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Ekolojik Vergileme: Seçilmiş Bazı Dünya Ülkeleri ile Türkiye Verilerinin Karşılaştırılması

Yıl 2016, Cilt: 11 Sayı: 1, 225 - 246, 01.04.2016

Öz

Teknolojinin gelişmesi ile birlikte teknoloji tabanlı örgütlerdeki artış, bu örgütlerde yaygın olarak yürütülen proje bazlı işlerin ve çalışma gruplarının da sayılarını artırmaktadır. Bu nedenle uyumu/uyumsuzluğunun kazanmıştır. Bu araştırmada, kişilerin yer aldıkları çalışma grupları ile uyumlarının yöneticileri değerlendirmelerine olan etkisi incelenmiştir. Kişi-grup uyumu; kişilerin grup ile algısal demografik ve iş yapma benzerlikleri ilişkisel demografi , kişisel ve grup değerleri arasındaki benzerlik ve grup üyeleri ile kişilik özellikleri benzerliği boyutlarında incelenmiştir. Araştırma, teknoloji tabanlı örgütlerden seçilmiş 640 kişilik 124 gerçekleştirilmiştir. Bulgulara göre, kişilerin gruplarına yönelik ilişkisel demografi algıları %47 ve grup ile olan değer uyumu %35 yöneticilerinden YONM Beklenilenin aksine, grup üyeleri ile olan kişilik özellikleri benzerliğinin yöneticiden duyulan memnuniyete etkisi %28 olumsuzdur. Sonuçlar, benzerlik uyumunun yanı sıra, kişilik özellikleri açısından grup içinde “tamamlayıcılığın” önemi göstermektedir

Kaynakça

  • Barber, A. E. (1998), Recruiting Employees: Individual and Organizational Perspectives. Thousand Oaks, CA: Sage.
  • Bass, B. ve B. Avolio (1995), Multifactor Leadership Questionnaire Leader Form (5xshort). Mind Garden, Redwood City, CA.
  • Byrne, D. (1971), The Attraction Paradigm. Academic Press, New York.
  • Cable, D. M. ve T. A. Judge (1996), “Person-organization Fit, Job Choice Decisions, and Organizational Entry”, Organizational Behavior and Human Decision Process, 67, 294-311.
  • Carless, S. A. (2005), “Person-job Fit versus Person-Organization Fit as Predictors of Organizational Attraction and Job Acceptance Intentions: A Longitudinal Study”, Journal of Occupational and Organizational Psychology, 78 (3), 411-429.
  • Costa, P. T. ve R. R. McCrae (1991), Manual of Revised NEO Personality Inventory and NEO Five-Factor Inventory. Psychological Assessment Resources, Odessa, FL.
  • Cunningham, G. B. (2007), “Perceptions as Reality: The Influence of Actual and Perceived Demographic Dissimilarity”. Journal of Business Psychology, 22, 79-89.
  • DelCampo, R. G. (2006), “Influence of Culture Strength on Person-Organization Fit and Turnover”, International Journal of Management, 23 (3), Kısım 1, 465-471.
  • Doğan, S. ve S. Kılıç (2007), “Örgütsel Bağlılığın Sağlanmasında Personel Güçlendirmenin Yeri ve Önemi”, Erciyes Üniversitesi İktisadi ve İdari Bilimler fakültesi Dergisi, 29, 37-61.
  • Edwards, J. R. ve C. L. Cooper (1990), “The Person-Environment Fit Approach to Stress: Recurring Problems and Some Suggestions” , Journal Of Organizational Behavior, 11, 293-307.
  • Enz, C. (1988) “The role of value congruity in intraorganiza-tional power”. Administrative Science Quarterly, 33, 284- 304.
  • Erdil, O., H. Keskin, S. Z. İmamoğlu ve S. Erat (2004), “Yönetim Tarzı ve Çalışma Koşulları, Arkadaşlık Ortamı ve Takdir Edilme Duygusu ile İş Tatmini Arasındaki İlişkiler: Tekstil sektöründe bir uygulama”, Doğuş Üniversitesi Dergisi, 5(1), 17-26.
  • Erdoğan, B., M.L. Kraimer ve R. C.Liden (2004), “Work Value Congruence and Intrinsic Career Success: The Compensatory Roles of Leader-Member Exchange and Perceived Organizational Support”, Personnel psychology, 57, 305-332.
  • Erdoğan, B. ve T. N. Bauer (2005), “Enhancing Career Benefits of Employee Proactive Personality: The Role of Fit with Jobs and Organizations”, Personnel Psychology, 58 (4), 859-891.
  • Erkutlu, H. (2008), “The Impact of Transformational Leadership on Organizational and Leadership Effectiveness: The Turkish Case”, Journal of Management Development, Cilt 27, No 7, 708-726.
  • Eroğlu, F.(2000). Davranış Bilimleri. (5 baskı), Beta basım, İstanbul.
  • Ferris, G., Youngblood, S., & Yates, V. (1985). Personality, training performance, and withdrawal: A test of the person-group fit hypothesis for organizational newcomers. Journal of Vocational Behavior, 27, 377-388.
  • George, E. ve P. Chattopadhyay (2002), “Do Differences Matter? Understanding Demography-related Effects in Organization”, Australian Journal of Management, 27, 47-54.
  • Gil, F., R. Rico., C. M. Alcover ve A. Barrasa (2005), “Change-oriented Leadership, Satisfaction and Performance in Work Groups: Effects of Team Climate and Group Potency”, Journal of Managerial Psychology, 20, ( 3 /4), 312-328.
  • Glatfelter, A. (2000). The Influence of Supervisor’s Interpersonal Communication Competence on Worker Satisfaction, Yayımlanmamış yüksek lisans tezi, California State Üniversitesi.
  • Glomb, T. M. ve E. T. Welsh (2005), “Can Opposite Attract? Personality Heterogenity in Supervisor-subordinate Dyads as a Predictor of Subordinate Outcomes”, Journal of Applied Psychology, Cilt 90, Sayı 4, 749-757
  • Gülnar, B. (2007), Araştırma görevlilerinin iş tatminini sağlama aracı olarak örgütsel iletişim ve iletişim doyumu: Kamu ve özel üniversite karşılaştırması, Yayımlanmamış doktora tezi. Selçuk Üniversitesi, S.B.E.
  • Güneşer, A. B. (2007). “The effect of person-organization fit on organizational commitment and work engagement: The role of person-supervisor fit “yayımlanmamış doktora tezi, Marmara Üniversitesi, İşletme Anabilim Dalı, Organizational Behavior Bilim Dalı.
  • Harrison, D. A., K. H. Price, J. H. Gavin ve A. T. Florey (2002), “Time, Teams, and Task Performance: Changing Effects of Surface and Deep Level Diversity on Group Functioning”, Academy of Management Journal, 45, 1029-1046.
  • Harrison, D. A., K. H. Price ve M. Bell (1998), “Beyond Relational Demography: Time and the Effects of Surface and Deep Diversity on Work Group Cohesion”, Academy of Management Journal, Cilt 41 Sayı 1, 96-107.
  • Hazar, Ç. M. (2006). Kişilik ve iletişim tipleri. Selçuk İletişim, Cilt 4, Sayı 2, 125-140.
  • Kausel, E. E. ve J. E. Slaughter (2011), “Narrow Personality Traits and Organizational Attraction: Evidence for the cComplementary Hypotezi”, Organizational Behavior and Human Decision Processes, 114, 3-14.
  • Kayaoğlu, A. ve Tuna, Y. (2009). Psikolojiye Giriş. Sezen Ünlü (Ed.) Anadolu Üniversitesi, Yayın No: 1933, Eskişehir.
  • Kouzes, J. M. ve B. Z. Posner (1995), The Leadership Challenge: How to Keep Getting Extraordinary Things Done in Organizations. Jossey- Bass, California.
  • Kozlowski, S. W. J. ve M. L. Doherty (1989), “Integration of Climate and Leadership: Examination of a Neglected Issue”, Journal of Applied Psychology, 74, 546–553.
  • Kristof, A.L. (1996), “Person-organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications”, Personnel Psychology, 49, 1- 49.
  • Kristof-Brown, Amy L., R. D. Zimmerman ve E. N. Johnson (2005), “Consequences of Inidividual’s Fit at Work: A meta Analysis of Person-job, Person-organization, Person-group, and Person-Supervisor Fit”, Personnel Psychology, 58, 281-342.
  • Lia, H., A. Chuang ve A. Joshi (2008). “Perceived deep-level similarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and attitude”, Organizational Behavior and Human Resource Process, 106, 106-204.
  • Meglino, B. M., ve E. C. Ravlin, (1998), “Individual Values in Organizations: Concepts, Controversies, and Research”, Journal of Management. 24, 351-389.
  • Metzler, V. L. (2005), Organizational Culture: Finding the Right Fit. Yayımlanmamış doktora tezi, Templete University.
  • Meşe, G. (1999), Sosyal kimlik ve yaşam stilleri, Yayınlanmamış doktora tezi, Ege Üniversitesi. Sosyal Bilimler Enstitüsü.
  • Mitchell, M., L. T. Eby ve B. R. Ragins (2015), “My Mentor, My Self: Antecedents and Outcomes of Perceived Similarity in Mentoring Relatiobships”, Journal of Vocational Behavior, 89, 1-9.
  • Molleman, E. ve J. Slomp (2006), “The Impact of Team and Work Characteristics on Team Functionin”, Human Factors and Ergonomics in Manufacturing, 16(1), 1-15.
  • Moynihan, L.M. ve R. S. Peterson (2001), “A Contingent Configuration Approach to Understanding the Role of Personality in Organizational Groups”, Research in Organizational Behavior, 23, 327-378.
  • Muchinsky, P. M. ve C. J. Monahan, (1987), “What Is Person-Environment Congruence? Supplementary versus Complementary Models of Fit”, Journal of Vocational Behavior, 31, 268-277.
  • O'Reilly, C. A. ve J. Chatman, (1986), “Organizational Commitment and Psychological Attachment: The Effects of Compliance, Identification and Internalization on Prosocial Behavior”, Journal of Applied Psychoogy, 71, 492−499.
  • O’Reilly, C. A., D. F. Caldwell, ve W. P. Barnett (1989), “Work Group Demography, Social Integration, and Turnover”, Administrative Science Quarterly, 34, 21-37.
  • Ostroff. C., Y. Shin ve A. Kinicki (2005), “Multiple Perspectives of Congruence: Relationships between Value Congruence And Employee Attitudes”, Journal of Organizational Behaviour, 26 (6), 591-623.
  • Pfeffer, J., ve G. Salanuk (1978), The External Control of Organizations. Harper & Row: New York.
  • Riordan, C.M. (2000), “Relational Demography within Groups: Past Developments, Contradictions, and New directions”, Ed. G.R. Ferris, Research in Personnel and Human Resource Management. 19, (131-173). Stamford, CT: JAI Press.
  • Roberts, D. H. ve C. A. O’Reilly III (1979), “Some Correlates of Communication Roles in Organizations”, Academy of Management Journal, 22, 42-57.
  • Rokeach, M. (1973). The Nature of Human Values. The Free Press, New York.
  • Rousseau, D. M. (1990), “New Hire Perception of Their Own and Their Employer’s Obligations: A Study of Psychlogical Contracts”, Journal of Organizational Behavior, 11, 389-400.
  • Scarpello, V. ve R. J. Vandenberg (1987), “The Satisfaction with My Supervisor Scale: Its Utility for Research and Practical Applications”, Journal of Management, 13 (3), 447-466.
  • Schein, E. (1992), Organizational Culture and Leadership. Jossey-Bass, San Francisco, CA.
  • Shin, Y. (2005), The Effect of Perceived Team Person-Environment Fit on Team Performance in Korean Firms: An Examination of Mediating and Moderating Effects, (doktora tezi), Columbia University.
  • Soylu, S. (1999), “İşletmelerde Sosyal Kategorizasyon ve Sosyal Kimlik; Gruplar Arası İlişkiler ve Sosyal Kimlik Teorileri” , Ed. Sibel A. Arkonaç, Alfa Yay; İstanbul.
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  • Spector, P. E. (1985), “Measurement of Human Service Staff Satisfaction: Development of the Job Satisfcation Survey”, American Journal of Community Psychology, 13 (6), 693-713.
  • Stanley, C. L. (2001), Examination of Group Supervision: Cohesiveness and Supervisor Leadership as Predictors of Intern Performance, Yayımlanmamış doktora tezi. Seattle Pacific University, Clinical Psychology
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  • Tsui, A. S. ve C. A. O’ ReIlly III (1989), “Beyond Simple Demographic Effects: The Importance of Relational Demography in Superior-Subordinate Dyads”, Academy of Management Journal, 32 (2), 402-423.
  • Tsui, A.S., T. D. Egan, ve C. A. O’ReIlly III (1992), “Being Different: Relational Demography and Organizational Attachment”, Administrative Science Quarterly, 37, (4), 549-579.
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Person-Group Fit as an Antecedent of Satisfaction with the Supervisor

Yıl 2016, Cilt: 11 Sayı: 1, 225 - 246, 01.04.2016

Öz

In the light of developing technology, increasing of technology-based organizations cause projectbased work and working groups that are commonly occurred in these organizations to increase in number. Therefore, the result of employee’s fit/misfit with the group gains importance for organizations. The effect of employees’ fit with their group on their satisfaction with supervisor is investigated in this research. Person-group fit is examined by means of 3 dimensions: the employees’ perception about demographic similarity with group members relational demography, similarity of personal values with group values, and congruence of personality traits with group members’ ones. 124 working group-sampling 640 employees is selected at technology-based organizations. According to findings, employees’ perception of demographic similarity concerning group 47 % and value fit 35 % affect satisfaction with supervisor, positively as expected. Contrary to expectations, personality traits similarity with group members explains the variance in the satisfaction with supervisor, negatively 28% . The findings highlight complementary fit concerning personality traits for the group in addition to supplementary fit

Kaynakça

  • Barber, A. E. (1998), Recruiting Employees: Individual and Organizational Perspectives. Thousand Oaks, CA: Sage.
  • Bass, B. ve B. Avolio (1995), Multifactor Leadership Questionnaire Leader Form (5xshort). Mind Garden, Redwood City, CA.
  • Byrne, D. (1971), The Attraction Paradigm. Academic Press, New York.
  • Cable, D. M. ve T. A. Judge (1996), “Person-organization Fit, Job Choice Decisions, and Organizational Entry”, Organizational Behavior and Human Decision Process, 67, 294-311.
  • Carless, S. A. (2005), “Person-job Fit versus Person-Organization Fit as Predictors of Organizational Attraction and Job Acceptance Intentions: A Longitudinal Study”, Journal of Occupational and Organizational Psychology, 78 (3), 411-429.
  • Costa, P. T. ve R. R. McCrae (1991), Manual of Revised NEO Personality Inventory and NEO Five-Factor Inventory. Psychological Assessment Resources, Odessa, FL.
  • Cunningham, G. B. (2007), “Perceptions as Reality: The Influence of Actual and Perceived Demographic Dissimilarity”. Journal of Business Psychology, 22, 79-89.
  • DelCampo, R. G. (2006), “Influence of Culture Strength on Person-Organization Fit and Turnover”, International Journal of Management, 23 (3), Kısım 1, 465-471.
  • Doğan, S. ve S. Kılıç (2007), “Örgütsel Bağlılığın Sağlanmasında Personel Güçlendirmenin Yeri ve Önemi”, Erciyes Üniversitesi İktisadi ve İdari Bilimler fakültesi Dergisi, 29, 37-61.
  • Edwards, J. R. ve C. L. Cooper (1990), “The Person-Environment Fit Approach to Stress: Recurring Problems and Some Suggestions” , Journal Of Organizational Behavior, 11, 293-307.
  • Enz, C. (1988) “The role of value congruity in intraorganiza-tional power”. Administrative Science Quarterly, 33, 284- 304.
  • Erdil, O., H. Keskin, S. Z. İmamoğlu ve S. Erat (2004), “Yönetim Tarzı ve Çalışma Koşulları, Arkadaşlık Ortamı ve Takdir Edilme Duygusu ile İş Tatmini Arasındaki İlişkiler: Tekstil sektöründe bir uygulama”, Doğuş Üniversitesi Dergisi, 5(1), 17-26.
  • Erdoğan, B., M.L. Kraimer ve R. C.Liden (2004), “Work Value Congruence and Intrinsic Career Success: The Compensatory Roles of Leader-Member Exchange and Perceived Organizational Support”, Personnel psychology, 57, 305-332.
  • Erdoğan, B. ve T. N. Bauer (2005), “Enhancing Career Benefits of Employee Proactive Personality: The Role of Fit with Jobs and Organizations”, Personnel Psychology, 58 (4), 859-891.
  • Erkutlu, H. (2008), “The Impact of Transformational Leadership on Organizational and Leadership Effectiveness: The Turkish Case”, Journal of Management Development, Cilt 27, No 7, 708-726.
  • Eroğlu, F.(2000). Davranış Bilimleri. (5 baskı), Beta basım, İstanbul.
  • Ferris, G., Youngblood, S., & Yates, V. (1985). Personality, training performance, and withdrawal: A test of the person-group fit hypothesis for organizational newcomers. Journal of Vocational Behavior, 27, 377-388.
  • George, E. ve P. Chattopadhyay (2002), “Do Differences Matter? Understanding Demography-related Effects in Organization”, Australian Journal of Management, 27, 47-54.
  • Gil, F., R. Rico., C. M. Alcover ve A. Barrasa (2005), “Change-oriented Leadership, Satisfaction and Performance in Work Groups: Effects of Team Climate and Group Potency”, Journal of Managerial Psychology, 20, ( 3 /4), 312-328.
  • Glatfelter, A. (2000). The Influence of Supervisor’s Interpersonal Communication Competence on Worker Satisfaction, Yayımlanmamış yüksek lisans tezi, California State Üniversitesi.
  • Glomb, T. M. ve E. T. Welsh (2005), “Can Opposite Attract? Personality Heterogenity in Supervisor-subordinate Dyads as a Predictor of Subordinate Outcomes”, Journal of Applied Psychology, Cilt 90, Sayı 4, 749-757
  • Gülnar, B. (2007), Araştırma görevlilerinin iş tatminini sağlama aracı olarak örgütsel iletişim ve iletişim doyumu: Kamu ve özel üniversite karşılaştırması, Yayımlanmamış doktora tezi. Selçuk Üniversitesi, S.B.E.
  • Güneşer, A. B. (2007). “The effect of person-organization fit on organizational commitment and work engagement: The role of person-supervisor fit “yayımlanmamış doktora tezi, Marmara Üniversitesi, İşletme Anabilim Dalı, Organizational Behavior Bilim Dalı.
  • Harrison, D. A., K. H. Price, J. H. Gavin ve A. T. Florey (2002), “Time, Teams, and Task Performance: Changing Effects of Surface and Deep Level Diversity on Group Functioning”, Academy of Management Journal, 45, 1029-1046.
  • Harrison, D. A., K. H. Price ve M. Bell (1998), “Beyond Relational Demography: Time and the Effects of Surface and Deep Diversity on Work Group Cohesion”, Academy of Management Journal, Cilt 41 Sayı 1, 96-107.
  • Hazar, Ç. M. (2006). Kişilik ve iletişim tipleri. Selçuk İletişim, Cilt 4, Sayı 2, 125-140.
  • Kausel, E. E. ve J. E. Slaughter (2011), “Narrow Personality Traits and Organizational Attraction: Evidence for the cComplementary Hypotezi”, Organizational Behavior and Human Decision Processes, 114, 3-14.
  • Kayaoğlu, A. ve Tuna, Y. (2009). Psikolojiye Giriş. Sezen Ünlü (Ed.) Anadolu Üniversitesi, Yayın No: 1933, Eskişehir.
  • Kouzes, J. M. ve B. Z. Posner (1995), The Leadership Challenge: How to Keep Getting Extraordinary Things Done in Organizations. Jossey- Bass, California.
  • Kozlowski, S. W. J. ve M. L. Doherty (1989), “Integration of Climate and Leadership: Examination of a Neglected Issue”, Journal of Applied Psychology, 74, 546–553.
  • Kristof, A.L. (1996), “Person-organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications”, Personnel Psychology, 49, 1- 49.
  • Kristof-Brown, Amy L., R. D. Zimmerman ve E. N. Johnson (2005), “Consequences of Inidividual’s Fit at Work: A meta Analysis of Person-job, Person-organization, Person-group, and Person-Supervisor Fit”, Personnel Psychology, 58, 281-342.
  • Lia, H., A. Chuang ve A. Joshi (2008). “Perceived deep-level similarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and attitude”, Organizational Behavior and Human Resource Process, 106, 106-204.
  • Meglino, B. M., ve E. C. Ravlin, (1998), “Individual Values in Organizations: Concepts, Controversies, and Research”, Journal of Management. 24, 351-389.
  • Metzler, V. L. (2005), Organizational Culture: Finding the Right Fit. Yayımlanmamış doktora tezi, Templete University.
  • Meşe, G. (1999), Sosyal kimlik ve yaşam stilleri, Yayınlanmamış doktora tezi, Ege Üniversitesi. Sosyal Bilimler Enstitüsü.
  • Mitchell, M., L. T. Eby ve B. R. Ragins (2015), “My Mentor, My Self: Antecedents and Outcomes of Perceived Similarity in Mentoring Relatiobships”, Journal of Vocational Behavior, 89, 1-9.
  • Molleman, E. ve J. Slomp (2006), “The Impact of Team and Work Characteristics on Team Functionin”, Human Factors and Ergonomics in Manufacturing, 16(1), 1-15.
  • Moynihan, L.M. ve R. S. Peterson (2001), “A Contingent Configuration Approach to Understanding the Role of Personality in Organizational Groups”, Research in Organizational Behavior, 23, 327-378.
  • Muchinsky, P. M. ve C. J. Monahan, (1987), “What Is Person-Environment Congruence? Supplementary versus Complementary Models of Fit”, Journal of Vocational Behavior, 31, 268-277.
  • O'Reilly, C. A. ve J. Chatman, (1986), “Organizational Commitment and Psychological Attachment: The Effects of Compliance, Identification and Internalization on Prosocial Behavior”, Journal of Applied Psychoogy, 71, 492−499.
  • O’Reilly, C. A., D. F. Caldwell, ve W. P. Barnett (1989), “Work Group Demography, Social Integration, and Turnover”, Administrative Science Quarterly, 34, 21-37.
  • Ostroff. C., Y. Shin ve A. Kinicki (2005), “Multiple Perspectives of Congruence: Relationships between Value Congruence And Employee Attitudes”, Journal of Organizational Behaviour, 26 (6), 591-623.
  • Pfeffer, J., ve G. Salanuk (1978), The External Control of Organizations. Harper & Row: New York.
  • Riordan, C.M. (2000), “Relational Demography within Groups: Past Developments, Contradictions, and New directions”, Ed. G.R. Ferris, Research in Personnel and Human Resource Management. 19, (131-173). Stamford, CT: JAI Press.
  • Roberts, D. H. ve C. A. O’Reilly III (1979), “Some Correlates of Communication Roles in Organizations”, Academy of Management Journal, 22, 42-57.
  • Rokeach, M. (1973). The Nature of Human Values. The Free Press, New York.
  • Rousseau, D. M. (1990), “New Hire Perception of Their Own and Their Employer’s Obligations: A Study of Psychlogical Contracts”, Journal of Organizational Behavior, 11, 389-400.
  • Scarpello, V. ve R. J. Vandenberg (1987), “The Satisfaction with My Supervisor Scale: Its Utility for Research and Practical Applications”, Journal of Management, 13 (3), 447-466.
  • Schein, E. (1992), Organizational Culture and Leadership. Jossey-Bass, San Francisco, CA.
  • Shin, Y. (2005), The Effect of Perceived Team Person-Environment Fit on Team Performance in Korean Firms: An Examination of Mediating and Moderating Effects, (doktora tezi), Columbia University.
  • Soylu, S. (1999), “İşletmelerde Sosyal Kategorizasyon ve Sosyal Kimlik; Gruplar Arası İlişkiler ve Sosyal Kimlik Teorileri” , Ed. Sibel A. Arkonaç, Alfa Yay; İstanbul.
  • Schneider, B. (1987), “The People Make the Place,”, Personnel Psychology, 40, 437-453.
  • Spector, P. E. (1985), “Measurement of Human Service Staff Satisfaction: Development of the Job Satisfcation Survey”, American Journal of Community Psychology, 13 (6), 693-713.
  • Stanley, C. L. (2001), Examination of Group Supervision: Cohesiveness and Supervisor Leadership as Predictors of Intern Performance, Yayımlanmamış doktora tezi. Seattle Pacific University, Clinical Psychology
  • Sluss, D.M., & Ashforth, B.E. (2007). Relational identity and identification: Defining ourselves through work relationships. Academy of Management Review, 32, 9–32
  • Sürgevil, O. (2008), “Farklılık Kavramına ve Farklılıkların Yönetimine Temel Oluşturan Sosyo-psikolojik Kuramlar”, Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 20, 111-124.
  • Tajfel, H., & Turner, J. C. (1986). The social identity theory of intergroup behaviour. In S. Worchel & W. G. Austin (Eds.),Psychology of intergroup relations (2.basım., sf. 7-24). Chicago: Nelson-Hall.
  • Tsui, A. S. ve C. A. O’ ReIlly III (1989), “Beyond Simple Demographic Effects: The Importance of Relational Demography in Superior-Subordinate Dyads”, Academy of Management Journal, 32 (2), 402-423.
  • Tsui, A.S., T. D. Egan, ve C. A. O’ReIlly III (1992), “Being Different: Relational Demography and Organizational Attachment”, Administrative Science Quarterly, 37, (4), 549-579.
  • Turner, B. A., N. Pidgeon, D. Blockley ve B. Toft (1989), “Safety Culture: Its Importance in Future Risk Management”, The 2nd World Bank Workshop on Safety Control and Risk Management, Karlstad, Sweden.
  • Verquer, M, L. (2002), Fitting in at Work: A Comparison of the Relationships between Person-organization fit and Person-group fit with Work Attitudes, (yayımlanmamış doktora tezi), Central Michigan University, Psychology.
  • Warren, T. R. (1996), P-O fit and organizational outcomes, Yayımlanmamış doktora tezi, Georgio Institute of Technology, Psychology.
  • Werbel, J. D. ve S. W. Gilliland(1999), “Person-Environment Fit in Selection Process”, Ed. G. R. Ferris, Research in Personnel and Human Resources Management, 17, (209-243). Stamford C.T. JAI Press.
  • Werbel, J. D. ve D. J. Johnson (2001), “The Use of Person-Group Fit for Employment Selection: A Missing Link in Person-Environment Fit”, Human Resource Management, 40 (3), 227-240.
  • Whitman, D. S., D. L. Van Rooy ve C. Viswesvaran, (2010), “Satisfaction, Citizenship Behaviors, and Performance in Work Units: A Meta-Analysis of Collective Construct Relations”, Personnel Psychology, 63 (1), 41-81.
  • Williams, K. Y. ve C. A. O’Reilly (1998), “Demography and Diversity in Organizations: A Review of 40 years of Research”, Ed. L. Cummings ve B. Staw, Research in Organizational Behavior. 20, (77-140). Greenwhich: CT: JAI
  • Yıldırımbulut, E. (2006). The effects of person-job fit, person-organization fit and social support on job stress: A study in call centers, yayımlanmamış yüksek lisans tezi, Marmara Üniversitesi, İşletme Anabilim Dalı, Örgütsel Davranış Bilim Dalı.
  • Yıldız, H. E. (2016), “Us vs. them or us over them? On the Roles of Similarity and Status in M&As” International Business Review, 25, 51-65.
Toplam 69 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Research Article
Yazarlar

Işık Çiçek Bu kişi benim

İsmail Hakkı Biçer Bu kişi benim

Yayımlanma Tarihi 1 Nisan 2016
Yayımlandığı Sayı Yıl 2016 Cilt: 11 Sayı: 1

Kaynak Göster

APA Çiçek, I., & Biçer, İ. H. (2016). Ekolojik Vergileme: Seçilmiş Bazı Dünya Ülkeleri ile Türkiye Verilerinin Karşılaştırılması. Eskişehir Osmangazi Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 11(1), 225-246.