BibTex RIS Kaynak Göster

THE EFFECT OF PERFORMANCE APPRASIAL ERRORS ON INTENTION TO LEAVE AND TRUST TO MANAGER

Yıl 2019, Cilt: 15 Sayı: 1, 223 - 240, 01.01.2019
https://doi.org/10.17130/ijmeb.2019149867

Öz

The purpose of this research is determining the correlations between performance appraisal errors, intention to leave and trust to manager with employees’ perceptions. The research population is workers in the food chain markets that is between member companies of the Turkish Retailers Federation. The sample of the research is 6.000 employees who work in the food chain markets in various cities of Turkey. During this analysis process, measures of central tendency, basic descriptive statistics, correlation, regression and mutiple regression analysis methods were used. It has been found that employees in the food chain markets trust to manager high level, have moderate intention to leave and have moderate perception of performance apprasial errors. It has been found that in the food chain markets made errors when in the process of performance apprasial increase, employees’ intention to leave increase and their trust to manager decrease. Also it has seen that when employees’ trust to manager decreases, their intention to leave increase

Kaynakça

  • Arı, G. S. (2003). Yöneticiye duyulan güven örgütsel bağlılığı arttırır mı? Gazi Üniversitesi Ticaret ve Turizm Eğitim Fakültesi Dergisi, 2, 17-36.
  • Aslan, Z. & Etyemez, S. (2015). İşgörenlerin tükenmişlik düzeylerinin işten ayrılma niyeti üzerine etkisi: Hatay’daki otel işletmelerinde bir araştırma. İşletme Araştırmaları Dergisi, 7 (3), 482-507.
  • Bachmann, R. & Zaheer, A. (2006). Handbook of trust research. Edwar Elgan Publishing, U.K.
  • Baier, A. (1986). Trust and antitrust. Ethics, 96 (2), 231-260.
  • Bianchi, R. (2016). Occupational and non-occupational strains should be concomitantly considered in research on burnout, organizational commitment, and turnover intention. International Journal of Nursing Studies, 53 (2016), 403-404.
  • Chan, S. H. J. & Mai, X. (2015). The relation of career adaptability to satisfaction and turnover intentions. Journal of Vocational Behavior, 89 (2015), 130-139.
  • Clark, M. C. & Payne, R. L. (1997). The nature and structure of workers trust in management. Journal of Organizational Behavior, 18, 205-224.
  • Cook, J. & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non- fulfiment. Journal of Occupational Psychology, 53, 39-52.
  • Davis, J. H., Schoorman, F. D., Mayer, R.C., & Tan, H. H. (2000). The trusted general manager and business unit performance: Empirical evidence of a competitive advantage. Strategic Management Journal, 21, 563-576.
  • Goddard, R. D., Tschannen-Moran, M., & Hoy, W. K. (2001). A multilevel examination of the distrubution and effects of teacher trust in student and parents in urban elemantary schools. The Elementary School Journal, 102 (1), 3-17.
  • Erbaşı, A. (2011). Performans esaslı bütçeleme sisteminde balanced scorecard kullanımı ve bir model yaklaşımı (Yayımlanmamış Doktora Tezi). Selçuk Üniversitesi, Sosyal Bilimler Enstitüsü, Konya.
  • Erbaşı, A., Arat, T,. & Büyükipekci, S. (2012). The effect of performance appraisal errors on employee performances: An examination in ındustrial cooling managements in turkey in terms of employee perceptions. European Scientific Journal, 8 (19), 164-190.
  • Erbil, S. (2013). Otel işletmelerinde çalışanların örgütsel sinizm algılarının işten ayrılma niyetine etkisi (Yayımlanmamış Yüksek Lisans Tezi). Adnan Menderes Üniversitesi, Sosyal Bilimler Enstitüsü, Aydın.
  • Erdem, F. & Aytemur, J. Ö. (2009). Türk iş örgütlerinin sosyal sermaye birikimini geliştirmede belirleyici unsur olan güvenin anlaşılmasına yönelik özgün bir ölçek geliştirme projesi, TÜBİTAK 1001 Projesi, Proje Num. 107K548.
  • Fındıkçı, İ. (2001). İnsan kaynakları yönetimi (3. Baskı). İstanbul: Alfa Yayınları.
  • Gerçek, M., Atay, S. E., & Dündar, G. (2015). Çalışanların iş-yaşam dengesi ile kariyer tatmininin, işten ayrılma niyetine etkisi. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi KAÜ İİBF Dergisi, 6 (11). 67-86.
  • Hoy, W. K. & Tshannen- Moran, M. (1999). Five faces of trust: An empirical confirmation in urban elementary schools. Journal of School Leadership, 9, 184-208.
  • Islam, T., Khan, S. R., Ungku, N. K., Ali, G., Ahmed, I., & Bowra, Z. A. (2013). Turnover intentions: The influences of perceived organizational support and organizational commitment. Procedia-Social and Behavioral Sciences, 103 (2013), 1238-1242.
  • Karatepe, O. M. & Karadas, G. (2014). The effect of psychological capital on conflicts in the work-family interface, turnover and absence intentions. International Journal of Hospitality Management, 43 (2014), 132-143.
  • Katsikea, E., Theodosiou, M., & Morgan, R. E. (2015). Why people quit: Explaining employee turnover intentions among export sales managers. International Business Review, 24 (2015), 367-379.
  • Kim, H. & Kao, D. (2014). A meta-analysis of turnover intentions predictors among U.S. child welfare workers. Children and Youth services Review, 47 (2014), 214-223.
  • Krot, K. & Lewicka, D. (2012). The importance of trust in manager-employee relationship. International Journal of Electronic Business Management, 10 (3), 224-233.
  • Mathieu, C. & Babiak, P. (2016). Corporate psychopathy and abusive supervisions: Their influence on employees’ job satisfaction and turnover intentions. Personality and Individual Differences, 91 (2016), 102-106.
  • Mayer, R. C., Davis, J. H., & Schoorman F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20 (3), 709-734.
  • McAllister, D. J. (1995). Effect-and cognition-based trust foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38 (1), 24-59.
  • Mclnerney, D. M., Ganotice, F. A.; King, R. B.; Marsh, H. W., & Morin, A. J. S. (2015). Exploring commitment and turnover intentions among teachers: What we can learn from Hong Kong teachers. Teaching and Teacher Education, 52 (2015), 11-23.
  • Nohe, C. & Karlheinz, S. (2014). Work-family conflict, social support, and turnover intentions: A longitudal study. Journal of Vocational Behavior, 85 (2014), 1-12.
  • Nouri, H. & Parker, R. J. (2013). Career growth opportunities and employee turnover intentions in public accounting firms. The British Accounting Review, 45 (2013), 138-148.
  • Özbağ, G. K., Ceyhun, G. Ç., & Çekmecelioğlu, H. G. (2014). The moderating effects of motivating job characteristics on the relationship between burnout and turnover intention. Procedia-Social and Behavioral Sciences, 150 (2014), 438-446.
  • Polat, S. & Taştan, M. (2009). Yükseköğretim öğrencilerinin öğretim elemanlarına olan güven düzeyi ve akademik başarıları arasındaki ilişki. New World Sciences Academy, 4 (2), 558-574.
  • Rotter, J. B. (1967). A new scale for the measurement of interpersonal trust. Journal of Personality, 651- 665.
  • Rousseau, D. M., Sıtkın, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A crossdiscipline view of trust. Academy of Management Review, 23 (3), 393-404
  • Schwepker, C. H. (2001). Ethical climate’s relationship to ob satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of Business Research, 54 (2001), 39-52.
  • Scott C. R., Connaughton S. L., Diaz-Saenz H. R., Maguire K., Ramirez R., Richardson B., Shaw S. P., & Morgan D. (1999). The impacts of communication and multiple identifications on intent to leave: A multimethodological exploration. Management Communication Quarterly, 12, 400-435.
  • Sjöberg, A. & Sverke, M. (2000). The interactive effect of job involvement and organizational commitment on job turnover revisited: A note on the mediating role of turnover intention. Scandinavian Journal of Psychology, 2000 (41), 247-257.
  • Tnay, E., Othman, A. E. A., Siong, H. C., & Sheilla, L. O. L. (2013). The influences of job satisfaction and organizational commitment on turnover intention. Procedia-Social and Behavioral Sciences, 97 (2013), 201-208.
  • Trivellas, P., Gerogiannis, V., & Svarna, S. (2013). Exploring workplace implications of emotional intellegence (WLEIS) in hospitals: Job satisfaction and turnover intentions. Procedia-Social and Behavioral Sciences, 73 (2013), 701-709.
  • Türk Dil Kurumu, (2015). http://www.tdk.gov.tr, Erişim Tarihi: 04.01.2016.
  • Tzafrir, S. S., Gur, A. B. A., & Blumen, O. (2015). Employee social environment (ESE) as a tool to decrease intention to leave. Scandinavian Journal of Management, 2015 (31), 136-146.
  • Tziner, A., Rabenu, E., Radomski, R., & Belkin, A. (2015). Work stress and turnover intentions among hospital physicians: The mediating role of burnout and work satisfaction. Journal of Work and Organizational Psychology, 31 (2015), 207-213.
  • Whitener, E. M., Brodt, S. E., Korsgaard, M. A., & Werner, J. M. (1998). Managers as initiators of trust: An exchange relationship framework for understanding managerial trustworthy behavior. The Academy of Management Review, 23 (3), 513-530.
  • Wong, C. A. & Laschinger, H. K. S. (2015). The influence of frontline manager job strain on burnout,commitment and turnover intention: A cross-sectional study. International Journal of Nursing Studies, 52 (2015), 1824-1833.
  • Yolaç, S. (2011). Yöneticinin algılanan liderlik tarzı ile yöneticiye duyulan güven arasındaki ilişkide lider- üye etkileşimin rolü. Öneri Dergisi, 9 (36), 63-72.
  • Zaheer, A., McEvily, B., & Perrone, V. (1998). Does trust matter? Exploring the effects of interorganizational and interpersonal trust on performance. Organizational Science, 9 (2), 141-159.
  • Zagladi, A. N., Hadiwidjojo, D.; Rahayu, M., & Noermijati (2015). The role of job satisfaction and power distance in determining the influence of organizational justice toward the turnover intention. Procedia-Social and Behavioral Sciences, 211 (2015), 42-48.

PERFORMANS DEĞERLENDİRME HATALARININ ÇALIŞANLARIN İŞTEN AYRILMA NİYETLERİ VE YÖNETİCİLERİNE GÜVENLERİ ÜZERİNDEKİ ETKİSİ

Yıl 2019, Cilt: 15 Sayı: 1, 223 - 240, 01.01.2019
https://doi.org/10.17130/ijmeb.2019149867

Öz

Bu araştırmanın amacı performans değerlendirme hataları, işten ayrılma niyeti ve yöneticiye güven arasındaki ilişkileri çalışanların algısıyla incelemektir. Araştırmanın evrenini, Türkiye Perakendeciler Federasyonu’na üye şirketler arasında bulunan gıda zincir marketlerindeki çalışanlar oluşturmaktadır. Araştırmanın örneklemini ise Türkiye’nin çeşitli illerinde faaliyet gösteren ve Türkiye Perakendeciler Federasyonu’na üye gıda zincir marketlerindeki 6.000 çalışan oluşturmaktadır. Değerlendirmelerde merkezi eğilim ölçüleri, temel belirleyici istatistikler, korelasyon, regresyon ve çoklu regresyon analizleri kullanılmıştır. Gıda zincir marketlerindeki çalışanların yöneticilerine yüksek düzeyde güven duydukları, işten ayrılma niyetlerinin orta düzeyde olduğu ve performans değerlendirme hatalarına ilişkin algılarının orta düzeyde olduğu belirlenmiştir. Gıda zincir marketlerinde performans değerlendirme sürecinde yapılan hatalar arttıkça, çalışanların işten ayrılma niyetlerinin de arttığı ve yöneticilerine olan güvenlerinin azaldığı tespit edilmiştir. Ayrıca çalışanların yöneticilerine güven düzeyleri azaldıkça, işten ayrılma niyetlerinin arttığı görülmüştür.

Kaynakça

  • Arı, G. S. (2003). Yöneticiye duyulan güven örgütsel bağlılığı arttırır mı? Gazi Üniversitesi Ticaret ve Turizm Eğitim Fakültesi Dergisi, 2, 17-36.
  • Aslan, Z. & Etyemez, S. (2015). İşgörenlerin tükenmişlik düzeylerinin işten ayrılma niyeti üzerine etkisi: Hatay’daki otel işletmelerinde bir araştırma. İşletme Araştırmaları Dergisi, 7 (3), 482-507.
  • Bachmann, R. & Zaheer, A. (2006). Handbook of trust research. Edwar Elgan Publishing, U.K.
  • Baier, A. (1986). Trust and antitrust. Ethics, 96 (2), 231-260.
  • Bianchi, R. (2016). Occupational and non-occupational strains should be concomitantly considered in research on burnout, organizational commitment, and turnover intention. International Journal of Nursing Studies, 53 (2016), 403-404.
  • Chan, S. H. J. & Mai, X. (2015). The relation of career adaptability to satisfaction and turnover intentions. Journal of Vocational Behavior, 89 (2015), 130-139.
  • Clark, M. C. & Payne, R. L. (1997). The nature and structure of workers trust in management. Journal of Organizational Behavior, 18, 205-224.
  • Cook, J. & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non- fulfiment. Journal of Occupational Psychology, 53, 39-52.
  • Davis, J. H., Schoorman, F. D., Mayer, R.C., & Tan, H. H. (2000). The trusted general manager and business unit performance: Empirical evidence of a competitive advantage. Strategic Management Journal, 21, 563-576.
  • Goddard, R. D., Tschannen-Moran, M., & Hoy, W. K. (2001). A multilevel examination of the distrubution and effects of teacher trust in student and parents in urban elemantary schools. The Elementary School Journal, 102 (1), 3-17.
  • Erbaşı, A. (2011). Performans esaslı bütçeleme sisteminde balanced scorecard kullanımı ve bir model yaklaşımı (Yayımlanmamış Doktora Tezi). Selçuk Üniversitesi, Sosyal Bilimler Enstitüsü, Konya.
  • Erbaşı, A., Arat, T,. & Büyükipekci, S. (2012). The effect of performance appraisal errors on employee performances: An examination in ındustrial cooling managements in turkey in terms of employee perceptions. European Scientific Journal, 8 (19), 164-190.
  • Erbil, S. (2013). Otel işletmelerinde çalışanların örgütsel sinizm algılarının işten ayrılma niyetine etkisi (Yayımlanmamış Yüksek Lisans Tezi). Adnan Menderes Üniversitesi, Sosyal Bilimler Enstitüsü, Aydın.
  • Erdem, F. & Aytemur, J. Ö. (2009). Türk iş örgütlerinin sosyal sermaye birikimini geliştirmede belirleyici unsur olan güvenin anlaşılmasına yönelik özgün bir ölçek geliştirme projesi, TÜBİTAK 1001 Projesi, Proje Num. 107K548.
  • Fındıkçı, İ. (2001). İnsan kaynakları yönetimi (3. Baskı). İstanbul: Alfa Yayınları.
  • Gerçek, M., Atay, S. E., & Dündar, G. (2015). Çalışanların iş-yaşam dengesi ile kariyer tatmininin, işten ayrılma niyetine etkisi. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi KAÜ İİBF Dergisi, 6 (11). 67-86.
  • Hoy, W. K. & Tshannen- Moran, M. (1999). Five faces of trust: An empirical confirmation in urban elementary schools. Journal of School Leadership, 9, 184-208.
  • Islam, T., Khan, S. R., Ungku, N. K., Ali, G., Ahmed, I., & Bowra, Z. A. (2013). Turnover intentions: The influences of perceived organizational support and organizational commitment. Procedia-Social and Behavioral Sciences, 103 (2013), 1238-1242.
  • Karatepe, O. M. & Karadas, G. (2014). The effect of psychological capital on conflicts in the work-family interface, turnover and absence intentions. International Journal of Hospitality Management, 43 (2014), 132-143.
  • Katsikea, E., Theodosiou, M., & Morgan, R. E. (2015). Why people quit: Explaining employee turnover intentions among export sales managers. International Business Review, 24 (2015), 367-379.
  • Kim, H. & Kao, D. (2014). A meta-analysis of turnover intentions predictors among U.S. child welfare workers. Children and Youth services Review, 47 (2014), 214-223.
  • Krot, K. & Lewicka, D. (2012). The importance of trust in manager-employee relationship. International Journal of Electronic Business Management, 10 (3), 224-233.
  • Mathieu, C. & Babiak, P. (2016). Corporate psychopathy and abusive supervisions: Their influence on employees’ job satisfaction and turnover intentions. Personality and Individual Differences, 91 (2016), 102-106.
  • Mayer, R. C., Davis, J. H., & Schoorman F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20 (3), 709-734.
  • McAllister, D. J. (1995). Effect-and cognition-based trust foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38 (1), 24-59.
  • Mclnerney, D. M., Ganotice, F. A.; King, R. B.; Marsh, H. W., & Morin, A. J. S. (2015). Exploring commitment and turnover intentions among teachers: What we can learn from Hong Kong teachers. Teaching and Teacher Education, 52 (2015), 11-23.
  • Nohe, C. & Karlheinz, S. (2014). Work-family conflict, social support, and turnover intentions: A longitudal study. Journal of Vocational Behavior, 85 (2014), 1-12.
  • Nouri, H. & Parker, R. J. (2013). Career growth opportunities and employee turnover intentions in public accounting firms. The British Accounting Review, 45 (2013), 138-148.
  • Özbağ, G. K., Ceyhun, G. Ç., & Çekmecelioğlu, H. G. (2014). The moderating effects of motivating job characteristics on the relationship between burnout and turnover intention. Procedia-Social and Behavioral Sciences, 150 (2014), 438-446.
  • Polat, S. & Taştan, M. (2009). Yükseköğretim öğrencilerinin öğretim elemanlarına olan güven düzeyi ve akademik başarıları arasındaki ilişki. New World Sciences Academy, 4 (2), 558-574.
  • Rotter, J. B. (1967). A new scale for the measurement of interpersonal trust. Journal of Personality, 651- 665.
  • Rousseau, D. M., Sıtkın, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A crossdiscipline view of trust. Academy of Management Review, 23 (3), 393-404
  • Schwepker, C. H. (2001). Ethical climate’s relationship to ob satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of Business Research, 54 (2001), 39-52.
  • Scott C. R., Connaughton S. L., Diaz-Saenz H. R., Maguire K., Ramirez R., Richardson B., Shaw S. P., & Morgan D. (1999). The impacts of communication and multiple identifications on intent to leave: A multimethodological exploration. Management Communication Quarterly, 12, 400-435.
  • Sjöberg, A. & Sverke, M. (2000). The interactive effect of job involvement and organizational commitment on job turnover revisited: A note on the mediating role of turnover intention. Scandinavian Journal of Psychology, 2000 (41), 247-257.
  • Tnay, E., Othman, A. E. A., Siong, H. C., & Sheilla, L. O. L. (2013). The influences of job satisfaction and organizational commitment on turnover intention. Procedia-Social and Behavioral Sciences, 97 (2013), 201-208.
  • Trivellas, P., Gerogiannis, V., & Svarna, S. (2013). Exploring workplace implications of emotional intellegence (WLEIS) in hospitals: Job satisfaction and turnover intentions. Procedia-Social and Behavioral Sciences, 73 (2013), 701-709.
  • Türk Dil Kurumu, (2015). http://www.tdk.gov.tr, Erişim Tarihi: 04.01.2016.
  • Tzafrir, S. S., Gur, A. B. A., & Blumen, O. (2015). Employee social environment (ESE) as a tool to decrease intention to leave. Scandinavian Journal of Management, 2015 (31), 136-146.
  • Tziner, A., Rabenu, E., Radomski, R., & Belkin, A. (2015). Work stress and turnover intentions among hospital physicians: The mediating role of burnout and work satisfaction. Journal of Work and Organizational Psychology, 31 (2015), 207-213.
  • Whitener, E. M., Brodt, S. E., Korsgaard, M. A., & Werner, J. M. (1998). Managers as initiators of trust: An exchange relationship framework for understanding managerial trustworthy behavior. The Academy of Management Review, 23 (3), 513-530.
  • Wong, C. A. & Laschinger, H. K. S. (2015). The influence of frontline manager job strain on burnout,commitment and turnover intention: A cross-sectional study. International Journal of Nursing Studies, 52 (2015), 1824-1833.
  • Yolaç, S. (2011). Yöneticinin algılanan liderlik tarzı ile yöneticiye duyulan güven arasındaki ilişkide lider- üye etkileşimin rolü. Öneri Dergisi, 9 (36), 63-72.
  • Zaheer, A., McEvily, B., & Perrone, V. (1998). Does trust matter? Exploring the effects of interorganizational and interpersonal trust on performance. Organizational Science, 9 (2), 141-159.
  • Zagladi, A. N., Hadiwidjojo, D.; Rahayu, M., & Noermijati (2015). The role of job satisfaction and power distance in determining the influence of organizational justice toward the turnover intention. Procedia-Social and Behavioral Sciences, 211 (2015), 42-48.
Toplam 45 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Research Article
Yazarlar

Ali Erbaşı Bu kişi benim

Yayımlanma Tarihi 1 Ocak 2019
Yayımlandığı Sayı Yıl 2019 Cilt: 15 Sayı: 1

Kaynak Göster

APA Erbaşı, A. (2019). PERFORMANS DEĞERLENDİRME HATALARININ ÇALIŞANLARIN İŞTEN AYRILMA NİYETLERİ VE YÖNETİCİLERİNE GÜVENLERİ ÜZERİNDEKİ ETKİSİ. Uluslararası Yönetim İktisat Ve İşletme Dergisi, 15(1), 223-240. https://doi.org/10.17130/ijmeb.2019149867