ÖRGÜTSEL DESTEK ALGISI VE YENİLİKÇİ İŞ DAVRANIŞI İLİŞKİSİNDE İŞE ANGAJE OLMANIN ROLÜ

Yıl 2021, Sayı: 5, 1 - 12, 27.04.2021

Beyza Erer

https://doi.org/10.46236/jovosst.874889

Cited By: 1

Öz

Çalışmanın amacı, örgütsel destek algısı ve yenilikçi iş davranışı arasındaki ilişkide işe angaje olmanın durumsal aracı rolünü belirlemektir. Bu amaç doğrultusunda, araştırma verileri teknokente bağlı firmalarda çalışan 223 kişiden kolayda örnekleme yoluyla elde edilmiştir. Araştırma verilerinin toplanmasında çevrimiçi anket tekniği kullanılmıştır. Elde edilen verilerin analizinde, tanımlayıcı istatistikler, doğrulayıcı faktör analizi, korelasyon ve regresyon analizlerinden yararlanılmıştır. Yapılan korelasyon analizi sonucunda değişkenler arasında pozitif yönlü ve orta kuvvet seviyesinde ilişkiler tespit edilmiştir. Hipotezlerin test edilmesi için yapılan regresyon analizi sonucunda, örgütsel destek algısı hem yenilikçi iş davranışının hem de işe angaje olmanın yordayıcısı olarak belirlenmiştir. Ayrıca işe angaje olma da yenilikçi iş davranışının yordayıcısı olarak belirlenmiştir. Son olarak, örgütsel destek algısının işe angaje olma aracılığıyla yenilikçi iş davranışı üzerindeki dolaylı etkisinin anlamlı olduğu tespit edilmiştir.

Anahtar Kelimeler

örgütsel destek algısı,, yenilikçi iş davranışı,, işe angaje olma

Kaynakça

• Afsar, B. ve Badir, Y. F. (2016). “Person-Organization Fit, Perceived Organizational Support, And Organizational Citizenship Behavior: The Role Of Job Embeddedness”, Journal of Human Resources in Hospitality & Tourism, 15(3), 252-273.
• Akkoç, İ., Turunç, Ö. ve Çalişkan, A. (2011). “Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü”, ISGUC The Journal of Industrial Relations and Human Resources, 13(4), 83-114.
• Anwar, R. ve Niode, M.H.S. (2017). “The Effects Of Learning Organization Towards Employees’ Innovative Behavior Mediated By Work Engagement (A Study İn Indonesia)”, Advances in Intelligent Systems Research, 131, 159-164.
• Arshadi, N. (2011). “The Relationships Of Perceived Organizational Support (POS) With Organizational Commitment, in-Role Performance, and Turnover Intention: Mediating Role of Felt Obligation”, Procedia-Social and Behavioral Sciences, 30, 1103-1108.
• Arshadi, N. ve Hayavi, G. (2013). “The Effect Of Perceived Organizational Support On Affective Commitment And Job Performance: Mediating Role Of OBSE”, ProcediaSocial and Behavioral Sciences, 84, 739-743.
• Aslan, H. (2019). “Mediating Role of Perceived Organizational Support in İnclusive Leadership's Effect on Innovative Work Behavior”, Business & Management Studies: An International Journal (BMIJ), 7(5), 2945-2963.
• Aslan, H. (2019). “The Mediating Role of Inclusive Leadership in The Effect of Work Engagement on Innovative Work Behavior”, OPUS–International Journal of Society Researches, 14(20), 1055-1069.
• Bilginoğlu E. ve Yozgat, U. (2019). “Ultra-Kısa İşe Angaje Olma Ölçeği Türkçe Formunun Geçerlilik Ve Güvenilirlik Çalışması”, Business & Management Studies: An International Journal, 7(5), 2863-2872.
• Byrne, Z.S. ve Hochwarter, W.A. (2008). “Perceived Organizational Support and Performance: Relationships Across Levels of Organizational Cynicism”, Journal of Managerial Psychology, 23(1), 54-72.
• Büyüköztürk, Ş. (2012). Örnekleme Yöntemleri, http://cv.ankara.edu.tr/duzenleme/kisisel/dosyalar/21082015162828.pdf, (Erişim Tarihi: 2 Ocak 2021)
• Caesens G. ve Stinglhamber, F. (2014). “The Relationship Between Perceived Organizational Support and Work Engagement: The Role of Self-Efficacy and its Outcomes”, Revue Européenne De Psychologie Appliquée, 64(5), 259-267.
• Chiang, C.F. ve Hsieh, B.S. (2012). “The Impacts of Perceived Organizational Support and Psychological Empowerment on Job Performance: The Mediating Effects of Organizational Citizenship Behavior”, International Journal of Hospitality Management, 31, 180-190.
• Cole, M.S., Walter, F. ve Bruch, H. (2008). “Affective Mechanisms Linking Dysfunctional Behavior to Performance in Work Teams: A Moderated Mediation Study”, Journal of Applied Psychology, 93(5), 945-958.
• Dai, K. ve Qin, X. (2016). “Perceived Organizational Support and Employee Engagement: Based on The Research of Organizational Identification and Organizational Justice”, Open Journal of Social Sciences, 4, 46-57.
• Denton, D. A., Newton, J. T. ve Bower, E.J. (2008). “Occupational Burnout and Work Engagement: A National Survey of Dentists in the United Kingdom”, British Dental Journal, 205(7), 1-8.
• Dinç, E. ve Birincioğlu, N. (2020). “Araştırma Görevlilerinin Örgütsel Destek Algıları ve Örgütsel Bağlılıkları Arasındaki İlişkide Lider-Üye Etkileşiminin Aracılık Etkisi”, Eskişehir Osmangazi Üniversitesi İİBF Dergisi, 15(1), 309-330.
• Du Plooy, J. ve Roodt, G. (2010). “Work Engagement, Burnout And Related Constructs As Predictors Of Turnover İntentions”, SA Journal of Industrial Psychology, 36(1), 1-13.
• Eder, P. ve Eisenberger, R. (2008). “Perceived Organizational Support: Reducing The Negative Influence of Coworker Withdrawal Behavior”, Journal of Management, 34(1), 55-68.
• Edwards, M.R. ve Peccei, R. (2010). “Perceived Organizational Support, Organizational Identification, and Employee Outcomes: Testing a Simultaneous Multifoci Model”, Journal of Personnel Psychology, 9(1), 17-26.
• Eisenberger, R., Huntington R., Hutchison S. ve Sowa, D. (1986). “Perceived Organizational Support”, Journal of Applied Psychology, 71(3), 500-507.
• Eisenberger, R., Fasolo, P. ve LaMastro, D. V. (1990). “Perceived Organizational Support and Employee Diligence, Commitment, and Innovation”, Journal of Applied Psychology, 75(1), 51-59.
• Eisenberger, R., Cummings, J., Armeli, S. ve Lynch, P. (1997). “Perceived Organizational Support, Discretionary Treatment, Job Satisfaction”, Journal of Applied Psychology, 82(5): 812-820.
• Gürbüz, S. ve Şahin, F. (2016). Sosyal Bilimlerde Araştırma Yöntemleri Felsefe, Yöntem, Analiz, Ankara: Seçkin Yayıncılık.
• Hayes, A. F. ve Preacher, K. J. (2014). “Statistical Mediation Analysis With a Multicategorical Independent Variable”, British Journal of Mathematical and Statistical Psychology, 67(3), 451-470.
• Hellman, M.C., Fuqua, R.D. ve Worley, J. (2006). “A Reliability Generalization Study on the Survey of Perceived Organizational Support: The Effects of Mean Age and Number of Items on Score Reliability”, Educational and Psychological Measurement, 66(4), 631-642.
• Imran, Y. M., Elahi, S. N., Abid, G., Ashfaq, G. ve Ilyas, S. (2020). “Impact of Perceived Organizational Support on Work Engagement: Mediating Mechanism of Thriving and Flourishing”, Journal of Open Innovation: Technology, Market ve Complexity, 6(82), 1-18.
• Janssen, O. ve Huang, X. (2008). “Us and Me: Team Identification and Individual Differentiation as Complementary Drivers of Team Members’ Citizenship and Creative Behaviors”, Journal of Management, 34(1), 69-88.
• Jayasundera, J. M.A., Jayakody, J.A.S.K. ve Jayawardana, A.K.L. (2016). “Perceived Organizational Support and Turnover Intention of Generation Y Employees: The Role of Leader-Member Exchange”, Sri Lankan Journal of Management, 21(2), 1-35.
• Kahn, W.A. (1990). “Psychological Conditions of Personal Engagement and Disengagement at Work”, Academy of Management Journal, 33(4), 693-724 Kanbur. E. (2016). “Algılanan Örgütsel Desteğin Çalışanların İç Girişimcilik Performansları Üzerindeki Etkisinin İncelenmesi”, Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(14), 443-460.
• Kerse, G. ve Karabey, C.N. (2017). “Algılanan Örgütsel Desteğin Örgütsel Özdeşleşmeye Etkisi: Örgütsel Sinizmin Aracı Rolü”, MANAS Sosyal Araştırmalar Dergisi, 6(4), 375-398. Kheng, Y.K., Mahmood, R. ve Beris, S.J.H. (2013). A Conceptual Review of Innovative Work Behavior in Knowledge Intensive Business Services among Knowledge Workers in Malaysia”, International Journal of Business, Humanities and Technology, 3(2), 91-99.
• Koçak, D. ve Yücel, İ. (2018). “Algılanan Örgütsel Destek İle İşten Ayrılma Niyeti Arasındaki İlişkide Duygusal Bağlılığın Aracı Etkisinin İncelenmesi”, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 32(3), 683-704.
• Konovsky, M. ve Pugh, D.S. (1994). “Citizenship Behavior and Social Exchange”, Academy of Managment Journal, 37(3), 656-699.
• Kurtessis, J.N., Eisenberger, R., Ford, M.T., Buffardi, L.C., Stewart, K.A. ve Adis, C.S. (2015). Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory, Journal of Management, 43(6), 1854-1884.
• Lambert, S. (2000). “Added Benefits: The Link Between Work-Life Benefits and Organizational Citizenship Beahvior”, Academy of Management Journal, 43(5), 801-815.
• MacKinnon, D.P., Lockwood, C.M. ve Williams, J. (2004). “Confidence Limits For The İndirect Effect: Distribution Of The Produce And Resampling Methods”, Multivariate Behavioral Research, 39, 99–1.
• Mention, A.L. (2012). “Intellectual Capital, Innovation and Performance: A Systematic Review of The Literature”, Business and Economic Research, 2(1), 1-37.
• Moon, W. T., Hur, W. ve Jun, J. (2013). “The Role of Perceived Organizational Support on Emotional Labor in the Airline Industry”, International Journal of Contemporary Hospitality Management, 25(1), 105-123.
• Nazir, S., Shafi, A., Atif, M.M., Qun, W. ve Abdullah, S.M. (2018). “How Organization Justice and Perceived Organizational Support Facilitate Employees’ İnnovative Behavior At Work”, Emerald Insight.
• Nehles, B.A.C. ve Veenendaal, A.R.A (2019). “Perceptions of HR Practices and Innovative Work Behavior: The Moderating Effect of an Innovative Climate”, The International Journal of Human Resource Management, 30(18), 2661-2683.
• Nişancı, N.Z., Damar, A., Güney, A. ve Kara, S.D. (2019). “Psikolojik Sermayenin İşe Angaje Olma Ve Örgütsel Destek Üzerindeki Etkisi”, Business and Organization Research, 63-73.
• Özkalp, P, Meydan, B. (2015). “Schaufeli ve Bakker Tarafından Geliştirilmiş Olan İşe Angaje Olma Ölçeğinin Türkçe’de Güvenilirlik ve Geçerliliğinin Analizi”, Isguc The Journal of Industrial Relations and Human Resources, 17 (3), 1-19.
• Ramamoorthy, N., Flood, P.C., Slattery, T. ve Sardessai, R. (2005). “Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model”, Creativity and Innovation Management, 14(2), 142-150.
• Riaz, S., Xu, Y. ve Hussain, S. (2018). “Understanding Employee Innovative Behavior and Thriving at Work: A Chinese Perspective”, Administrative Sciences, 8(46), 1-14.
• Schaufeli, W. B., Salanova, M., González-Romá, V. ve. Bakker, A.B. (2002). “The Measurement of Engagement and Burnout: A Confirmatory Factor Analytic Approach”, Journal of Happiness Studies, 3, 71–92.
• Schaufeli, W.B. ve Bakker, A.B. (2004). “UWES manual. Utrecht: Occupational Health Psychology Unit”, Utrecht University.
• Scott, S.G. & Bruce, R.A. (1994). “Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace”, Academy of Management Journal, 37(3), 580-607.
• Shelton, M.P., Waite M.A. ve Makela, J.C. (2010). “Highly Effective Teams: A Relational Analysis of Group Potency and Perceived Organizational Support”, Advances in Developing Human Resources, 12(1), 93-114.
• Sitorus, F. (2017). “The Influence of Perceived Organizational Support and Internal Communication toward Work Engagement”, Advances in Social Science, Education and Humanities Research, 36, 280-287.
• Vithayaporn, S. ve Ashton, S.A. (2019). “Employee Engagement and Innovative Work Behavior: A Case Study of Thai Airways International”, Abac Odı Journal Vısıon. Actıon.Outcome, 6(2), 45-62.
• Wang, Y.X., Yang, Y.J., Wang, Y., Su, D., Li, S.W., Zhang, T. ve Li, H.P. (2019). “The Mediating Role of Inclusive Leadership: Work Engagement and Innovative Behavior Among Chinese Head Nurses”, Journal of Nursing Management, 27, 688–696.
• Woodman, R. W., Sawyer, J. E. ve Grffin, R. W. (1993). “Toward A Theory of Organizational Creativity”, Academy of Management Review, 18(2), 293-321.
• Yuan, F. ve Woodman, R.W. (2010). “Innovative Behavior in the Workplace: The Role of Performance and Image Outcome Expectations”, The Academy of Management Journal, 53(2), 323-342.
• Zacher, H. ve Winter, G. (2011). “Eldercare Demands, Strain, and Work Engagement: The Moderating Role of Perceived Organizational Support”, Journal of Vocational Behavior, 79, 667-680.
• Zhang, L., Qiu, Y. ve Teng, E. (2017). “Cross-level Relationships Between Justice Climate and Organizational Citizenship Behavior: Perceived Organizational Support As Mediator”, Social Behavior and Personality, 45(3), 387-398.