Psikolojik Sözleşme İhlali İle Yenilikçi İş Davranışı İlişkisinde Örgütsel Sinizmin Rolü

Yıl 2021, Cilt: 19 Sayı: 39, 225 - 248, 13.02.2021

Oytun Sezgin Zeki Uçar

https://doi.org/10.35408/comuybd.752766

Cited By: 1

Öz

Bu çalışmanın amacı psikolojik sözleşme ihlali ile yenilikçi iş davranışı ilişkisinde örgütsel sinizmin rolünü araştırmaktadır. Bu doğrultuda, Bitlis ilinde çalışan 240 kişiden yazılı soru sorma yoluyla veri toplanmıştır. Doğrulayıcı faktör analizi, korelasyon, regresyon ve yapısal eşitlik modelleri ile değişkenler arası ilişkiler test edilmiştir. Analiz sonuçlarına göre, psikolojik sözleşme ihlali ile yenilikçi iş davranışı ilişkisinde örgütsel sinizm aracılık rolündedir. Çalışanlar kendilerine verilen sözler yerine getirilmediği zaman, yöneticilerinin/örgütlerinin kendilerini kandırdığı düşünceleri ile örgütlerine yönelik olumsuz tutumlar geliştirebilmektedirler. Söz konusu olumsuz tutumlar, çalışanların örgütlerine yarar sağlayacak yenilikçi iş davranışları sergilemelerine engel olabilmektedir. Örgütler açısından hayati öneme sahip yenilikçi iş davranışlarının anlaşılmasına yönelik olarak çalışmanın katkı sağlayacağı düşünülmektedir.

Anahtar Kelimeler

psikolojik sözleşme ihlali, örgütsel sinizm, yenilikçi iş davranışı

Kaynakça

• Agarwal, U. A. (2014). “Examining the impact of social exchange relationships on innovative work behaviour”, Team Performance Management, 20(3/4), 102-120.
• Agarwal, U. A. (2017). “Linking psychological contract breach, innovative work behaviour and collectivism: A Moderated Mediation Model”, International Journal of Innovation Management, 21(7), 1-31.
• Ajzen, I. (1989). “Attitude structure and behavior”, Attitude Structure and Function, 241, 274.
• Andersson, L. M. (1996). “Employee cynicism: An examination using a contract violation framework”, Human Relations, 49(11), 1395-1418.
• Amabile, T. M. (1988). “A Model of Creativity and Innovation in Organizations”, Research in Organizational Behavior, 10(1), 123-167.
• Ancona, D., & Caldwell, D. (1987). “Management issues facing new product teams in high technology companies”, Erişim Adresi: https://dspace.mit.edu/bitstream/handle/1721.1/48349/managementissues00anco.pdf?s.. (02.06.2020)
• Andersson, L. M. (1996). “Employee cynicism: An examination using a contract violation framework”. Human Relations, 49(11): 1395-1418.
• Awang, Z. (2012). Structural equation modeling using AMOS graphic. Kuala Lumpur: Penerbit Universiti Teknologi MARA.
• 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(6), 1173-1182.
• Bashir, S., & Nasir, M. (2013). Breach of psychological contract, organizational cynicism and union commitment: A study of hospitality industry in Pakistan, International Journal of Hospitality Management, 34, 61-65.
• Beugré, C. D. (2010), “Brain and human behavior in organizations: A field of neuro-organizational behavior”, Neuroeconomics and The Firm, 289-301, Ed. Stanton A. A., Day, M. ve Welpe M. I., Massachusetts: Edward Elgar Publishing.
• Byrne, J. A. (1991). “The flap over executive pay”, Business Week, 6(5), 90-96.
• Bysted, R. (2013). “Innovative employee behaviour: the moderating effects of mental ınvolvement and job satisfaction on contextual variables”, European Journal of Innovation Management, 16(3), 268-284.
• Bommer, W. H., Rich, G. A., & Rubin, R. S. (2005). “Changing attitudes about change: Longitudinal effects of transformational leader behavior on employee cynicism about organizational change”, Journal of Organizational Behavior, 26(7), 733-753.
• Chaloupka, W. (1999). Everybody Knows: Cynicism in America , Minneapolis: University of Minnesota Press.
• Chiaburu, D. S., Peng, A. C., Oh, I. S., Banks, G. C., & Lomeli, L. C. (2013). “Antecedents and consequences of employee organizational cynicism: A meta-analysis”, Journal of Vocational Behavior, 83(2), 181-197.
• Clapham, S. E. ve Cooper, R. W. (2005), “Factors of employees’ effective voice in corporate goverance”, Journal of Management & Governance, 9(3-4), 287-313.
• Cook, W. W., & Medley, D. M. (1954). “Proposed hostility and pharisaic-virtue scales for the MMPI”, Journal of Applied Psychology, 38(6), 414-418.
• Daft, R., L. (1978), “A dual-core model of organizational innovation”, Academy of Management Review, 21, 193-210.
• Davis, W. D., & Gardner, W. L. (2004). “Perceptions of politics and organizational cynicism: An attributional and leader–member exchange perspective”, The Leadership Quarterly, 15(4), 439-465.
• De Jong, J. P. ve Den Hartog, D. N. (2007), “How leaders ınfluence employees' innovative behaviour”, European Journal of Innovation Management, 10(1), 41-64.
• De Jong, J., & Den Hartog, D. (2010). “Measuring innovative work behaviour”, Creativity and Innovation Management, 19(1), 23-36.
• Dean, J. W., Brandes, P., Dharwadkar, R. (1998). “Organizational cynicism”, Academy of Management Review. 23(2), 341-352.
• Delken, M. (2004). Organizational cynicism: A study among call centers. Unpublished master thesis, University of Maastricht.
• Dyne, L. V., Ang, Soon, B. ve Isabel C . (2003). “Conceptualizing employee silence and employee voice as multidimensional constructs”, Journal of Management Studies, 40(6), 1359-1392.
• Ellonen, R., Blomqvist, K. ve Puumalainen, K. (2008). “The role of trust in organisational innovativeness”, European Journal of Innovation Management, 11(2), 160-181.
• Eva, N., Meacham, H., Newman, A., Schwarz, G., & Tham, T. L. (2019). “Is coworker feedback more important than supervisor feedback for increasing innovative behavior?”, Human Resource Management, 58(4), 383-396.
• Evans, W. R., Goodman, J. M., & Davis, W. D. (2010). “The impact of perceived corporate citizenship on organizational cynicism, OCB, and employee deviance”, Human Performance, 24(1), 79-97.
• Fıroozı, M., Mokhtarı, A., & Mokhtarı, G. (2016). “The relationship between organizational cynicism and innovative behaviors of sport and youth offices in Hamedan province”, International Journal of Sport Culture and Science, 4(3), 295-303.
• Ford, C. (1996). “A theory of individual creative action in multiple social domains”, Academy of Management Review, 21, 1112–1142.
• Hair J. F., Black W. C., Babin B. J. ve Anderson R. E. (2010). Multivariate Data Analysis: A Global Perspective, New Jersey, Upper Saddle River: Prentice-Hall.
• Hippel, E. V. ve Krogh, G. V. (2003). “Open source software and the “Private-Collective” innovation model: Issues for organization science”, Organization Science, 14(2), 209-223.
• Janssen, O. (2000), “Job demands, perceptions of effort reward fairness and ınnovative work behaviour”, Journal of Occupational and Organizational Psychology, 73(3), 287-302.
• Janssen, O. (2003). “Innovative behaviour and job involvement at the price of conflict and less satisfactory relations with co‐workers”, Journal of Occupational and Organizational Psychology, 76(3), 347-364.
• Janssen, O. (2005). “The joint impact of perceived influence and supervisor supportiveness on employee innovative behaviour”, Journal of Occupational and Organizational Psychology, 78(4), 573-579.
• Johnson, J. L., & O'Leary‐Kelly, A. M. (2003). “The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal”, Journal of Organizational Behavior, 24(5), 627-647.
• Kalağan, G., & Güzeller, C. O. (2010). “Öğretmenlerin örgütsel sinizm düzeylerinin incelenmesi”, Pamukkale Üniversitesi Eğitim Fakültesi Dergisi, 27(27), 83-97.
• Kickul, J., & Lester, S. W. (2001). “Broken promises: Equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior”, Journal of Business and Psychology, 16(2), 191-217.
• Knol, J., & Van Linge, R. (2009). “Innovative behaviour: The effect of structural and psychological empowerment on nurses”, Journal of Advanced Nursing, 65(2), 359-370.
• Kogut, B. & Zander, U. (1992). “Knowledge of the firm, combinative capabilities, and the replication of technology”, Organization Science, 3(3), 383-397.
• Köksal, K., Eroğluer, K., & Yapar, H. (2018). “Psikolojik sözleşme ihlalinin yenilikçi davranışa etkisi: örgütsel sessizliğin rolü: Savunma sanyiinde bir uygulama”. Uluslararası İktisadi ve İdari İncelemeler Dergisi, 17. UIK Special Issue, 687-696.
• Li, S., & Chen, Y. (2018). “The relationship between psychological contract breach and employees’ counterproductive work behaviors: the mediating effect of organizational cynicism and work alienation”, Frontiers in Psychology, 9, 1273.
• Morrison E. W., & Robinson SL. (1997). “When employees feel betrayed: a model of how psychological contract violation develops”, Academy of Management Review, 22, 226-256.
• Navia, L. E. (1995). The philosophy of cynicism: an annotated bibliograph, Connecticut: Greenwood Publishing.
• Naus, F., Van Iterson, A., & Roe, R. (2007). “Organizational cynicism: Extending the exit, voice, loyalty, and neglect model of employees' responses to adverse conditions in the workplace”, Human Relations, 60(5), 683-718.
• Nunnally, J. C. (1978), Psychometric Theory, (Second ed.), New York: McGraw-Hill.
• Oldham, G. R., & Cummings, A. (1996). “Employee creativity: Personal and contextual factors at work”, Academy of Management Journal, 39(3), 607-634.
• Parzefall, M. R., Seeck, H. ve Leppänen, A. (2008), “Employee innovativeness in organizations: A review of the antecedents”, Finnish Journal of Business Economics, 2(08), 165-182.
• Pfrombeck, J., Doden, W., Grote, G., & Feierabend, A. (2020). “A study of organizational cynicism and how it is affected by social exchange relationships at work”. Journal of Occupational and Organizational Psychology. Erişim Adresi: https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12306 (05.06.2020).
• Polshak, T. C. (2014). “Validation of the MMPI-2_RF's RC3 cynicism scale”, Erişim Adresi: https://digitalcommons.pittstate.edu/etd/33/ (03.06.2020).
• Radaelli, G., Lettieri, E., Mura, M., & Spiller, N. (2014). “Knowledge sharing and innovative work behaviour in healthcare: A micro‐level investigation of direct and indirect effects”, Creativity and Innovation Management, 23(4), 400-414.
• Ramamoorthy, N., Flood, P. C., Slattery, T. ve Sardessai, R. (2005), “Determinants of innovative work behaviour: Development and test of an ıntegrated model”, Creativity and Innovation Management, 14(2), 142-150.
• Robinson S. L. & Rousseau D. M. (1994). “Violating the psychological contract: not the exception but the norm”, Journal of Organizational Behavior, 15, 245-259.
• Robinson, S. L., & Wolfe Morrison, E. (2000). “The development of psychological contract breach and violation: A longitudinal study”, Journal of Organizational Behavior, 21(5), 525-546.
• Rousseau, D. M. (1989). “Psychological and implied contracts in organizations”, Employee Responsibilities and Rights Journal, 2(2), 121-139.
• Sarikaya, M., & Kok, S. B. (2017). “The relationship between psychological contract breach and organizational cynicism”, European Scientific Journal, 13(10), 125-142.
• Scott, S. G. ve Bruce, R. A. (1994), “Determinants of innovative behavior: A path model of ındividual ınnovation in the workplace”, Academy of Management Journal, 37(3), 580-607.
• Sezgin, O., Tolay, E., & Sürgevil, O. (2016) “Örgütsel değişim sinizmi: çalışanların değişime karşı tutumlarının incelenmesine yönelik nitel bir araştırma”, Öneri Dergisi, 12(45), 411-438.
• Shahzad, A., & Mahmood, Z. (2012). “The mediating-moderating model of organizational cynicism and workplace deviant behavior: Evidence from banking sector in Pakistan”, Middle-East Journal of Scientific Research, 12(5), 580-588.
• Shalley, C. E. ve Gilson, Lucy L. (2004). “What leaders need to know: A review of social and contextual factors that can foster or hinder creativity”, The Leadership Quarterly, 15(1), 33-53.
• Sloterdijk, P. (1987). Critique of cynical reason. Minneapolis: University of Minnesota Press.
• Turgut, E. ve Begenirbaş, M. (2014). “İlişkisel sosyal sermayenin yenilikçi davranışa etkisinde örtülü bilgi paylaşımı davranışının aracılık rolü”. Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(1), 146-160.
• Unsworth, K. L. and Clegg, C. W. (2010) “Why Do Employees Undertake Creative Action?”, Journal of Occupational and Organizational Psychology, 83, 77–99.
• Van de Ven, A. H. (1986), “Central problems in the management of innovation”, Management Science, 32(5), 590-607.
• Vance, R. J., Brooks, S. M. & Tesluk, P. E. (1997). Organizational cynicism, cynical cultures, and organizational change. Unpublished manuscript, Center for Applied Behavioral Sciences, Pennsylvania State University.
• Wanous, J. P., Reichers, A. E., & Austin, J. T. (1994, August). Organizational cynicism: An initial study. In Academy of Management Proceedings (1994, (1), 269-273). Briarcliff Manor, New York: Academy of Management.
• Wilkerson, J. M., Evans, W. R., & Davis, W. D. (2008). “A test of coworkers' influence on organizational cynicism, badmouthing, and organizational citizenship behavior”, Journal of Applied Social Psychology, 38(9), 2273-2292.
• Wolfe, R. A. (1994). “Organizational innovation: Review, critique and suggested research directions”, Journal of Management Studies, 31(3), 405-431.
• Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). “Toward a theory of organizational creativity”, Academy of Management Review, 18(2), 293-321.
• Xerri, M. J., & Brunetto, Y. (2011). “Fostering the innovative behaviour of SME employees: a social capital perspective”, Research & Practice in Human Resource Management, 19(2), 43-59.
• Yuan, F., & Woodman, R. W. (2010). “Innovative behavior in the workplace: The role of performance and image outcome expectations”, Academy of Management Journal, 53(2), 323-342.
• Zhang, Q., Sun, S., Zheng, X., & Liu, W. (2019). “The role of cynicism and personal traits in the organizational political climate and sustainable creativity”, Sustainability, 11(1), 257.
• Zwick, T. (2002). “Employee resistance against innovations”, International Journal of Manpower. 23(6), 542-552.