Örgütsel Tutum Ve Davranışların İş Performansı ve İşten Ayrılma Niyetine Etkisi: İlişkisel Psikolojik Sözleşmelerin Aracılık Rolü

Yıl 2017, Sayı: 12, 239 - 270, 01.07.2017

Reyhan Başaran

Öz

Çalışanların örgütsel tutum ve davranışlarının, iş performansı ve işten ayrılma niyeti üzerindeki etkisinde ilişkisel psikolojik sözleşmelerin aracılık rolü olup olmadığının bu çalışmada değerlendirilmesi amaçlanmaktadır. Örgütsel tutum ve davranışların olumlu yönde geliştirilmesiyle, işletmenin istihdam sürecine katkı sağlanması ve varılan sonuçlara göre önerilerde bulunulması hedeflenmektedir. 868 çalışanın cevaplarından toplanan veriler analize uygun bulunmuştur. Çalışmanın nicel kısmında, verilerin analizi için güvenilirlik ve geçerlilik analizleri, açımlayıcı ve doğrulayıcı faktör analizi ile birlikte korelasyon analizleri yapılmıştır. Önerilen hipotetik model ve elde edilen veriler niceliksel olarak yapısal eşitlik modeli ile analiz edilmiştir. Elde edilen bulgulara göre, örgütsel özdeşleşmenin iş performansı üzerinde olumlu etkisi olduğu bulunurken, çalışmaya tutkunluğun iş performansı ve işten ayrılma niyeti üzerinde etkisinin olumlu olduğu görülmektedir. Araştırmanın bulguları ayrıca ilişkisel psikolojik sözleşmelerin, çalışmaya tutkunluk ve örgütsel özdeşleşme ile işten ayrılma niyeti arasında aracı rolü bulunduğuna dikkat çekmektedir.

Anahtar Kelimeler

Çalışmaya Tutkunluk, Örgütsel Özdeşleşme, İş Performansı, İşten Ayrılma Niyeti.

The Impact of Organizational Attitudes and Behaviors on Job Performance and Intention to Leave: The Mediating Role of Relational Psychological Contracts

Öz

The main purpose of this study to evaluate the impact of employees’ organizational attitudes and behaviors on job performance and intention to leave and mediating role of relational psychological contracts on the relationship. By developing organizational attitudes and behaviors in a positive way, it is aimed to contribute to the recruitment process and provide recommendations based on the conclusions reached. The sample data consisting of responses from 868 employees was considered suitable for the analysis. In quantitative part of the study, reliability and validity analysis, exploratory and confirmatory factor analysis, correlation analysis were used for the analysis of the data. The proposed hypothetical model and the data obtained were analyzed quantitatively using Structural Equation Modeling SEM . The findings indicated that work engagement has a positive impact on job performance and intention to leave while organizational identification only has a significant impact on job performance. The findings of the study also highlight that the relational psychological contracts have mediating effect on the relationship between work engagement, organizational identification and intention to leave.

Anahtar Kelimeler

Work Engagement, Organizational Identification, Job Performance, Intention to Leave.

Kaynakça

• Anderson, Neil, ve René Schalk. «The psychological contract in retrospect and prospect.» Journal of Organizational Behavior 19 (1998): 637-647.
• Ashforth, Blake E., ve Fred Mael. «Social Identity Theory and The Organization.» Academy of Management Review 14, no. 1 (1989): 20- 39.
• Bal, P. Matthjis, Rein De Cooman, ve Stefan T. Mol. «Dynamics of Psychological Contracts with Work Engagement and Turnover Intention: The Influence of Organizational Tenure.» European Journal of Work and Organizational Psychology 22, no. 1 (2013): 107- 122.
• Barnes, Donald C., ve Joel E. Collier. «Investigating work engagement in the service environment» Journal of Services Marketing 27, no. 6 (2013): 485 - 499.
• Beğenirbaş, Memduh, ve Abdullah Çalışkan. «Duygusal Emeğin İş Performansı ve İşten Ayrılma Niyetine Etkisinde Kişilerarası Çarpıklığın Rolü.» Business and Economics Journal 5, no. 2 (2014): 109-127.
• Blau, P. Exchange and Power in Social Life. New York: Wiley, 1964.
• Bluedorn, A. C. «A Unified Model of Turnover from Organizations.» Human Relations, 1982: 135-153.
• Boroş, Smaranda, ve Petru Lucian Curşeu. «Is it Here Where I Belong? An Integrative Model of Turnover Intentions.» Journal of Applied Social Psychology, 2013: 1553-1562.
• Carmeli, A., Gilat G. ve Waldman, D.A. «The Role of Perceived Organizational Performance in Organizational Identification, Adjustment and Job Performance.» Journal of Management Studies 44, no. 6 (2007): 972-992.
• Christian, Michael S., Adela S. Garza, ve Jerel E. Slaughter. «Work Engagement: A Quantitative Review and Test of Its Relations with Task and Contextual Performance.» Personnel Psychology (Wiley) 64 (2011): 89-136.
• Chungtai, Aamir Ali, ve Finian Buckley. «Work engagement antecedents, the mediating role of learning goal orientation and job performance.» Career Development International 16, no. 7 (2011): 684-705.
• Clausen, Thomas, ve Vilhelm Borg. «Psychosocial Work Characteristics as Predictors of Affective Organisational Commitment: A Longitudinal Multi-Level Analysis of Occupational Well-Being.» Applied Psychology: Helath and Well- Being 2, no. 2 (2010): 182-203.
• Clugston, M. «Does Cultural Socialization Predict Multiple Basesand Foci of Commitment.» Journal of Management, 2000: 5-30.
• Cole, M. S., ve H. Bruch. «Organizational Identity Strength, Identification, and Commitment and Their Relationship to Turnover Intention: Does Organizational Hierarchy Matter?» Journal of Organizational Behavior 27, no. 5 (2006): 585-605.
• Coyle-Shapiro, Jacqueline A-M., ve M. Parzefall. «Psychological Contracts.» Handbook of Organizational Behavior içinde, yazan Cary L. Cooper ve Julian Barling, 17-34. London, UK: SAGE Publications, 2008.
• Çelik, Mazlum, ve Ahmet Çıra. «Örgütsel Vatandaşlık Davranışının İş Performansı ve İşten Ayrılma Niyeti Üzerine Etkisinde Aşırı İş Yükünün Aracılık Rolü.» Ege Akademik Bakış 13, no. 1 (2013): 11- 20.
• Çöl, G. «Algılanan Güçlendirmenin İş Gören Performansı Üzerine Etkileri.» Doğuş Üniversitesi Dergisi, 2008: 35-46.
• Dalal, Reeshad S., Michael Baysinger, Bradley J. Brummel, ve James M. LeBreton. « The Relative Importance of Employee Engagement, Other Job Attitudes, and Trait Affect as Predictors of Job Perfor- man.» Journal of Applied Social Psychology 42, (2012): 295-325.
• Dawley, David, Jeffrey D. Houghton, ve Neil S. Bucklew. «Perceived Organizational Support and Turnover intention: The mediating effects of personal sacrifice and job fit.» The Journal of Social Psychology 150, no. 3 (2010): 238-257.
• Edwards, Martin R. «Organizational Identification: A Conceptual and Operational Review.» International Journal of Management Reviews 7, no. 4 (2005): 207-230.
• Gouldner, A. W. «The Norm of Reciprocity.» American Sociological Review 25 (1960): 161-178.
• Harris, Gregory E., ve James E. Cameron. «Multiple Dimensions of Organizational Identification and Commitment as Predictors of Turnover Intentions and Psychological Well-Being.» Canadian Journal of Behavioural Science 37, no. 3 (July 2005): 159-169.
• Kahn, William A. «Psychological Conditions of Personal Engagement and Disengagament At Work.» Academy of Management Journal 33, no. 4 (1990): 692-724.
• Karanika-Murray, Maria, Nikita Duncan, Halley M. Pontes, ve Mark D. Griffiths. «Organizational Identification, Work Engagement, and Job Satisfaction.» Journal of Managerial Psychology (Emerald) 30, no. 8 (2015): 1019-1033.
• Kirkman, B. L., ve B. Rosen. «Beyond Self-Management: Antecedents And Consequences of Team Empowerment.» Academy of Management Journal, 1999: 58-74.
• Knippenberg, D.V. R.V. Dick ve S. Tavares,. «Social Identity and Social Exchange: Identification, Support, and Withdrawal From the Job.» Journal of Applied Social Psychology 37, no. 3 (2007): 457-477.
• Macey, William H., ve Benjamin Schneider. «The Meaning of Employee Engagement.» Industrial and Organizational Psychology, 2008: 3-30.
• Mael, Fred, ve Blake E. Ashforth. «Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification.» Journal of Organizational Behavior (John Wiley&Sons) 13 (1992): 103-123.
• Meydan, Bilçin, ve Enver Özkalp. «Schaufeli ve Bakker Tarafından Geliştirilmiş Olan İşe Angaje Olma Ölçeğinin Türkçe'de Güvenilirlik ve Geçerliliğinin Analizi.» İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi 17, no. 3 (Temmuz 2015): 4-19.
• Meyer, J. P., Allen, N. J., ve Smith, C. A. (1993). «Commitment to Organizations and Occupations: Extension and Test of a Three- component Conceptualization.» Journal of Applied Psychology, 1993: 538-551.
• Meyer, J. P., ve N. J. Allen. Commitment in the Workplace: Theory, Research, and Application. Tousand Oaks: Sage Publications, 1997.
• Millward, Lynne J., ve Lee J. Hopkins. «Psychological Contracts, Organizational and Job Commitment.» Journal of Applied Psychology, 1998: 1530-1556.
• Mobley, W. H. «Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover.» Journal of Applied Psychology 62, no. 2 (1977): 237.
• Mobley, W.H., Griffin, R.W., Hand, H.H. & Meglino, B.M. «Review and Conceptual Analysis of the Employee Turnover Process.» Psychological Bulletin, 1979: 493-522.
• Mowday, R. T., L. W. Porter, ve R. M. Steers. Employee Organization Linkages: Psychology of Commitment, Absenteeism, and Turnover. Orlando: Academic, 1982.
• Newman, J. E. «Predicting Absenteeism and Turnover: A Field Comparison of Fishbain’s.» Journal of Applied Psychology 59, no. 5 (1974): 610-615.
• Ötken, Ayşe Begüm, ve Gül Selin Erben. «Örgütsel Özdeşleşme ve İşle Bütünleşme Arasındaki İlişkinin ve Amir Desteğinin Rolünün İncelenmesi.» Gazi University Journal of Economics & Administrative Sciences 12, no. 2 (2010): 93-118.
• Öz, Ela Ünler, ve Füsun Bulutlar. «Algılanan Kurumsal itibar ve Kurumdan Ayrılma niyeti Arasındaki İlişkide Bir Ara Değişken Olarak Özdeşleşmenin Rolü.» Yönetim Araştırmaları Dergisi, 2009: 35-52.
• Özgen, Hande Mimaroğlu, ve Hüseyin Özgen. «Psikolojik Sözleşme ve Boyutlarının İş Tatmini, Örgütsel Bağlılık ve İşten Ayrılma niyetine Etkileri: Tıbbi Satış Temsilcileri Üzerinde Bir Araştırma.» Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 19, no. 1 (2010): 1-19.
• Polat, M. ve Meydan, C. H. «Örgütsel Özdeşleşmenin Sinizm ve İşten Ayrılma Niyeti ile İlişkisi Üzerine Bir Araştırma.» Kara Harp Okulu Savunma Bilimleri Enstitüsü Dergisi, 2010: 145-172.
• Raja, U., Johns, G., & Ntalianis, F. «The Impact of Personality on Psychological Contracts.» Academy of Management Journal 47, no. 3 (2004): 350-367.
• Rich, Bruce Louis, Jeffrey A. Lepine, ve Eean R. Crawford. «Job Engagement: Antecedents and Effects On Job Performance.» Academy of Management Journal 53, no. 3 (2010): 617-635.
• Riketta, Michael. «Organizational Identification: A meta-analysis.» Journal of Vocational Behavior (Elsevier) 66 (2005): 358-384.
• Rousseau, Denise M. «New Hire Perceptions of Their Own and Their Employer's Obligations: A Study of Psychological Contracts.» Journal of Organizational Behavior, 1990: 389-400.
• Rousseau, Denise M. Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. Thousand Oaks, CA: Sage, 1995.
• Rousseau, Denise M. «Schema, promise and mutuality: The building blocks of the psychological contract.» Journal of Occupational and Organizational Psychology, 2001: 511-541.
• Rousseau, Denise M. «Why Workers Still Identify with Organisations.» Journal of Organisational Behaviour, no. 19 (1998): 217-233.
• Rousseau, Denise M., ve P. J. McLean. «The Contracts of Individuals and Organizations.» Research in Organizational Behavior, no. 15 (1993): 1-43.
• Schalk, René , ve Robert E. Roe. «Towards a Dynamic Model of the Psychological Contract.» Journal for the Theory of Social Behaviour, 2007: 167-182.
• Schaufeli, W. B., ve A. B. Bakker. «Defining and Measuring Work Engagement: Bringing Clarity to The Concept.» Work Engagement: A Handbookof Essential Theory and Research içinde, yazan A. B. Bakker ve M. P. Leiter, 25-38. New York, NY: Psychlogy Press, 2010.
• Schaufeli, Wilmar B., ve Arnold B. Bakker. «Job Demands, job resources, and their relationship with burnout and engagement: a multi-sample study.» Journal of Organizational Behavior 25 (2004): 293-315.
• Schaufeli, Wilmar B., Arnold B. Bakker, ve Marisa Salanova. «The Measurement of Work Engagement With a Short Questionnaire.» Educational and Psychological Measurement 66, no. 4 (2006): 701-716.
• Schein, E. H. Organizational Psychology. Englewood Cliffs, NJ: Prentice Hall, 1980.
• Schermelleh-Engel, Karin, Helfried Moosbrugger, ve Hans Müller. «Evaluating the fit of structural equation models: Tests of significance and descriptive Goodness-Of-Fit.» Measures of Psychological Research Online 8, no. 2 (2003): 23-74.
• Schmidt, Gordon B. «How Adult Attachment Styles Relate to Perceived Psychological Contract Breach and Affective Organizational Commitment.» Employee Responsibilities and Rights Journal 28, no. 1 (March 2016): 1-78.
• Schoemmel, Kristina, ve Thomas S. Jİnsson. «Multiple affective commitments: quitting intentions and job performance.» Employee Relations 36, no. 5 (2014): 516-534.
• Shahpouri, Samira , Kourosh Namdari, ve Ahmad Abadi. «Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses.» Applied Nursing Reseach (Elsevier) 30 (2016): 216- 221.
• Sigler, T. H., ve C. M. Pearson. «Creating an Empowering Culture Examining the Relationship Between Organizational Culture and Perceptions of Empowerment.» Journal of Quality Management, 2000: 27-52.
• Sonnentag, S. «Recovery, Work Engagement, and Proactive Behavior: A New Look at the Interface Between Non-work and Work.» Journal of Applied Psychology 88 (2003): 518-28.
• Sonnentag, Sabine, Judith Volmer, ve Anne Spychala. «Job Performance.» Handbook of Organizational Behavior, 2008: 427-447.
• Sonnentag, Sabine, ve Michael Frese. «Performance Concepts and Performance Theory.» Psychological Management of Individual Performance içinde. 2001.
• Tajfel, Henri. Differentiation between social groups: Studies in the social psychology of intergroup relations. London: Published in cooperation with European Association of Experimental Social Psychology by Academic Press., 1978.
• Tak, Bilçim, ve B. A. Aydemir. «Örgütsel Özdeşleşme Üzerine İki Görgül Çalışma.» 12.Ulusal Yönetim Ve Organizasyon Kongresi Bildiri Kitabı, 27 - 29 Mayıs 2004: 59-63.
• Tett, Robert P., ve John P. Meyer. «Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-analytic Findings.» Personnel Psychology 46 (1993): 259-293.
• Turgut, Tülay. «Çalışmaya Tutkunluk.» Kurumlarda İyilik de Var içinde, yazan Der. Güler İslamoğlu, 57-89. Nobel Yayın Dağıtım, 2010.
• Ünal, Zeynep Merve. «Does Affective Commitment Mediate the Relationship Organizational Identification?» International Journal of Academic Research in Business and Social Sciences 4, no. 3 (2014): 2222-6990.
• Viswesvaran, Chockalingam, ve Deniz S. Ones. «Perspectives on Models of Job Performance.» International Journal of Selection and Assessment, 2000: 216-226.
• Wasti, Arzu, ve Ö. Can. «Bağlılık Odakları: Örgüte, Amire, Çalışma Arkadaşlarına Bağlılık Ölçeklerinin Türkçe’de Geçerlemesi.» 15. Ulusal Yönetim ve Organizasyon Kongresi Tebliğ Kitabı, 2007: 735- 744.
• Wegge, J., R.V.Dick, G.K.Fisher, C.Wecking ve K. Moltzen,. «Work Motivation, Organizational Identification and Well-Being in Call Centre Work.» Work&Stress 20, no. 1 (2006): 60-83.
• Williams, R. S. Managing Employee Performance: Design and Implementation in Organizations. London, UK: Thompson Learning, 2002.
• Yeh, Ching-Wen. «Relationships among service climate, psychological contract, work engagement and service performance.» Journal of Air Transport Management (Elsevier) 25 (2012): 67-70.