer, J. P. (1990) “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, 63, 1-18.
  • Baysal, A. C. ve Paksoy, M. (1999), Mesleğe ve Örgüte Bağlılığın Çok Yönlü İncelenmesinde Meyer- Allen Modeli”, İ.Ü.İşletme Fakültesi Dergisi, 28 (1), 7- 15
  • Bateman, T.S. ve Organ, D.W. (1983) “Job Satisfaction and the Good Soldier: The Relationship Between Affect and Employee Citizenship”, Academy of Management Journal, 26, 587-595.
  • Becker, H.S. (1960) “Notes On the Concept of Commitment”, The American Journal of Sociology, 66, 32-40, (10 Nisan 2007)
  • Bilge, F., Akman, Y., ve Kelecioğlu, H. (2007), “Öğretim Elemanlarının İş Doyumlarının İncelenmesi”, Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 32, 32-41
  • Bingöl, D. (1996), Personel Yönetimi, Beta Baskı Yayım, İstanbul.
  • Bird, F., Westley, F. ve Waters, J.A. (1989). “The Uses of Moral Talk: Why Do Managers Talk Ethics?”. Journal of Business Ethics, 8 (1), 75-89.
  • Brislin, R.W., Lonner, W.J. ve Thorndike, R.M. (1973), Cross-Cultural Research Methods, New York, John Wiley&Sons Pub.
  • Cable, D.M. ve Graham, M.E. (2000). “The Determinants of Job Seekers' Reputation Perceptions”. Journal of Organizational Behavior, 21 (8), 929-947.
  • Carmeli, A. ve Freund, A. (2002). “The Relationship Between Work and Workplace Attitudes and Perceived External Prestige”. Corporate Reputation Review, 5 (1), 51-68.
  • Cengiz, A.A. (2002) “Örgüt Yaşamında Örgütsel Bağlılığın Belirleyicileri ve Eskişehir Bölgesinde Doktor ve Hemşire Meslek Grupları Arasında Karşılaştırmalı Bir Çalışma”, 10.Ulusal Yönetim ve Organizasyon Kongresi Bildiri Kitabı, Akdeniz Üniversitesi İktisadi ve İdari Bilimler Fakültesi, Yayın No: 4
  • Chen, X. P., Hui, C., ve Sego, D. J. (1998). “The Role of Organizational Citizenship Behavior in Turnover: Conceptualization and Preliminary Tests of Key Hypotheses”, Journal of Applied Psychology, 83, 922-931.
  • Cohen, A. ve Vıgoda, E. (2000), “Do Good Citizen Make Good Organizational Citizens?An Empirical Examination of the Relationship Between General Citizenship and Organizational Citizenship Behavior in Israel” Administration and Society, 32 (5), 596-625
  • Dutton J.E. ve Dukerich, J.M. (1991) “Keeping an Eye on the Mirror: Image and Identity in Organizational Adaptation”. Academy of Management Journal, (34), 517-554.
  • Dutton, J.E., Dukerich, J.M. ve Harquail, C.V. (1994). “Organizational Images and Member Identification”. Administrative Science Quarterly, 39 (2), 239-263.
  • Erdoğan, İ. (1999), İşletme Yönetiminde Örgütsel Davranış, İşletme Fakültesi Yayını, No.5, İstanbul.
  • Eren, E. (1996), Örgütsel Davranış ve Yönetim Psikolojisi, Beta Basım Yayım, İstanbul.
  • Gürbüz, S. (2007), “Yöneticilerin Örgütsel Vatandaşlık Davranışlarının İş Tatmini ve Algıladıkları Örgütsel Adaletle İlişkisi”, Yayımlanmamış Doktora Tezi, İÜ SBE, İşletme Anabilim Dalı, İnsan Kaynakları Yönetimi Bilim Dalı, İstanbul
  • Etzioni, A. (1975). A comparative analysis of complex organizations on power, involvement,and their correlates. New York: The Free Press.
  • Greenberg, J. ve Baron, R.A., (1997), Behavior in Organizations, 7. Ed., NewJersey: Prentice-Hall.
  • Hatch, M.J. ve Schultz, M. (1997), “Relations Between Organizational Culture, Identity And Image”, European Journal of Marketing, 31 (5/6), 356-365.
  • Herrbach, O., ve Mignonac, K. (2004). How Organisational Image Affects Employee Attitudes. Human Resource Management Journal, 14, 76–88.
  • Işıkhan, V. (1996), “Sosyal Hizmet Örgütlerinin İşlevsellik Ölçütü: İş Doyumu”, MPM, Verimlilik Dergisi, 1, 117-130.
  • Iverson, R.D. ve Buttigieg, D.M. (1998), “Affective, Normative, and Continuance Commitment: Can the Right Kind of Commitment be Managed”, Working Paper, 7, (29 Mayıs 2007)
  • Kanter, R.M. (1968), “Commitment and Social Organization: A Study of Commitment Mechanisms in Utopian Communities”, American Sociological Review, 33, 499-517
  • Lewis, D.A. ve Mischel, L.J. (1992), “Towards An Integrated Model of Organizational Identity And Member Commitment”, Paper Presented To the Academy of Management Meeting, Las Vegas, USA.
  • Locke., E.A. (1976). The Nature And Causes of Job Satisfaction, In Dunnette, M.D. (Ed.), Handbook of Industrial and Organisational Psychology, Chicago, IL: Rand-McNally
  • Mael, F.A. ve Ashforth, B.E. (1992). “Alumni And Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification”, Journal of Organizational Behavior, 13 (2), 103-123.
  • Okay, A. (2000), Kurum Kimliği, Media Cat Kitapları, 2. baskı, Ankara
  • O’Reilly, C. ve Chatman, J. (1986). Organizational Commitment and Psychological Attachment: The Effect of Compliance, Identification and Internalization on Prosocial Behavior, Journal of Applied Psychology, 71 (3), 492-499.
  • Organ, D.W. ve Ryan, K.A. (1995), “Meta-Analytic Review of Attitudinal and Dispositional Predictors of Organizational Citizenship Behavior”, Personnel Psychology, 48, 775-82.
  • Organ D. ve Konovsky, M. (1989) “Cognitive Vs. Affective Determinants of Organizational Citizenship Behavior”, Journal of Applied Psychology, 74, 157-164
  • Organ, D.(1988), Organizational Citizenship Behavior: The Good Soldier Syndrome, Lexington, MA: Lexington Boks.
  • Podsakoff, P.M., MacKenzie, S.B., Paine, J.B. ve Bachrach, D.G. (2000) “Organizational Citizenship Behaviors: A Critical Review of The Theoretical and Empirical Literature and Suggestions For Future Research”, Journal of Management , 26 (3), 513-563
  • Porter, L.W., Steers, R.M., Mowday, R.T., ve Boulian, P.V. (1974), “Organizational Commitment, Job Satisfaction, and Turnover Among Psychiatric Technicians”, Journal of Applied Psychology, 59, 603-609.
  • Riordan, C.M., Gatewood, R.D. ve Bill, J.B. (1997), “Corporate Image: Employee Reactions and Implications For Managing Corporate Social Performance”. Journal of Business Ethics, 16 (4), 401-412.
  • Shore, L. M., Barksdale, K., ve Shore, T.H. (1995), “Managerial Perceptions of Employee Commitment in Relations to the Organization”, Academy of Management Journal, 38 (6), 1593-1615
  • Smidts, A., Pruyn, A.H. ve Van Riel, C.B. (2001), “The Impact of Employee Communication and Perceived External Prestige on Organizational Identification”, Academy of Management Journal, 44 (5), 1051- 1062.
  • Wasti, A. (2000), “ Meyer ve Allen’in Üç Boyutlu Örgütsel Bağlılık Ölçeğinin Geçerlilik ve Güvenilirlik Analizi”,. Ulusal Yönetim ve Organizasyon Kongresi: 401-410
  • Weiss, D.J., Dawis, R.V., England, G.W. ve Lofquist, L.H. (1977), Manual For The Minnesota Satisfaction Questionnaire, Minneapolis: Industrial Relations Center, University Of Minnesota.
  • Whetten, D.A. ve Mackey, A. (2002), “A Social Actor Conception of Organizational Identity And Its Implications For the Study of Organizational Reputation”, Business and Society, 41 (4), 393-414.
  • Williams L. J. ve Anderson, S. (1991), “Job Satisfaction and Organizational Commitment As A Predictors of Organizational Citizenship and In-Role Behaviors”, Journal of Management, 17, 601-617.
There are 43 citations in total.

Details

Primary Language Turkish
Journal Section Research Article
Authors

Sait Gürbüz This is me

Publication Date August 1, 2010
Published in Issue Year 2010 Issue: 24

Cite

APA Gürbüz, S. (2010). Algılanan Kurumsal İmajın Yöneticilerin Bazı Tutum ve Davranışlarına Etkisi. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi(24), 229-240.

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