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THE EFFECT OF PSYCHOLOGİCAL CONTRACT BREACH ON INNOVATIVE WORK BEHAVIOR: THE ROLE OF ORGANIZATIONAL SILENCE: AN APPLICATION FOR DEFENSE INDUSTRY

Yıl 2018, 17. UİK Özel Sayısı, 687 - 696, 04.07.2018
https://doi.org/10.18092/ulikidince.434389

Öz

Innovative behavior
refers to behaviors that involve the production and implementation of new ideas
at workplace. Psychological contract is an important determinant of employee
behavior. A perception of the psychological contract breach may lead to negative
attitudes and behaviors. Employees may behave silently because of the
psychological and security concerns in case of violation of the psychological
contract breach. The aim of this study is to examine the effect of
psychological contract breach on the innovative work behavior and the mediating
role of organizational silence in this relationship. Survey data were collected
from a sample of 213 employees from two firms in defense industry. Confirmatory
factor analysis is conducted for testing scale validity; correlation and
regression analyses are applied for testing the relationship and mediating
effect respectively. The result showed that psychological contract breach has
negative effect on the innovative work behavior and organizational silence has
the mediating role in the relationship between psychological contract breach
and innovative work behavior.

Kaynakça

  • Argyris, C. ve Schön, D. (1978). Organizational learning: A theory of action perspective. Reading MA: Addison-Wesley.
  • Bal, P. M., De Lange, A. H., Jansen, P. G. ve Van Der Veld, M. E. (2008). Psychological contract breach and job attitudes: A meta- analysis of age as a moderator. Journal of Vocational Behavior, 72, 143–158.
  • Banbury, C. ve Mitchell, W. (1995). The Effect of Introducing Important Incremental Innovations on Market Share and Business Survival. Strategic Management Journal, 16, 161-182.
  • Blau, P. (1964). Exchange and power in social life. New York: Wiley.
  • Chang, H., Hsu, H., Liou, J. ve Tsai, C. (2013). Psychological contracts and innovative behavior: A moderated path analysis of work engagement and job resources. Journal of Applied Social Psychology, 43, 2120–2135.
  • Çakıcı, A. (2010). Örgütlerde İşgören Sessizliği: Neden Sessiz Kalmayı Tercih Ediyoruz? Ankara: Detay Yayıncılık.
  • Fuller, J., Marler, L. ve Hester, K. (2006). Promoting Felt Responsibility for Constructive Change and Proactive Behavior: Exploring Aspects of an Elaborate Model of Work Design. Journal of Organizational Behavior, 27(8), 1089-1120.
  • Hamel, G. (2000). Waking up IBM. Harvard Business Review, 78(4), 137-146.
  • Hanif, F. ve Khan, M. (2016). Linking Psychological Contract and Innovative Work Behavior, moderated path analysis of Organizational Resources and mediated role of Work Engagement. Proceedings of 2nd International Multi-Disciplinary Conference, (s. 1-11). Gujrat.
  • Hayes, A. (2013). An introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York: Guilford.
  • Hayes, A. F. ve Matthes, J. (2009). Computational procedures for probing interactions in OLS and logistic regression: SPSS and SAS implementations. Behavior Research Methods, 41, 924–936.
  • Henriksen, K. ve Dayton, E. (2006). Organizational silence and hidden threats to patient safety. He-alth Services Research, 41, 1539–1554.
  • Hirschman, A. O. (1970). Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States. Cambridge: MA: Harvard University Press.
  • Janssen, O. (2000). Job Demands, Perceptions of Effort-Reward Fairness and Innovative Work Behaviour. Journal of Occuptional and Organizational Psychology, 73(3), 287-302.
  • Jong, J. P. (2007). Individual innovation: The connection between leadership and employees’ innovative work behavior. Amsterdam: Zoetermeer: EIM.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
  • Katz, D. (1964). The Motivational Basis of Organizational Behavior. Behavioral Science, 9(2), 131-146.
  • Lu, J. ve Xie, X. (2013). Research on Employee Silence Behavior: A Review Based on Chinese Family Enterprise. Asian Social Science, 9(17).
  • Milliken, F., Morrison, E. ve Hewlin, P. (2003). An exploratory study of employee silence : Issues that Employees Don't Communicate Upward and why? Journal of management studies, 40(6), 1453-1476.
  • Morrison, E. ve Milliken, F. (2000). Organizational Silence: A Barrier to Change and Development in a Pluralistic World. Academy of Management Review, 25(4), 705-725.
  • Morrison, E. ve Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226–256.
  • Newton, S. K., Blanton, J. E. ve Will, R. (2008). Innovative Work and Citizenship Behaviors from Information Technology Professionals: Effects of Their Psychological Contract. Information Resources Management Journal, 21(4), 27-48.
  • Roberts, P. (1999). Product Innovation, Product-Market Competition and Persistent Profitability in the U.S. Pharmaceutical Industry. Strategic Management Journal, 20, 655-670.
  • Robinson, S. L. ve Morrison, E. W. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16(3), 289-298.
  • Robinson, S. L. ve Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525-546.
  • Robinson, S. L. ve Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15(3), 245-259.
  • Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2, 121–139.
  • Sharma, P. ve Chrisman, J. (1999). Toward a Reconciliation of the Definitional Issues in the Field of Corporate Entrepreneurship. Entrepreneurship Theory and Practice, 23(3), 11-27.
  • Sobel, M. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology, 13, 290–312.
  • Tekleab, A., Takeuchi, R. ve Taylor, M. (2005). Extending the chain of relationships among organizational justice, social exchange, and employee reactions: the role of contract violations. Academy of Management Journal, 48(1), 146–157.
  • Turnley, W. H. ve Feldman, D. C. (1998). Psychological contract violations during organizational restructuring. Human Resource Management, 37, 71-83.
  • Wang, Y. D. ve Hsieh, H. H. (2014). Employees' reactions to psychological contract breach: A moderated mediation analysis. Journal of Vocational Behavior, 85, 57-66.
  • Yuan, F. ve Woodman, R. (2010). Innovative Behavior in the Workplace: The Role of Performance and Image Outcome Expectations. Academy of Management Journal, 53(2), 323-342.

PSİKOLOJİK SÖZLEŞME İHLALİNİN YENİLİKÇİ DAVRANIŞA ETKİSİ: ÖRGÜTSEL SESSİZLİĞİN ROLÜ: SAVUNMA SANYİİNDE BİR UYGULAMA

Yıl 2018, 17. UİK Özel Sayısı, 687 - 696, 04.07.2018
https://doi.org/10.18092/ulikidince.434389

Öz

Yenilikçi davranış, işyerinde ürün ve uygulamalara
ilişkin yeni fikirlerin üretilmesi olarak tanımlanabilir. Psikolojik sözleşme
ise çalışan davranışlarının önemli bir belirleyicisidir. Psikolojik sözleşmenin
ihlaline yönelik bir algı, çalışanlarda olumsuz tutum ve davranışlara neden
olabilmektedir. Çalışanların psikolojik sözleşmelerinin ihlal edildiğine
yönelik algıları, psikolojik ve güvenliğe ilişkin endişelerinden dolayı sessiz
kalmalarına neden olmaktadır. Bu çalışmanın amacı, psikolojik sözleşme
ihlalinin yenilikçi davranışa etkisi ve bu ilişkide örgütsel sessizliğin
aracılık rolünü incelemektir. Araştırma verileri, savunma sanayiinde faaliyet
gösteren iki farklı firmada çalışan toplam 213 kişiden elde edilmiştir.
Ölçeklerin yapı geçerliliği doğrulayıcı faktör analiziyle; değişkenler
arasındaki ilişkiler ve aracılık etkisi korelasyon ve regresyon analiziyle
incelenmiştir. Analiz sonuçları psikolojik sözleşme ihlalinin çalışanların
yenilikçi davranışını olumsuz olarak etkilediğini ve örgütsel sessizliğin bu
ilişkide tam aracılık etkisine sahip olduğunu göstermektedir. Araştırma
bulgularının uygulamaları ve gelecekte yapılabilecek çalışmalar için öneriler
tartışılmıştır.

Kaynakça

  • Argyris, C. ve Schön, D. (1978). Organizational learning: A theory of action perspective. Reading MA: Addison-Wesley.
  • Bal, P. M., De Lange, A. H., Jansen, P. G. ve Van Der Veld, M. E. (2008). Psychological contract breach and job attitudes: A meta- analysis of age as a moderator. Journal of Vocational Behavior, 72, 143–158.
  • Banbury, C. ve Mitchell, W. (1995). The Effect of Introducing Important Incremental Innovations on Market Share and Business Survival. Strategic Management Journal, 16, 161-182.
  • Blau, P. (1964). Exchange and power in social life. New York: Wiley.
  • Chang, H., Hsu, H., Liou, J. ve Tsai, C. (2013). Psychological contracts and innovative behavior: A moderated path analysis of work engagement and job resources. Journal of Applied Social Psychology, 43, 2120–2135.
  • Çakıcı, A. (2010). Örgütlerde İşgören Sessizliği: Neden Sessiz Kalmayı Tercih Ediyoruz? Ankara: Detay Yayıncılık.
  • Fuller, J., Marler, L. ve Hester, K. (2006). Promoting Felt Responsibility for Constructive Change and Proactive Behavior: Exploring Aspects of an Elaborate Model of Work Design. Journal of Organizational Behavior, 27(8), 1089-1120.
  • Hamel, G. (2000). Waking up IBM. Harvard Business Review, 78(4), 137-146.
  • Hanif, F. ve Khan, M. (2016). Linking Psychological Contract and Innovative Work Behavior, moderated path analysis of Organizational Resources and mediated role of Work Engagement. Proceedings of 2nd International Multi-Disciplinary Conference, (s. 1-11). Gujrat.
  • Hayes, A. (2013). An introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York: Guilford.
  • Hayes, A. F. ve Matthes, J. (2009). Computational procedures for probing interactions in OLS and logistic regression: SPSS and SAS implementations. Behavior Research Methods, 41, 924–936.
  • Henriksen, K. ve Dayton, E. (2006). Organizational silence and hidden threats to patient safety. He-alth Services Research, 41, 1539–1554.
  • Hirschman, A. O. (1970). Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States. Cambridge: MA: Harvard University Press.
  • Janssen, O. (2000). Job Demands, Perceptions of Effort-Reward Fairness and Innovative Work Behaviour. Journal of Occuptional and Organizational Psychology, 73(3), 287-302.
  • Jong, J. P. (2007). Individual innovation: The connection between leadership and employees’ innovative work behavior. Amsterdam: Zoetermeer: EIM.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
  • Katz, D. (1964). The Motivational Basis of Organizational Behavior. Behavioral Science, 9(2), 131-146.
  • Lu, J. ve Xie, X. (2013). Research on Employee Silence Behavior: A Review Based on Chinese Family Enterprise. Asian Social Science, 9(17).
  • Milliken, F., Morrison, E. ve Hewlin, P. (2003). An exploratory study of employee silence : Issues that Employees Don't Communicate Upward and why? Journal of management studies, 40(6), 1453-1476.
  • Morrison, E. ve Milliken, F. (2000). Organizational Silence: A Barrier to Change and Development in a Pluralistic World. Academy of Management Review, 25(4), 705-725.
  • Morrison, E. ve Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226–256.
  • Newton, S. K., Blanton, J. E. ve Will, R. (2008). Innovative Work and Citizenship Behaviors from Information Technology Professionals: Effects of Their Psychological Contract. Information Resources Management Journal, 21(4), 27-48.
  • Roberts, P. (1999). Product Innovation, Product-Market Competition and Persistent Profitability in the U.S. Pharmaceutical Industry. Strategic Management Journal, 20, 655-670.
  • Robinson, S. L. ve Morrison, E. W. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16(3), 289-298.
  • Robinson, S. L. ve Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525-546.
  • Robinson, S. L. ve Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15(3), 245-259.
  • Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2, 121–139.
  • Sharma, P. ve Chrisman, J. (1999). Toward a Reconciliation of the Definitional Issues in the Field of Corporate Entrepreneurship. Entrepreneurship Theory and Practice, 23(3), 11-27.
  • Sobel, M. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology, 13, 290–312.
  • Tekleab, A., Takeuchi, R. ve Taylor, M. (2005). Extending the chain of relationships among organizational justice, social exchange, and employee reactions: the role of contract violations. Academy of Management Journal, 48(1), 146–157.
  • Turnley, W. H. ve Feldman, D. C. (1998). Psychological contract violations during organizational restructuring. Human Resource Management, 37, 71-83.
  • Wang, Y. D. ve Hsieh, H. H. (2014). Employees' reactions to psychological contract breach: A moderated mediation analysis. Journal of Vocational Behavior, 85, 57-66.
  • Yuan, F. ve Woodman, R. (2010). Innovative Behavior in the Workplace: The Role of Performance and Image Outcome Expectations. Academy of Management Journal, 53(2), 323-342.
Toplam 33 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm MAKALELER
Yazarlar

Kemal Köksal 0000-0001-7653-1762

Kemal Eroğluer Bu kişi benim 0000-0002-2456-5140

Hakan Yapar Bu kişi benim 0000-0003-2362-7431

Yayımlanma Tarihi 4 Temmuz 2018
Yayımlandığı Sayı Yıl 2018 17. UİK Özel Sayısı

Kaynak Göster

APA Köksal, K., Eroğluer, K., & Yapar, H. (2018). PSİKOLOJİK SÖZLEŞME İHLALİNİN YENİLİKÇİ DAVRANIŞA ETKİSİ: ÖRGÜTSEL SESSİZLİĞİN ROLÜ: SAVUNMA SANYİİNDE BİR UYGULAMA. Uluslararası İktisadi Ve İdari İncelemeler Dergisi687-696. https://doi.org/10.18092/ulikidince.434389


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