Kurumdan Ayrılma Niyetini Etkileyen Unsurlar: İşe Bağlılık ve Kurumla Özdeşleşme

Yıl 2010, Cilt: 12 Sayı: 2, 75 - 88, 01.06.2010

Yrd.Doç.Dr.Füsun Bulutlar Yrd.Doç.Dr.Ela Ünler Öz

Öz

Çalışmamızın amacı, işe bağlılık ve kurumla özdeşleşmenin kurumdan ayrılma niyeti üzerinde ne oranda farklı etkileri olduğunu araştırmaktır. Bunun yanında, kurumla özdeşleşmenin işe bağlılık ve kurumdan ayrılma niyeti arasındaki ilişkide şartlı değişken olarak rol alıp almadığını anlamaya çalışmaktır. Yapılan anket çalışmasına toplam 271 hizmet çalışanı katılmıştır. Araştırmanın sonucunda, kurumla özdeşleşmenin kurumdan ayrılma niyeti üzerindeki etkisinin işe bağlılığa göre daha yüksek olduğu bulunurken, özdeşleşmenin şartlı değişken olarak rol almadığı anlaşılmıştır.

Anahtar Kelimeler

İşe Bağlılık, kurumla özdeşleşme, kurumdan ayrılma niyeti, şartlı değişken, yönetsel uygulamalar

Elements That Effect Intentıons To Leave: Job Involvement And Organizational

Öz

The aim of the study is to explore the difference between the effects job involvement and organizational identification on intention to leave and to find out if organizational identification has any moderating effect on the relation between job involvement and intention to leave. 271 service employees were included to the survey administered for this purpose. According to our results, organizational identification has greater negative effect on intention to leave than job involvement. Additionally, organizational identification does not have any moderating role between job involvement and intention to leave.

Anahtar Kelimeler

Job involvement, organizational identification, intention to leave, moderating variable, managerial implications

Kaynakça

• Allen N. J. & Meyer, J.P. (1990), The Measu- rement and Antecedents of Affective, Continuance and Normative Commit- ment to the Organisation Journal of Oc- cupational Psychology, 63:1-18.
• Ashforth, B. E. & Mael, F. (1989), Social iden- tity theory and the organization, Aca- demy of Management Review, 14: 20–39.
• Bibby, Courtney L. (2008), Should I Stay or Should I Leave? Perceptions of Age Dis- crimination Organizational Justice and Employee Attitudes on Intentions to Leave, Journal of Applied Management and Entrepreneurship, 13(2): 63-86.
• Blau, G. J. (1985), A Multiple Study Investi- gation of the Dimensionality of Job In- volvement Journal of Vocational Behavior, 27: 19-36
• Blau, G. J. & Boal, K.B. (1987), Conceptuali- zing How Job Involvement and Organi- zational Commitment Affect Turnover and Absenteeism Academy of Manage- ment Review, Vol. 12(2): 288-300.
• Blau, G. J., & Boal, K. (1989), Using job in- volvement and organizational commit- ment interactively to predict turnover Journal of Management, 15: 115–127.
• Bowen D. D. (1986), The Role of Identifica- tion in Mentoring Female Protegees Group & Organization Studies, 11(1-2): 61-75.
• Cameron, J. E. (2004), A three-factor model of social identity Self and Identity, 3; 239-262
• Cheney, G. (1983), On the various and chan- ging meaning of organizational mem- bership: A field study of organizational identification Communication Monog- raphs, 50: 342-362.
• Cole, M. S. & Bruch, H. (2006), Organizatio- nal identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? Journal of Organiza- tional Behavior, 27: 585-605.
• Diefendorff, M.M., Brown, D.J., Kamin, A.M. & Lord, R.G. (2002), Examining the roles of job involvement and work cen- trality in predicting organizational citi- zenship behaviors and job performance Journal of Organizational Behavior, 23(1): 93.
• Gautam, T., Van Dick, R. & Wagner, U. (2004), Organizational identification and organizational commitment: Dis- tinct aspects of two related concepts Asian Journal of Social Psychology, 7: 301-315.
• Godwin, U.J., Guimaraes, T. & Igbaria, M. (1997), An investigation of the antece- dents of turnover for manufacturing plant managers International Journal of Operations & Production Management, 17(9): 912.
• Grandey, A. A. (1999), The Effects of Emo- tional Labor: Employee Attitudes, Stress and Performance Yayınlanmış doktora tezi, Colorado State University, Colorado
• Griffeth, R.W., Hom, P.W. & Gaertner, S. (2000), A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium Journal of Management, 26(3): 463-488.
• Hafer, J.C. & Martin, T.N. (2006), Job Invol- vement or Affective Commitment: A Sensitivity Analysis Study of Apathetic Employee Mobility Institute of Beha- vioral and Applied Management, 2:19.
• Harris, G.E. & Cameron, J.E. (2005), Multiple Dimensions of Organizational Identifi- cation and Commitment as Predictors of Turnover Intentions and Psychologi- cal Well-Being Canadian Journal of Be- havioural Science, 37(3): 159-169.
• Kanungo, R. (1982), Measurement of job and work involvement Journal of Applied Psychology, 67: 341-349.
• Ketchand, A.A. & Strawser, J.R. (2001), Mul- tiple Dimensions of Organizational Commitment: Implications for Future Accounting Research Behavioral Rese- arch in Accounting, 13: 221.
• Kitapçı, H., Çakar, N.D. & Sezen, B. (2005), The Combined Effects of Employee Trust and Employee Identification on Intention to Quit Elektronik Sosyal Bi- limler Dergisi (www.e-sosder.com), 3 (12): 33-41.
• Kruml, S. M. (1999), The Heart Working: An Empirical Investigation of the Dimensi- ons, Antecedents, and Outcomes of Emotional Labor Yayınlamış doktora tezi, Temple University, A.B.D.
• Lodahl, T.M. & Kejner, M. (1965), The Defi- nition and Measurement of Job Invol- vement Journal of Applied Psychology, 49 (1): 24–33.
• Loi, R., Hang-yue, N. & Foley, S. (2006), Lin- king employees' justice perceptions to organizational commitment and inten- tion to leave: The mediating role of per- ceived organizational support Journal of Occupational and Organizational Psychology, 79: 101.
• Lyons, T. (1971), Role Conflict, Need for Cla- rity, Satisfaction, Tension, and Withd- rawal Organizational Behavior and Human Performance, 6: 99-110.
• Mael, F. A., & Ashforth, B.E. (1992), Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organiza- tional Identification Journal of Organi- zational Behavior, 13(2): 103–123.
• Mael, F.A., & Ashforth, B.E. (1995), Loyal From Day Note: Biodata, Organizatio- nal Identification, and Turnover Among Newcomers, Personnel Psycho- logy, 45(2): 309.
• Price, J. L. (1977), The Study of Turnover Iowa State University Press.
• Robbins, S.P. & Judge, T.A. (2007), Organi- zational Behavior Prentice Hall, New Jersey.
• Scott, C.R, Connaughton, S.L. Diaz-Saenz, H.R., Maguire, K., Ramirez, R., Ric- hardson, B., Shaw, S.P. & Morgan, D. (1999), The impacts of communication and multiple identifications on intent to leave Management Communication Quarterly, 12(3): 400.
• Shore, L. M. & Martin, H. J. (1989), Job Satis- faction and Organizational Commit- ment in Relation to Work Performance and Turnover Intentions Human Rela- tions, 42(7): 625-638.
• Shore, L. M., Newton, L. A., & Thornton, G. C. III. (1990), Job and organizational at- titudes in relation to employee beha- vioral intentions Journal of Organizational Behavior, 11: 57-67.
• Somers, M.J. (1995), Organizational Com- mitment, Turnover and Absenteeism: An Examination of Direct and Indirect Effects Journal of Organizational Beha- vior, 16: 49–58.
• Tett, R. P., & Meyer, J. P. (1993), Job Satisfaction, Organizational Commitment, Turnover Intention and Turnover: Path Analyses Based on Meta Analytical Findings Per- sonnel Psychology, 46(2): 259-290.
• Tüzün, Kalemci İ. (2007), Antecedents of Turnover Intention toward a Service Provider The Business Review, Cam- bridge, 8(2): 128.
• Van Knipperberg, D. & Van Schie, E.C.M. (2000), Foci and correlates of organiza- tional identification Journal of Occupa- tional and Organizational Psychology, 73-137.
• Wegge, J., Van Dick, R., Fisher, G.K., Wec- king, C. & Moltzen, K. (2006), Work mo- tivation, organizational identification, and well-being in call centre work Work & Stress, 20(1): 60-83.
• Weisberg, J. & Kirschenbaum, A., (1991), Employee Turnover Intentions: Impli- cations from a National Sample The In- ternational Journal of Human Resource Management, 2(3): 359-375.