Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma

Muharrem Tuna; Murat Yeşiltaş

doi:10.17123/atad.vol25iss110650

-

Yıl 2014, , 105 - 117, 01.06.2014

Muharrem Tuna , Murat Yeşiltaş

https://doi.org/10.17123/atad.vol25iss110650

Cited By: 26

Öz

The effect of ethical climate, work alienation and organizational identification on the turnover intentions of the employees is investigated in this study. Ethical climate, which is a concept that expresses how the business in the organization is done ethically, can lead to many psychological outcomes if it does not match with the individual’s self-concept and his values. The effects of ethical climate on work alienation, organizational identification and turnover intentions of the employees have been investigated in this study. The research has been conducted with 385 hotel employees who work for five star hotel enterprises in Ankara and Antalya regions. In order to measure the effects between the variables, structural equation modeling has been used in the study. The effect of personal morality and self-interest, as two types of ethical climate, on alienation, effect of self-interest on organizational identification and the effect of identification and alienation on the turnover intentions of the employees have been identified in this study. However, any effects of other ethical climate types on identification and alienation have not been determined

Anahtar Kelimeler

Ethical climate, Hotel enterprises, Organizational identification, Turnover intentions, Work alienation

Kaynakça

Allen, N. 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.
Altunışık, R., Coşkun, R., Bayraktaroğlu, S., ve Yıldırım, E. (2005). Sosyal Bilimlerde Araştırma Yöntemleri SPSS Uygulamalı. (Geliştirilmiş 4.Baskı). Sakarya: Sakarya Kitabevi.
Ambrose, M. L., Arnaud, A. ve Schminke, M. (2008). Individual Moral Development and Ethical Climate: The Influence of Person-Organization Fit on Job Attitudes, Journal of Business Ethics, 77: 323-333.
Anderson, J. C. ve Gerbing, D.W. (1988). Structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach, Psychological Bulletin, 103 (3): 411-423.
Appelbaum, S. H., Deguire, K. J. ve Lay, M. (2005). The Relationship
of Ethical Climate to Deviant Workplace Behaviour, Corporate Governance, 5 (4): 43–55.
Banai, M., Reisel, W. D. ve Probst, T. M. (2004). A Managerial and Personal Control Model: Perceptions of Work Alienation and Organizational Commitment in Hungary, Journal of International Management, 10: 375-392.
Barnett, T. ve Vaicys, C. (2000). The Moderating Effect of Individuals Perceptions of Ethical Work Climates on Ethical Judgments and Behavioral Intentions, Journal of Business Ethics, 27: 351-367.
Bulutlar, F. ve Öz, E.Ü. (2009). The Effects of Ethical Climates on
Bullying Behaviour in the Workplace, Journal of Business Ethics, 86: 273-295.
Cho, S., Johanson, M. M. ve Guchait, P. (2009). Employees Intent to Leave: A Comparison of Determinants of Intent to Leave Versus Intent to Stay, International Journal of Hospitality Management, 28: 374- 381.
Cole, M. S. ve Bruch, H. (2006). Organizational Identity Strength Identification, and Commitment and their Relationships to Turnover Intention: Does Organizational Hierarchy Matter?, Journal of Organizational Behaviour, 27: 585-605.
Cotton, J. L. ve Tuttle, J. M. (1986). Employee Turnover: A Meta-Analysis and Review with Implications for Research, The Academy of Management Review, 11 (1): 55-70.
Cullen, J. B., Parboteeah, K. P. ve Victor, B. (2003). The Effects of Ethical Climates on Organizational Commitment: A Two- Study Analysis, Journal of Business Ethics, 46: 127–141.
Cullen, J. B., Victor, B. ve Stephens, C. (1989). An Ethical Wheather Report: Assessing the Organizastion’s Ethical Climates, Organizational Dynamics, 18 (2): 50–62.
DeConnick, J. (2011). The Effects of Ethical Climate on Organizational
Identification, Supervisory Trust, and Turnover among Salespeople, Journal of Business Research, 64: 617-624.
DeConnick, J. (2010). The Influence of Ethical Climate on Marketing
Employees’ Job Attitudes and Behaviors, Journal of Business Research, 63: 384-391.
Develioğlu, K. ve Tekin, Ö.A. (2012). Otel Çalışanlarının Yabancılaşma
Düzeyinin Demografik Özellikler Kapsamında İncelenmesi, Uluslararası Alanya İşletme Fakültesi Dergisi, 4 (3): 121-128.
DiPietro, R. B. ve Pizam, A. (2008). Employee Alienation in the
Quick Service Restaurant Industry, Journal of Hospitality & Tourism Research, 32 (1): 22-39.
Dutton, J. E., Dukerich, J. M. ve Harquail, C. V. (1994). Organizational
Images and Member Identification, Administrative Science Quarterly, 39: 239-263.
Elçi, M. ve Alpkan, L. (2009). The Impact of Perceived Organizational
Ethical Climate on Work Satisfaction, Journal of Business Ethics, 84: 297-311.
Elsbach, K. D. ve Bhattacharya, C. B. (2001). Defining Who You are by What You’re Not: Organizational Disidentification and the National Rifle Association, Organization Science, 12 (4): 393-414.
Epitropaki, O. ve Martin, R. (2005). The Moderating Role of Individual
Differences in the Relation Between Transformational/Transactional Leadership Percepitions and Organizational Identification, The Leadership Quarterly, 16: 569-589.
Fritz, J. M. H., Arnett, R. C. ve Concet, M. (1999). Organizational Ethical Standarts and Organizational Commitment, Journal of Business Ethics, 20: 289-299.
Hall, D. T., Schneider, B. ve Nygren, H. T. (1970). Personel Factor in Organizational Identification, Administrative Science Quareterly: 176–191.
Haslam, S. A., Eggins, R. A. ve Reynolds, K. J. (2003). The ASPIRe Model: Actualizing Social and Personel Identity Resources to Enhance Organizational Outcomes, Journal of Occupational and Organizational Psychology, 76 (1): 83-113.
Hirschfeld, R. R. ve Feild, H. S. (2000). Work Centrality and Work Alienation: Distinct Aspects of a General Commitment to Work, Journal of Organizational Behavior, 21: 789-800.
Jung, J. ve George, R. T. (2012). Understanding the Influence of Polychronicitiy on Jop Statisfaciton aünd Turnover Intertion: A Study of Non-Supervisory Hotel Employees, International Journal of Hospitality Management, 31: 588-595.
Jung, H. S., Nankung, Y. ve Yoon, H. H. (2010). The Effects of Employees’ Business Ethical Value on Person-Organization Fit and Turnover Intent in the Foodservice Industry, International Journal of Hospitality Managemenet, 29: 538-546.
Kalaycı, Ş. (2005). SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri. Ankara: Asil Yayıncılık.
Kaplan, M. (2010). Otel İşletmelerinde Etiksel İklim ve Örgütsel Destek Algılamalarının Örgütsel Bağlılık Üzerindeki Etkisi: Kapadokya Örneği (Yayınlanmamış Doktora Tezi). Selçuk Üniversitesi Sosyal Bilimler Enstitüsü, Konya.
Katrinli, A., Atabay, G., Günay, G. ve Güneri, B. (2009). Exploring the Antecedents of Organizational Identification: The Role of Job Dimensions, Individual Characteristics and Job Involvement, Journal of Nursing Management, 17: 66–73.
Kılıç, K. C. (2010). Bireysel ve Örgütsel Değerler Arasındaki Uyumun Çalışanların İş Davranışlarına Etkileri Üzerine Ampirik Bir Çalışma, Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 19 (1): 20-35.
Kim, N. (2012). Employee Turnover Intention Among Newcomes in Travel Industry, International Journal of Tourism Research, 16 (1): 56-64.
Küçükusta, D. (2007). Konaklama İşletmelerinde İş-Yaşam Dengesinin Çalışma Yaşamı Kalitesi Üzerindeki Etkisi (Yayınlanmamış Doktora Tezi). Dokuz Eylül Üniversitesi, S.B.E., İzmir.
Lemmergaard, J. ve Lauridsen, J. (2008). The Ethical Climate of Danish Firms: A Discussion and Enhancement of the Ethical-Climate Model, Journal of Business Ethics, 80: 653–675.
Lopez, T. B., Babin, B. J. ve Chung, C. (2009). Perceptions of Ethical Work Climate And Person-Organization Fit Among Retail Employee in Japan and the US: A Cros-Cultural Sacle Validation, Journal of Business Research, 62: 594-600.
Mael, F. ve Ashforth, B. E. (1992). Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification, Journal of Organızational Behavior, 13: 103-123.
Maddi S. R, Kobasa S. C. ve Hoover M. (1979). An Alienation Test. Journal of Humanistic Psychology, 19 (4): 73- 76.
Martin, K. D. ve Cullen, J. B. (2006). Continuities and Extensions of Ethical Climate Theory: A Meta-Analytic Review, Journal of Business Ethics, 69: 175-194.
Mignonac, K., Herrbach, O. ve Guerrero, S. (2006). The Interactive Effects of Perceived External Prestige and Need for Organizational Identification on Turnover Intentions, Journal of Vocational Behavior, 69: 477-493.
Mulki, J. P., Jaramillo, J. F., ve Locander, W. B. (2009). Critical Role of Leadership on Ethical Climate and Salesperson Behaviors, Journal of Business Ethics, 86: 125–141.
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Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma

Yıl 2014, , 105 - 117, 01.06.2014

Muharrem Tuna , Murat Yeşiltaş

https://doi.org/10.17123/atad.vol25iss110650

Cited By: 26

Öz

Etik iklim, işlerin örgüt içinde etik temelli olarak nasıl yürütüldüğünü ifade eden bir kavram olarak değerlendirilmektedir. Örgütlerde etik iklim, bireyin benliği ve sahip olduğu değerler ile uyumlu olmaması durumunda, birçok psikolojik temelli sonuca yol açabilmektedir. Bu çalışmada; etik iklim, işe yabancılaşma ve örgütsel özdeşleşmenin işten ayrılma niyeti üzerindeki etkisi araştırılmıştır. Araştırma, Ankara ve Antalya illerindeki beş yıldızlı otel işletmelerinde çalışan 385 işgörenle yürütülmüştür. Çalışmada, değişkenler arasındaki etkileri ölçmek amacıyla yapısal eşitlik modelinden yararlanılmıştır. Araştırma sonucunda, etik iklim türleri olan kişisel ahlak ve kişisel çıkarın yabancılaşma üzerinde, kişisel çıkarın örgütsel özdeşleşme üzerinde, özdeşleşmenin ve yabancılaşmanın işten ayrılma niyeti üzerinde etkisi olduğu tespit edilmiştir. Bununla birlikte, diğer etik iklim türlerinin özdeşleşme ve yabancılaşma üzerinde etkisinin olmadığı sonucuna ulaşılmıştır.

ABSTRACT
The effect of ethical climate, work alienation and organizational identification on the turnover intentions of the employees is investigated in this study. Ethical climate, which is a concept that expresses how the business in the organization is done ethically, can lead to many psychological outcomes if it does not match with the individual’s self-concept and his values. The effects of ethical climate on work alienation, organizational identification and turnover intentions of the employees have been investigated in this study. The research has been conducted with 385 hotel employees who work for five star hotel enterprises in Ankara and Antalya regions. In order to measure the effects between the variables, structural equation modeling has been used in the study. The effect of personal morality and self-interest, as two types of ethical climate, on alienation, effect of self-interest on organizational identification and the effect of identification and alienation on the turnover intentions of the employees have been identified in this study. However, any effects of other ethical climate types on identification and alienation have not been determined.

Anahtar Kelimeler

Etik iklim, İşe yabancılaşma, İşten ayrılma niyeti, Otel işletmeleri, Örgütsel özdeşleşme

Kaynakça

Allen, N. 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.
Altunışık, R., Coşkun, R., Bayraktaroğlu, S., ve Yıldırım, E. (2005). Sosyal Bilimlerde Araştırma Yöntemleri SPSS Uygulamalı. (Geliştirilmiş 4.Baskı). Sakarya: Sakarya Kitabevi.
Ambrose, M. L., Arnaud, A. ve Schminke, M. (2008). Individual Moral Development and Ethical Climate: The Influence of Person-Organization Fit on Job Attitudes, Journal of Business Ethics, 77: 323-333.
Anderson, J. C. ve Gerbing, D.W. (1988). Structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach, Psychological Bulletin, 103 (3): 411-423.
Appelbaum, S. H., Deguire, K. J. ve Lay, M. (2005). The Relationship
of Ethical Climate to Deviant Workplace Behaviour, Corporate Governance, 5 (4): 43–55.
Banai, M., Reisel, W. D. ve Probst, T. M. (2004). A Managerial and Personal Control Model: Perceptions of Work Alienation and Organizational Commitment in Hungary, Journal of International Management, 10: 375-392.
Barnett, T. ve Vaicys, C. (2000). The Moderating Effect of Individuals Perceptions of Ethical Work Climates on Ethical Judgments and Behavioral Intentions, Journal of Business Ethics, 27: 351-367.
Bulutlar, F. ve Öz, E.Ü. (2009). The Effects of Ethical Climates on
Bullying Behaviour in the Workplace, Journal of Business Ethics, 86: 273-295.
Cho, S., Johanson, M. M. ve Guchait, P. (2009). Employees Intent to Leave: A Comparison of Determinants of Intent to Leave Versus Intent to Stay, International Journal of Hospitality Management, 28: 374- 381.
Cole, M. S. ve Bruch, H. (2006). Organizational Identity Strength Identification, and Commitment and their Relationships to Turnover Intention: Does Organizational Hierarchy Matter?, Journal of Organizational Behaviour, 27: 585-605.
Cotton, J. L. ve Tuttle, J. M. (1986). Employee Turnover: A Meta-Analysis and Review with Implications for Research, The Academy of Management Review, 11 (1): 55-70.
Cullen, J. B., Parboteeah, K. P. ve Victor, B. (2003). The Effects of Ethical Climates on Organizational Commitment: A Two- Study Analysis, Journal of Business Ethics, 46: 127–141.
Cullen, J. B., Victor, B. ve Stephens, C. (1989). An Ethical Wheather Report: Assessing the Organizastion’s Ethical Climates, Organizational Dynamics, 18 (2): 50–62.
DeConnick, J. (2011). The Effects of Ethical Climate on Organizational
Identification, Supervisory Trust, and Turnover among Salespeople, Journal of Business Research, 64: 617-624.
DeConnick, J. (2010). The Influence of Ethical Climate on Marketing
Employees’ Job Attitudes and Behaviors, Journal of Business Research, 63: 384-391.
Develioğlu, K. ve Tekin, Ö.A. (2012). Otel Çalışanlarının Yabancılaşma
Düzeyinin Demografik Özellikler Kapsamında İncelenmesi, Uluslararası Alanya İşletme Fakültesi Dergisi, 4 (3): 121-128.
DiPietro, R. B. ve Pizam, A. (2008). Employee Alienation in the
Quick Service Restaurant Industry, Journal of Hospitality & Tourism Research, 32 (1): 22-39.
Dutton, J. E., Dukerich, J. M. ve Harquail, C. V. (1994). Organizational
Images and Member Identification, Administrative Science Quarterly, 39: 239-263.
Elçi, M. ve Alpkan, L. (2009). The Impact of Perceived Organizational
Ethical Climate on Work Satisfaction, Journal of Business Ethics, 84: 297-311.
Elsbach, K. D. ve Bhattacharya, C. B. (2001). Defining Who You are by What You’re Not: Organizational Disidentification and the National Rifle Association, Organization Science, 12 (4): 393-414.
Epitropaki, O. ve Martin, R. (2005). The Moderating Role of Individual
Differences in the Relation Between Transformational/Transactional Leadership Percepitions and Organizational Identification, The Leadership Quarterly, 16: 569-589.
Fritz, J. M. H., Arnett, R. C. ve Concet, M. (1999). Organizational Ethical Standarts and Organizational Commitment, Journal of Business Ethics, 20: 289-299.
Hall, D. T., Schneider, B. ve Nygren, H. T. (1970). Personel Factor in Organizational Identification, Administrative Science Quareterly: 176–191.
Haslam, S. A., Eggins, R. A. ve Reynolds, K. J. (2003). The ASPIRe Model: Actualizing Social and Personel Identity Resources to Enhance Organizational Outcomes, Journal of Occupational and Organizational Psychology, 76 (1): 83-113.
Hirschfeld, R. R. ve Feild, H. S. (2000). Work Centrality and Work Alienation: Distinct Aspects of a General Commitment to Work, Journal of Organizational Behavior, 21: 789-800.
Jung, J. ve George, R. T. (2012). Understanding the Influence of Polychronicitiy on Jop Statisfaciton aünd Turnover Intertion: A Study of Non-Supervisory Hotel Employees, International Journal of Hospitality Management, 31: 588-595.
Jung, H. S., Nankung, Y. ve Yoon, H. H. (2010). The Effects of Employees’ Business Ethical Value on Person-Organization Fit and Turnover Intent in the Foodservice Industry, International Journal of Hospitality Managemenet, 29: 538-546.
Kalaycı, Ş. (2005). SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri. Ankara: Asil Yayıncılık.
Kaplan, M. (2010). Otel İşletmelerinde Etiksel İklim ve Örgütsel Destek Algılamalarının Örgütsel Bağlılık Üzerindeki Etkisi: Kapadokya Örneği (Yayınlanmamış Doktora Tezi). Selçuk Üniversitesi Sosyal Bilimler Enstitüsü, Konya.
Katrinli, A., Atabay, G., Günay, G. ve Güneri, B. (2009). Exploring the Antecedents of Organizational Identification: The Role of Job Dimensions, Individual Characteristics and Job Involvement, Journal of Nursing Management, 17: 66–73.
Kılıç, K. C. (2010). Bireysel ve Örgütsel Değerler Arasındaki Uyumun Çalışanların İş Davranışlarına Etkileri Üzerine Ampirik Bir Çalışma, Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 19 (1): 20-35.
Kim, N. (2012). Employee Turnover Intention Among Newcomes in Travel Industry, International Journal of Tourism Research, 16 (1): 56-64.
Küçükusta, D. (2007). Konaklama İşletmelerinde İş-Yaşam Dengesinin Çalışma Yaşamı Kalitesi Üzerindeki Etkisi (Yayınlanmamış Doktora Tezi). Dokuz Eylül Üniversitesi, S.B.E., İzmir.
Lemmergaard, J. ve Lauridsen, J. (2008). The Ethical Climate of Danish Firms: A Discussion and Enhancement of the Ethical-Climate Model, Journal of Business Ethics, 80: 653–675.
Lopez, T. B., Babin, B. J. ve Chung, C. (2009). Perceptions of Ethical Work Climate And Person-Organization Fit Among Retail Employee in Japan and the US: A Cros-Cultural Sacle Validation, Journal of Business Research, 62: 594-600.
Mael, F. ve Ashforth, B. E. (1992). Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification, Journal of Organızational Behavior, 13: 103-123.
Maddi S. R, Kobasa S. C. ve Hoover M. (1979). An Alienation Test. Journal of Humanistic Psychology, 19 (4): 73- 76.
Martin, K. D. ve Cullen, J. B. (2006). Continuities and Extensions of Ethical Climate Theory: A Meta-Analytic Review, Journal of Business Ethics, 69: 175-194.
Mignonac, K., Herrbach, O. ve Guerrero, S. (2006). The Interactive Effects of Perceived External Prestige and Need for Organizational Identification on Turnover Intentions, Journal of Vocational Behavior, 69: 477-493.
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Toplam 89 adet kaynakça vardır.

Ayrıntılar

Birincil Dil	Türkçe
Bölüm	Hakem Denetimli Makaleler
Yazarlar	Muharrem Tuna Murat Yeşiltaş
Yayımlanma Tarihi	1 Haziran 2014
Yayımlandığı Sayı	Yıl 2014

Kaynak Göster

APA	Tuna, M., & Yeşiltaş, M. (2014). Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma. Anatolia: Turizm Araştırmaları Dergisi, 25(1), 105-117. https://doi.org/10.17123/atad.vol25iss110650
AMA	Tuna M, Yeşiltaş M. Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma. Anatolia: Turizm Araştırmaları Dergisi. Haziran 2014;25(1):105-117. doi:10.17123/atad.vol25iss110650
Chicago	Tuna, Muharrem, ve Murat Yeşiltaş. “Etik İklim, İşe Yabancılaşma Ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma”. Anatolia: Turizm Araştırmaları Dergisi 25, sy. 1 (Haziran 2014): 105-17. https://doi.org/10.17123/atad.vol25iss110650.
EndNote	Tuna M, Yeşiltaş M (01 Haziran 2014) Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma. Anatolia: Turizm Araştırmaları Dergisi 25 1 105–117.
IEEE	M. Tuna ve M. Yeşiltaş, “Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma”, Anatolia: Turizm Araştırmaları Dergisi, c. 25, sy. 1, ss. 105–117, 2014, doi: 10.17123/atad.vol25iss110650.
ISNAD	Tuna, Muharrem - Yeşiltaş, Murat. “Etik İklim, İşe Yabancılaşma Ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma”. Anatolia: Turizm Araştırmaları Dergisi 25/1 (Haziran 2014), 105-117. https://doi.org/10.17123/atad.vol25iss110650.
JAMA	Tuna M, Yeşiltaş M. Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma. Anatolia: Turizm Araştırmaları Dergisi. 2014;25:105–117.
MLA	Tuna, Muharrem ve Murat Yeşiltaş. “Etik İklim, İşe Yabancılaşma Ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma”. Anatolia: Turizm Araştırmaları Dergisi, c. 25, sy. 1, 2014, ss. 105-17, doi:10.17123/atad.vol25iss110650.
Vancouver	Tuna M, Yeşiltaş M. Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma. Anatolia: Turizm Araştırmaları Dergisi. 2014;25(1):105-17.