Y Kuşağı Çalışanlarında Örgütsel Sinizm: Görgül Bir Çalışma

Yıl 2020, Cilt: 16 Sayı: 32, 4688 - 4722, 31.12.2020

Haydar Arslan Korhan Arun

https://doi.org/10.26466/opus.741151

Öz

Örgütsel sinizm; işgörenlerin çalıştıkları örgütlerine yönelik olumsuz davranış ve tutumları olarak ifade edilmektedir. Y kuşağıysa doğdukları tarihler arasında net bir uzlaşma olmamasına rağmen 1981-2000 seneleri arasında doğmuş bireyler olarak tanımlanmaktadır. Günümüz iş dünyasının en geç ve sayı bakımından diğer kuşak bireylerinden fazla olan Y kuşağı bütün dünyada etkilerini göstererek çoğu örgütün iş yapış biçimlerini değiştirmeye zorlamaktadır. Sinizme sahip kişilerin seçici, tatmin düzeyi düşük, eleştiri yapan, kendisine karşı ilgi besleyen ve olumsuz bakış açısında oldukları ifade edilmesine karşın kuşaklara etkisi net olarak araştırılmamıştır. Bu araştırma ile örgütsel sinizmin Y kuşağı çalışanları açısından etkileşimi ortaya koyarak alan yazına katkı sağlamak amaçlanmıştır. Aktör ağ kuramına göre doğal olarak oluşmuş bu kuşak yine kuramda belirtilen teknoloji-organizasyon-birey etkileşiminin unvan ve cinsiyet denklemlerine sinizm boyutlarında anlamlı olup olmadığı anket yöntemiyle test edilmiştir. Araştırma evreni, Türkiye’de faaliyetlerini yürüten katılım bankalarının Y kuşağı çalışanlarıdır. Faktör analizi, t-testi ve korelasyon analizi ile elde edilen bulgular Y kuşağına mensup katılım bankalarında çalışan bireylerin kişilik sinizmiyle birlikte demografik özellikler olan gelir, unvan ve cinsiyet değişkenlerinin örgütsel sinizmin boyutlarında farklılıklar oluşturduğu bulgusuna ulaşılmıştır. Bu bulgular neticesinde katılım bankalarının Y kuşağı çalışanları, literatürde algılandığının aksine sadece yaş değil, unvan ve cinsiyet boyutlarında da olsa sinizme maruz kaldığı gözükmektedir. Örgütsel sinizmin Y kuşağı çalışanları üzerine yapılan bu araştırmanın; benzer çalışmaların yetersiz olması ve elde edilen bulgular bakımından önemli olduğu düşünülmektedir.

Anahtar Kelimeler

Örgütsel Sinizm, Y Kuşağı, Kültürel Fark Grupları

Organizational Cynicism From Generation Y Perspective

Öz

Organizational cynicism is expressed as the negative behavior and attitudes of the employees to their organizations. Generation Y is defined as individuals born between 1981 and 2000, although there is no clear consensus between the dates. Generation Y, which is the latest in the business world and more than other generations in terms of a number, shows its effects all over the world and forces many organizations to change their way of doing business. Although cynicism is stated to be distinguished, low level of satisfaction, criticism, interest in itself, and a negative point of view, its effect on generations has not been explicitly investigated. With this research, it is aimed to contribute to the literature by revealing the interaction of organizational cynicism for Generation Y employees. This generation, which was naturally formed according to the actor-network theory, was again tested by the questionnaire, whether the technology-organization-individual interaction specified within the theory is meaningful to cynic dimensions to title and gender equations. Research universe, Generation Y employees are carrying out the activities of participation banks in Turkey. Survey results are analyzed by factor analysis, t-test, and correlation analysis. It has been found that individuals working in participation banks belonging to generation Y, together with personality cynicism, show differences along the dimensions of organizational cynicism, income, title, and gender. As a result of these findings, Generation Y employees of participation banks seem to be exposed to cynicism, not only in age but also in title and gender, contrary to what is perceived in the literature. This research on organizational cynicism of Generation Y employees is important in terms of inadequate studies and important findings.

Anahtar Kelimeler

Organizational Cynicism, Generation Y, Cultural Difference Groups

Kaynakça

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