Duygusal ve Psikolojik Faktörlerin Örgütsel Tutum ve Davranışlar Üzerindeki Rolü

Yıl 2018, Cilt: 32 Sayı: 2, 461 - 486, 11.05.2018

Vildan Hilal Akçay

Öz

Bu çalışmanın amacı örgütsel tutum ve davranışlar ile
çalışanların sahip oldukları duygusal ve psikolojik faktörler arasındaki
ilişkiyi incelemektir. Bu amaçla yapılan araştırmaya İstanbul ve Ankara
illerinde çeşitli sektörlerde farklı organizasyon ve düzeylerde çalışan 202
kişi katılmıştır. Katılımcıların %46’sını kadınlar, %54’ünü erkekler
oluşturmakta, yaşları 22-62 arasında değişmektedir. Araştırmada Vey ve Campbell
(2004) ve Williamsishia (1999)’nın ölçeklerinden yararlanılarak hazırlanmış Rol
Ötesi Performans (RÖP) ölçeği, Watson ve çalışma arkadaşları (1988) tarafından geliştirilen
ölçekten elde edilen Pozitif Duygusal Yatkınlık (PDY) ölçeği, Luthans ve
çalışma arkadaşları (2007a, 2007b) tarafından geliştirilen, Avey ve çalışma
arkadaşları (2008) tarafından kısaltılan Psikolojik Sermaye (PS) ölçeği ve
Brandes’in (1997) Örgütsel Sinizm (ÖS) ölçeği kullanılmıştır. Ölçeklerin
güvenilirlik katsayıları kabul edilebilir düzeyde (0.80-0.87) olup, faktöriyel
geçerlilikleri de kabul edilebilir uyum değerleri dahilindedir. Değişkenler
arasındaki ilişkileri belirlemek amacıyla korelasyon ve hiyerarşik regresyon
analizleri yapılmıştır. Sonuçta bütün değişkenler arasında anlamlı ilişkiler
tespit edilmiş olup; gerek PDY ve gerekse PS’nin ÖS ve RÖP’ü anlamlı bir şekilde
yordadığı bulgularına ulaşılmıştır. PDY’nin, PS ile ÖS arasındaki ilişki
arasında aracı rolü olmadığı fakat PS ile RÖP arasında kısmi aracılık
üstlendiği tespit edilmiştir. Sonuç ve tartışma bölümünde bu bulguların olası
gerekçeleri tartışılmıştır. 

Anahtar Kelimeler

Rol ötesi performans, Örgütsel sinizm, Psikolojik sermaye, pozitif duygusal yatkınlık

Kaynakça

• Akçay, V.H. (2011). Pozitif psikolojik sermayenin kişisel değerler bakımından iş tatminine etkisi ve bir araştırma (Yayınlanmamış Doktora tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü)
• Akçay, V.H. (2012). “Pozitif Psikolojik Sermayenin İş Tatmini ile İlişkisi” Kahramanmaraş Sütçü İmam Üniversitesi İİBF Dergisi. 2 (1), ss.123-141.
• Akçay, V.H. (2014). “Psikolojik Sermaye Ölçeği Uyarlaması: Geçerlik ve Güvenilirlik Çalışması”. Üçüncü Sektör Sosyal Ekonomi Dergisi. 49 (2), ss.72-85.
• Akçay, V.H. (2017a). “Cynicism at Universities: A Research Based on Pervasion of Academics’s Cynicism and its Relationship With Performance”, Chapter 43. R.Efe,I.Koleva, E.Atasoy, V.Kotseva (Eds.), Current Trends in Educational Sciences Sofia: St. Kliment Ohridski University Press, ss.537-551.
• Akçay, V.H. (2017b). “Örgütlerde İş Rolü Algıları, Sinizm ve Algılanan Performans Arasındaki İlişki”. Uluslararası Yönetim İktisat ve İşletme Dergisi. Özel sayı, ss.476-486.
• Ashford, S. J. (1988). “Individual strategies for coping with stress during organizational transitions”.The Journal of Applied Behavioral Science, 24, ss.19-36.
• Avey, J.B., Luthans, F., Mhatre, K.H. (2008). “A call for longitudinal designs in POB and PsyCap research”, Journal of Organizational Behavior, 29, ss.1-7.
• Avey, J.B., Luthans, F., & Youssef, C.M. (2010). “The additive value of psychological capital in predicting workplace attitudes and behaviors”, Journal of Management, 36(2), ss.430-452.
• Avey, J.B., Patera, J.L., West, B.J. (2006). “Positive psychological capital: A new approach for understanding absenteeism”. Journal of Leadership and Organizational Studies, 13, ss.42-60.
• Avey J.B., Reichard, R., Luthans, F., Mhatre, K.H. (2011). “Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance”. Human Resource Development Quarterly, 22 (2), ss.127-152.
• Barksdale, K., Werner, J.M. (2001). “Managerial Ratings of In-Role Behaviors, Organizational Citizenship Behaviors and Overall Performance: Testing Different Models of Their Relationship”. Journal of Business Research, 51, ss.145-155.
• Basım, N., Şeşen, H. (2006). “Örgütsel Vatandaşlık Davranışı Ölçeği Uyarlama ve Karşılaştırma Çalışması”, Ankara Üniversitesi SBF Dergisi, 61 (4), ss.83-102.
• Baron, R.M., & Kenny, D.A. (1986). “The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations”, Journal of Personality and Social Psychology, 51, ss.1173-1182.
• Brandes, P.M. (1997). Organizational Cynicism: Its Nature, Antecedents, and Consequences (Dissertation of Doctor of Philosophy). The University of Cincinnati. Brandes, P., Das, D. (2006). Locating Behaviour Cynicism at Work: Construct Issues and Performance Implications, P.L.Perrewe, D.C. Ganster (Eds.) Employee Health, Coping and Methodologies, New York: JAI Press. ss.233-266.
• Brief, A.P., & Weiss, H.M. (2002). “Organizational behavior: Affect in the workplace”. Annual Review of Psychology, 53, ss.279-307. Cameron, K.S., Bright, D., & Caza, A. (2004). “Exploring the relationships between organizational virtuousness and performance”, American Behavioral Scientist, 47(6), ss.766-790.
• Cole, M.S., Bruch, H., Source, B.V. (2006). “Emotion as Mediators of the Relations between Perceived Supervisor Support and Psychological Hardiness on Employee Cynicism”, Journal of Organizational Behavior, 27 (4), ss.463-484.
• Dean, J.W., Brandes, P.Jr., Dharwadkar, R. (1998). “Organizational Cynicism”, The Academy of Management Review. 23 (2), ss.341-352
• Diamond, L.M., Aspinwall L.G. (2003). “Emotion Regulation Across the Life Span: An integrative Perspective Emphasizing Self-Regulation, Positive Affect, and Dyadic Processes”, Motivation and Emotion, 27 (2), ss.125-156.
• Fineman, S. (2006). “On being positive: Concerns and counterpoints”, Academy of Management Review, 31(2), ss.270-291.
• Frazier, P.A., Tix A.P., Barron K.E. (2004). “Testing modera¬tor and mediator effects in conseling psychology research,” Journal of Counseling Psychology, 51(1), ss.115-134.
• Fredrickson, B. L. (2001). “The role of positive emotions in positive psychology: The broaden-andbuild theory of positive emotions”, American Psychologist, 56, ss.218-226.
• Fredrickson, B. L. (2003). “The value of positive emotions”. American Scientist, 91, ss.330-335.
• Fredrickson, B.L., Tugade, M.M., Waugh, C.E., & Larkin, G.R. (2003). “What good are positiveemotions in a crisis? A prospective study of resilience and emotions following the terrorist attackson the United States on September 11th”. Journal of Personality and Social Psychology, 84, ss.365-376.
• George, J.M., & Brief, A.P. (1992). “Feeling good—doing good: A conceptual analysis of the mood at work–organizational spontaneity relationship”. Psychological Bulletin, 112, ss.310–329.
• George, J.M., Jones, G.R. (1997). “Organizational Spontaneity in Context”. Human Performance, 10, ss.153-170.
• Hackman, J.R. (2009). “The perils of positivity”, Journal of Organizational Behavior, 3(2), ss.309-319.
• Hochwarter, W.A., James, M., Johnson, D., & Ferris, G.R. (2004). “The interactive effects of politics perceptions and trait cynicism on work outcomes”, Journal of Leadership & Organizational Studies, 10 (4), ss.44–57.
• Hu, L., Bentler, M. (1995). “Evaluating model fit. R. H. Hoyle, (Ed.), Structural equation modeling: Concepts, issues, and applications, Thousand Oaks, CA: Sage Publications, ss.76-99.
• Izard, C. E. (1993). “Four systems for emotion activation: Cognitive and noncognitive processes”. Psychological Review, 100, ss.68-90.
• İslamoğlu, A. H. ve Alnıaçık, Ü. (2014). Sosyal bilimlerde araştırma yöntemleri, Beta, İstanbul.
• Kenny, D.A., Kashy, D.A., & Bolger, N. (1998). “Data analysis in social psychology”. D. Gilbert, S. Fiske, & G. Lindzey (Eds.), The handbook of social psychology (4th ed.), Boston: McGraw-Hill, ss.233–265.
• Lazarus, R. (1999). Stress and Emotion, A New Synthesis, NY: Springer
• Lee, K. & Allen, N.J. (2002). “Organizational citizenship behavior and workplace deviance: The role of affect and cognitions”. Journal of Applied Psychology, 87, ss.131-142.
• Lord, R. G., Klimoski, R.J., & Kanfer, R. (2002). Emotions in the workplace: Understanding the structure and role of emotions in organizational behavior. San Francisco: Jossey-Bass.
• Luthans, F. (2002). “The Need For and Meaning of Positive Organizational Behavior”, Journal of Organizational Behavior, 23, ss.695-706.
• Luthans, F., Youssef, C.M. (2004). “Human, Social and Now Positive Psychological Capital Management: Investing in People for Competitive Advantage”, Organizational Dynamics, 33 (2), ss.143-160.
• Luthans, F., Avey, J.B., Avolio, B.J., Norman, S.M., Combs, G.M. (2006). “Psychological Capital Development: Toward a Micro Intervention”, Journal of Organizational Behavior, 27, ss.387-393.
• Luthans, F., & Youssef, C.M. (2007). “Emerging positive organizational behavior”. Journal of Management, 33, ss.321-349.
• Luthans, F., Avolio, B.J., Avey, J.B., Norman, S.M. (2007a), “Positive Psychological Capital: Measurement and Relationship with Performance and Satisfaction”, Personnel Psychology, 60, ss.541-572.
• Luthans, F., Youssef, C.M., Avolio, B.J. (2007b). Psychological Capital: Developing the Human Competitive Edge, New York, Oxford University Press.
• Luthans, F., Norman, S.M., Avolio, B.J., Avey, J.B. (2008). “The Mediating Role of Psychological Capital in the Supportive Organizational Climate: Employee Performance Relationship”, Journal of Organizational Behavior, 29 (2), ss.219-238.
• Masten, A.S. (1994) “Resilience in individual development: successful adaptation despite risk and adversity”. M.C. Wang & E.W. Gordon (Ed.) Educational resilience in inner-city America: challenges and prospects, Hillsdale, NJ:Erlbaum, ss. 3–25.
• Murphy, L.B. & Moriarty, A. (1976), Vulnerability, coping and growth: from infancy to adolescence. New Haven, CT: Yale University Press. Nafei, W. (2015). “Meta-Analysis of the Impact of Psychological Capital on Quality of Work Life and Organizational Citizenship Behavior: A Study on Sadat City University”, International Journal of Business Administration, 6 (2), ss.42-59.
• Nelson, D., & Cooper, C. (2007). Positive organizational behavior: Accentuating the positive at work. Thousand Oaks, CA: Sage.
• Norman, S. M., Avey, J. B., Nimnicht, J. L., & Pigeon, N. G. (2010). “The interactive effects of psychological capital and organizational identity on employee organizational citizenship and deviance behaviours”. Journal of Leadership & Organizational Studies, 17, ss.380–391.
• Organ, D.W. (1988). Organizational Citizenship Behavior : The Good Soldier Syndrome, England: Lexington Books.
• Özdevecioğlu, M. (2004). “DuygusalOlaylar Teorisi çerçevesinde Pozitif ve Negatif Duygusallık”, Ankara Üniversitesi SBF Dergisi, 59 (3), ss.181-202.
• Payne, R. L., & Cooper, C. L. (2001). Emotions at work: Theory, Research and applications in management. New York: John Wiley. Peterson, S.J., Luthans, F., Avolio, B.J., Walumbwa, F.O., Zhang, Z. (2011). “Psychological Capital and Employee Performance: A Latent Growth Modeling Approach”, Personnel Psychology, 62 (2), ss.427-450.
• Podsakoff, P.M., MacKensie, S.B., Paine, J., Bachrach, D. (2000). “Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research”. Journal of Management, 26, ss.513–563.
• Podsakoff, P. M., MacKenzie, S. C., Lee, J., & Podsakoff, N. P. (2003). “Common method biases in behavioral research: A critical review of the literature and recommended remedies”, Journal of Applied Psychology, 88, ss.879-903.
• Ryff, C., Singer, B. (2003). “Flourishing Under Fire: Resilience as a Prototype of Challenged Thriving”, C. Keyes, J. Haidt (ed.), Flourishing: Positive psychology and the life well-lived, Washington, DC: American Psychological Association, ss.15-16.
• Schermelleh, E., Karin, M. ve Helfried, M.H. (2003), “Evaluat¬ing the fit of structural equation models: Tests of signifi¬cance and descriptive goodness-of-fit measures”, Methods of Psychological Research Online, 8(2), ss.23-74.
• Sharma, S. K. & Sharma, S. (2015). “Psychological capital as a predictor of workplace behavior”. Journal of Management Research, 15, ss.60-70. Smith, C.A., Organ, D.W., Near, J.P. (1983). “Organizational Citizenship Behavior: Its Nature and Antecedents”. Journal of Applied Psychology, 68, ss.653-663. Snyder, C.R., Harris, C., Anderson, J.R., Holleran, S.A., Irving, L.M., Sigmon, S.T., Yoshinobu, L., Gibb, J., Langelle, C., & Harney, P. (1991). “The will and the ways: Development and validation of an individual-differences measure of hope”. Journal of Personality and Social Psychology, 60, ss.570-585.
• Snyder, C.R., Ilardi, S., Michael, S.T., & Cheavens, J. (2000). “Hope theory: Updating a common process for psychological change”. C.R. Snyder, & R.E. Ingram (Ed.), Handbook of psychological change: Psychotherapy processes and practices for the 21st century, New York: John Wiley & Sons, ss. 128-153.
• Staw, B.M., Sutton, R.I., & Pelled, L.H. (1994). “Employee positive emotion and favorable outcomes at the workplace”, Organization Science, 5, ss.51-71. Steiger, J.H. (1990). “Structural model evaluation and modifi¬cation: An interval estimation approach”, Multivariate be¬havioural research, 25, ss.173-180.
• Sweetman, D., Luthans, F., Avey, J.B., Luthans, B.C. (2011). “Relationship between positive psychological capital and creative performance”, Canadian Journal of Administrative Sciences, 28 (1), ss.4 -13.
• Tatlıdil, H. (1996). Uygulamalı çok değişkenli istatistiksel analiz, Cem Ofset, Ankara.
• Tedeschi, R., Park, C., Calhoun, L. (1998). Posttraumatic Growth: Positive Changes in the Aftermath of Crisis, Mahwah, NJ: Erlbaum.
• Thompson, H.B., Werner, J.M. (1997). “The Impact of Role Conflict/Facilitation on Core and Discretionary Behaviors: Testing a Mediated Model”, Journal of Management, 23 (4), ss.583-601.
• Treadway, D.C., Hochwarter, W.A., Ferris, G.R., Kacmar, C.J., Douglas, C., Ammeter, A.P., & Buckley, M.R. (2004). “Leader Political Skill and Employee Reactions”. The Leadership Quarterly, 15(4), ss.493-513.
 Tugade, M.M., & Fredrickson, B.L. (2004). “Resilient individuals use positive emotions to bounce back from negative emotional experiences”. Journal of Personality and Social Psychology, 86, ss.320-333.
• Tugade, M.M., Fredrickson, B.L., & Barrett, L. (2004). “Psychological resilience and positive emotional granularity”. Journal of Personality, 72, ss.1161-1190. Ullman, J.B. (2001). “Structural equation modeling”, B. G. Tabachnick ve L. S. Fidel (Ed.), Using multivariate statistics (4. Edition), Needham Heights, MA: Allyn & Bacon, , ss.653-771.
• Werner, E. & Smith, R.S. (1992), Overcoming the odds: high risk children from birth to adulthood. Ithaca, NY: Cornell.
• Williams, S., Shiaw, W.T. (1999). “Mood and Organizational Citizenship Behavior: The Effects of Positive Affect on Employee OCB Intentions”, The Journal of Psychology, 133(6), ss.656-668.
• Wright, T.A., & Cropanzano, R. (2004). “The role of psychological well-being in job performance”, Organizational Dynamics, 33, ss.338-351.
• Wright, T.A., & Cropanzano, R. (2007). “The happy/productive worker thesis revisited”, J. Martocchio (Ed.), Research in personnel and human resources management, Amsterdam: Elsevier, ss.269-313.
• Van Dyne, L., Soon, A. (1998). “Organizational Citizenship Behavior of Contingent Workers in Singapore”. Academy of Management Journal, 41, ss.692-796.
• Vey, M.A., Cambell, J.P. (2004). “In-role or Extra-role Organizational Citizenship Behavior: Which Are We Measuring?”, Human Performance, 17(1), ss.119-135.