A Study on the Moderating Role of Organizational Politics Perception on the Relationship Between Organizational Dissent and Organizational Ostracism

Yıl 2025, Cilt: 30 Sayı: 3, 72 - 86, 31.12.2025

Semra Köse

https://izlik.org/JA46YU53RG

Öz

The purpose of this study is to determine whether organizational politics plays a moderating role in the relationship between organizational dissent and organizational ostracism. The research population consists of 385 civil servants working at a public bank in Istanbul. The study is based on a relational screening model and is a causal research type in its purpose. In this context, descriptive statistics were used to examine the relationships between variables, correlation analysis was used to examine the relationships between variables, reliability and validity analyses of the data were conducted, and finally, hypothesis testing was conducted. The Hayes Process Macro was used to determine the significance of the moderator model. The analysis results showed that organizational dissent has a positive effect on organizational ostracism. Furthermore, the analysis revealed a significant relationship between organizational dissent, organizational ostracism, and organizational politics. The moderator effect analysis conducted using the Hayes Process revealed that organizational politics plays a moderating role in the relationship between organizational dissent and organizational ostracism. Management's negative response to organizational dissent not only leads to employees' perception of exclusion, but also leads them to exhibit behaviors that benefit the organization and, by perpetuating destructive dissent, to engage in political behavior.

Anahtar Kelimeler

Organizational Politics , Organizational Opposition , Organizational Exclusion , The Moderating Effect

Örgütsel Muhalefet ve Örgütsel Dışlanma Arasındaki İlişkide Örgütsel Politika Algısının Moderatör Rolü Üzerine Bir Araştırma

https://izlik.org/JA46YU53RG

Öz

Bu çalışmanın amacı örgütsel politikanın örgütsel muhalefet ve örgütsel dışlanma arasındaki ilişkide moderatör bir rolü olup olmadığını belirlemektir. Araştırmanın evrenini İstanbul'da bulunan bir kamu bankasında çalışan 385 memurlar oluşturmaktadır. Çalışma ilişkisel tarama modeline dayanmaktadır ve amacı bakımından nedensel bir araştırma türüdür. Bu bağlamda betimsel istatistik, değişkenler arasındaki ilişkileri incelemek için korelasyon analizi, çalışmada verilerin güvenilirlik ve geçerlilik analizleri kullanılmış ve son olarak hipotez testleri yapılmıştır. Moderatör modelin anlamlılığını belirlemek amacıyla Hayes Process Makrosu kullanılmıştır. Analiz sonuçları örgütsel muhalefetin örgütsel dışlanma üzerinde pozitif etkisi olduğunu göstermiştir. Ayrıca analizlerden örgütsel muhalefet ile örgütsel dışlanma ve örgütsel politika arasında anlamlı bir ilişki olduğu anlaşılmaktadır. Hayes Süreci kullanılarak yapılan “moderatör etki analizinde ise ’örgütsel muhalefet” ile “örgütsel dışlanma” arasındaki ilişkide örgütsel politikanın moderatör rolü olduğu görülmektedir. Yönetimin örgütsel muhalefete olumsuz tepki vermesi, çalışanların dışlanmışlık algısına neden olmaktadır. Bu durum çalışanların örgüt yararına davranışlar sergilemesine engel olduğu gibi, yıkıcı muhalefeti sürdürerek politik davranmasına yol açmaktadır.

Anahtar Kelimeler

Örgütsel Dışlanma , Örgütsel Politika , Moderatör Etki , Örgütsel Muhalefet

Kaynakça

• Alhas, F. (2024). Örgütsel muhalefet ve örgütsel yaratıcılık arasındaki ilişkinin incelenmesi. Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi, 27(2), 499-512.
• Anderson, N., Potočnik, K., & Zhou, J. (2014). Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management, 40, 1297-1333.
• Baron, R. M., & 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, 1173-1182.
• Banks, S. P. (2008). The troubles with leadership. In S. P. Banks (Ed.) Dissent and the failure of leadership (pp. 1-21). Edward Elgar.
• Baumeister, R. F., Twenge, J. M., & Nuss, C. K. (2002). Effects of social exclusion on cognitive processes: Anticipated aloneness reduces intelligent thought. Journal of Personality and Social Psychology, 83(4), 817-827.
• Baumeister, R. F., & Leary, M. R. (2017). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Interpersonal development, 57-89.
• Buenger C. M., M. Forte, R. W. Boozer, & E. N. Maddox (2007). A Study of the perceptions of organizational politics scale (pops) for use in the university classroom. Developments in Business Simulation and Experiential Learning, 34, 294-301.
• Biçer, C. (2017). The effect of organizational policy perception on workplace friendship and individual results (PhD Thesis). Karabük University.
• Burton, J. P., Mitchell, T. R., & Lee, T. W., (2005). The role of self esteem and social influences in aggressive reactions to interactional injustice, Journal of Business and Psychology, 20(1), 131-170.
• Dağlı, A. (2015). Örgütsel Muhalefet Ölçeğinin Türkçe’ye uyarlanması: Geçerlik ve güvenirlik çalışması. Elektronik Sosyal Bilimler Dergisi, 14(53), 198-218.
• Deniz, S. (2024). İşyeri Nezaketsizliğinin İş Performansına Etkisinde İşyerinde Dışlanmanın Aracılık Rolü. İşletme Bilimi Dergisi, 12(3), 374-388.
• Dimitris, B., & Vakola, M. (2007). Organizational silence: A new challenge for human resource management. Athens University of Economics and Business, 1-19.
• Drory, A., & Romm, T. (1988). Politics in organization and its perception within the organization. Organization Studies, 9(2). 165-179.
• Erol, E. (2015). Perceptions of organizational politics scale (POPS) questionnaire into Turkish: A validity and reliability study. International Journal of Assessment Tools in Education, 2(1), 58-78.
• Estévez, Alejandro M., & José Serlin. (2013) Organizatinal ostracism as political game. Diversity, Diversity Management and Identity in Organizations Convenors. Montreal, July 1-26.
• Ferris D. L. Brown D. J. Berry J. W., & Lian H. (2008) The development and validation of the Workplace Ostrasicm Scale. The Journal of Applied Psychology, 93, 1348-1366.
• Farrel, D., & Petersen J. C. (1982). Patterns of political behavior in organizations, Academy of Management Review, 7(3), 403-412.
• Ferris G. R., & Kacmar, K.M., (1992). Perception of organizational politics. Journal of Management, 18(1), 93-116.
• Ferris G.R. & King R. T. (1991). Politics in human resources decisions: A walk on the dark side. Organizational Dynamics, 20(2), 59-72.
• Garner, J. T. (2009a). Strategic dissent: Expressions of organizational dissent motivated by influence goals. International Journal of Strategic Communication, 3, 34-51. https://10.1080/15531180802606471
• Garner, J. T. (2009b). When things go wrong at work: An exploration of organizational dissent messages. Communication Studies, 60, 197-218. https://10.1080/10510970902834916
• Garner, J. T. (2013). Dissenters, managers, and coworkers: The process of co-constructing organizational dissent and dissent effectiveness. Management Communication Quarterly, 27, 373-395. https://10.1177/0893318913488946
• Goodboy, A. K., Chory, R. M., & Dunleavy, K. N. (2009). Organizational dissent as a function of organizational justice. Communication Research Reports, 25, 255-265.
• Gull, S. and Zaidi, A.A. (2012). Impact of organizational politics on employees’ job satisfaction in the health sector of Lahore pakistan. Interdisciplinary Journal of Contemporary Research in Business, 4(2), 156-170.
• Gunn, J. And Chen, S. (2006). A micro-political perspective of strategic management, In Vigoda-Gadot, E. and Drory, A. (Eds). Handbook of Organizational Politics. MPG Books Ltd.
• Gedik, A., & Üstüner, M. (2023). Öğretmenlerin örgütsel adalet ve örgütsel muhalefet algıları ile otoriter yönetim tarzına ilişkin algıları. e-Uluslararası Eğitim Araştırmaları Dergisi, 14(2), 50-67.
• Hayes, A. F. (2013). An introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press.
• Hegstrom, T.G. (1990). Mimetic and dissent conditions in organizational rhetoric. Journal of Applied Communication Research, 18, 141-152.
• Hirschman, A.O. (1970). Exit, voice, and loyalty. Harvard University Press.
• Howard, M. C., Cogswell, J. E. and Smith, M. B. (2019). The Antecedents and Outcomes of Workplace Ostracism: A Meta-Analysis, Journal of Applied Psychology, 105(6), 577-596. https://doi.org/10.1037/apl0000453
• Kassing, J.W. (1997). Articulating, antagonizing and displacing: a model of employee dissent. Communication Studies, 48(4), 311-332.
• Kassing, J. W. (1998). Development and validation of the organizational dissent scale. Management Communication Quarterly, 12(2), 183-229.
• Kassing, J. W., & Avtgis, T. A., (1999). Examining the relationship between organizational dissent and aggressive communication. Management Communication Quarterly, 13(1), 76-91.
• Kassing, J. W., & Avtgis, T. A. (2001). Dissension in the organization as it relates to control expectancies. Communication Research Reports, 18, 118-127. doi:10.1080/08824090109384789
• Kassing, J. W. & Armstrong, T.A. (2002) Someone’s going to hear about this. Management Communication Quarterly, 16(1), 39-65.
• Kassing, J. W. (2000). Investigating the relationship between superior-subordinate relationship quality and employee dissent. Communication Research Reports, 17, 58-70
• Kassing, J. W. (2002). Speaking up: Identifying employees’ upward dissent strategies. Management Communication Quarterly, 16, 187-209.
• Kassing, J.W. (2005). Speaking up competently: A comparison of perceived competence in upward dissent strategies. Communication Research Reports, 22(3), 227- 234.
• Kassing, J. W. (2009). In case you didn’t hear me the first time (an examination of repetitious upward dissent). Management Communication Quarterly, 22(3), 416-436.
• Kassing, J. W. (2011). Dissent in organizations. Polity.
• Kassing, J. W., Piemonte, N. M., Goman, C. C., & Mitchell, C. A. (2012). Dissent Expression as an Indicator of Work Engagement and Intention to Leave. Journal of Business Communication, 49(3), 237-253.
• Kassing, J.W., & Kava, W. (2013). Assessing disagreement expressed to management: development of the upward dissent scale. Communication Research Reports, 30(1), 46-56.
• Kacmar, K. M., & Carlson, D. S. (1997). Further validation of the perceptions of politics scale (pops): a multiple sample investigation. Journal of Management, 23(5), 627- 658.
• Kanmaz, U., & Can, A. (2024). Örgütsel bağlılık ve örgütsel muhalefet ilişkisinin incelenmesi: Bir hava kargo sektörü örneği. Nişantaşı Üniversitesi Sosyal Bilimler Dergisi, 12(1), 94-114.
• Kavak, O., & Kaygın, E. (2018). Örgütsel adalet algısının örgütsel muhalefet davranışı üzerindeki etkisi. Balkan ve Yakın Doğu Sosyal Bilimler Dergisi, 4(1), 33-51.
• Kacmar, K. M., & Ferris, G. R. (1991). Perceptions of Organizational Politics Scale (POPS): Development and Construct Validation. Educational and Psychological Measurement, 51(1), 193-205.
• Keklik, B., Saygin, T., & Oral Kara, N. (2013). Akademik Camianın Çirkin Ördek Yavruları Öyp’lilerde Örgütsel Dışlanma (Ostracism) Kavramının İncelenmesi. 1. Örgütsel Davranış Kongresi, Sakarya, 2013, pp. 352.
• Kılıç, G., Gülaydın, M., Sürücü, Ö., & Kasapoğlu, B. (2018). Beş yıldızlı otel işletmelerinde liderlik davranışları ile örgütsel muhalefet ilişkisi. Journal of International Social Research, 11(59), 994-1003.
• Kothari, C. R. (2004). Research methodology: Methods and techniques. New Age International.
• Li, M, Xu X., & Kwan HK (2021). Consequences of workplace ostracism: A Meta-Analytic review, Frontiers in Psychology, 12, 641302. https://doi.org/10.3389/fpsyg.2021.641302
• Lutgen-Sandvik, P., Riforgiate, S., & Fletcher, C. (2011). Work as a source of positive emotional experiences and the discourses informing positive assessment. Western Journal of Communication, 75(1), 2-27.
• Moorhead, G., & Griffin, R. W. (2011). Organizational behaviour. Nelson Education.
• Mohan Bursalı, Y. (2008). The functioning of organizational policy: relationship between organizational policy perception and political behavior (PhD Thesis). Dokuz Eylül University.
• Müceldili, B., Tatar, B., & Erdil, O. (2021). Organizational dissent, organizational culture and communication: a conceptual framework. European Proceedings of Social and Behavioural Sciences, 101.
• Ng, T. W. H., & Feldman, D.C. (2011). Employee voice behavior: A meta- analytic test of the conservation of resources framework”, Journal of Organizational Behavior, Volume 33, Issue 2, 216-234.
• Neuman, W. L., & Robson, K. (2014). Basics of social research. Pearson Canada.
• Noor, S., & Abbas, M. (2024). Workplace ostracism and employees’ affective commitment: testing the role of resource depletion and psychological safety. Cogent Business & Management, 11(1), 2331087.
• Ötken, A. B., & Cenkci, T. (2013). Beş faktör kişilik modeli ve örgütsel muhalefet arasindaki ilişki üzerine bir araştırma. Öneri Dergisi, 10(39), 41-51.
• Özdemir, M. (2010). Ankara ili kamu genel lise yönetici ve öğretmenlerinin örgütsel muhalefete ilişkin görüşleri (Doktora Tezi). Ankara Üniversitesi.
• Poon, K. T., & Chen, Z. (2014). When justice surrenders: The effect of just-world beliefs on aggression following ostracism. Journal of Experimental Social Psychology, 52, 101-112.
• Qiu, A., Li, Z., Choi, M., & Kim, H. E. (2025). Abusive supervision and counterproductive work behaviors under generational differences: a chain mediation model between perception of organizational politics and defensive silence. Frontiers in Psychology, 16, 1657730.
• Sağbaş, N. Ö., & Özdemir, M. (2020). Okullarda ayrılma, kayıtsız kalma, muhalefet ve sadakat ile örgütsel adalet ilişkisinde iş doyumunun aracı etkisi. Pamukkale Üniversitesi Eğitim Fakültesi Dergisi, 58, 455-485.
• Spencer, D. G. (1986). Employee voice and employee retention. Academy of Managment Journal, 29, 488-502.
• Sprague, J., & Ruud, G. L. (1988). Boat- rocking in the high- technology culture, American Behavioral Scientist, 32, 169-193.
• Sharma, N., & Dhar, R. L. (2022). From curse to cure of workplace ostracism: A systematic review and future research agenda. Human Resource Management Review, 32(3), 100836.
• Shahinpoor, N., & Matt, B. F. (2007). The power of one: dissent and organizational Life. Journal of Business Ethics, 74, 37-48.
• Strong, B. (2002). The importance of a dissenting voice in business. ttp://strong.groups.et.byu.net/pages/articles/articles/dissent.pdf, 03.01.2012.
• Su, W., & Xie, C. (2023). The impact of organizational politics on work engagement-the mediating role of the doctrine of the mean. Frontiers in Psychology, 14, 1283855.
• Şentürk, F. K., & Coşkuner, M. (2018). Liderlik tiplerinin örgütsel muhalefet üzerindeki etkileri. Elektronik Sosyal Bilimler Dergisi, 17(68), 1703-1721.
• Tabachnick, B.G. and Fidell, L.S. (2013). Using multivariate satatistics (Sixth Edition). Pearson.
• Terlemez, M. (2023). Sporda beyaz yakalı çalışanların örgütsel sinizm, örgütsel adalet ve örgütsel muhalefet düzeylerinin örgütsel bağlılığa etkisi. Aurum Sosyal Bilimler Dergisi, 8(2), 197-212.
• Turkish Language Association: Great Turkish Dictionary. www.tdk.gov.tr, (30.07.2019)
• Turek, D. (2022). Does organisational politics always hurt employee performance? Moderating–mediating model. Baltic Journal of Management, 17(6), 19-34.
• Vigoda-Gadot, E., & Drory, A. (Eds.). (2006). Handbook of organizational politics. Edward Elgar Publishing.
• Vigoda-Gadot, E. , & Talmud, I. (2010). Organizational politics and job outcomes: the moderating effects of trust and social support. Journal of Applied Social Psychology, 40(11), 2829-2861.
• Wagner John A, &Hollenbeck John H. (1992). Management of organizational behaviour. Prentice-Hall Inc.
• Wu, L., Liu, J., & Hui, C. (2010). Workplace ostracism and organizational citizenship behavior: The roles of organizational identification and collectivism [In Chinese]. Nankai Business Review, 13, 36-44
• Wu, L., Lei, L. and Hui, C. (2011). Dispositional antecedents and consequences of workplace ostracism: An empirical examination. Frontiers of Business Research in China, 5(1), 23-44.
• Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58, 425-452
• Williams, K. D., &Gerber, J. (2005). Ostracism: The making of the ignored and excluded mind. Interaction Studies, 6(3), 359-374.
• Xu, Z., Gu, Y., Wang, H., & Liu, L. (2024). Servant leadership and employee voice behavior: the role of employee work reflection and employee proactive personality. Frontiers in Psychology, 15, 1421412.
• Yalçın, S., & Sayğı, E. (2021). Ortaokullarda görev yapan öğretmenlerin psikolojik dayanıklılık, örgütsel muhalefet ve örgütsel sessizlik algıları arasındaki ilişkinin incelenmesi. Anadolu University Journal of Education Faculty, 5(4), 402-426.
• Yang, J. (2012). Workplace ostracism and performance related outcomes: A process model incorporating social influence and social identity theories. State University of New York at Buffalo.
• Yıldırım, M. (2024). Örgütsel muhalefet kavramının yerel yazındaki gelişimi ve yeni araştırma fırsatları. Uluslararası Sosyal Bilimler Akademi Dergisi, (16), 503-523.
• Yıldız, K. (2013). Örgütsel bağlılık ile örgütsel sinizm ve örgütsel muhalefet arasındaki ilişki. Turkish Studies, 8(6), 853-879.
• Yıldırım, M., & Deniz, M. (2020). Çalışanların örgütsel demokrasi algılarının örgütsel muhalefet davranışına etkisi: Bir alan araştırması. International Journal of Social, Humanities and Administrative Sciences, 6(24), 393-413.
• Zhou, Y., & Sun, J. M. (2024). Perceived organizational politics and employee voice: the role of affect and supervisor political support. Journal of Managerial Psychology, 39(7), 901-914.