The Moderating Role of Perceived Supervisor Support on the Relationship Between Organizational Dissent and Intention to Leave

Öz

The goal of this study is to analyze the relationship between organizational dissent, perceived supervisor support and intention to leave. A review of the literature did not yield many academic studies on the concepts of organizational dissent, perceived supervisor support and intention to leave. Therefore, the originality of this research is that it fills the gap mentioned in the literature. In addition to making a literature review about the concepts mentioned in the study, it is aimed to determine the role of perceived supervisor support on the relationship between organizational dissent and intention to leave. For this purpose, quantitative research was carried out with 313 white-collar employees who were also studying in foundation universities in Istanbul. According to the results of the research, it is determined that there are significant relationships between organizational dissent, perceived supervisor support and intention to leave. Another result of the study is that perceived supervisor support has a moderator role on the relationship between organizational dissent and intention to leave.

Anahtar Kelimeler

• Organizational Dissent
• Perceived Supervisor Support
• Intention to Leave

Kaynakça

1. Aksel, S.F., (2013). Relationship between workplace democracy and organizational dissent behaviour. (Unpublished Master’s thesis). Marmara Üniversitesi SBE, İstanbul. google scholar
2. Al-Busaidi, A.S., (2014). Toward a model of organizational muted dissent: Construct definition, dimensions, measurement and validation. (Doctoral dissertation). Ohio University GSSS, Ohio. google scholar
3. Alkhateri, A. S., Abuelhassan, A. E., Khalifa, G. S., Nusari, M., & Ameen, A. (2018). The Impact of perceived supervisor support on employees turnover intention: The Mediating role of job satisfaction and affective organizational commitment. International Business Management, 12(7), 477-492. google scholar
4. Arici, H. E. (2018). Perceived supervisor support and turnover intention: Moderating effect of authentic leadership. Leadership and Organization Development Journal, (39)7,899-913. google scholar
5. Avery, D.R. & Quinones, M.A., 2002. Disentangling the effects of voice: The incremental roles of opportunity, behavior and instrumentality in predicting procedural fairness. Journal of Applied Psychology. 87, 81-86. google scholar
6. Avtgis, T.A., Thomas-Maddox, C., Taylor, E. & Patterson, B.R., 2007. The influence of employee burnout syndrome on the expression of organizational dissent. Communication Research Reports, 24(2), 97-102. google scholar
7. Bartlett, K.R., (1999). The relationship between training and organizational commitment in the health care field. (Doctoral dissertation). The University of Illinois GSSS, Illinois. google scholar
8. 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(6), 1173. google scholar

9. Bedeian, A.G., (2007). Even if the tower is “ivory”, it isn’t “white”: Understanding the consequences of faculty cynicism. Academy of Management Learning and Education, 6(1), 9-32. google scholar
10. Chang, C.P. & Chang W.C., (2008). Internal marketing practices and employees turnover intentions in tourism and leisure hotels. The Journal of Human Resource and Adult Learning, 4(2), 161-172. google scholar
11. Demirbaş, B. & Haşit, G., (2016). İşyerindeki yalnızlık ve işten ayrılma niyetine etkisi: Akademisyenler üzerine bir uygulama. Anadolu Üniversitesi Sosyal Bilimler Dergisi. 16(1), 137-158. google scholar
12. Dysvik, A., & Kuvaas, B. (2013). Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support. European Journal of Work and Organizational Psychology, 22(5), 563-573 google scholar
13. Eisenberger, R., Huntington, R., Hutchison, S., &Sowa, D., (1986). Perceived organizational support. Journal of Applied Psychology, (71)3, 500-507. google scholar
14. Gaertner, S., (1999). Structural determinants of job satisfaction and organizational commitment in turnover models. Human Resource Management Review, 9(4), 479-493. google scholar
15. Garner, J.T., (2006). When things go wrong at work: Expressions of organizational dissent as interpersonal influence. (Doctoral Dissertation). Texas A&M University GSSS, Texas. google scholar
16. Gagnon, M. A., & Michael, J. H. (2004). Outcomes of perceived supervisor support for wood production employees. Forest Products Journal, 54(12), 172-177. google scholar
17. Gordon, S., Tang, C. H. H., Day, J., & Adler, H. (2019). Supervisor support and turnover in hotels: does subjective well-being mediate the relationship?. International Journal of Contemporary Hospitality Management, 31 (1), 496-512. google scholar
18. Graen, G., Liden, R. & Hoel, F., (1982). The role of leadership in the employee withdrawal process. Journal of Applied Psychology, 67, 868-872. google scholar
19. Graham, J.W., (1986). Principled organizational dissent: A theoretical essay. Research in Organizational Behavior, 8, 1-52. google scholar
20. Güzel, C., (2019). The mediating effect of organizational commitment and job satisfaction in the relationship between workplace incivility and turnover intention. (Master’s Thesis). Middle East Technical University GSSS, Ankara. google scholar
21. Hatton, C. &Emerson, E., (1998). Brief report: Organizational predictors of actual staff turnover in a service for people with multiple disabilities. Intellectual Disabilities, 11(2), 166-171. google scholar
22. Hair, Jr. F. Joseph, Anderson, E. Rolph, Tatham, L. Ronald, & Black, C. William. (1998). Multivariate Data Analysis. Upper Saddle River, Prentice Hall Inc., NJ. google scholar
23. Hegstrom, T.G., (1990). Mimetic and dissent conditions in organizational rhetoric. Journal of Applied Communication Research, 18, 141-152. google scholar
24. Ingwar, N.I., (2014). Exploring relationship between employees’ locus of control, individualism and collectivism orientation and upward dissent message strategies. (Master Thesis). University of Alaska Fairbanks GSSS, Alaska. google scholar
25. Janse van Rensburg, C., Rothmann, S., & Diedericks, E. (2017). Supervisor support, flourishing, and intention to leave in a higher education setting. Journal of Psychology in Africa, 27(5), 412-419. google scholar
26. Kalidass, A., & Bahron, A. (2015). The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover intention. International Journal of Business Administration, 6(5), 82-89. google scholar
27. Kassing, J. W., (1997a). Development and Validation of The Organizational Dissent Scale. (Doctoral Dissertation). Kent State University GSSS, Kent, OH. google scholar
28. Kassing, J.W., (1997b). Articulating, antagonizing and displacing: A model of employee dissent. Communication Studies, 48, 311-332. google scholar
29. Kassing, J.W., (1998). Development and validation of the organizational dissent scale management. Communication Quarterly, 12, 183-229. google scholar
30. Kassing, J.W., (2011a). Dissent in organizations. Polity, Cambridge. google scholar
31. Kassing, J.W., (2011b). Stressing out about dissent: Examining the relationship between coping strategies and dissent expression. Communication Research Reports,28, 225-234. google scholar
32. Kassing, J.W., Piemonte, N.M., Goman, C.C. & Mitchell, C.A., (2012). Dissent expression as an indicator of work engagement and intention to leave. Journal of Business Communication, 49(3), 273-253. google scholar
33. Kassing, J.W. & Avtgis, T.A., (1999). Examining the relationship between organizational dissent and aggressive communication. Management Communication Quarterly, 13(1), 100-115. google scholar
34. Khalique, M., Arif, I., Siddiqui, M., & Kazmi, S. W. (2018). Impact of workplace bullying on job performance, intention to leave, OCB and stress. Pakistan Journal of Psychological Research, 33(1), 55-74. google scholar
35. Lutgen-Sandvik, P., Riforgiate, S. & Fletcher, C., (2011). Work as a source of positive emotional experiences and the discourses informing positive assessment. Western Journal of Communication, 75(1), 2-27. google scholar
36. Maertz Jr., C. P., Grifferh, R.W., Campbell, N.S., & Allen, D.G., (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior, (28), 1059-1066. google scholar
37. McKnight, A. (2002). Low-paid work: drip-feeding the poor. Understanding social exclusion, Oxford University Press, Newyork. google scholar
38. Mobley, W.H., Griffeth, R.W. and Hand, H.H. & Meglino B.M., (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522. google scholar
39. Munn, E.K. and Barber, C.E. & Fritz, J.J., (1996). Factors affecting the professional well-being of child life specialists. Children’s Health Care, 25(2), 71-91. google scholar
40. Onay, M. & Kılcı, S., (2011). İş stresi ve tükenmişlik duygusunun işten ayrılma niyeti üzerine etkileri: Garsonlar ve aşçıbaşılar. Organizasyon ve Yönetim Bilimleri Dergisi, 3(2), 363-372. google scholar
41. Ötken, A.B. & Cenkci, T., 2014. Organization-based self-esteem as a moderator of the relationship between employee dissent and turnover intention. Procedia Social and Behavior Sciences, 150, 404-412. google scholar
42. Özdemir, M., (2010). Ankara ili kamu genel liselerinde görev yapan yönetici ve öğretmenlerin örgütsel muhalefete ilişkin görüşleri. (Doktora Tezi). Ankara Üniversitesi EBE, Ankara. google scholar
43. Pekdemir, I., Koçoğlu, M., & Gürkan, G. Ç. (2013). Birey-örgüt uyumunun açıkça konuşma davranışı üzerindeki etkisinde algılanan yönetici desteğinin aracılık rolü: mba öğrencilerine yönelik bir araştırma. İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi, 24(75), 83-104. google scholar
44. Redding, W.C., (1985). Rocking boats, blowing whistles and teaching speech communication. Communication Education, 34, 245-258. google scholar
45. Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: the contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836. google scholar
46. Sadykova, G. & Tutar, H., (2014). Örgütsel demokrasi ve örgütsel muhalefet arsaındaki ilişki üzerine bir inceleme. İşletme Bilimi Dergisi. 2(1), 1-16. google scholar
47. Sirota, D., & Klein, D. (2013). The enthusiastic employee: How companies profit by giving workers what they want. FT Press, New Jersey. google scholar
48. Shahinpoor, N. & Matt, B.F., (2007). The power of one: Dissent and organizational life. Journal of Business Ethics, 74(1), 37-48. google scholar
49. Skerlavaj, M., Ceme, M., & Dysvik, A. (2014). I get by with a little help from my supervisor: Creative-idea generation, idea implementation, and perceived supervisor support. The Leadership Quarterly, 25(5), 987-1000. google scholar
50. Şahin, F., (2011). Lider-üye etkileşimi ile işten ayrılma niyeti arasındaki ilişki üzerinde cinsiyetin etkisi. Ege Akademik Bakış Dergisi. 11(2), 277-288. google scholar
51. Taş, A., & Özkara, Z. U. (2020). İş Stresinin Algılanan Yönetici Desteği ile İşten Ayrılma Niyeti Arasındaki İlişkide Üstlendiği Rol. OPUS Uluslararası Toplum Araştırmaları Dergisi, 15(21), 475- 504. google scholar
52. Tuğrul, E., & Koçoğlu-Sazkaya M. (2021). Örgütsel Muhalefetin İşten Ayrılma Niyeti Üzerindeki Etkisinin İncelenmesi: Otomotiv Sektöründe Bir Araştırma. In Journal of Social Policy Conferences, 81,101-124. google scholar
53. Yavan, Ö. (2017). Örgüt psikolojisinde işten ayrılma eğiliminin kavramsal değerlemesi. Kırıkkale Üniversitesi Sosyal Bilimler Dergisi. 7(1), 57-72. google scholar
54. Yenihan, B., Öner, M. & Çiftyıldız, K., (2014). İş stresi ve işten ayrılma niyeti arasındaki ilişki: Otomotiv işletmesinde bir araştırma. Çalışma İlişkileri Dergisi. 5(1), 38-49. google schola