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Determinants of Unethical Pro-Organizational Behavior: The Role of Interactional Justice, Trust in Supervisor and Social Ties

Yıl 2018, Cilt , Sayı , 215 - 228, 04.07.2018
https://doi.org/10.18092/ulikidince.434843

Öz

According to social exchange theory, employees display positive attitude and behavior in exchange with positive interaction. Trust assumes a critical responsibility at this interaction. On the other hand, efforts of employees’ high performance and giving extra reciprocal behavior lead to unethical pro-organizational behavior. Although unethical pro-organizational behavior results in short-term benefits, it is strongly recommended not to allow since they are detrimental to corporate image in long term. Therefore, it is of great significance to identify determinants. Towards this end, this study researches determinants of unethical pro-organizational behavior. It is contended that trust in supervisor and interactional justice significantly and positively affect unethical pro-organizational behavior, and trust in supervisor increases unethical pro-organizational behavior. Another finding is that employee having high trust in supervisor and strong social ties is more prone to behave unethically. Moreover, interactional justice has a moderator effect on the relationship between trust in supervisor and unethical pro-organizational behavior.

Kaynakça

  • Akdoğan, A. A. ve Köksal, O. (2014). Aidiyet Algısının Örgütsel Vatandaşlık Davranışı Üzerindeki Etkisinde Yöneticiye Güvenin Aracılık Rolü. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Der-gisi, 18(1), 25-43.
  • Blau, P. (1964). Exchange And Power In Social Life. New York: Wiley.
  • Brass, D. J., Butterfield, K. D. ve Skaggs, B. C. (1998). Relationships And Unethical Behavior: A Social Network Perspective. Academy of Management Review, 23(1), 14-31.
  • Burt, R. S. ve Knez, M. (1995). Kinds of Third-Party Effects On Trust. Rationality and Society, 7(3), 255-292.
  • Clark, M. C. ve Payne, R. L. (1997). The Nature And Structure Of Worker's Trust In Management. Journal Of Organizational Behavior, 18, 205-224.
  • Coleman, J. S. (2003). Social Capital In The Creation Of Human Capital. Networks In The Knowledge Economy, 57-81.
  • Colquitt, J. A., Long, D., Rodell, J. B. ve Halvorsen-Ganepola, M. D. (2015). Adding The In To Justice: A Qualitative And Quantitative Investigation Of The Differential Effects Of Justice Rule Adherence And Violation. Journal Of Applied Psychology, 100(2), 278-297.
  • Colquitt, J., Scott, B. A. ve Lepine, J. A. (2007). Trust, Trustworthiness, And Trust Propensity: A Meta-Analytic Test Of Their Unique Relationships With Risk Taking And Job Performance. Journal Of Applied Psychology, 92(4), 909-927.
  • Colquitt, J., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E. ve Wesson, M. J. (2013). Justice At The Millennium, A Decade Later: A Meta-Analytic Test Of Social Exchange And Affect-Based Perspectives. Journal Of Applied Psychology, 98, 199-236.
  • Coşkun, A. ve Ülgen, B. 2017. Örgüt Yararına Ahlaki Olmayan Davranış. İş Ahlakı Dergisi, 10 (2), 177-201.
  • Cropanzano, R. ve Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal Of Management, 31(6), 874-900.
  • Demirel, Y. (2009). Örgütsel Adaletin Yönetici-Çalışan İlişkileri Üzerine Etkisi: Farklı Sektör Çalışanlarına Yönelik Bir Araştırma. Sosyal Ekonomik Araştırmalar Dergisi, (17), 137-154.
  • Dirks, K. T. ve Ferrin, D. L. (2001). The Role Of Trust In Organizational Settings. Organization Science, 12(4), 450-467.
  • Dirks, K. T. ve Ferrin, D. L. (2002). Trust In Leadership: Meta-Analytic Findings And Implications For Research And Practice. Journal Of Applied Psychology, 87, 611–628.
  • Donaldson, T. ve Dunfee, T. W. (1994). Toward A Unified Conception Of Business Ethics: Integrative Social Contracts Theory. Academy Management Review, 19(2), 252-284.
  • Granovetter, M. (1973). The Strength Of Weak Ties. American Journal Of Sociology, 78, 1360-1380.
  • Greenberg, J. (1990). Organizational Justice: Yesterday, Today And Tomorrow. Journal Of Management, 16, 399-432.
  • Gurchiek, K. (2006). US Workers Unlikely To Report Office Misconduct. HR Magazine (51) 5, 38-48.
  • 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.
  • Ilie, A. (2012). Unethical Pro-Organizational Behaviors: Antecedents And Boundary Conditions. (Yayımlanmamış Doktora Tezi), University Of South Florida, ABD.
  • Jones, G. R. ve George, J. M. (1998). The Experience And Evolution Of Trust: Implications For Cooperation And Teamwork. Academy Of Management Review, 23, 531–546.
  • Liu, Y. ve Qiu, C. (2015). Unethical Pro-Organizational Behavior: Concept, Measurement And Empirical Research. Journal Of Human Resource And Sustainability Studies, 3, 150-155.
  • Matherne, C. ve Litchfield, S. (2012). Investigating The Relationship Between Affective Commitment And Unethical Pro-Organizational Behaviors: The Role Of Moral Identity. Journal Of Leadership, Accountability And Ethics, 9(5), 35-46.
  • Meydan, C. H. ve Şeşen, H. (2011). Yapısal Eşitlik Modellemesi, AMOS Uygulamaları. Detay Ankara: Yayıncılık.
  • Miao, Q., Newman, A., YU, J. ve Xu, L. (2013). The Relationship Between Ethical Leadership And Unethical Pro-Organizational Behavior: Linear Or Curvilinear Effects? Journal Of Business Ethics, 116(3), 641-653.
  • Mishra, A. K. ve Spreitzer, G. M. (1998). Explaining How Survivors Respond To Downsizing: The Roles Of Trust, Empowerment, Justice And Work Redesign. Academy Of Management Re-view, 23(3), 567-588.
  • Moorman, R. H. (1991). Relationship Between Organizational Justice And Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship? Journal Of App-lied Psychology, 76(6), 845-855.
  • Morrison, E. W. (2002). Newcomers' Relationships: The Role Of Social Network Ties During Socialization. Academy Of Management Journal, 45(6), 1149-1160.
  • Nyhan, R. C. ve Marlowe, H. A. (1997). Development And Psychometric Properties Of The Organizational Trust Inventory. Evaluation Review, 21(5), 614-635.
  • Oğuzhan, T., Köksal, K. ve Turgut, E. (2015). İzlenim Yönetimi Taktiklerinin, Örgüt İçi Sosyal Konuma Etkisi: Kamu Üniversitesinde Bir Çalışma. Kara Harp Okulu Bilim Dergisi, 25(2), 89-107.
  • Podsakoff, P. M., Mackenzie, S. B., Paine, J. B. ve Bachrach, D. G. (2000). Organizational Citizenship Behaviors: A Critical Review Of The Theoretical And Empirical Literature And Suggestions For Future Research. Journal Of Management, 26, 513–563.
  • Pollack, J., Vanepps, E. M. ve Hayes, A. F. (2012). The Moderating Role Of Social Ties On Entrepreneurs’ Depressed Affect And Withdrawal Intentions In Response To Economic Stress. Jo-urnal Of Organizational Behavior, 33, 789-810.
  • Rousseau, D., Sitkin, S., Burt, R. ve Camerer, C. (1998). Introduction To Special Topic Forum Not So Different After All: A Cross-Discipline View Of Trust. Academy Of Management Review, 23(3), 393-404.
  • Stecher, M. D. ve Rosse, J. G. (2005). The Distributive Side Of Interactional Justice: The Effects Of Interpersonal Treatment On Emotional Arousal. Journal Of Managerial Issues, 17(2), 229-246.
  • Thomas, G., Zolin, R. ve Hartman, J. (2009). The Central Role Of Communication In Developing Trust And Its Effect On Employee Involvement. Journal Of Business Communication, 46(3), 287-310.
  • Umphress, E. E. ve Bingham, J. B. (2011). When Employees Do Bad Things For Good Reasons: Examining Unethical Pro-Organizational Behaviors. Organization Science, 22(3), 621-40.
  • Umphress, E. E., Bingham, J. B. ve Mitchell, M. S. (2010). Unethical Behavior In The Name Of The Company: The Moderating Effect Of Organizational Identification And Positive Reciprocity Beliefs On Unethical Pro-Organizational Behavior. Journal Of Applied Psychology, 95(4), 769-780.
  • Uzbilek, A. (2006). Örgütlerde Oluşan Sosyal İlişkilerin Örgütsel Güvenin Alt Boyutlarina Etkileri: Başkent Üniversitesi Örneği. (Yayımlanmamış Yüksek Lisans Tezi). Başkent Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
  • Wong, E. S., Danny, T. ve Martin, S. (2000). Antecedents Of Trust In Intra-Organizational Relationships Within Three Singapore Public Sector Construction Project Management Agencies. Construction Management And Economics, 18, 797-806.
  • Yücel, C. ve Samanci, G. (2009). Örgütsel Güven Ve Örgütsel Vatandaşlık Davranışı. Fırat Üniversitesi Sosyal Bilimler Dergisi, 19(1), 113-132.

ETİK OLMAYAN ÖRGÜTSEL VATANDAŞLIK DAVRANIŞININ BELİRLEYİCİLERİ: ET-KİLEŞİM ADALETİ, YÖNETİCİYE DUYULAN GÜVEN VE SOSYAL BAĞLARIN ROLÜ

Yıl 2018, Cilt , Sayı , 215 - 228, 04.07.2018
https://doi.org/10.18092/ulikidince.434843

Öz

Sosyal mübadele kuramına göre, çalışanlar olumlu etkileşime karşılık örgütsel vatandaşlık davranışı (ÖVD) gibi olumlu tutum ve davranışlarda bulunmaktadır. Güven ise bu etkileşimde kritik bir görev üstlenmektedir. Bununla birlikte çalışanların mübadele kapsamında performanslarını yüksek gösterme gayretleri, daha fazla karşılık verme çabaları, bazen etik olmayan örgütsel vatandaşlık davranışların ortaya çıkmasına neden olabilmektedir. Kısa vadede olumlu sonuçlar doğurabilecek etik olmayan bu davranışlar uzun vadede kurumsal itibarı zedeleyebileceği için müsaade edilmemesi gerekmektedir. Bu nedenle belirleyicilerinin tespit edilerek önlem alınması yerinde olacaktır. Bu çerçevede, çalışmada etik olmayan ÖVD’nin belirleyicileri araştırılmıştır. Araştırma sonucunda, yöneticiye duyulan güvenin ve etkileşim adaletinin etik olmayan ÖVD’yi anlamlı ve pozitif yönde etkilediği, çalışanların yöneticilerine güven duymasının, örgüt yararına olan fakat etik olmayan ÖVD’nin gösterilmesini artırdığı tespit edilmiştir. Yöneticiye güven duyan çalışanın sosyal bağı kuvvetliyse etik olmayan ÖVD sergileme eğiliminin yüksek olduğu da çalışma bulguları arasındadır. Ayrıca yöneticiye duyulan güvenin etik olmayan ÖVD üzerindeki etkisinde etkileşim adaleti algısının tam aracılık etkisi bulunmaktadır.

Kaynakça

  • Akdoğan, A. A. ve Köksal, O. (2014). Aidiyet Algısının Örgütsel Vatandaşlık Davranışı Üzerindeki Etkisinde Yöneticiye Güvenin Aracılık Rolü. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Der-gisi, 18(1), 25-43.
  • Blau, P. (1964). Exchange And Power In Social Life. New York: Wiley.
  • Brass, D. J., Butterfield, K. D. ve Skaggs, B. C. (1998). Relationships And Unethical Behavior: A Social Network Perspective. Academy of Management Review, 23(1), 14-31.
  • Burt, R. S. ve Knez, M. (1995). Kinds of Third-Party Effects On Trust. Rationality and Society, 7(3), 255-292.
  • Clark, M. C. ve Payne, R. L. (1997). The Nature And Structure Of Worker's Trust In Management. Journal Of Organizational Behavior, 18, 205-224.
  • Coleman, J. S. (2003). Social Capital In The Creation Of Human Capital. Networks In The Knowledge Economy, 57-81.
  • Colquitt, J. A., Long, D., Rodell, J. B. ve Halvorsen-Ganepola, M. D. (2015). Adding The In To Justice: A Qualitative And Quantitative Investigation Of The Differential Effects Of Justice Rule Adherence And Violation. Journal Of Applied Psychology, 100(2), 278-297.
  • Colquitt, J., Scott, B. A. ve Lepine, J. A. (2007). Trust, Trustworthiness, And Trust Propensity: A Meta-Analytic Test Of Their Unique Relationships With Risk Taking And Job Performance. Journal Of Applied Psychology, 92(4), 909-927.
  • Colquitt, J., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E. ve Wesson, M. J. (2013). Justice At The Millennium, A Decade Later: A Meta-Analytic Test Of Social Exchange And Affect-Based Perspectives. Journal Of Applied Psychology, 98, 199-236.
  • Coşkun, A. ve Ülgen, B. 2017. Örgüt Yararına Ahlaki Olmayan Davranış. İş Ahlakı Dergisi, 10 (2), 177-201.
  • Cropanzano, R. ve Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal Of Management, 31(6), 874-900.
  • Demirel, Y. (2009). Örgütsel Adaletin Yönetici-Çalışan İlişkileri Üzerine Etkisi: Farklı Sektör Çalışanlarına Yönelik Bir Araştırma. Sosyal Ekonomik Araştırmalar Dergisi, (17), 137-154.
  • Dirks, K. T. ve Ferrin, D. L. (2001). The Role Of Trust In Organizational Settings. Organization Science, 12(4), 450-467.
  • Dirks, K. T. ve Ferrin, D. L. (2002). Trust In Leadership: Meta-Analytic Findings And Implications For Research And Practice. Journal Of Applied Psychology, 87, 611–628.
  • Donaldson, T. ve Dunfee, T. W. (1994). Toward A Unified Conception Of Business Ethics: Integrative Social Contracts Theory. Academy Management Review, 19(2), 252-284.
  • Granovetter, M. (1973). The Strength Of Weak Ties. American Journal Of Sociology, 78, 1360-1380.
  • Greenberg, J. (1990). Organizational Justice: Yesterday, Today And Tomorrow. Journal Of Management, 16, 399-432.
  • Gurchiek, K. (2006). US Workers Unlikely To Report Office Misconduct. HR Magazine (51) 5, 38-48.
  • 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.
  • Ilie, A. (2012). Unethical Pro-Organizational Behaviors: Antecedents And Boundary Conditions. (Yayımlanmamış Doktora Tezi), University Of South Florida, ABD.
  • Jones, G. R. ve George, J. M. (1998). The Experience And Evolution Of Trust: Implications For Cooperation And Teamwork. Academy Of Management Review, 23, 531–546.
  • Liu, Y. ve Qiu, C. (2015). Unethical Pro-Organizational Behavior: Concept, Measurement And Empirical Research. Journal Of Human Resource And Sustainability Studies, 3, 150-155.
  • Matherne, C. ve Litchfield, S. (2012). Investigating The Relationship Between Affective Commitment And Unethical Pro-Organizational Behaviors: The Role Of Moral Identity. Journal Of Leadership, Accountability And Ethics, 9(5), 35-46.
  • Meydan, C. H. ve Şeşen, H. (2011). Yapısal Eşitlik Modellemesi, AMOS Uygulamaları. Detay Ankara: Yayıncılık.
  • Miao, Q., Newman, A., YU, J. ve Xu, L. (2013). The Relationship Between Ethical Leadership And Unethical Pro-Organizational Behavior: Linear Or Curvilinear Effects? Journal Of Business Ethics, 116(3), 641-653.
  • Mishra, A. K. ve Spreitzer, G. M. (1998). Explaining How Survivors Respond To Downsizing: The Roles Of Trust, Empowerment, Justice And Work Redesign. Academy Of Management Re-view, 23(3), 567-588.
  • Moorman, R. H. (1991). Relationship Between Organizational Justice And Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship? Journal Of App-lied Psychology, 76(6), 845-855.
  • Morrison, E. W. (2002). Newcomers' Relationships: The Role Of Social Network Ties During Socialization. Academy Of Management Journal, 45(6), 1149-1160.
  • Nyhan, R. C. ve Marlowe, H. A. (1997). Development And Psychometric Properties Of The Organizational Trust Inventory. Evaluation Review, 21(5), 614-635.
  • Oğuzhan, T., Köksal, K. ve Turgut, E. (2015). İzlenim Yönetimi Taktiklerinin, Örgüt İçi Sosyal Konuma Etkisi: Kamu Üniversitesinde Bir Çalışma. Kara Harp Okulu Bilim Dergisi, 25(2), 89-107.
  • Podsakoff, P. M., Mackenzie, S. B., Paine, J. B. ve Bachrach, D. G. (2000). Organizational Citizenship Behaviors: A Critical Review Of The Theoretical And Empirical Literature And Suggestions For Future Research. Journal Of Management, 26, 513–563.
  • Pollack, J., Vanepps, E. M. ve Hayes, A. F. (2012). The Moderating Role Of Social Ties On Entrepreneurs’ Depressed Affect And Withdrawal Intentions In Response To Economic Stress. Jo-urnal Of Organizational Behavior, 33, 789-810.
  • Rousseau, D., Sitkin, S., Burt, R. ve Camerer, C. (1998). Introduction To Special Topic Forum Not So Different After All: A Cross-Discipline View Of Trust. Academy Of Management Review, 23(3), 393-404.
  • Stecher, M. D. ve Rosse, J. G. (2005). The Distributive Side Of Interactional Justice: The Effects Of Interpersonal Treatment On Emotional Arousal. Journal Of Managerial Issues, 17(2), 229-246.
  • Thomas, G., Zolin, R. ve Hartman, J. (2009). The Central Role Of Communication In Developing Trust And Its Effect On Employee Involvement. Journal Of Business Communication, 46(3), 287-310.
  • Umphress, E. E. ve Bingham, J. B. (2011). When Employees Do Bad Things For Good Reasons: Examining Unethical Pro-Organizational Behaviors. Organization Science, 22(3), 621-40.
  • Umphress, E. E., Bingham, J. B. ve Mitchell, M. S. (2010). Unethical Behavior In The Name Of The Company: The Moderating Effect Of Organizational Identification And Positive Reciprocity Beliefs On Unethical Pro-Organizational Behavior. Journal Of Applied Psychology, 95(4), 769-780.
  • Uzbilek, A. (2006). Örgütlerde Oluşan Sosyal İlişkilerin Örgütsel Güvenin Alt Boyutlarina Etkileri: Başkent Üniversitesi Örneği. (Yayımlanmamış Yüksek Lisans Tezi). Başkent Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
  • Wong, E. S., Danny, T. ve Martin, S. (2000). Antecedents Of Trust In Intra-Organizational Relationships Within Three Singapore Public Sector Construction Project Management Agencies. Construction Management And Economics, 18, 797-806.
  • Yücel, C. ve Samanci, G. (2009). Örgütsel Güven Ve Örgütsel Vatandaşlık Davranışı. Fırat Üniversitesi Sosyal Bilimler Dergisi, 19(1), 113-132.

Ayrıntılar

Birincil Dil Türkçe
Konular Sosyal
Bölüm MAKALELER
Yazarlar

Kemal KÖKSAL (Sorumlu Yazar)
MİLLİ SAVUNMA ÜNİVERSİTESİ, KARA HARP OKULU
0000-0001-7653-1762
Türkiye


Ali GÜRSOY
MİLLİ SAVUNMA ÜNİVERSİTESİ, KARA HARP OKULU
orcid.org/0000-0002-8408-2415
Türkiye


Mustafa Kemal TOPCU
0000-0002-3298-1283
Türkiye

Yayımlanma Tarihi 4 Temmuz 2018
Yayınlandığı Sayı Yıl 2018, Cilt , Sayı

Kaynak Göster

APA Köksal, K. , Gürsoy, A. & Topcu, M. K. (2018). ETİK OLMAYAN ÖRGÜTSEL VATANDAŞLIK DAVRANIŞININ BELİRLEYİCİLERİ: ET-KİLEŞİM ADALETİ, YÖNETİCİYE DUYULAN GÜVEN VE SOSYAL BAĞLARIN ROLÜ . Uluslararası İktisadi ve İdari İncelemeler Dergisi , 17. UİK Özel Sayısı , 215-228 . DOI: 10.18092/ulikidince.434843


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