ALGILANAN ÖRGÜTSEL ETİĞİN, ÖRGÜT İLE İLİŞKİLER VE AİDİYET DUYGUSU ÜZERİNDE ETKİSİ

Öz

Örgütler farklı etik düzeylerde yer almaktadırlar ve çalışanlar örgütlerinin ne kadar etik olduğu konusunda farklı algılara sahiptirler. Bu algılar onların iş tutum ve davranışlarını etkileyebilmektedir. Ancak çalışanların örgütlerindeki etik algılarının iş tutumlarını ve davranışlarını nasıl etkileyebileceği sorusu araştırmalarca yeterince ele alınmamış bir konudur. Örgütlerin karşı karşıya oldukları stratejik kamuoyu arasında çalışanlar kuşkusuz, örgütlerin en yakın bağlantıya sahip oldukları grubu oluşturmaktadır. Bir örgüt ve çalışanları arasındaki ilişki, bir örgütü etkili kılan unsurların merkezinde yer almaktadır. Çalışanların bir örgütle nasıl doğrudan ilişkiye sahip olabileceği konusu bazı kişilere şüpheli gelmektedir. Ancak halkla ilişkiler perspektifinden bakıldığında, ilişkiler her iki tarafın diğeri üzerinde yarattığı doğrudan ve dolaylı etkileri içermektedir. Aidiyet duygusu çalışanlar için temel bir öneme sahiptir ve işyeri birçok kişinin gerçek bir aidiyet duygusu yaşadığı bir tür topluluk görevi görmektedir. Çalışanlar örgütün etik davranışı destekleyerek teşvik ettiğini ve etik dışı davranışı ise onaylamayarak engellediğini algılarlarsa, kendilerini örgüte daha bağlı ve adanmış hissedebilirler. Bu araştırmanın amacı, algılanan örgütsel etik ve çalışanların örgütle ilişkileri ve aidiyet duyguları arasındaki ilişkiyi ortaya koymaktır. Araştırma sonuçları çalışanlarca algılanan örgütsel etiğin çalışanların örgüt ile ilişkileri ve aidiyet duyguları üzerinde pozitif etkisi olduğunu, bununla birlikte çalışanların örgüt ile ilişkilerinin çalışanlarca algılanan örgütsel etik ve çalışanların aidiyet duygusu arasındaki ilişkide aracı rolü olduğunu ortaya koymaktadır.

Anahtar Kelimeler

• etik iklim
• algılanan örgütsel etik
• örgüt ile ilişkiler
• aidiyet duygusu

THE EFFECT OF PERCEIVED ORGANIZATIONAL ETHICS ON RELATIONSHIPS WITH THE ORGANIZATION AND SENSE OF BELONGING

Öz

Organizations are at different ethical levels and employees have different perceptions of how ethical their organizations are. These perceptions can affect their job attitudes and behaviors. However, the question of how the ethical perceptions of employees in their organizations can affect their job attitudes and behaviors is an issue that has not been adequately addressed by research. Among the strategic publics that organizations face, employees are undoubtedly the group with which organizations have the closest connection. The relationship between an organization and its employees is at the center of what makes an organization effective. The question of how employees can have a direct relationship with an organization seems suspicious to some. However, from a public relations perspective, these relations involve both direct and indirect effects on the other. Sense of belonging is fundamental to employees, and the workplace acts as a kind of community where many people experience a true sense of belonging. If employees perceive that the organization encourages and encourages ethical behavior and prevents unethical behavior by disapproval, they may feel more connected and dedicated to the organization. The purpose of this research is to reveal the relationship between perceived organizational ethics and employees’ relationships with the organization and their sense of belonging. The results of the study reveal that organizational ethics perceived by employees have a positive effect on employees’ relationships with the organization and their sense of belonging. Furthermore, the relationship between employees and the organization has a mediating role in the relationship between employees’ perceived organizational ethics and employees’ sense of belonging.

Kaynakça

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