THE EXAMINATION OF THE IMPACT OF WORKPLACE ENVY ON INDIVIDUAL OUTCOMES OF COUNTERPRODUCTIVE WORK BEHAVIOR AND CONTEXTUAL PERFORMANCE: THE ROLE OF SELF-CONTROL

Öz

In this study, the predispositions of counterproductive work behaviors (CPWBs) in the workplace and contextual performance of employees were examined in terms of individual psychosocial variables. As a result of the literature research and theoretical background evaluations, it can be seen that there may be a sense of envy perceived in the workplace as a psychosocial structure among the variables that can explain the CPWBs and contextual performancs. On the other hand, it is assumed that the effect of envy perception in the workplace on CPWBs and contextual performance may vary according to some situational factors and it can be assumed that degree of employees' self-control may have a contingent (moderating) role. The research was carried out on the individuals working in health, education, higher education (academic), sales-marketing and bank-finance institutions in Istanbul. Exploratory factor analyses were performed on the data obtained (N = 330) and multiple regression analyses were performed to test hypotheses. According to the findings, the sense of envy (malicious and benign) at the workplace felt by the employees has a significant effect on the counterproductive work behaviors and contextual performance in the workplace. In addition, it was observed that the degree of self-control in the workplace had a moderating role on the influence of individuals’ malicious feeling of envy on CPWBs. As such, it was seen that as the degree of self-control of employees increases, the influence of the sense of malicious envy on CPWBs decreases

Anahtar Kelimeler

• Counterproductive Work Behaviors,Contextual Performance,Workplace Envy,Self-Control,Affective Events Theory

İŞYERİNDE KISKANÇLIK DUYGUSUNUN BİREYSEL SONUÇLAR OLARAK ÜRETKENLİĞE AYKIRI ÇALIŞMA DAVRANIŞLARI VE BAĞLAMSAL PERFORMANS ÜZERİNDEKİ ETKİLERİNİN İNCELENMESİ: ÖZ-DENETİM ALGISININ ROLÜ

Öz

Bu çalışmada, işyerinde üretkenliğe aykırı çalışma davranışlarının (ÜAÇD) ve çalışanların bağlamsal performanslarının öncelleri bireysel psikososyal değişkenler bağlamında incelenmiştir. Literatür araştırması ve kuramsal arka plan değerlendirmeleri neticesinde, ÜAÇD’nı ve bağlamsal performansı açıklayabilecek değişkenler arasında bir psikososyal yapı olarak çalışanların işyerinde algıladığı kıskançlık duygusunun olabileceği görülmüştür. Bununla birlikte, işyerinde kıskançlık algısın ÜAÇD üzerindeki etkisinin birtakım durumsal faktörlere göre değişebileceği öne sürülerek, çalışanların öz-denetim düzeylerinin şartlı (düzenleyici) bir değişken olarak rolünün olabileceği varsayılmıştır. Araştırma İstanbul ilinde sağlık, eğitim, yüksek öğretim (akademik), satış-pazarlama ve banka-finans kurumlarında çalışmakta olan bireyler üzerinde gerçekleştirilmiştir. Elde edilen verilere (N=330) keşfedici faktör analizi uygulanmış ve hipotezleri test etmek üzere çoklu regresyon analizi yapılmıştır. Bulgulara göre çalışanların hissettiği iş yerinde kıskançlık duygusunun (haset ve gıpta olmak üzere) üretkenlik karşıtı çalışma davranışları ve bağlamsal performansları üzerinde anlamlı bir etkisi bulunmaktadır. Bunun yanı sıra, bireylerin öz-denetim düzeyinin işyerinde kıskançlık duygusunun alt boyutu olan haset ile ÜAÇD üzerindeki etkisinde düzenleyici rolü olduğu, öz-denetim düzeyi yükseldikçe, haset duygusunun ÜAÇD üzerindeki etkisinin azaldığı görülmüştür

Anahtar Kelimeler

• Üretkenliğe Aykırı Çalışma Davranışları,Bağlamsal Performans,İş Yerinde Kıskançlık,Öz-Denetim,Duygusal Olaylar Teorisi

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