Araştırma Makalesi
BibTex RIS Kaynak Göster

Yıl 2020, Cilt: 13 Sayı: 2, 550 - 565, 31.12.2020

Coşkun Akça Halil Özcan Özdemir

https://doi.org/10.17218/hititsosbil.804437

Öz

The purpose of this article is to reveal the role of person-job fit in the influence of employees' person organization fit levels on their contextual performance. In the literature review, no research was found on the role of person-job fit in the relationship between person– organization fit and contextual performance. A questionnaire was created to measure the research variables. Data collected from 458 employees were subjected to frequency analysis, reliability analysis, confirmatory factor analysis, correlation analysis and hierarchical regression analysis. R2 = 0,179 on the effect of person–organization fit on contextual performance; R2 = 0,217 on the effect of person–organization fit and person-job fit on contextual performance. According to the obtained results; It has been determined that individual-job fit plays a moderating role in the effect of individual-organization fit on contextual performance.

Kaynakça

  • Afsar, B., Badir, Y. ve Khan, M. M. (2015). Person–Job Fit, Person–Organization Fit and İnnovative Work Behavior: The Mediating Role of İnnovation Trust. The Journal of High Technology Management Research, 26(2): 105-116.
  • Allen, T. D. ve Rush, M. C. (1998). The Effects of Organizational Citizenship Behavior on Performance Judgments: A Field Study and A Laboratory Experiment. Journal of Applied Psychology, 83: 247–260.
  • Bayram, A., Şeker, M., Büyüksivaslıoğlu, N. M., Reyhancan, M., Vyacheslav, T. ve Botakarayev, B. (2019). The Mediating Role of Stress on the Relationship between Organizational Culture and Dysfunctional Attitudes: A Field Study. Elementary Education Online, 19(1): 147-156.
  • Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the Criterion Domain to Include Elements of Contextual Performance, in (Eds.) N.Schmitt, W. C. Borman, And Associates, Personnel Selection in Organizations, 71-98.
  • Borman, W. C. ve Motowidlo, S. J. (1997). Task Performance and Contextual Performance: The Meaning for Personnel Selection Research. Human Performance, 10: 99−109.
  • Bretz, R. D. ve Judge, T. A. (1994). Person–Organization Fit and The Theory of Work Adjustment: Implications for Satisfaction, Tenure, and Career Success. Journal of Vocational Behavior, 44(1): 32–54.
  • Brkich, M., Jeffs, D. ve Carless, S. A. (2002). A Global Self-Report Measure of Person–Job Fit. European Journal of Psychological Assessment, 18(1): 43–51.
  • Cable, D. M. ve Judge, T. A. (1996). Person–Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67(3): 294–311.
  • Cable, D. M. ve Judge, T. A. (1997). Interviewers’ Perceptions of Person–Organization Fit and Organizational Selection Decisions. Journal of Applied Psychology, 82(4): 546–561.
  • Campbell, J. P. (1990). Modeling The Performance Prediction Problem in İndustrial and Organizational Psychology, in Dunnette, M. D. And Hough, L. M. (Eds), Handbook of Industrial and Organizational Psychology, 2nd Ed., Vol. 1, Consulting Psychologists Press, Palo Alto, CA. 687-732.
  • Chatman, J. A. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Administrative Science Quarterly, 36(3): 459–484.
  • Christiansen, N., Villanova, P. ve Mikulay, S. (1997). Political İnfluence Compatibility: Fitting The Person to the Climate. Journal Of Organizational Behavior, 18: 709–730.
  • Demirtaş, Ö. (2014). İsyerlerinde Olumsuz Durumlari İfşa Etmenin Etik İklim Üzerindeki Etkisi: Yildirma Algisinin Moderatör Rolü/The Whistleblowing Impact on Ethical Climate: Moderator Role of Mobbing Perception. Istanbul Üniversitesi İşletme Fakültesi Dergisi, 43(1): 136-156.
  • Edwards, J. R. (1991). Person–Job Fit: A Conceptual İntegration, Literature Review, and Methodological Critique. In Cooper CLRIT (Ed.), International Review of İndustrial and Organizational Psychology, Chichester, UK: Wiley. 6: 283–357.
  • Farooqui, S. ve Nagendra, A. (2014). The Impact of Person Organization Fit on Job Satisfaction and Performance of the Employees, Procedia Economics and Finance, 11: 122-129.
  • Goodman S. A. ve Svyantek, D. J. (1999). Person–Organization Fit and Contextual Performance: Do Shared Values Matter? Journal of Vocational Behavior, 55(2): 254–275.
  • Hogan, J., Suzan, L. R. ve Walter C. B. (1998). Relations between Contextual Performance, Personality, and Occupational Advancement, Human Performance, 11: 189-207.
  • Jawahar, I. M. ve Carr, D.(2007). Conscientiousness and Contextual Performance the Compensatory Effects of Perceived Organizational Support and Leader-Member Exchange, Journal of Managerial Psychology, 22: 330-349.
  • Judge, T. A. ve Cable, D. M. (1997). Applicant Personality, Organizational Culture, and Organization Attraction. Personnel Psychology, 50(2): 359–394.
  • Kalaycı, Ş. (Ed.). (2005). SPSS uygulamalı çok değişkenli istatistik teknikleri. Ankara: Asil Yayın Dağıtım.
  • Kristof, A. L. (1996). Person-Organization Fit: An İntegrative Review of Its Conceptualizations, Measurement, and İmplications. Personnel Psychology, 49: 1-49.
  • Kristof-Brown, A. L., Zimmerman, R. D. ve Johnson, E. C. (2005). Consequences of İndividuals' Fit at Work: A Meta-Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel Psychology, 58: 281–342.
  • Lauver, K. J. ve Kristof-Brown, A. (2001). Distinguishing between Employees' Perceptions of Person-Job and Person-Organization Fit. Journal of Vocational Behavior, 59(3), 454–470.
  • Li, C. ve Hung, C. (2010). An Examination of the Mediating Role of Person-Job Fit in Relations between İnformation Literacy and Work Outcomes. Journal of Workplace Learning, 22(5): 306-318.
  • Mcculloch, M. C. ve Turban, D. B. (2007). Using Person-Organization Fit to Select Employees for High-Turnover Jobs. International Journal of Selection and Assessment, 15(1), 63–71.
  • Meyer J. P., Hecht T. D., Gil, H. ve Topolnytsky, L. (2010). Person-Organization (Culture) Fit and Employee Commitment Under Conditions of Organizational Change: A Longitudinal Study. Journal of Vocational Behavior. 76: 458-473.
  • Motowidlo, S. J., Borman, W. C. ve Schmit, M. J. (1997). A Theory of Individual Differences in Task and Contextual Performance. Human Performance, 10(2): 71-83.
  • Muchinsky, P. M. ve Monahan, C. J. (1987). What is Person-Environment Congruence? Supplementary Versus Complementary Models of Fit. Journal of Vocational Behavior. 31: 268-277.
  • Netemeyer, R. G., Boles, J. S., Mckee, D. O. ve Mcmurrian, R. (1997). An İnvestigation into the Antecedents of Organizational Citizenship Behaviors in A Personal Selling Context. Journal Of Marketing, 61(3): 85-98.
  • Organ, D. W. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington, MA: Lexington Books.
  • Ryan, A. M. ve Schmit, M. J. (1996). An Assessment of Organizational Climate and P-E Fit: A Tool for Organizational Change. The International Journal of Organizational Analysis, 4(1): 75–95.
  • Saks, A. M. ve Ashforth, B. E. (2002). Is Job Search Related to Employment Quality? It All Depends on the Fit. Journal of Applied Psychology, 87(4): 646–654.
  • Schneider, B., Goldstein. H. W. ve Smith, D. B. (1995). The ASA Framework: An Update. Personnel Psychology, 48(4): 747–773.
  • Şeker, Y., ve İşleyen, A. (2018). Finansal muhasebe derslerinde oluşan kavram yanılgılarına yönelik bir araştırma. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(3), 2403-2418. doi: 10.17218/hititsosbil.475232
  • Tom, V. R. (1971). The Role of Personality and Organizational İmages in the Recruiting Process. Organizational Behavior and Human Performance. 6: 573–592.
  • Tzu-Shian Han, Hsu-Hsin Chiang, David Mcconville ve Chia-Ling Chiang (2015). A Longitudinal Investigation of Person–Organization Fit, Person–Job Fit, and Contextual Performance: The Mediating Role of Psychological Ownership, Human Performance, 28(5): 425-439.
  • Van Dyne, L., Cummings, L. L. ve Parks, J. M. (1995). Extra-Role Behaviors: In Pursuit of Construct and Definitional Clarity (A Bridge Over Muddied Waters). Research in Organizational Behavior, 17: 215-285.
  • Van Scotter, J. R. ve Motowidlo, S. J. (1996). Interpersonal Facilitation and Job Dedication as Separate Facets of Contextual Performance. Journal of Applied Psychology, 81: 525−531.
  • Werbel, J. D. ve Gilliland, S. W. (1999). Person-Environment Fit in the Selection Process. In Ferris G. R. (Ed.), Research in Human Resource Management, Vol. 17 (s. 209–243). Elsevier Science/JAI Press.
  • Yalçin, İ. ve Bayram, A. (2020). Birey-Örgüt Uyumu. M. Şerif Şimşek, Adnan Çelik, Tahir Akgemci ve Ahmet Diken (Ed). Örgütsel Davraniş ve Yönetim Psikolojisi içinde (s. 161-166). Konya: Eğitim Yayınevi.

BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA

Yıl 2020, Cilt: 13 Sayı: 2, 550 - 565, 31.12.2020

Coşkun Akça Halil Özcan Özdemir

https://doi.org/10.17218/hititsosbil.804437

Öz

Bu makalenin amacı, çalışanların birey-örgüt uyumu düzeylerinin bağlamsal performanslarına etkisinde birey-iş uyumunun rolünü ortaya koymaktır. Literatür taramasında birey-örgüt uyumu ile bağlamsal performans arasındaki ilişkide birey-iş uyumunun rolüne yönelik bir araştırmaya rastlanmamıştır. Araştırma değişkenlerini ölçmek için bir anket formu oluşturulmuştur. 458 çalışandan toplanan veriler frekans analizi, güvenilirlik analizi, doğrulayıcı faktör analizi, korelasyon analizi ve hiyerarşik regresyon analizine tabi tutulmuştur. Birey-örgüt uyumunun bağlamsal performans üzerindeki etkisinde R2 değeri 0,179; birey-örgüt uyumu ve birey-iş uyumunun bağlamsal performansa etkisinde R2 değeri 0,217 olarak hesaplanmıştır. Elde edilen sonuçlara göre; birey-örgüt uyumunun bağlamsal performansa etkisinde birey-iş uyumunun düzenleyici rol oynadığı tespit edilmiştir.

Anahtar Kelimeler

Birey-İş Uyumu Birey-Örgüt Uyumu Bağlamsal Performans Çalışan Performansı Birey Örgüt Uyumu

Kaynakça

  • Afsar, B., Badir, Y. ve Khan, M. M. (2015). Person–Job Fit, Person–Organization Fit and İnnovative Work Behavior: The Mediating Role of İnnovation Trust. The Journal of High Technology Management Research, 26(2): 105-116.
  • Allen, T. D. ve Rush, M. C. (1998). The Effects of Organizational Citizenship Behavior on Performance Judgments: A Field Study and A Laboratory Experiment. Journal of Applied Psychology, 83: 247–260.
  • Bayram, A., Şeker, M., Büyüksivaslıoğlu, N. M., Reyhancan, M., Vyacheslav, T. ve Botakarayev, B. (2019). The Mediating Role of Stress on the Relationship between Organizational Culture and Dysfunctional Attitudes: A Field Study. Elementary Education Online, 19(1): 147-156.
  • Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the Criterion Domain to Include Elements of Contextual Performance, in (Eds.) N.Schmitt, W. C. Borman, And Associates, Personnel Selection in Organizations, 71-98.
  • Borman, W. C. ve Motowidlo, S. J. (1997). Task Performance and Contextual Performance: The Meaning for Personnel Selection Research. Human Performance, 10: 99−109.
  • Bretz, R. D. ve Judge, T. A. (1994). Person–Organization Fit and The Theory of Work Adjustment: Implications for Satisfaction, Tenure, and Career Success. Journal of Vocational Behavior, 44(1): 32–54.
  • Brkich, M., Jeffs, D. ve Carless, S. A. (2002). A Global Self-Report Measure of Person–Job Fit. European Journal of Psychological Assessment, 18(1): 43–51.
  • Cable, D. M. ve Judge, T. A. (1996). Person–Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67(3): 294–311.
  • Cable, D. M. ve Judge, T. A. (1997). Interviewers’ Perceptions of Person–Organization Fit and Organizational Selection Decisions. Journal of Applied Psychology, 82(4): 546–561.
  • Campbell, J. P. (1990). Modeling The Performance Prediction Problem in İndustrial and Organizational Psychology, in Dunnette, M. D. And Hough, L. M. (Eds), Handbook of Industrial and Organizational Psychology, 2nd Ed., Vol. 1, Consulting Psychologists Press, Palo Alto, CA. 687-732.
  • Chatman, J. A. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Administrative Science Quarterly, 36(3): 459–484.
  • Christiansen, N., Villanova, P. ve Mikulay, S. (1997). Political İnfluence Compatibility: Fitting The Person to the Climate. Journal Of Organizational Behavior, 18: 709–730.
  • Demirtaş, Ö. (2014). İsyerlerinde Olumsuz Durumlari İfşa Etmenin Etik İklim Üzerindeki Etkisi: Yildirma Algisinin Moderatör Rolü/The Whistleblowing Impact on Ethical Climate: Moderator Role of Mobbing Perception. Istanbul Üniversitesi İşletme Fakültesi Dergisi, 43(1): 136-156.
  • Edwards, J. R. (1991). Person–Job Fit: A Conceptual İntegration, Literature Review, and Methodological Critique. In Cooper CLRIT (Ed.), International Review of İndustrial and Organizational Psychology, Chichester, UK: Wiley. 6: 283–357.
  • Farooqui, S. ve Nagendra, A. (2014). The Impact of Person Organization Fit on Job Satisfaction and Performance of the Employees, Procedia Economics and Finance, 11: 122-129.
  • Goodman S. A. ve Svyantek, D. J. (1999). Person–Organization Fit and Contextual Performance: Do Shared Values Matter? Journal of Vocational Behavior, 55(2): 254–275.
  • Hogan, J., Suzan, L. R. ve Walter C. B. (1998). Relations between Contextual Performance, Personality, and Occupational Advancement, Human Performance, 11: 189-207.
  • Jawahar, I. M. ve Carr, D.(2007). Conscientiousness and Contextual Performance the Compensatory Effects of Perceived Organizational Support and Leader-Member Exchange, Journal of Managerial Psychology, 22: 330-349.
  • Judge, T. A. ve Cable, D. M. (1997). Applicant Personality, Organizational Culture, and Organization Attraction. Personnel Psychology, 50(2): 359–394.
  • Kalaycı, Ş. (Ed.). (2005). SPSS uygulamalı çok değişkenli istatistik teknikleri. Ankara: Asil Yayın Dağıtım.
  • Kristof, A. L. (1996). Person-Organization Fit: An İntegrative Review of Its Conceptualizations, Measurement, and İmplications. Personnel Psychology, 49: 1-49.
  • Kristof-Brown, A. L., Zimmerman, R. D. ve Johnson, E. C. (2005). Consequences of İndividuals' Fit at Work: A Meta-Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel Psychology, 58: 281–342.
  • Lauver, K. J. ve Kristof-Brown, A. (2001). Distinguishing between Employees' Perceptions of Person-Job and Person-Organization Fit. Journal of Vocational Behavior, 59(3), 454–470.
  • Li, C. ve Hung, C. (2010). An Examination of the Mediating Role of Person-Job Fit in Relations between İnformation Literacy and Work Outcomes. Journal of Workplace Learning, 22(5): 306-318.
  • Mcculloch, M. C. ve Turban, D. B. (2007). Using Person-Organization Fit to Select Employees for High-Turnover Jobs. International Journal of Selection and Assessment, 15(1), 63–71.
  • Meyer J. P., Hecht T. D., Gil, H. ve Topolnytsky, L. (2010). Person-Organization (Culture) Fit and Employee Commitment Under Conditions of Organizational Change: A Longitudinal Study. Journal of Vocational Behavior. 76: 458-473.
  • Motowidlo, S. J., Borman, W. C. ve Schmit, M. J. (1997). A Theory of Individual Differences in Task and Contextual Performance. Human Performance, 10(2): 71-83.
  • Muchinsky, P. M. ve Monahan, C. J. (1987). What is Person-Environment Congruence? Supplementary Versus Complementary Models of Fit. Journal of Vocational Behavior. 31: 268-277.
  • Netemeyer, R. G., Boles, J. S., Mckee, D. O. ve Mcmurrian, R. (1997). An İnvestigation into the Antecedents of Organizational Citizenship Behaviors in A Personal Selling Context. Journal Of Marketing, 61(3): 85-98.
  • Organ, D. W. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington, MA: Lexington Books.
  • Ryan, A. M. ve Schmit, M. J. (1996). An Assessment of Organizational Climate and P-E Fit: A Tool for Organizational Change. The International Journal of Organizational Analysis, 4(1): 75–95.
  • Saks, A. M. ve Ashforth, B. E. (2002). Is Job Search Related to Employment Quality? It All Depends on the Fit. Journal of Applied Psychology, 87(4): 646–654.
  • Schneider, B., Goldstein. H. W. ve Smith, D. B. (1995). The ASA Framework: An Update. Personnel Psychology, 48(4): 747–773.
  • Şeker, Y., ve İşleyen, A. (2018). Finansal muhasebe derslerinde oluşan kavram yanılgılarına yönelik bir araştırma. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(3), 2403-2418. doi: 10.17218/hititsosbil.475232
  • Tom, V. R. (1971). The Role of Personality and Organizational İmages in the Recruiting Process. Organizational Behavior and Human Performance. 6: 573–592.
  • Tzu-Shian Han, Hsu-Hsin Chiang, David Mcconville ve Chia-Ling Chiang (2015). A Longitudinal Investigation of Person–Organization Fit, Person–Job Fit, and Contextual Performance: The Mediating Role of Psychological Ownership, Human Performance, 28(5): 425-439.
  • Van Dyne, L., Cummings, L. L. ve Parks, J. M. (1995). Extra-Role Behaviors: In Pursuit of Construct and Definitional Clarity (A Bridge Over Muddied Waters). Research in Organizational Behavior, 17: 215-285.
  • Van Scotter, J. R. ve Motowidlo, S. J. (1996). Interpersonal Facilitation and Job Dedication as Separate Facets of Contextual Performance. Journal of Applied Psychology, 81: 525−531.
  • Werbel, J. D. ve Gilliland, S. W. (1999). Person-Environment Fit in the Selection Process. In Ferris G. R. (Ed.), Research in Human Resource Management, Vol. 17 (s. 209–243). Elsevier Science/JAI Press.
  • Yalçin, İ. ve Bayram, A. (2020). Birey-Örgüt Uyumu. M. Şerif Şimşek, Adnan Çelik, Tahir Akgemci ve Ahmet Diken (Ed). Örgütsel Davraniş ve Yönetim Psikolojisi içinde (s. 161-166). Konya: Eğitim Yayınevi.
Toplam 40 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Coşkun Akça 0000-0003-3020-6694

Halil Özcan Özdemir 0000-0002-0021-3618

Yayımlanma Tarihi 31 Aralık 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 13 Sayı: 2

Kaynak Göster

APA Akça, C., & Özdemir, H. Ö. (2020). BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 13(2), 550-565. https://doi.org/10.17218/hititsosbil.804437
AMA Akça C, Özdemir HÖ. BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA. hititsosbil. Aralık 2020;13(2):550-565. doi:10.17218/hititsosbil.804437
Chicago Akça, Coşkun, ve Halil Özcan Özdemir. “BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA”. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 13, sy. 2 (Aralık 2020): 550-65. https://doi.org/10.17218/hititsosbil.804437.
EndNote Akça C, Özdemir HÖ (01 Aralık 2020) BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 13 2 550–565.
IEEE C. Akça ve H. Ö. Özdemir, “BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA”, hititsosbil, c. 13, sy. 2, ss. 550–565, 2020, doi: 10.17218/hititsosbil.804437.
ISNAD Akça, Coşkun - Özdemir, Halil Özcan. “BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA”. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 13/2 (Aralık 2020), 550-565. https://doi.org/10.17218/hititsosbil.804437.
JAMA Akça C, Özdemir HÖ. BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA. hititsosbil. 2020;13:550–565.
MLA Akça, Coşkun ve Halil Özcan Özdemir. “BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA”. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, c. 13, sy. 2, 2020, ss. 550-65, doi:10.17218/hititsosbil.804437.
Vancouver Akça C, Özdemir HÖ. BİREY-ÖRGÜT UYUMUNUN BAĞLAMSAL PERFORMANS ÜZERİNE ETKİSİNDE BİREY-İŞ UYUMUNUN DÜZENLEYİCİ ROLÜNÜN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA. hititsosbil. 2020;13(2):550-65.