İşyeri Nezaketsizliğine Maruz Kalmanın Çalışanlara Etkisi: Örgütsel Özdeşleşmenin Aracı ve Psikolojik Sahiplenmenin Düzenleyici Rolü

Yıl 2024, , 533 - 552, 29.05.2024

Vural Akar

https://doi.org/10.21076/vizyoner.1391060

Öz

Çalışmanın amacı, kurumlarda işyeri nezaketsizliğine maruz kalmanın, çalışanların işte kendilerini yetiştirmeleri üzerindeki etkilerini tespit etmektir. Bu bağlamda işyeri nezaketsizliğinin, çalışanların yaptıkları işte kendilerini yetiştirmeleri üzerindeki etkisi ortaya konularak, bu ilişkide psikolojik sahiplenmenin ve örgütsel özdeşleşmenin nasıl bir role sahip oldukları belirlenmeye çalışılmıştır. Çalışmada, çalışanların işlerinde kendilerini yetiştirme çabalarına yönelik maruz kaldıkları nezaketsiz davranışların etkisine bakılmıştır. Bununla beraber, işletmelerde psikolojik sahiplenmenin düzenleyici rolü çerçevesinde, işyeri nezaketsizliği, örgütsel özdeşleşme ve işte kendini yetiştirme arasındaki ilişki incelenmiştir. Araştırmanın evreni Kütahya’daki alışveriş merkezleri çalışanlarından oluşmaktadır. Çalışmanın örneklemi tesadüfi örneklem yöntemiyle belirlenmiş olup, çevrimiçi anket yöntemiyle 324 çalışandan verilerin toplanması gerçekleştirilmiştir. Elde edilen verilerin analizinde SPSS 23 ve AMOS 24’ten yararlanılmıştır. Çalışma kapsamında güvenilirlik, faktör, korelasyon ve regresyon analizleri uygulanmıştır. Regresyon analizi sonucunda işyerinde maruz kalınan nezaketsiz davranışların, çalışanların işte kendilerini yetiştirmeleri üzerinde olumsuz ve anlamlı bir etkisi bulunduğu belirlenmiştir. Bunun yanı sıra, bu ilişkide örgütsel özdeşleşmenin aracı etkisi, psikolojik sahiplenmenin ise düzenleyici bir rolü olduğu bulgularına da erişilmiştir.

Anahtar Kelimeler

İşyeri Nezaketsizliği, İşte Kendini Yetiştirme, Örgütsel Özdeşleşme, Psikolojik Sahiplenme

Etik Beyan

Bu çalışma için Kütahya Dumlupınar Üniversitesi Etik Kurulundan 06.06.2023-267 sayılı ve 25.05.2023 tarihli etik kurul onayı alınmıştır.

The Effect of Exposure to Workplace Incivility on Employees: The Mediating Effect of Organizational Identification and Moderating Role of Psychological Ownership

Öz

The purpose of the study is to determine the effects of exposure to workplace incivility in institutions on employees' thriving at work. In this context, the effect of workplace incivility on employees' thriving at work is revealed and the role of psychological ownership and organizational identification in this relationship is tried to be determined. The study examines the impact of incivility towards employees' efforts to thriving at work. However, within the framework of the moderator role of psychological ownership in businesses, the relationship between workplace incivility, organizational identification and thriving at work is examined. The population of the research consists of employees of shopping malls in Kütahya. The sample of the study is determined by random sampling method, and data is collected from 324 employees by online survey method. SPSS 23 and AMOS 24 are used in the analysis of the data obtained. Reliability, factor, correlation and regression analyzes are applied within the scope of the study. As a result of the regression analysis, it is determined that incivility in the workplace has a negative and significant effect on employees' thriving at work. In addition, findings are found that organizational identification has a mediating effect and psychological ownership has a moderating role in this relationship.

Anahtar Kelimeler

Workplace Incivility, Thriving at Work, Organizational Identification, Psychological Ownership

Etik Beyan

For this study the approval of ethical committee no 06.06.2023-267 dated 25.05.2023 was taken from the Ethical Committee, Kütahya Dumlupınar University.

Kaynakça

• Aiken, L. S. ve West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Sage Publications
• Ali, M., Islam, T., Ali, F. H., Raza, B. ve Kabir, G. (2021). Enhancing nurses well-being through managerial coaching: a mediating model. International Journal of Human Rights in Healthcare, 14(2), 143-157.
• Alola, U. V., Avcı, T. ve Öztüren, A. (2021). The nexus of workplace incivility and emotional exhaustion in hotel industry. Journal of Public Affairs, 21(3), e2236.
• Alola, U. V., Olugbade, O. A., Avci, T. ve Öztüren, A. (2019). Customer incivility and employees' outcomes in the hotel: Testing the mediating role of emotional exhaustion. Tourism Management Perspectives, 29, 9-17.
• Amabile, T. M. (1996). Creativity in context. Westview Press.
• Andersson, L. M. ve Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of management review, 24(3), 452-471.
• Anderson, N., Potočnik, K. ve Zhou, J. (2014). Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management, 40(5), 1297-1333.
• Arslandere, M. (2021). Küresel tüketici kültürüyle özdeşleşmenin hedonik ve faydacı alışveriş değeri üzerindeki etkisi. Ordu Üniversitesi Sosyal Bilimler Enstitüsü Sosyal Bilimler Araştırmaları Dergisi, 11(2), 699-714.
• Ashforth, B. E., Harrison, S. H. ve Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34(3), 325-374.
• Bandura, A. (1977). Social learning theory. Prentice-hall.
• Baran, H., ve Karavelioğlu, C. (2022). İşyeri nezaketsizliğinin işe adanmaya etkisinde psikolojik sermaye bileşenlerinin rolü. Alanya Akademik Bakış, 6(2), 2235-2259.
• Baron, R. M. ve 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(6), 1173.
• Batson, C. D. ve Shaw, L. L. (1991). Evidence for altruism: Toward a pluralism of prosocial motives. Psychological Inquiry, 2(2), 107–122.
• Bitmiş, M. G., Sökmen, A. ve Turgut, H. (2014). Psikolojik dayanıklılığın tükenmişlik üzerine etkisi: Örgütsel özdeşleşmenin aracılık rolü. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15(2), 27-40.
• Bono, J. E. ve McNamara, G. (2011). Publishing in AMJ—part 2: Research design. Academy of Management Journal, 54(4), 657-660.
• Brown, G., Lawrence, T. B. ve Robinson, S. L. (2005). Territoriality in organizations. Academy of Management Review, 30(3), 577-594.
• Brown, G. ve Zhu, H. (2016). ‘My workspace, not yours’: The impact of psychological ownership and territoriality in organizations. Journal of Environmental Psychology, 48, 54-64.
• Butt, S. ve Yazdani, N. (2021). Influence of workplace incivility on counterproductive work behavior: Mediating role of emotional exhaustion, organizational cynicism and the moderating role of psychological capital. Pakistan Journal of Commerce and Social Sciences (PJCSS), 15(2), 378-404.
• Cameron, K. S., Bright, D. ve Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766-790.
• Carmeli, A., Gilat, G. ve Waldman, D. A. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44(6), 972-992.
• Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33(1), 55-75.
• Cortina, L. M. ve Magley, V. J. (2009). Patterns and profiles of response to incivility in the workplace. Journal of Occupational Health Psychology, 14(3), 272.
• Cortina, L. M., Magley, V. J., Williams, J. H. ve Langhout, R. D. (2001). Incivility in the workplace: Incidence and impact. Journal of Occupational Health Psychology, 6(1), 64.
• Cuellar, A., Krist, A. H., Nichols, L. M., ve Kuzel, A. J. (2018). Effect of practice ownership on work environment, learning culture, psychological safety, and burnout. The Annals of Family Medicine, 16(Suppl 1), S44-S51.
• Çiçek, B., ve Çiçek, A. (2020). İşyeri nezaketsizliğinin yaratıcı çalışan performansı üzerindeki etkisi: Lider-üye etkileşiminin aracılık rolü. İş ve İnsan Dergisi, 7(2), 267-282.
• Çoban, R., ve Deniz, M. (2021). İşyeri nezaketsizliğinin işten ayrılma niyetine etkisinde örgütsel sinizmin aracılık rolü üzerine bir araştırma. OPUS International Journal of Society Researches, 17(34), 1224-1259.
• Dansereau Jr, F., Graen, G. ve Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), 46-78.
• Deci, E. L., ve Ryan, R. M. (2000). The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Demirsel, M. T., ve Erat, L. (2019). Algılanan işyeri nezaketsizliğinin çalışan memnuniyeti üzerindeki etkisi. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, (42.1), 209-221.
• Dickert, S., Ashby, N. J. ve Dickert, A. (2018). Trading under the influence: The effects of psychological ownership on economic decision-making. Psychological Ownership and Consumer Behavior, 145-163.
• Ertürk, A. (2010). Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification. European Journal of Work and Organizational Psychology, 19(4), 409-441.
• Gautam, T., Van Dick, R. ve Wagner, U. (2004). Organizational identification and organizational commitment: Distinct aspects of two related concepts. Asian Journal of Social Psychology, 7(3), 301-315.
• Goh, Z., Eva, N., Kiazad, K., Jack, G. A., De Cieri, H. ve Spreitzer, G. M. (2022). An integrative multilevel review of thriving at work: Assessing progress and promise. Journal of Organizational Behavior, 43(2), 197–213.
• Graen, G. B. ve Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247.
• Griffin, B. A., Ross, T., Karau, S. J., ve Anaza, N. A. (2023). Work-Family Balance and Thriving at Work: The Joint Influence of Supervisor Support, Family Support, and Family Motivation. Journal of Managerial Issues, 35(3).
• Guo, J., Qiu, Y. ve Gan, Y. (2020). Workplace incivility and work engagement: The chain mediating effects of perceived insider status, affective organizational commitment and organizational identification. Current Psychology, 1-12.
• Güleryüz, İ., Sürücü, L. ve Yıkılmaz, İ. (2023). The Role of Job Stress in the Effect of Workplace Incivility on Organizational Commitment. Erciyes İletişim Dergisi, 10(2), 525-542.
• Güriş, S. ve Çağlayan, E. (2013). Ekonometri: Temel kavramlar, Der Yayınları.
• Hayes, A. F. (2018). Introduction to mediation, moderation, and conditional process analysis second edition: A regression-based approach. NY: Ebook The Guilford Press.
• He, K., Oláh, J. ve Hasan, M. (2022). The influence of psychological ownership and social support on organizational resilience: the mediating role of organizational identity. Journal of Business Economics and Management, 23(3), 650-667.
• Holm, K., Torkelson, E. ve Bäckström, M. (2016). New types of employment, new ways to be uncivil? A thematic analysis of temporary agency workers’ exposure to workplace incivility. Psychology, 7, 74-84.
• Hon, A. H. ve Lui, S. S. (2016). Employee creativity and innovation in organizations: Review, integration, and future directions for hospitality research. International Journal of Contemporary Hospitality Management, 28(5), 862–885.
• Hur, W. M., Shin, Y., Rhee, S. Y. ve Kim, H. (2017). Organizational virtuousness perceptions and task crafting: The mediating roles of organizational identification and work engagement. Career Development International, 22(4), 436-459.
• Jiang, Z., Hu, X., Wang, Z. ve Jiang, X. (2019). Knowledge hiding as a barrier to thriving: The mediating role of psychological safety and moderating role of organizational cynicism. Journal of Organizational Behavior, 40(7), 800-818.
• Jussila, I., Tarkiainen, A., Sarstedt, M. ve Hair, J. F. (2015). Individual psychological ownership: Concepts, evidence, and implications for research in marketing. Journal of Marketing Theory and Practice, 23(2), 121-139.
• Kabat-Farr, D., Cortina, L. M., ve Marchiondo, L. A. (2018). The emotional aftermath of incivility: Anger, guilt, and the role of organizational commitment. International Journal of Stress Management, 25(2), 109.
• Karagöz, H. (2023). İşyeri Nezaketsizliği ile Örgütsel Bağlılık İlişkisinde Algılanan Yönetici Desteğinin Aracılık Rolü: Perakende Sektöründe Bir Araştırma. Politik Ekonomik Kuram, 7(2), 185-200.
• Kaya, E. Ü. (2015). İşyeri kabalığı, örgütsel bağlılık, örgütsel özdeşleşme ve iş tatmin değişkenleri arasındaki ilişkiler ve birbirleri üzerindeki etkileri: Yükseköğretimde bir çalışma. The Journal of Academic Social Science Studies JASSS International Journal of Social Science, 41(2), 55-78.
• Kim, N. L. ve Jin, B. E. (2020). Why buy new when one can share? Exploring collaborative consumption motivations for consumer goods. International Journal of Consumer Studies, 44(2), 122-130.
• Kleine, A. K., Rudolph, C. W. ve Zacher, H. (2019). Thriving at work: A meta‐analysis. Journal of Organizational Behavior, 40(9-10), 973-999.
• Kline, R. (1998). Principles and practice of structural equation modeling.: Guilford.
• Koçak, Ö. E. (2016). How to enable thriving at work through organizational trust. International Journal of Research in Business and Social Science (2147-4478), 5(4), 40-52.
• Koon, V. Y. ve Pun, P. Y. (2018). The mediating role of emotional exhaustion and job satisfaction on the relationship between job demands and instigated workplace incivility. The Journal of Applied Behavioral Science, 54(2), 187-207.
• Kyei-Poku, I. (2019). The influence of fair supervision on employees’ emotional exhaustion and turnover intentions. Management Research Review, 42(9), 1116-1132.
• Lilius, J. M., Worline, M. C., Dutton, J. E., Kanov, J. M. ve Maitlis, S. (2011). Understanding compassion capability. Human Relations, 64(7), 873-899.
• Lilius, J. M., Worline, M. C., Maitlis, S., Kanov, J., Dutton, J. E. ve Frost, P. (2008). The contours and consequences of compassion at work. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 29(2), 193-218.
• Mael, F. ve Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational Behavior, 13(2), 103-123.
• Maslach, C. ve Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113.
• Maslyn, J. M. ve Uhl-Bien, M. (2001). Leader–member exchange and its dimensions: Effects of self-effort and other's effort on relationship quality. Journal of Applied Psychology, 86(4), 697.
• Moloney, W., Fieldes, J. ve Jacobs, S. (2020). An integrative review of how healthcare organizations can support hospital nurses to thrive at work. International Journal of Environmental Research and Public Health, 17(23), 8757.
• Myers, K. K., Davis, C. W., Schreuder, E. R. ve Seibold, D. R. (2016). Organizational identification: A mixed methods study exploring students’ relationship with their university. Communication Quarterly, 16(1), 1-22.
• Nekooee, N., Isfahani, A. N., Abzari, M., ve Teimouri, H. (2021). Exploring antecedents and mediators of thriving at work: a mixed-method approach. International Journal of Business Innovation and Research, 25(1), 117-143.
• Öktem, Ş., Kızıltan, B., ve Öztoprak, M. (2016). Örgütsel güven ile örgüt ikliminin örgütsel özdeşleşme, iş tatmini ve işten ayrılma niyeti üzerine etkileri: otel işletmelerinde bir uygulama. İşletme Araştırmaları Dergisi, 8(4), 162-186.
• Ötken, A. (2015). Algilanan örgütsel destek ve psikolojik sahiplenme arasindaki ilişki ve bu ilişkide örgütsel adaletin rolü. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 33(2), 113-140.
• Pearson, C. M. ve Porath, C. L. (2005). On the nature, consequences and remedies of workplace incivility: No time for “nice”? Think again. Academy of Management Perspectives, 19(1), 7-18.
• Peck, J. ve Shu, S. B. (Eds.). (2018). Psychological ownership and consumer behavior. Springer.
• Pierce, J. L. ve Jussila, I. (2011). Psychological ownership and the organizational context: Theory, research evidence, and application. Edward Elgar Publishing.
• Pierce, J. L., Kostova, T. ve Dirks, K. T. (2001). Toward a theory of psychological ownership in organizations. Academy of Management Review, 26(2), 298-310.
• Pierce, J. L., Kostova, T. ve Dirks, K. T. (2003). The state of psychological ownership: Integrating and extending a century of research. Review of General Psychology, 7(1), 84-107.
• Pierre, T. M. A. (2019). Workplace Incivility: A Quantitative Study of Public University Staff Member Experiences in the Northeast.
• Porath, C., Spreitzer, G., Gibson, C. ve Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior, 33(2), 250–275.
• Porath, C. L. ve Erez, A. (2007). Does rudeness really matter? The effects of rudeness on task performance and helpfulness. Academy of Management Journal, 50(5), 1181-1197.
• Porath, C.L., Foulk, T. ve Erez, A. (2015). How incivility hijacks performance: It robs cognitive resources, ıncreases dysfunctional behavior, and infects team dynamics and functioning. Organizational Dynamics, 44(1), 258–265.
• Ren, S., Babalola, M. T., Ogbonnaya, C., Hochwarter, W. A., Akemu, O. ve Agyemang‐Mintah, P. (2022). Employee thriving at work: The long reach of family incivility and family support. Journal of Organizational Behavior, 43(1), 17-35.
• Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57(6), 1069 –1081.
• Saygılı, M., Özer, Ö. ve Öke, P. (2019). Örgütsel özdeşleşme ve çalışan performansının incelenmesi: Bir kamu hastanesinde uygulama. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 35, 175-184.
• Schilpzand, P., De Pater, I. E. ve Erez, A. (2016). Workplace incivility: A review of the literature and agenda for future research. Journal of Organizational Behavior, 37, S57-S88.
• Sekiguchi, T. (2004). The role of different types of person-organization fit in Japanese recruiters' judgments of applicant qualifications: An experimental policy-capturing investigation. Japan Association of Industial/Organizational Psychology Journal, 17(2), 51-63.
• Shenghao, G. ve Qianqian, H. (2022). Energetic learning: the effect of organizational identification and thriving at work on innovation performance. Management Review, 34(1), 205.
• Sökmen, A. ve Bıyık, Y. (2016). Örgütsel bağlılık, örgütsel özdeşleşme, kişi-örgüt uyumu ve iş tatmini ilişkisi: Bilişim uzmanlarına yönelik bir araştırma. International Journal of Informatics Technologies, 9(2), 221-227.
• Spreitzer, G. M. ve Porath, C. (2014). Self-determination as nutriment for thriving: Building an integrative model of human growth at work. The Oxford handbook of work engagement, motivation, and self-determination theory, 90, 245-258.
• Spreitzer, G., Sutcliffe, K., Dutton, J., Sonenshein, S. ve Grant, A. M. (2005). A socially embedded model of thriving at work. Organization Science, 16(5), 537-549.
• Sun, T., Zhang, S. E., Yin, H. Y., Li, Q. L., Li, Y., Li, L., ... ve Liu, B. (2022). Can resilience promote calling among Chinese nurses in intensive care units during the COVID-19 pandemic? The mediating role of thriving at work and moderating role of ethical leadership. Frontiers in psychology, 13, 847536.
• Şahin, S., Arıcı Özcan, N. ve Arslan Babal, R. (2020). The mediating role of thriving: Mindfulness and contextual performance among Turkish nurses. Journal of Nursing Management, 28(2), 175–184.
• Tak, B., ve Aydemir, B. A. (2004). Orgutsel ozdeslesme üzerine iki gorgul calısma. 12. Ulusal Yonetim ve Organizasyon Kongresi.
• Taşkın, E. ve Kosat, A. (2016). Tüketicilerdeki spor sponsorluğu algısının marka değeri üzerine etkisi. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi,12(12), 1-17.
• Van Dick, R., Grojean, M. W., Christ, O. ve Wieseke, J. (2006). Identity and the extra mile: Relationships between organizational identification and organizational citizenship behaviour. British Journal of Management, 17(4), 283-301.
• Van Dyne, L. ve Pierce, J. L. (2004). Psychological ownership and feelings of possession: Three field studies predicting employee attitudes and organizational citizenship behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(4), 439-459.
• Viotti, S., Guglielmetti, C., Gilardi, S. ve Guidetti, G. (2021). The role of colleague incivility in linking work-related stressors and job burnout. A cross-sectional study in a sample of faculty administrative employees. La Medicina del lavoro, 112(3), 209.
• Vivek, S. A. ve Raveeendran, D. (2017). Thriving at workplace by bank managers: An empirical study of public and private sector banks. International Journal of Entrepreneurship and Development Studies, 5(1), 1-11.
• Wallace, J. C., Butts, M. M., Johnson, P. D., Stevens, F. G. ve Smith, M. B. (2016). A multilevel model of employee innovation: Understanding the effects of regulatory focus, thriving, and employee involvement climate. Journal of Management, 42(4), 982-1004.
• Wegge, J., Van Dick, R., Fisher, G. K., Wecking, C. ve Moltzen, K. (2006). Work motivation, organisational identification, and well-being in call centre work. Work ve Stress, 20(1), 60-83.
• Yazıcıoğlu, Y. ve Erdoğan, S. (2004). SPSS uygulamalı bilimsel araştırma yöntemleri. Detay Yayıncılık.
• Zhan, X., Li, Z. ve Luo, W. (2019). An identification‐based model of workplace incivility and employee creativity: evidence from China. Asia Pacific Journal of Human Resources, 57(4), 528-552.
• Zhang, Y., Liu, G., Zhang, L., Xu, S. ve Cheung, M. W. L. (2021). Psychological ownership: A meta-analysis and comparison of multiple forms of attachment in the workplace. Journal of Management, 47(3), 745-770.
• Zhu, X., Kunaviktikul, W., Sirakamon, S., Abhicharttibutra, K. ve Turale, S. (2021). A causal model of thriving at work in Chinese nurses. International Nursing Review, 68, 444–452.
• Zhou, J. ve Shalley, C. E. (2003). Research on employee creativity: A critical review and directions for future research. Research in personnel and human resources management, 165-217.