AN EXAMINATION OF THE WORKPLACE JEALOUSY AND FLEXIBILITY TOWARDS STRESS AS PSYCHOSOCIAL STRUCTURES EXPLAINING COUNTERPRODUCTIVE WORK BEHAVIORS2

Yıl 2019, Cilt: 24 Sayı: 1, 55 - 79, 30.01.2019

Seçil Taştan Burcu Aydın Küçük

Öz

In this study, the predispositions of counter productive work behaviors (CPWB) in the workplace 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 jealousy perceived in the workplace as a psychosocial structure among the variables that can explain the CPWBs. On the other hand, it is assumed that the effect of jealousy perception in the workplace on CPWBs may vary according to some situational factors and it can be assumed that employees' flexibility towards stressful events may have a contingent (moderating) role. The research was carried out on 221 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 = 221) and multiple regression analyses were performed to test hypotheses. According to the findings, the sense of jealousy at the workplace felt by the employees has a significant effect on the counterproductive work behaviors in the workplace. In addition, it was observed that the sense of jealousy in the workplace had a moderating role on the influence of individuals’ sense of jealousy on CPWBs. As such, it was seen that as the level of flexibility towards stress increases, the influence of the sense of jealousy on CPWBs decreases.

Anahtar Kelimeler

Counter Productive Work Behaviors, Workplace Jealousy, Flexibility towards Stress, Conservation of Resources Theory, Affective Events Theory

ÜRETKENLİĞE AYKIRI ÇALIŞMA DAVRANIŞLARINI AÇIKLAYAN PSİKOSOSYAL YAPILAR OLARAK İŞYERİNDE KISKANÇLIK DUYGUSU VE STRESE YÖNELİK ESNEKLİĞİN İNCELENMESİ

Öz

Bu çalışmada, işyerinde üretkenliğe aykırı çalışma davranışlarının (ÜAÇD) öncelleri bireysel psikososyal değişkenler bağlamında incelenmiştir. Literatür araştırması ve kuramsal arka plan değerlendirmeleri neticesinde, ÜAÇD’nı 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 strese yönelik esneklik (SYE) 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 221 birey üzerinde gerçekleştirilmiştir. Elde edilen verilere (N=221) keşfedici faktör analizi uygulanmış ve hipotezleri test etmek üzere çoklu regresyon analizi yapılmıştır. Bulgulara göre çalışanların hissettiği iş yerinde kıskançlık duygusunun üretkenlik karşıtı çalışma davranışları üzerinde anlamlı bir etkisi bulunmaktadır. Bunun yanı sıra, bireylerin SYE düzeyinin işyerinde kıskançlık duygusunun ÜAÇD üzerindeki etkisinde düzenleyici rolü olduğu, SYE düzeyi yükseldikçe, kıskançlık duygusunun ÜAÇD üzerindeki etkisinin azaldığı görülmüştür.

Anahtar Kelimeler

Üretkenliğe Aykırı Çalışma Davranışları, İş Yerinde Kıskançlık, Strese Yönelik Esneklik, Kaynakların Korunması Teorisi, Duygusal Olaylar Teorisi

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