Örgütsel Sinizmin Yenilikçi İş Davranışları Üzerine Etkisi

Öz

Örgütsel sinizm negatif örgütsel davranışlar arasında yer alan ve örgütler için negatif sonuçlar ortaya çıkmasına neden olan bir unsur olarak kabul edilebilir. Söz konusu negatif sonuçlar içerisinde iş görenler sinik davranışlar sergilemeleri ön plana çıkabilmektedir. Ancak genel olarak yapılan çalışmalarda örgütsel sinizm üzerinde etkili olan değişkenler belirlenmeye çalışılmaktadır. Bu çalışmada farklı olarak örgütsel sinizmin çalışanların yenilikçi iş davranışları üzerindeki etkisini belirlemek amaçlanmıştır. Çalışmanın amacı örgütsel sinizmin yenilikçi iş davranışları üzerine etkisini tespit etmektir. Araştırmanın evrenini kamu işletmeleri dışında kalan, 20 ve daha üzerinde çalışanı olan ve kurumsal olarak faaliyetlerini devam ettiren işletmelerde görev yapan çalışanlar oluşturmaktadır. Söz konusu çalışanların sayısı 30.739 olarak belirlenmiştir. Gerekli örneklem sayısı %5 hata payı ve %95 güven şartları altında 380 olarak hesaplanmıştır. Verilerin normal dağılım gösterdiği tespit edilmiş ve bu doğrultuda parametrik nicel analizler kullanılarak veriler analiz edilmiştir. Çalışmada frekans, güvenilirlik, normal dağılım ve regresyon analizleri uygulanmıştır. Ölçekte yer alan ifadelerin ölçülmek istenen alt değişkenlere 0,50 üzerinde yük taşıdığı tespit edilmiştir. Bu nedenle ölçekten madde çıkarılmamıştır. Çalışma sonucunda örgütsel sinizmin çalışanların yenilikçi iş davranışlarını olumsuz yönde etkilediği tespit edilmiştir. Yapılan regresyon analizi sonucunda örgütsel sinizm düzeyi 1 birim arttığında çalışanların yenilikçi iş davranışı sergileme düzeylerinin %26,8 düzeyinde azaldığı tespit edilmiştir. İşletmelerin örgütsel sinizm faktörünü daha fazla önemsemeleri gerektiği söylenebilir. Çünkü işletmelerin daha etkili ve verimli çalışabilmeleri için yenilikçi iş davranışlarının çalışanlarca sergilenmesi gerekmektedir. Yenilikçi iş davranışları arasında yer alan fikir geliştirme ise işletmelerin etkili ve verimli süreçler tasarlamalarında ilk aşamayı oluşturmaktadır. Bu nedenle işletmelerin çalışanları sinik davranışa itecek uygulamalar ve davranışlardan kaçınmaları gerekir. Sinik davranışlar sergileyen bir çalışandan fikir geliştirmesini beklemek gerçekçi olmayacaktır.

Anahtar Kelimeler

• Örgütsel Sinizm
• Yenilikçi İş Davranışı
• Fikir Geliştirme
• Çalışanlar

The Effect of Organizational Cynicism on Innovative Work Behaviors

Abstract

Organizational cynicism can be considered as an element among negative organizational behaviors that leads to negative consequences for organizations. Among these negative consequences, cynical behaviors exhibited by employees may come to the forefront. This study aims to determine the effect of organizational cynicism on employees’ innovative work behaviors. Specifically, it seeks to examine how organizational cynicism influences employees’ willingness and ability to engage in innovative activities within the workplace. Distinctively, this study examines the effect of organizational cynicism on employees' innovative work behaviors. The population of the study consists of employees working in businesses that are not public enterprises, have 20 or more employees, and continue their activities as corporate entities. The number of these employees was determined to be 30,739. The required sample size was calculated as 380 under 5% margin of error and 95% confidence conditions. It was determined that the data showed normal distribution, and accordingly, the data were analyzed using parametric quantitative analyses. Frequency, reliability, normal distribution, and regression analyses were applied in the study. It was determined that the statements in the scale had a load of over 0.50 on the sub-variables intended to be measured. Therefore, no items were removed from the scale. As a result of the study, it was found that organizational cynicism negatively affects employees' innovative work behaviors. The regression analysis revealed that when the level of organizational cynicism increases by 1 unit, the level of employees exhibiting innovative work behavior decreases by 26,8%. It can be said that businesses need to pay more attention to the factor of organizational cynicism. This is because employees need to exhibit innovative work behaviors for businesses to operate more effectively and efficiently. Idea development, which is among innovative work behaviors, constitutes the first stage in designing effective and efficient processes for businesses. Therefore, businesses should avoid practices and behaviors that would push employees towards cynical behavior. It would not be realistic to expect an employee exhibiting cynical behaviors to develop ideas.

Keywords

• Organizational Cynicism
• Innovative Work Behavior
• Idea Development
• Employees

Kaynakça

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