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Yıl 2019, Cilt: 4 Sayı: 1, 1 - 10, 30.04.2019
https://doi.org/10.25203/idd.476845

Öz

Kaynakça

  • Alderfer, Clayton P. (1969). An Empirical Test of aNew Theory of Human Needs. Organizational Behavior and Human Performance, 4(2), 142-175.Alpert, L. J. (1975). Teacher Behavior and Pupil Performance Reconsideration of the Mediation of Pygmalion Effects. The Journal of Educational Research, 69(2), 53-57.Ashforth, Blake & Mael, F. (1989). Social Identity Theory and The Organization. The Academy of Management Review, 14(1), 20-39.Babad, E.Y., Bernieri, F., Rosenthal, R. (1989). Nonverbal Communication and Leakage in the Behavior of Biased and Unbiased Teachers. Journal of Personality and Social Psychology, 56 (1), 89-94.Bayrakçı, E. (2014). Kehanet Kendini Gerçekleştirir mi? Banka Çalışanlarının Pigmalyon, Golem ve Galatea Etkileri Üzerine Bir Olgubilim Araştırması. Journal of Current Researches on Social Sciences, 7(4), 409-434.Crawford, K. S., Thomas E. D., Fink, J. (1980). Pygmalion at Sea: Improving the Work Effectiveness of Low Performers. The Journal of Applied Behavioral Science, 16 (4), 482-505.Çırpan H. (2001). Bilgi isçilerini Şirkette Tutmanın Bir Yolu: Öğrenme Ortamı. Active Dergisi , Ocak- Şubat 2001, 1-15. Dessler, G. (2000). Human Behavior: Improving Performance At Work (2nd ed.). New York: Prentice-Hall Company Drucker P. (1995). Gelecek için Yönetim, Ankara: Türkiye İş Bankası Yayınları. Eden, D & Shani, Abraham B. (1982). Pygmalion Goes to Boot Camp: Expectancy, Leadership, and Trainee Performance. Journal of Applied Psychology, 67 (2), 194-197.Eden, D. (1992). Leadership and Expectations: Pygmalion Effects and Other Self-Fulfilling Prophecies in Organizations. The Leadership Quarterly, 3(4), 271-305.Eden D. & Zuk, Y. (1995). Seasickness as a Self-Fulfilling Prophecy: Raising Self-Efficacy to Boost Performance at Sea. Journal of Applied Pschology, 80(5), 628-635.Eden, D., Geller, D., Gewirtz, A., Gordon-Terner, R., Inbar, I., Liberman, M., … Shalit, M. (2000). Implanting pygmalion leadership style through workshop training. The Leadership Quarterly, 11(2), 171–210. https://doi.org/10.1016/S1048-9843(00)00042.Eden, D, Greenberg, J. (Ed). (2003). Organizational behavior: The state of the science, 2nd ed., , (pp. 91-122). Mahwah, NJ, US: Lawrence Erlbaum Associates Publishers. Edvinsson L. & Malone, M. (1997). Intelectual Capital, New York: Harper Business.Edvinsson L. (2002). Şirket Boylamı. İstanbul: Türk Henkel Dergisi Yayınları.Haslam, S. Alexander. (2004). Psychology In Organizations, The Social Identity Approach (2nd ed). London: Sage Publications. Kamphorst, Jurjen J. A & Swank, O. H. (2010). When Galatea Cares About Her Reputation: How HavingFaith in Your Workers Reduces Their Motivation to Shine. Tinbergen Institute Discussion Paper 10-123/1.King, Albert Sidney. (1972). Self-fulfilling prophecies in training the hard-core : supervisors' expectations and the underprivileged workers' performance. Social Science Quarterly, 52(2), 369-378. Klugerve, A.N. & DeNisi, A. (1996) “The effects of feedback interventions on performance: a historical review, meta-analysis, and a preliminary feedback intervention theory”, Psychological Bulletin, 119 (2), 254-284. Koçel, T. (2007). İşletme Yöneticiliği (11.bs.). İstanbul: Arıkan Basım.Kreitner R. & Kinicki, A. (2004). Organizational Behavior (6th Ed.). New York: McGraw-Hill.Latham, Gary P. & Ernst, C. (2006). Keys to Motivating Tomorrow’s Workface. Human Resource Management Review, 16(2), 181-198.Zheng, Li. (2016).The magnitude of teacher expectation effects: differences in students, teachers and contexts. International Journal of Learning, Teaching and Educational Research, 15 (2), 76-93.Livingston, Sterling J. (1988). Pygmalion in Management. Harvard Business Review, September-October, 1-12.Madran, Demirtaş & Andaç, H. (2011). Temel Beklenti Etkisi: Kendi Kendini Gerçekleştiren Kehanet. Istanbul Bilgi Üniversitesi Sosyoloji ve Eğitim Çalışmaları Birimi, 1-13.Mcnatt, Brian. (2000). Ancient Pygmalion Joins Contemporary Management: A Meta Analysis of the Result. Journal of Applied Pschology, 83(2), 314-322.Merton, Robert K. (1948) The Self-Fulfilling Prophecy. Antioch Review, 8(2), 193-210.Northcraft, G. B. & Ann Neale, M. (1990). Organizational Behavior. A Management Challenge, Chicago: Dryden Press.Oberlander, A. (1963). The Collective Conscience in Recruiting. Life Insurance Agency Management Association Annual Meeting, Chicago: Illinois. Oz, S. & Eden, D. (1994). Restraining the Golem: Boosting performance by changing the interpretation of low scores. Journal of Applied Psychology, 79(5), 744-754.Özgüven, İbrahim E. (2003). Endüstri Psikolojisi. Ankara: PdremYayınları.Reynolds, D. (2002). The Good, the Bad and the Ugly of Incorporating "My Fair Lady" in the Workplace. Advanced Management Journal, 67(3), 4-7.Reynolds, D. Restraining Golem and Harnessing Pygmalion in the Classroom: A Laboratory Study of Managerial Expectations and Task Design. Academy of Management Learning & Education, 6(4), 475-483.Robbins, Stephen P. & Judge, Timothy A. (2013). Örgütsel Davranış, (Çev. Ed. Prof. Dr. İnci Erdem). Ankara: Nobel Yayıncılık. Rollınson, D. & Broadfield, A. (2002). Organizastional Behavior and Analysis: An Integrated Approach. NY: Prentice Hall. Rosenthal, R. & Jacobson, L.F. (1968). Teacher expectations for the disadvantaged. Scientific American, 218(4), 19-23.Rosenthal, R. (1994). Interpersonal Expectancy Effects: A 30-Year Perspective. Current Directions in Psychological Science, 3(6), 176-179.Rowe, W.G. & O’Brien, J. (2002). The Role Of Golem, Pygmalion, and Galatea Effects on Opportunistic Behavior in The Classroom. Journal of Management Education, 26 (6), 612-628.Sabuncuoğlu, Z. & Tüz, M. (2001). Örgütsel Psikoloji, Bursa: Ezgi Yayınevi. Şenlen, S. (2008). Bernard Shaw’in Pygmalion Adli Oyununda Dil, Eğitim Ve Toplumsal Sınıf Ilişkisi. Ankara Üniversitesi Dil ve Tarih-Coğrafya Fakültesi Dergisi, 48 (2),. 29-41.Tucker, C.M., Zayco RA, Herman KC, Reinke WM, Trujillo M, Carraway C, Wallack C, Ivery P.D. (2002). Teacher And Child Variablesas Predictors of Academic Engagement Among Low-Income African American Children. Psychology in Schools, 39, 477–488.

Çalışan Motivasyonuna Yeni Bir Bakış Açısı: Pygmalion Etkisi

Yıl 2019, Cilt: 4 Sayı: 1, 1 - 10, 30.04.2019
https://doi.org/10.25203/idd.476845

Öz

 Amaç :Bu çalışmanın amacı, örgüt ortamında birey davranışlarına etki eden beklenti teorisine yeni bir bakış açısı getiren Pygmalion etkisinin kavramsal çerçevesini ortaya koymaktır. Organizasyonlarda Pygmalion etkisi, çalışan davranışlarının yönetici beklentisi çerçevesinde uyarlanma süreci olarak ifade edilmektedir. Literatürde “kendi kendini gerçekleştiren kehanet” olarak da bilinen Pygmalion etkisi sonuçları bakımından günümüz örgüt koşullarında önem kazanmaktadır. 

Tasarım/Yöntem: Örgütlerde Pygmalion etkisinin kavramsal çerçevesinin sunulduğu bu çalışmanın amacı araştırmacılara konu üzerine kapsamlı ve detaylı bir bilgi sunmaktır. Bununla birlikte modern örgüt yapısında beklenti teorisine yeni bakış açısı getiren kavramı etkileri bakımından ele alınmasıdır.   

Sonuçlar:Bu çalışma yönetici beklentilerinin çalışan davranışları üzerindeki önemli etkisini kavramsal bir bakış açısı ile tartışmaktadır. Pygmalion etkisi, örgütsel davranış yazınında sonuçları bakımından vurgulanan ve ön plana çıkan bir kavramdır. 

Özgün Değer:Çalışma, Pygmalion etkisini kavramsal çerçeve dahilinde tartışmaktadır. 

Kaynakça

  • Alderfer, Clayton P. (1969). An Empirical Test of aNew Theory of Human Needs. Organizational Behavior and Human Performance, 4(2), 142-175.Alpert, L. J. (1975). Teacher Behavior and Pupil Performance Reconsideration of the Mediation of Pygmalion Effects. The Journal of Educational Research, 69(2), 53-57.Ashforth, Blake & Mael, F. (1989). Social Identity Theory and The Organization. The Academy of Management Review, 14(1), 20-39.Babad, E.Y., Bernieri, F., Rosenthal, R. (1989). Nonverbal Communication and Leakage in the Behavior of Biased and Unbiased Teachers. Journal of Personality and Social Psychology, 56 (1), 89-94.Bayrakçı, E. (2014). Kehanet Kendini Gerçekleştirir mi? Banka Çalışanlarının Pigmalyon, Golem ve Galatea Etkileri Üzerine Bir Olgubilim Araştırması. Journal of Current Researches on Social Sciences, 7(4), 409-434.Crawford, K. S., Thomas E. D., Fink, J. (1980). Pygmalion at Sea: Improving the Work Effectiveness of Low Performers. The Journal of Applied Behavioral Science, 16 (4), 482-505.Çırpan H. (2001). Bilgi isçilerini Şirkette Tutmanın Bir Yolu: Öğrenme Ortamı. Active Dergisi , Ocak- Şubat 2001, 1-15. Dessler, G. (2000). Human Behavior: Improving Performance At Work (2nd ed.). New York: Prentice-Hall Company Drucker P. (1995). Gelecek için Yönetim, Ankara: Türkiye İş Bankası Yayınları. Eden, D & Shani, Abraham B. (1982). Pygmalion Goes to Boot Camp: Expectancy, Leadership, and Trainee Performance. Journal of Applied Psychology, 67 (2), 194-197.Eden, D. (1992). Leadership and Expectations: Pygmalion Effects and Other Self-Fulfilling Prophecies in Organizations. The Leadership Quarterly, 3(4), 271-305.Eden D. & Zuk, Y. (1995). Seasickness as a Self-Fulfilling Prophecy: Raising Self-Efficacy to Boost Performance at Sea. Journal of Applied Pschology, 80(5), 628-635.Eden, D., Geller, D., Gewirtz, A., Gordon-Terner, R., Inbar, I., Liberman, M., … Shalit, M. (2000). Implanting pygmalion leadership style through workshop training. The Leadership Quarterly, 11(2), 171–210. https://doi.org/10.1016/S1048-9843(00)00042.Eden, D, Greenberg, J. (Ed). (2003). Organizational behavior: The state of the science, 2nd ed., , (pp. 91-122). Mahwah, NJ, US: Lawrence Erlbaum Associates Publishers. Edvinsson L. & Malone, M. (1997). Intelectual Capital, New York: Harper Business.Edvinsson L. (2002). Şirket Boylamı. İstanbul: Türk Henkel Dergisi Yayınları.Haslam, S. Alexander. (2004). Psychology In Organizations, The Social Identity Approach (2nd ed). London: Sage Publications. Kamphorst, Jurjen J. A & Swank, O. H. (2010). When Galatea Cares About Her Reputation: How HavingFaith in Your Workers Reduces Their Motivation to Shine. Tinbergen Institute Discussion Paper 10-123/1.King, Albert Sidney. (1972). Self-fulfilling prophecies in training the hard-core : supervisors' expectations and the underprivileged workers' performance. Social Science Quarterly, 52(2), 369-378. Klugerve, A.N. & DeNisi, A. (1996) “The effects of feedback interventions on performance: a historical review, meta-analysis, and a preliminary feedback intervention theory”, Psychological Bulletin, 119 (2), 254-284. Koçel, T. (2007). İşletme Yöneticiliği (11.bs.). İstanbul: Arıkan Basım.Kreitner R. & Kinicki, A. (2004). Organizational Behavior (6th Ed.). New York: McGraw-Hill.Latham, Gary P. & Ernst, C. (2006). Keys to Motivating Tomorrow’s Workface. Human Resource Management Review, 16(2), 181-198.Zheng, Li. (2016).The magnitude of teacher expectation effects: differences in students, teachers and contexts. International Journal of Learning, Teaching and Educational Research, 15 (2), 76-93.Livingston, Sterling J. (1988). Pygmalion in Management. Harvard Business Review, September-October, 1-12.Madran, Demirtaş & Andaç, H. (2011). Temel Beklenti Etkisi: Kendi Kendini Gerçekleştiren Kehanet. Istanbul Bilgi Üniversitesi Sosyoloji ve Eğitim Çalışmaları Birimi, 1-13.Mcnatt, Brian. (2000). Ancient Pygmalion Joins Contemporary Management: A Meta Analysis of the Result. Journal of Applied Pschology, 83(2), 314-322.Merton, Robert K. (1948) The Self-Fulfilling Prophecy. Antioch Review, 8(2), 193-210.Northcraft, G. B. & Ann Neale, M. (1990). Organizational Behavior. A Management Challenge, Chicago: Dryden Press.Oberlander, A. (1963). The Collective Conscience in Recruiting. Life Insurance Agency Management Association Annual Meeting, Chicago: Illinois. Oz, S. & Eden, D. (1994). Restraining the Golem: Boosting performance by changing the interpretation of low scores. Journal of Applied Psychology, 79(5), 744-754.Özgüven, İbrahim E. (2003). Endüstri Psikolojisi. Ankara: PdremYayınları.Reynolds, D. (2002). The Good, the Bad and the Ugly of Incorporating "My Fair Lady" in the Workplace. Advanced Management Journal, 67(3), 4-7.Reynolds, D. Restraining Golem and Harnessing Pygmalion in the Classroom: A Laboratory Study of Managerial Expectations and Task Design. Academy of Management Learning & Education, 6(4), 475-483.Robbins, Stephen P. & Judge, Timothy A. (2013). Örgütsel Davranış, (Çev. Ed. Prof. Dr. İnci Erdem). Ankara: Nobel Yayıncılık. Rollınson, D. & Broadfield, A. (2002). Organizastional Behavior and Analysis: An Integrated Approach. NY: Prentice Hall. Rosenthal, R. & Jacobson, L.F. (1968). Teacher expectations for the disadvantaged. Scientific American, 218(4), 19-23.Rosenthal, R. (1994). Interpersonal Expectancy Effects: A 30-Year Perspective. Current Directions in Psychological Science, 3(6), 176-179.Rowe, W.G. & O’Brien, J. (2002). The Role Of Golem, Pygmalion, and Galatea Effects on Opportunistic Behavior in The Classroom. Journal of Management Education, 26 (6), 612-628.Sabuncuoğlu, Z. & Tüz, M. (2001). Örgütsel Psikoloji, Bursa: Ezgi Yayınevi. Şenlen, S. (2008). Bernard Shaw’in Pygmalion Adli Oyununda Dil, Eğitim Ve Toplumsal Sınıf Ilişkisi. Ankara Üniversitesi Dil ve Tarih-Coğrafya Fakültesi Dergisi, 48 (2),. 29-41.Tucker, C.M., Zayco RA, Herman KC, Reinke WM, Trujillo M, Carraway C, Wallack C, Ivery P.D. (2002). Teacher And Child Variablesas Predictors of Academic Engagement Among Low-Income African American Children. Psychology in Schools, 39, 477–488.
Toplam 1 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Makaleler
Yazarlar

Deniz Palalar Alkan 0000-0002-2204-7024

Yayımlanma Tarihi 30 Nisan 2019
Kabul Tarihi 14 Mart 2019
Yayımlandığı Sayı Yıl 2019 Cilt: 4 Sayı: 1

Kaynak Göster

APA Palalar Alkan, D. (2019). Çalışan Motivasyonuna Yeni Bir Bakış Açısı: Pygmalion Etkisi. İş’te Davranış Dergisi, 4(1), 1-10. https://doi.org/10.25203/idd.476845

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