STIGMA, DISSATISFACTION, DISENGAGEMENT AND INTENTION TO QUIT: A MODEL PROPOSAL

Year 2020, , 101 - 114, 30.06.2020

Meltem Akca , Burcu Özge Özaslan Çalışkan

https://doi.org/10.31461/ybpd.732137

Abstract

Stigma defines the process where a target’s attribute or set of attributes is devalued by an existing social group (Phelan, Link, & Dovidio, 2008). It is also expressed as an attribute which is discrediting in organizations. On the other side, Jones, and colleagues (1984) stated undesired situations like physical violence, bullying and mobbing can observe towards to the labeled employees in organizations. Moreover, perception of stigma influences employees’ behaviors, attitudes, and work outcomes. Intention to quit, dissatisfaction and disengagement are undesired attitudes in the workplace. Although, they are various factors that affect these variables, stigma also continues to increase its impact on negative outcomes. In addition, the increasing importance of psychosocial relationships and psychological factors on employees' perceptions reveals the need to examine the concept of stigma in detail in work-related studies. For that reason, in this study, it was mentioned about stigma, intention to quit, dissatisfaction and disengagement in the conceptual framework. Later, a research model was created related to variables. Finally, with this study, it is expected to tend scholars to researches about stigma in organizations. 

Keywords

Stigma, Intention to Quit, Dissatisfaction, Disengagement

Damgalanma, İş Tatminsizliği, Geri Çekilme ve İşten Ayrılma Niyeti: Bir Model Önerisi

Abstract

Damgalanma, bir hedefin niteliğinin veya nitelik kümesinin mevcut bir sosyal grup tarafından değerinin önemsizleştirildiği süreci ifade etmektedir (Phelan, Link ve Dovidio, 2008). Aynı zamanda, örgütlerde insanları itibarsızlaştıran bir özellik olarak da ele alınmaktadır. Öte yandan, Jones ve meslektaşları (1984) fiziksel şiddet, zorbalık ve mobbing gibi istenmeyen durumların baş göstererek farklı özelliklere sahip olan bireylerin damgalanma ile etiketlenmeye çalışıldığını vurgulamaktadır. Bu şekilde olumsuz tutumların algılanması, çalışanların davranış, tutum ve iş çıktılarını da etkilemektedir. İşten ayrılma niyeti, iş tatminsizliği ve geri çekilme, işyerinde istenmeyen tutumlardır. Her ne kadar bu değişkenleri etkileyen çeşitli faktörler olsa da damgalanma da olumsuz sonuçlar üzerindeki etkisini artırmaya devam etmektedir. Ayrıca, psikososyal ilişkilerin ve psikolojik faktörlerin çalışanların algıları üzerindeki öneminin artması, damgalama kavramının işyeri ile ilgili çalışmalarda ayrıntılı olarak incelenmesi gerekliliğini ortaya çıkarmaktadır. Bu nedenle, bu çalışmada damgalanma, işten ayrılma niyeti, tatminsizlik ve geri çekilme kavramları irdelenmiştir. Daha sonra araştırma değişkenleri ile ilgili bir model oluşturulmuştur. Son olarak, bu çalışma ile araştırmacıların örgütlerdeki damgalanma ile ilgili araştırmalara yönelmeleri beklenmektedir.

Keywords

Damgalanma, İşten Ayrılma Niyeti, İş tatminsizliği, Geri Çekilme

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