Örgüt İkliminin Örgütsel Yabancılaşma ve Yıkıcı Sapma Davranışları Üzerindeki Etkisi

Abstract

Çalışma, örgütsel iklimin sapkın davranışlar ve yabancılaşma üzerindeki etkisini araştırmaktadır. Çalışanların iş ortamlarına ilişkin algılarının hem kişisel hem de örgütsel sapkınlık ve yabancılaşma duygularını nasıl etkilediğini incelemektedir. Araştırma, örgüt iklimi ile örgütsel yabancılaşma, örgüt iklimi ile sapkın davranışlar ve yabancılaşma ile sapkın davranışlar arasında doğrudan ilişkiler olduğunu ortaya koymaktadır. Ayrıca, örgütsel yabancılaşmanın örgüt iklimi ve sapkın davranışlar arasındaki ilişkiye aracılık ettiğini öne sürmektedir. Araştırmanın verileri Muğla ilinde çeşitli hizmet sektörlerinde çalışan 274 kişiden toplanmıştır. Stringer (2002) tarafından oluşturulan örgüt ikliminin sadece bağlılık ve tanınma boyutları doğrulanmıştır. Bulgular, bağlılık ve tanınma boyutlarının örgütsel yabancılaşma ile önemli ölçüde ilişkili olduğunu göstermektedir. Özellikle, bağlılık ve örgütsel yabancılaşma arasındaki pozitif ilişki önemli bir sonuç olarak ortaya çıkmıştır. Ayrıca, çalışma örgütsel yabancılaşmanın örgütsel iklim boyutları ile hem kişisel hem de örgütsel sapma arasındaki ilişkiye tam olarak aracılık ettiği sonucuna varmaktadır.

Keywords

• Örgütsel iklim
• yabancılaşma
• olumsuz sapkın davranışlar

The Effect of Organizational Climate on Organizational Alienation and Destructive Deviance Behaviors

Abstract

The study investigates the impact of organizational climate on deviant behaviors and alienation. It examines how employees' perceptions of their work environment influence both personal and organizational deviance and feelings of alienation. The research posits direct relationships between organizational climate and organizational alienation, organizational climate and deviant behaviors, and alienation and deviant behaviors. Additionally, it suggests that organizational alienation mediates the relationship between organizational climate and deviant behaviors. Data were gathered from 274 employees in various service sectors in Muğla Province, Turkey. Only commitment and recognition dimensions of the organizational climate constructed by Stringer (2002) were validated. The findings indicate that the commitment and recognition dimensions are significantly related to organizational alienation. Notably, a positive relationship between the commitment and organizational alienation emerged as a key result. Furthermore, the study concludes that organizational alienation fully mediates the relationship between organizational climate dimensions and both personal and organizational deviance.

Keywords

• Organizational climate
• alienation
• negative deviant behaviors

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