The Effect of Coworkers’ Social Loafing on Indıvıdual’s Job Satisfactıon, Organizational Commitment and his own Social Loafing

Öz

As the studies on team work increases, social loafing has become one of the most important variable that effect teams productivity. In this study, the effect of coworkers’ social loafing on individual’s job satisfaction, organizational commitment and his own social loafing was examined. Data were collected from 175 teachers from technical high school. To identify the relationships among the study variables, correlation and regression analysis were conducted. The findings of the study showed that coworkers’ social loafing had a significant negative effect on both individual’s job satisfaction and organizational commitment and had a significant positive effect on his or her own social loafing. Furthermore, job satisfaction and organizational commitment had a significant negative effect on his or her own social loafing and partially mediated the relationship between coworkers’ social loafing and his or her own social loafing.

Anahtar Kelimeler

• Social Loafing
• Job Satisfaction
• Organizational Commitment

İş Arkadaşlarının Sosyal Kaytarmasının, Bireyin İş Tatmini, Örgütsel Bağlılık ve Kendi Kaytarma Davranışlarına Etkisi

Öz

Sosyal kaytarma, takım çalışmalarının arttığı günümüzde, takımın verimliliğini etkileyen önemli değişkenlerden biridir. Bu çalışmada iş arkadaşlarının sosyal kaytarmasının, bireyin iş tatminine, örgütsel bağlılığına ve bireyin kendi sosyal kaytarmasına etkisi araştırılmıştır. Veriler, teknik bir lisede görev yapan 175 öğretmenden anket yoluyla toplanmıştır. Değişkenler arasındaki ilişkiler korelasyon ve hiyerarşik regresyon analiziyle incelenmiştir. Araştırma bulguları, iş arkadaşlarının sosyal kaytarmasının bireyin iş tatminine ve örgütsel bağlılığına negatif yönde anlamlı bir etki; kendi sosyal kaytarma davranışına da pozitif yönde anlamlı bir etki yaptığını göstermektedir. Ayrıca, iş tatmini ve örgütsel bağlılık bireyin sosyal kaytarma davranışına negatif yönlü anlamlı bir etki yaparken; iş arkadaşlarının sosyal kaytarma davranışının bireyin kendi sosyal kaytarma davranışlına etkisinde kısmi aracı rol oynamaktadır.

Anahtar Kelimeler

• Sosyal Kaytarma
• İş Tatmini
• Örgütsel Bağlılık

Kaynakça

1. Aggarwal, P. & O’Brien, C.L. (2008). Social loafing on group projects: Structural antecedents and effect on student satisfaction. Journal of Marketing Education, 30, 255-264.
2. Allen, N.J. & Meyer, J.P. (1990), The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
3. Barling, J. & Philips, M. (1993). Interactional, formal, and distributive justice in the workplace: An explarotory study. Journal of Psychology, 127, 649-656.
4. 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, 1173-1182.
5. Blau, P.M. (1964). Exchange and power in social life. New York: Wiley.
6. Byrne, B. (2010). Structural equation modeling with AMOS. New York: Routledge.
7. Cheung, G.W., & Lau, R.S. (2008). Testing mediation and suppression effects of latent variables: Bootstrapping with structural equation modeling. Organizational Research Methods, 11(2), 296-325.
8. Comer, D.R. (1995). A model of social loafing in real work groups. Human Relations, 48, 647-667

9. Deutsch, M. (1949). A Theory of cooperation and competition. Human Relations, 2, 129-152.
10. Duffy, M.K. & Shaw, J.D. (2000).The salieri syndrome: Consequences of envy in groups. Small Group Research, 31, 3-23.
11. Ensher, E.A., Grant-Vallone, E.J. & Donaldson, S.I. (2001), Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances. Human Resource Development Quarterly, 12(1), 53-72.
12. George, J.M. (1992). Extrinsic and intrinsic origins of perceived social loafing in organizations. Academy of Management Journal, 35, 191-202.
13. Hackman, J.R., & Oldham, G.R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170.
14. Jassawalla, A., Sashittal, H., & Malshe, A. (2009). Students’ perceptions of social loafing: Its antecedents and consequences in undergraduate business classroom teams. Academy of Management Learning & Education, 9(1), 42-54.
15. Jaworski, B.J., & Kohli, A.K. (1993). Market orientation: Antecedents and consequences. Journal of Marketing, 57, 53-70.
16. Judge, A.T., Thoresen, C.J., Bono, J.E & Patton G.K. (2001). The Job Satisfaction-Job Performance Relationship: A Qualitative and Quantitative Review. Psychological Bulletin, 127(3), 376-407.
17. Karau, S.J. & Williams, K.D. (1993). Social loafing: A meta-analytic review and theoretical integration. Journal of Personality and Social Psychology, 65, 681-706.
18. Kerr, N.L. (1983). Motivation looses in small groups: A social dilemma analysis. Journal of Personality and Social Psychology, 45, 819-828.
19. Latane, B., Williams, K., & Harkins, S. (1979). Many hands make light the work: The cause and consequences of social loafing. Journal of Personality and Social Psychology, 37, 822-832.
20. Liden, R. C., Wayne, S. J., Jaworski, R. A. & Bennett, N. (2004). Social loafing: A field investigation. Journal of Management, 30, 285-304.
21. MacKinnon, D.P. (2008). Introduction to statistical mediation analysis. New York: Lawrence Erlbaum Associates.
22. MacKinnon, D.P., Lockwood, C.M., Hoffman, J.M., West, S.G., & Sheets, V. (2002). A comparison of methods to test mediation and other intervening variable effects. Psychological Methods, 7(1), 83-104.
23. Meyer, J.P. & Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
24. Mowday R.T, Steers, R.M. & Porter, L.W. (1979). The measurement of organiizational commitment. Journal of Vocational Behavior, 14, 224-247.
25. Mulwey P.W., & Klein H.J. (1998). The impact of perceived loafing and collective efficacy on group goal processes and group performance. Organizational Behavior and Human Decision Processes, 74, 62-87.
26. Murphy, S.M., Wayne, S.J., Liden, R.C. & Erdoğan, B. (2003). Understanding social loafing: The role of justice perceptions and exchange relationships. Human Relations, 56(1), 61-84.
27. Organ D.W. (1977). A reappraisal and reinterpretation of the satisfaction – causes – performance hypothesis. Academy of Management Review, 2, 46–53.
28. Raykov, T., & Marcoulides, G.A. (2006). A first course in structural equation modeling. London: Lawrence Erlbaum.
29. Ringelmann, M. (1913). Recherches sur les moteurs animés: Travail de l'homme [Research on animate sources of power: The work of man], Annales de l'Institut National Agronomique, 2nd series, vol. 12, 1-40.
30. Siders, M.A., George, G. & Dharwadkar, R. (2001). The relationship of internal and external commitment foci to objective job performance measures. Academy of Management Journal, 44(3), 570-579.
31. Suliman, A.M.T. (2002). Is it really a mediating construct? The mediating role of organizational commitment in work climate-performance relationship. Journal of Management Development, 21(3), 170-183.
32. Tekleab, A.G., Takeuchi, R. & Taylor, M.S. (2005). Extendıng the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations. Academy of Management Journal, 48(1), 146–157.
33. Thibaut J.W. & Kelley, H.H. (1959). The social psychology of groups. New York: Wiley.
34. Triplett, N. (1898). The Dynamogenic factors in pacemaking and competition. American Journal of Psychology, 9, 507-533
35. Uhl-Bien, M., Graen, G.B. & Scandura, T.A. (2000). Implications of leader–member exchange (LMX) for strategic human resource management systems: Relationships as social capital for competitive advantage. Research in Personnel and Human Resources Management, 18, 137–85.