ROL ÖTESİ OLUMLU DAVRANIŞLAR KİŞİSEL VE TUTUMSAL FAKTÖRLERLE ÖNGÖRÜLEBİLİR Mİ?

Öz

Anahtar Kelimeler

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ROL ÖTESİ OLUMLU DAVRANIŞLAR KİŞİSEL VE TUTUMSAL FAKTÖRLERLE ÖNGÖRÜLEBİLİR Mİ?

Öz

Örgütsel bağlamda çalışanlar rollerinin ötesinde olumlu veya olumsuz birçok davranış biçimleri sergilemektedirler. Bu davranışlardan örgütsel başarı ve performans açısından önemli görülen vatandaşlık davranışları, rol ötesi olumlu davranışlardandır. Bu çalışmanın temel amacı, vatandaşlık davranışlarının açıklanmasında kişisel ve tutumsal faktörlerin etkilerinin bir yapısal eşitlik modeli çerçevesinde araştırılmasıdır. Bu kapsamda özel bir bankanın çalışanlarından oluşan toplam 327 kişilik örneklemden anket yöntemi kullanılarak veri toplanmıştır. Araştırmada elde edilen veriler Yapısal Eşitlik Modellemesi tekniğiyle Amos 16.0 istatistik programı kullanılarak değerlendirilmiştir. Elde edilen bulgular, örgütsel vatandaşlık davranışları boyutlarından diğergamlık, vicdanlılık, nezaket, centilmenlik ve sivil erdem davranışlarının açıklanmasında öz yeterlilik ve iş tatmini değişkenlerinin önemli rolleri olduğu ortaya çıkmıştır. Ayrıca tüm vatandaşlık davranışları ile öz yeterlilik değişkenleri arasındaki ilişkilere iş tatmininin aracılık ettiği görülmüştür. Sonuçta rol ötesi olumlu davranışlarının öngörülmesinde, öz yeterlilik gibi kişisel bir faktör ile iş tatmini gibi tutumsal bir faktörün bağımsız etkileriyle birlikte, iş tatmininin bu süreçteki aracılık rolleri ortaya çıkarılmıştır.

Anahtar Kelimeler

• Örgütsel vatandaşlık davranışları, iş tatmini, öz yeterlilik, yapısal eşitlik modellemesi, Aracılık rolü

Kaynakça

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