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Relationship between Manager Functionality and Perceived Organizational Support in Employees’ Organizational Socialization: Social Learning Theory Perspective

Yıl 2022, Cilt: 11 Sayı: 1, 275 - 292, 31.01.2022
https://doi.org/10.33206/mjss.937153

Öz

In today's work environments, managers exhibit various functional behaviors towards their employees. These functional behaviors may have an impact on the organizational socialization and perceived organizational support of the employees. In the literature, the variable of manager functionality has been studied quite limitedly, and no research has been found in which the concepts of organizational socialization of employees and perceived organizational support are used together. Since the research was carried out on employees of different professions, the researches carried out in different fields previously related to the subject were the sources of the study. In the results of the research, it was observed that executive functionality had a positive and significant effect on the organizational socialization of employees. In the study, it was concluded that executive functionality has a positive and significant effect on the perceived organizational support of employees. Besides, it was found that the perceived organizational support of employees had positive and significant effects on organizational socialization. As a result, the organizational support perceived by employees had a full mediating effect on the effect of executive functionality on the organizational socialization of employees. The results reveal that managers and employees can be investigated behaviorally in social learning theory.

Kaynakça

  • Akers, R. L., Krohn, M. D., Lanza-Kaduce, L. ve Radosevich, M. (1979). Social learning and deviant behavior: A specific test of a general theory. American Sociological Review, 44(4), 636-655.
  • Akers, R. L. ve Lee, G. (1996). A longitudinal test of social learning theory: adolescent smoking. Journal of Drug Issues, 26(2), 317-343.
  • Allen, D. G. ve Shanock, L. R. (2013). Perceived organizational support and embeddedness as key mechanism connecting socialization tactics to commitment and turnover among new employees. Journal of Organizational Behavior, 34, 350-369.
  • Allen, M. W. (1992). Communication and organizational commitment: perceived organizational support as a mediating factor. Communication Quarterly, 40(4), 357-367.
  • Allen, M. W., Armstrong, D. J., Reid, M. F. ve Riemenschneider, C. K. (2008). Factors impacting the perceived organizational support of IT employees. Information & Management, 45, 556- 563.
  • Aselage, J. ve Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theorical integration. Journal of Organizational Behavior, 24, 491-509.
  • Armeli, S., Eisenberger, R., Fasolo, P. ve Lync, P. (1998). Perceived organizational support and police performance: The moderating influence of socioemotional needs. Journal of Applied Psychology, 83(2), 288-297.
  • Baker, H. E. ve Feldman, D. C. (1991). Linking Organizational socialization tactics with corporate human resource management strategies. Human Resource Management Review, 1(3), 193-202.
  • Baranik, L. E., Roling, E. A. ve Eby, L. T. (2010). Why does mentoring work? The role of perceived organizational support. Journal of Vocational Behavior, 76, 366-373.
  • Bauer, T. N., Morrison, E. W. ve Callister, R. R. (1998). Organizational socialization: A review and directions for future research. Research in Personnel and Human Resources Management, 16, 149-214.
  • Baron, R. M. ve 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), 1173-1182.
  • Bayraktaroğlu, A. E., Calisir, F. ve Gumussoy, C. A. (2009). Usability and functionality: A comparison of project managers’ and potential users’ evaluations. Proceedings of the 2009 IEEE IEEM, 2019-2023.
  • Beadles II, N.A., Lowery, C. M., Petty, M.M. ve Ezell, H. (2000). An examination of the relationships between turnover functionality, turnover frequency, and organizational performance. Journal of Business and Psychology, 15(2), 331-337.
  • Bigliardi, B., Petroni, A. ve Dormino, A. I. (2005). Organizational socialization, career aspirations and turnover intentions among desing engineers. Leadership & Organization, 26(6), 424- 441.
  • Bonett, D. G. ve Wright, T. A. (2015). Cronbach’s alpha reliability: Interval estimation, hypothesis testing, and sample size planning. Journal of Organizational Behavior, 36, 3-15.
  • Bruhn, J. G. (2009). The functionality of gray area ethics in organizations. Journal of Business Ethics, 89, 205-214.
  • 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.
  • Chen, Z. R. E., Johnson, K. M., Sucharski, I. L. ve Aselage, J. (2009). Perceived organizational support and extra-role performance: Which leads to which? The Journal of Social Psychology, 149(1), 119-124.
  • Chiang, C-F. ve Hsieh, T-S. (2012). The ımpacts 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.
  • Chow, I. H-S. (2002). Organizational socialization and career success of asian managers. International Journal of Human Resource Management, 13(4), pp. 720-737.
  • Cohen, A. ve Veled-Hecht, A. (2010). The relationship between organizational socialization and commitment in the workplace among employees in long-term nursing care facilities. Personnel Review, 39(5), 537-556.
  • Davis, T. R. V. ve Luthans, F. (1980). A social learning approach to organizational behavior. The Academy of Management Review, 5(2), 281-290.
  • Deconinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ Level of Trust. Journal of Business Research, 63, 1349-1355.
  • Duke, A., Goodman, J. M., Treadway, D. C. ve Breland, J. W. (2009). Perceived organizational support as a moderator of emotional labor/outcomes relationships. Journal of Applied Social Psychology, 39(5), 1013-1034.
  • Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. ve Rhoades L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
  • Eisenberger, R., Fasolo, P. ve Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51- 59.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D. ve Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
  • Fang, R., Duffy, M. K. ve Shaw, J. D. (2011). The organizational socialization process: review and development of a social capital model. Journal of Management, 37(1), 127-152.
  • Farh, J-L., Hackett, R. D. ve Liang, J. (2007). Individual-level cultural values as moderators of perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715-729.
  • Feldman, D. C. (1981). The multiple socialization of organization members. Academy of Management Review, 6(2), 309-318.
  • Filstad, C. (2011). Organizational commitment through organizational socialization tactics. Journal of Workplace Learning, 23(6), 376-390.
  • Goswami, A. K. ve Agrawal, R. K. (2019). Influence of ethical leadership on employee learning orientation: Evidence from academics. Development and Learning in Organizations, 33(3), 13-15.
  • Grubic-Nesic, L., Mitrovic, S. ve Milisavljevic, S. (2016). Differences between the state / public and private sectors in organizations in serbia regarding the functionality of managers’ decision making, Journal of East European Management Studies, 21(1), 82-102.
  • Hair, J., Hollingsworth, C. L., Randolph, A.B. ve Chong, A. Y. L. (2017). An updated and expanded assessment of PLS-SEM in information systems research. Industrial Management & Data Systems, 117(3), 442-458.
  • Hair, J. F., Risher, J. J., Sarstedt, M. ve Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24.
  • Hambrick, D. C. (1983). Some tests of the effectiveness and functional attributes of Miles and Snow’s strategic types. The Academy of Management Journal, 26(1), 5-26.
  • Hu, L-T. ve Bentler, P. M. (1998). Fit ındices in covariance structure modeling: Sensitivity to underparameterized model misspecification’’, Psychological Methods, 3(4), 424-453.
  • Hussain, T. ve Asif, S. (2012). Is Employees’ Turnover ıntention driven by organizational commitment and perceived organizational support? Journal of Quality and Technology Management, 8(2), 1-10.
  • Hutchison, S. (1997). Perceived organizational support: Further evidence of construct validity. Educational and Psychological Measurement, 57(6), 1025-1034.
  • Hutchison, S. ve Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
  • Hutchison, S. ve Garstka, M. L. (1996). Sources of perceived organizational support: Goal setting and feedback. Journal of Applied Social Psychology, 26(15), 1351-1366.
  • Johlke, M. C., Stamper, C. L. ve Shoemaker, M. E. (2002). Antecedents to Boundary-Spanner perceived organizational support. Journal of Managerial Psychology, 17(2), 116-128.
  • Krejcie, R. V. ve Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30, 607-610.
  • Manz, C. C. ve Sims, H. P. (1980). Self-management as a substitute for leadership: A social learning theory perspective. The Academy of Management Review, 5(3), 361-367.
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  • Kalshoven K., Hartog, D. N. D. ve Hoogh, A. H. B. D. (2012). Ethical leadership and follower helping and courtesy: Moral awareness and empathic concern as moderators. Applied Psychology: An International Review, 1-25.
  • Lancaster, S. ve Milia, L. D. (2014). Organisational support for employee learning an employee perspective. European Journal of Training and Development, 38(7), 642-657.
  • Latham, G. P. ve Saari, L. M. (1979). Application of social-learning theory to training supervisors through behavioral modeling. Journal of Applied Psychology, 64(3), 239-246.
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  • Marleno, R., Surjokusumo, S., Oetomo, W., Setiawan, M. I. ve Abdullah, D. (2018). The influence of Stakeholder factors affecting the success of construction projects in Indonesia. Journal of Physics: Conf. Series, 1114, 1-14.
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Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi

Yıl 2022, Cilt: 11 Sayı: 1, 275 - 292, 31.01.2022
https://doi.org/10.33206/mjss.937153

Öz

Günümüz çalışma ortamlarında yöneticiler çalışanlarına yönelik çeşitli işlevsel davranışlar sergilemektedir. Bu işlevsel davranışlar çalışanların örgütsel sosyalleşmeleri ve algıladıkları örgütsel destek üzerinde etkili olabilir. Literatürde yönetici işlevselliği değişkeni oldukça sınırlı araştırılmış olup çalışanların örgütsel sosyalleşmesi ve algılanan örgütsel destek kavramlarının birlikte kullanıldığı herhangi bir araştırmaya rastlanılmamıştır. Araştırma farklı mesleklerde çalışanlar üzerinde gerçekleştirildiği için konu ile ilgili daha evvel farklı alanlarda gerçekleştirilen araştırmalar çalışmaya kaynaklık etmiştir. Araştırma sonuçlarında yönetici işlevselliğinin çalışanların örgütsel sosyalleşmesi üzerinde pozitif ve anlamlı etkisi olduğu gözlemlenmiştir. Araştırmada yönetici işlevselliğinin çalışanların algıladıkları örgütsel destek üzerinde pozitif ve anlamlı etkisi olduğu sonucuna ulaşılmıştır. Araştırmada ayrıca çalışanların algıladıkları örgütsel desteğin örgütsel sosyalleşmeleri üzerinde yine pozitif ve anlamlı etkilerinin olduğu ortaya koyulmuştur. Sonuç olarak yönetici işlevselliğinin çalışanların örgütsel sosyalleşmeleri üzerindeki etkisinde çalışanların algıladığı örgütsel destek tam aracı etkiye sahip olmuştur. Sonuçlar sosyal öğrenme kuramında, yönetici ve çalışanların davranışsal açıdan araştırılabileceğini ortaya koymaktadır.

Kaynakça

  • Akers, R. L., Krohn, M. D., Lanza-Kaduce, L. ve Radosevich, M. (1979). Social learning and deviant behavior: A specific test of a general theory. American Sociological Review, 44(4), 636-655.
  • Akers, R. L. ve Lee, G. (1996). A longitudinal test of social learning theory: adolescent smoking. Journal of Drug Issues, 26(2), 317-343.
  • Allen, D. G. ve Shanock, L. R. (2013). Perceived organizational support and embeddedness as key mechanism connecting socialization tactics to commitment and turnover among new employees. Journal of Organizational Behavior, 34, 350-369.
  • Allen, M. W. (1992). Communication and organizational commitment: perceived organizational support as a mediating factor. Communication Quarterly, 40(4), 357-367.
  • Allen, M. W., Armstrong, D. J., Reid, M. F. ve Riemenschneider, C. K. (2008). Factors impacting the perceived organizational support of IT employees. Information & Management, 45, 556- 563.
  • Aselage, J. ve Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theorical integration. Journal of Organizational Behavior, 24, 491-509.
  • Armeli, S., Eisenberger, R., Fasolo, P. ve Lync, P. (1998). Perceived organizational support and police performance: The moderating influence of socioemotional needs. Journal of Applied Psychology, 83(2), 288-297.
  • Baker, H. E. ve Feldman, D. C. (1991). Linking Organizational socialization tactics with corporate human resource management strategies. Human Resource Management Review, 1(3), 193-202.
  • Baranik, L. E., Roling, E. A. ve Eby, L. T. (2010). Why does mentoring work? The role of perceived organizational support. Journal of Vocational Behavior, 76, 366-373.
  • Bauer, T. N., Morrison, E. W. ve Callister, R. R. (1998). Organizational socialization: A review and directions for future research. Research in Personnel and Human Resources Management, 16, 149-214.
  • Baron, R. M. ve 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), 1173-1182.
  • Bayraktaroğlu, A. E., Calisir, F. ve Gumussoy, C. A. (2009). Usability and functionality: A comparison of project managers’ and potential users’ evaluations. Proceedings of the 2009 IEEE IEEM, 2019-2023.
  • Beadles II, N.A., Lowery, C. M., Petty, M.M. ve Ezell, H. (2000). An examination of the relationships between turnover functionality, turnover frequency, and organizational performance. Journal of Business and Psychology, 15(2), 331-337.
  • Bigliardi, B., Petroni, A. ve Dormino, A. I. (2005). Organizational socialization, career aspirations and turnover intentions among desing engineers. Leadership & Organization, 26(6), 424- 441.
  • Bonett, D. G. ve Wright, T. A. (2015). Cronbach’s alpha reliability: Interval estimation, hypothesis testing, and sample size planning. Journal of Organizational Behavior, 36, 3-15.
  • Bruhn, J. G. (2009). The functionality of gray area ethics in organizations. Journal of Business Ethics, 89, 205-214.
  • 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.
  • Chen, Z. R. E., Johnson, K. M., Sucharski, I. L. ve Aselage, J. (2009). Perceived organizational support and extra-role performance: Which leads to which? The Journal of Social Psychology, 149(1), 119-124.
  • Chiang, C-F. ve Hsieh, T-S. (2012). The ımpacts 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.
  • Chow, I. H-S. (2002). Organizational socialization and career success of asian managers. International Journal of Human Resource Management, 13(4), pp. 720-737.
  • Cohen, A. ve Veled-Hecht, A. (2010). The relationship between organizational socialization and commitment in the workplace among employees in long-term nursing care facilities. Personnel Review, 39(5), 537-556.
  • Davis, T. R. V. ve Luthans, F. (1980). A social learning approach to organizational behavior. The Academy of Management Review, 5(2), 281-290.
  • Deconinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ Level of Trust. Journal of Business Research, 63, 1349-1355.
  • Duke, A., Goodman, J. M., Treadway, D. C. ve Breland, J. W. (2009). Perceived organizational support as a moderator of emotional labor/outcomes relationships. Journal of Applied Social Psychology, 39(5), 1013-1034.
  • Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. ve Rhoades L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
  • Eisenberger, R., Fasolo, P. ve Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51- 59.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D. ve Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
  • Fang, R., Duffy, M. K. ve Shaw, J. D. (2011). The organizational socialization process: review and development of a social capital model. Journal of Management, 37(1), 127-152.
  • Farh, J-L., Hackett, R. D. ve Liang, J. (2007). Individual-level cultural values as moderators of perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715-729.
  • Feldman, D. C. (1981). The multiple socialization of organization members. Academy of Management Review, 6(2), 309-318.
  • Filstad, C. (2011). Organizational commitment through organizational socialization tactics. Journal of Workplace Learning, 23(6), 376-390.
  • Goswami, A. K. ve Agrawal, R. K. (2019). Influence of ethical leadership on employee learning orientation: Evidence from academics. Development and Learning in Organizations, 33(3), 13-15.
  • Grubic-Nesic, L., Mitrovic, S. ve Milisavljevic, S. (2016). Differences between the state / public and private sectors in organizations in serbia regarding the functionality of managers’ decision making, Journal of East European Management Studies, 21(1), 82-102.
  • Hair, J., Hollingsworth, C. L., Randolph, A.B. ve Chong, A. Y. L. (2017). An updated and expanded assessment of PLS-SEM in information systems research. Industrial Management & Data Systems, 117(3), 442-458.
  • Hair, J. F., Risher, J. J., Sarstedt, M. ve Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24.
  • Hambrick, D. C. (1983). Some tests of the effectiveness and functional attributes of Miles and Snow’s strategic types. The Academy of Management Journal, 26(1), 5-26.
  • Hu, L-T. ve Bentler, P. M. (1998). Fit ındices in covariance structure modeling: Sensitivity to underparameterized model misspecification’’, Psychological Methods, 3(4), 424-453.
  • Hussain, T. ve Asif, S. (2012). Is Employees’ Turnover ıntention driven by organizational commitment and perceived organizational support? Journal of Quality and Technology Management, 8(2), 1-10.
  • Hutchison, S. (1997). Perceived organizational support: Further evidence of construct validity. Educational and Psychological Measurement, 57(6), 1025-1034.
  • Hutchison, S. ve Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
  • Hutchison, S. ve Garstka, M. L. (1996). Sources of perceived organizational support: Goal setting and feedback. Journal of Applied Social Psychology, 26(15), 1351-1366.
  • Johlke, M. C., Stamper, C. L. ve Shoemaker, M. E. (2002). Antecedents to Boundary-Spanner perceived organizational support. Journal of Managerial Psychology, 17(2), 116-128.
  • Krejcie, R. V. ve Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30, 607-610.
  • Manz, C. C. ve Sims, H. P. (1980). Self-management as a substitute for leadership: A social learning theory perspective. The Academy of Management Review, 5(3), 361-367.
  • O’Higgins, E. ve Kelleher, B. (2005). Comparative perspectives on the ethical orientations of human resources, marketing and finance functional managers. Journal of Business Ethics, 56, 275-288.
  • Kalshoven K., Hartog, D. N. D. ve Hoogh, A. H. B. D. (2012). Ethical leadership and follower helping and courtesy: Moral awareness and empathic concern as moderators. Applied Psychology: An International Review, 1-25.
  • Lancaster, S. ve Milia, L. D. (2014). Organisational support for employee learning an employee perspective. European Journal of Training and Development, 38(7), 642-657.
  • Latham, G. P. ve Saari, L. M. (1979). Application of social-learning theory to training supervisors through behavioral modeling. Journal of Applied Psychology, 64(3), 239-246.
  • Latham, G. P. ve Saari, L. M. (1979). Application of social-learning theory to training supervisors through behavioral modeling. Journal of Applied Psychology, 64(3), 239-246.
  • Lowry, P. B. ve Gaskin, J. (2014). Partial Least Squares (PLS) Structural Equation Modeling (SEM) for building and testing behavioral causal theory: When to choose it and how to use it. IEEE Transactions on Professional Communication, 57(2), 123-146.
  • Lynch, P. D., Eisenberger, R. ve Armeli, S. (1999). Perceived organizational support: Inferior versus superior performance by wary employees. Journal of Applied Psychology, 84(4), 467-483.
  • Marleno, R., Surjokusumo, S., Oetomo, W., Setiawan, M. I. ve Abdullah, D. (2018). The influence of Stakeholder factors affecting the success of construction projects in Indonesia. Journal of Physics: Conf. Series, 1114, 1-14.
  • Mehmood, S., Liang, C. ve Gu, D. (2018). Heritage ımage and attitudes toward a heritage site: Do they really mediate the relationship between user-generated content and travel ıntentions toward a heritage site? Sustainability, 10, 1-26.
  • Morgan, G. ve Ramirez, R. (1983). Action learning: A holographic metaphor for guiding social change. Human Relations, 37(1), 1-28.
  • Muse, L. A. ve Stamper, C. L. (2007). Perceived organizational support: Evidence for a mediated association with work performance. Journal of Managerial Issues, 19(4), 517-535.
  • Nelson, D. L. (1987). Organizational socialization: A stress perspective. Journal of Occupational Behaviour, 8(4), 311-324.
  • Ohbuchi, K. ve Atsumi, E. (2010). Avoidance brings Japanese Employees what they care about in conflict management: Its functionality and ‘‘good member’’ image. International Association for Conflict Management and Wiley Periodicals, 3(2), 117-129.
  • Panaccio, A. ve Vandenberghe, C. (2009). Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study. Journal of Vocational Behavior, 75, 224-236.
  • Rhoades, L. ve Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
  • Rhoades, L., Eisenberger, R. ve Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836.
  • Riggle, R. J., Edmondson, D. R. ve Hansen, J. D. (2009). A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research. Journal of Business Research, 62, 1027-1030.
  • Rizescu, M. (2011). Organizational culture influences on the organizations’ functionality. Social-Behavioral Sciences, 1(61), 75-82.
  • Saks, A. M. ve Ashforth, B. E. (1997). Organizational socialization: Making sense of the past and present as a prologue for the future. Journal of Vocational Behavior, 51, 234-279.
  • Scott, W. G. (1968). Technology and organization government: A speculative inquiry into the functionality of management creeds. The Academy of Management Journal, 11(3), 301-313.
  • Settoon, R. P., Bennett, N. ve Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219-227.
  • Shore, L. M. ve Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76(5), 637-643.
  • Shore, L. M. ve Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774-780.
  • Simon, H. A. (1991). Organizations and markets. Journal of Economic Perspectives, 5(2), 25-44.
  • Snarey, J. R., Reimer, J. ve Kohlberg, L. (1985). Development of social-moral reasoning among kibbutz adolescents: A longitudinal cross-cultural study. Development Psychology, 21(1), 3- 17.
  • Sparks, J. R. ve Hunt, S. D. (1998). Marketing researcher ethical sensitivity: Conceptualization, measurement, and exploratory ınvestigation. Journal of Marketing, 62(2), 92-109.
  • Taormina, R. J. (1994). The organizational socialization ınventory. International Journal of Selection and Assessment, 2(3), 133-145.
  • Taormina, R. J. (1997). Organizational socialization: A multidomain, continuous process model. Domains of Organizational Socialization, 5(1), 29-47.
  • Taormina, R. J. (1998). Employee attitudes toward organiztional socialization in the people’s republic of China, Hong Kong, and Singapore. The Journal of Applied Behavioral Science, 34(4), 468-485.
  • Taormina, R. J. (1999). Predicting employee commitment and satisfaction: The relative effects of socialization and demographics. International Journal of Human Resource Management, 10(6), 1060-1076.
  • Taormina, R. J. (2004). Convergent validation of two measures of organizational socialization. The International Journal of Human Resource Management, 15(1), 76-94.
  • Taormina, R. J. (2008). Interrelating leadership behaviors, organizational socialization, and organizational culture. Leadership & Organization Development Journal, 29(1), 85-102.
  • Taormina, R. J. (2009). Organizational socialization: The missing link between employee needs and organizational culture. Journal of Managerial Psychology, 24(7), 650-676.
  • Taormina, R. J. ve Bauer, T. N. (2000). Organizational socialization in two cultures: Results from the United States and Hong Kong. The International Journal of Organizational Analysis, 8(3), 262-289.
  • Tierney, P. ve Farmer, S. M. (2004). The pygmalion process and employee creativity. Journal of Management, 30(3), 413-432.
  • Turner, S. G., Utley, D. R. ve Westbrook, J. D. (1998). Project managers and functional managers: A case study of job satisfaction in a matrix organization. Project Managemet Journal, 29(3), 11-19.
  • Wayne, S. J., Shore, L. M. ve Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82-111.
  • Weiss, H. M. (1978). Social learning of work values in organizations. Journal of Applied Psychology, 63(6), 711-718.
  • Vandenbosch, B. (1999). An empirical analysis of the association between the use of executive support systems and perceived organizational competitiveness. Accounting, Organizations and Society, 24, 77-92.
Toplam 83 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makalesi
Yazarlar

İbrahim Durmuş 0000-0002-3872-2258

Erken Görünüm Tarihi 31 Ocak 2022
Yayımlanma Tarihi 31 Ocak 2022
Gönderilme Tarihi 14 Mayıs 2021
Yayımlandığı Sayı Yıl 2022 Cilt: 11 Sayı: 1

Kaynak Göster

APA Durmuş, İ. (2022). Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi. MANAS Sosyal Araştırmalar Dergisi, 11(1), 275-292. https://doi.org/10.33206/mjss.937153
AMA Durmuş İ. Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi. MJSS. Ocak 2022;11(1):275-292. doi:10.33206/mjss.937153
Chicago Durmuş, İbrahim. “Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği Ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi”. MANAS Sosyal Araştırmalar Dergisi 11, sy. 1 (Ocak 2022): 275-92. https://doi.org/10.33206/mjss.937153.
EndNote Durmuş İ (01 Ocak 2022) Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi. MANAS Sosyal Araştırmalar Dergisi 11 1 275–292.
IEEE İ. Durmuş, “Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi”, MJSS, c. 11, sy. 1, ss. 275–292, 2022, doi: 10.33206/mjss.937153.
ISNAD Durmuş, İbrahim. “Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği Ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi”. MANAS Sosyal Araştırmalar Dergisi 11/1 (Ocak 2022), 275-292. https://doi.org/10.33206/mjss.937153.
JAMA Durmuş İ. Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi. MJSS. 2022;11:275–292.
MLA Durmuş, İbrahim. “Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği Ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi”. MANAS Sosyal Araştırmalar Dergisi, c. 11, sy. 1, 2022, ss. 275-92, doi:10.33206/mjss.937153.
Vancouver Durmuş İ. Çalışanların Örgütsel Sosyalleşmesinde Yönetici İşlevselliği ve Algılanan Örgütsel Destek İlişkisi: Sosyal Öğrenme Kuramı Perspektifi. MJSS. 2022;11(1):275-92.

MANAS Journal of Social Studies (MANAS Sosyal Araştırmalar Dergisi)     


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