Makaleler
ALGILANAN ÖRGÜTSEL ENGEL ÖLÇEĞİNİN TÜRKÇE UYARLAMASI VE İŞTE KALMA NİYETİ ÜZERİNDEKİ ETKİSİ
Daimi KOÇAK
Yayınlanmış 19.03.2019
Anahtar Kelimeler
- Perceived Organizational Obstruction,
- Intent to Stay at Work,
- Scale Adaptation
- Algılanan Örgütsel Engel,
- İşte Kalma Niyeti,
- Ölçek Uyarlama
Nasıl Atıf Yapılır
ALGILANAN ÖRGÜTSEL ENGEL ÖLÇEĞİNİN TÜRKÇE UYARLAMASI VE İŞTE KALMA NİYETİ ÜZERİNDEKİ ETKİSİ. (2019). Business & Management Studies: An International Journal, 7(1), 58-77. https://doi.org/10.15295/bmij.v7i1.1043
Nasıl Atıf Yapılır
ALGILANAN ÖRGÜTSEL ENGEL ÖLÇEĞİNİN TÜRKÇE UYARLAMASI VE İŞTE KALMA NİYETİ ÜZERİNDEKİ ETKİSİ. (2019). Business & Management Studies: An International Journal, 7(1), 58-77. https://doi.org/10.15295/bmij.v7i1.1043
Öz
Bu çalışma, Gibney vd. (2009) tarafından geliştirilen “Algılanan Örgütsel Engel” ölçeğinin güvenirlik ve geçerliliğini test etmek ve Türkçe uyarlamasını ispatlamak amacıyla yapılmıştır. Ayrıca bu çalışmada algılanan örgütsel engelin işte kalma niyeti üzerindeki etkisi sosyal değişim teorisi çerçevesinde incelenmiştir. Araştırma verileri hizmet sektöründe faaliyet gösteren bir firmanın 293 çalışanından anket yöntemi kullanılarak elde edilmiştir. Algılanan örgütsel engel ölçeğine yapılan açımlayıcı faktör analizi sonucunda ölçeğin tek boyutlu yapısı desteklenmiştir. Ölçeğe ilişkin Cronbach Alpha değeri 0,897 olarak bulunmuştur. Sonuç olarak, çalışanların algılanan örgütsel engel seviyelerini ölçmek için kullanılan ölçeğin Türkiye’de güvenilir ve geçerli olduğu tespit edilmiştir. Ayrıca araştırma sonucunda algılanan örgütsel engelin işte kalma niyeti üzerinde negatif yönlü bir etkisinin olduğu görülmüştür. Elde edilen bu sonuçlar, araştırmanın son kısmında detaylı olarak tartışılmış ve sektör yöneticilerine ve gelecekte yapılacak çalışmalara önerilerde bulunulmuştur
Referanslar
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Bateman, T. S. and Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee “citizenship”. Academy of management Journal, 26(4), 587-595.
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Cho, S., Cheong, K. and Kim, K. (2009). “A Psychological Contract Breach and Turnover Intention of Telemarketers in South Korea”, Journal of Business and Policy Research, 4(1), 66-78.
Cropanzano, R. and Mitchell, M. S. (2005). “Social Exchange Theory: An Interdisciplinary Review”, Journal of Management, 31, 874-900.
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Gamage, M. P. N. and Buddhika, M. (2013). “Job Satisfaction and Intention to Leave Of IT Professionals in Sri Lanka”, Asia Pacific Journal of Marketing and Management Review, 2(9), 1-11.
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Graen, G. B. and 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.
Güngör, D. (2016). “Psikolojide Ölçme Araçlarının Geliştirilmesi ve Uyarlanması Kılavuzu”, Türk Psikoloji Yazıları, 19, 104-112.
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https://www.surveysystem.com/sscalc.htm (Erişim Tarihi: 15.11.2018).
Hundera, M. B. (2014). “Factors Affecting Academic Staff Turnover Intentions and The Moderating Effect of Gender”, International Journal of Research in Business Management, 2(9), 2321-886.
Hup Chan, S. (2006). “Organizational Identification and Commitment of Members of a Human Development Organization”, Journal Of Management Development, 25(3), 249-268.
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Islam, T., Ahmad, U. N. B. U., Ali, G., Ahmed, I. and Bowra, Z. A. (2013). “Turnover Intentions: The Influence of Perceived Organizational Support and Organizational Commitment”, Procedia-Social and Behavioral Sciences. 103, 1238-1242.
Jenkins, J. M. (1993). “Self‐Monitoring and Turnover: The Impact of Personality on Intent to Leave”, Journal of Organizational Behavior, 14(1), 83-91.
Kalidass, A. and Bahron, A. (2015). “The Relationship between Perceived Supervisor Support, Perceived Organizational Support, Organizational Commitment and Employee Turnover Intention”, International Journal of Business Administration, 6(5), 82-89.
Kerse, G. (2017). “İş Becerikliliği (Job Crafting) Ölçeğini Türkçe’ye Uyarlama ve Duygusal Tükenme ile İlişkisini Belirleme”, İşletme Araştırmaları Dergisi, 9(4), 283-304.
Kerse, G. ve Babadağ, M. (2018). “I'm Out If Nepotism is in: The Relationship between Nepotism, Job Standardization and Turnover Intention”, Ege Academic Review, 18(4), 631-644.
Khalid, S. A., Jusoff, H. K., Ali, H., Ismail, M., Kassim, K. M., and Rahman, N. A. (2009). “Gender as a Moderator of the Relationship between OCB and Turnover Intention”, Asian Social Science, 5(6), 108-117.
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Basak, E., Ekmekci, E., Bayram, Y. ve Bas, Y. (2013). “Analysis of Factors That Affect the Intention to Leave of White-Collar Employees in Turkey Using Structural Equation Modelling”, In Proceedings of The World Congress on Engineering and Computer Science, 2, 1-5.
Blau, P. (1964). Power and Exchange in Social Life. New York: J Wiley and Sons.
Büyüköztürk, Ş. (2011). Sosyal Bilimler İçin Veri Analizi El Kitabı (14. Baskı), Ankara: Pegem Akademi.
Chaney, T. G. (1991). “Job Satisfaction, Organizational Commitment, and Intent to Stay Among United States Air Force Certified Registered Nurse Anesthetists”, Air Force Inst Of Tech Wrıght-Patterson Afb Oh.
Cho, S., Cheong, K. and Kim, K. (2009). “A Psychological Contract Breach and Turnover Intention of Telemarketers in South Korea”, Journal of Business and Policy Research, 4(1), 66-78.
Cropanzano, R. and Mitchell, M. S. (2005). “Social Exchange Theory: An Interdisciplinary Review”, Journal of Management, 31, 874-900.
Çağlar, R. (2018). “İş Çekicilikleri, İş Tatmini ve İşte Kalma Niyeti İlişkisi: Herzberg Temelli Yaklaşım”. (Yayınlanmamış Yüksek Lisans Tezi). Aydın Adnan Menderes Üniversitesi. Sosyal Bilimler Enstitüsü.
Çalışkan, O. (2010). “Kurumsal Sosyal Sorumluluk Algılama Boyutunun Personelinin Iş Tatminine ve Işte Kalma Niyetine Etkisi: Antalya Bölgesinde Yer Alan Beş Yıldızlı Konaklama Işletmelerinde Çalışanlar Üzerinde Bir Araştırma”. (Yayınlanmamış Doktora Tezi). Selçuk Üniversitesi, Sosyal Bilimler Enstitüsü.
Dávila, M. C. and García, G. J. (2012). “Organizational Identification and Commitment: Correlates of Sense of Belonging and Affective Commitment”, The Spanish Journal of Psychology, 15(1), 244-255.
Demir, M. (2011). “İşgörenlerin Çalışma Yaşamı Kalitesi Algılamalarının Işte Kalma Niyeti ve Işe Devamsızlık Ile Ilişkisi”, Ege Akademik Bakış Dergisi, 11(3), 453-464.
Eisenberger, R., Fasolo, P. and Davis-Lamastro, V. (1990). “Perceived Organizational Support and Employee Diligence, Commitment, and Innovation”, Journal of Applied Psychology, 75(1), 51-59.
Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986). “Perceived Organizational Support”, Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. and Rhoades, L. (2002). Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention. Journal of Applied Psychology, 87(3), 565-573.
Emerson, R. M. (1976). “Social Exchange Theory”. Annual Review of Sociology, 2, 335-362.
Fong, Y. L. and Mahfar, M. (2013). Relationship between Occupational Stress and Turnover Intention among Employees in A Furniture Manufacturing Company in Selangor. Jurnal Teknologi, 64(1), 33-39.
Fornell, C. and Larcker, D. F. (1981). “Evaluating Structural Equation Models with Unobservable Variables and Measurement Error”, Journal of Marketing Research, 18(1), 39–50.
Gamage, M. P. N. and Buddhika, M. (2013). “Job Satisfaction and Intention to Leave Of IT Professionals in Sri Lanka”, Asia Pacific Journal of Marketing and Management Review, 2(9), 1-11.
Gibney, R. A. Y., Zagenczyk, T. J., Fuller, J. B., Hester, K. I. M. and Caner, T. (2011). “Exploring Organizational Obstruction and the Expanded Model of Organizational Identification”, Journal of Applied Social Psychology, 41(5), 1083-1109.
Gibney, R., Zagenczyk, T. J. and Masters, M. F. (2009). “The Negative Aspects of Social Exchange: An Introduction to Perceived Organizational Obstruction”, Group and Organization Management, 34(6) 665–697.
Gok, Ö. A., Akgunduz, Y. ve Alkan, C. (2017). “The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees”, Journal of Tourismology, 3(2), 23-32.
Graen, G. B. and 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.
Güngör, D. (2016). “Psikolojide Ölçme Araçlarının Geliştirilmesi ve Uyarlanması Kılavuzu”, Türk Psikoloji Yazıları, 19, 104-112.
Hayes, A. F. (2013). “Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach”, The Guilford Press, New York.
https://www.surveysystem.com/sscalc.htm (Erişim Tarihi: 15.11.2018).
Hundera, M. B. (2014). “Factors Affecting Academic Staff Turnover Intentions and The Moderating Effect of Gender”, International Journal of Research in Business Management, 2(9), 2321-886.
Hup Chan, S. (2006). “Organizational Identification and Commitment of Members of a Human Development Organization”, Journal Of Management Development, 25(3), 249-268.
Israel, G. D. (1992). Determining Sample Size. Program Evaluation and Organizational Development, Florida Cooperative Extension Service, Institute of Food and Agricultural Sciences, University of Florida.
Islam, T., Ahmad, U. N. B. U., Ali, G., Ahmed, I. and Bowra, Z. A. (2013). “Turnover Intentions: The Influence of Perceived Organizational Support and Organizational Commitment”, Procedia-Social and Behavioral Sciences. 103, 1238-1242.
Jenkins, J. M. (1993). “Self‐Monitoring and Turnover: The Impact of Personality on Intent to Leave”, Journal of Organizational Behavior, 14(1), 83-91.
Kalidass, A. and Bahron, A. (2015). “The Relationship between Perceived Supervisor Support, Perceived Organizational Support, Organizational Commitment and Employee Turnover Intention”, International Journal of Business Administration, 6(5), 82-89.
Kerse, G. (2017). “İş Becerikliliği (Job Crafting) Ölçeğini Türkçe’ye Uyarlama ve Duygusal Tükenme ile İlişkisini Belirleme”, İşletme Araştırmaları Dergisi, 9(4), 283-304.
Kerse, G. ve Babadağ, M. (2018). “I'm Out If Nepotism is in: The Relationship between Nepotism, Job Standardization and Turnover Intention”, Ege Academic Review, 18(4), 631-644.
Khalid, S. A., Jusoff, H. K., Ali, H., Ismail, M., Kassim, K. M., and Rahman, N. A. (2009). “Gender as a Moderator of the Relationship between OCB and Turnover Intention”, Asian Social Science, 5(6), 108-117.
Kitapci, H., Kaynak, R. ve Okten, S. (2013). Güçlendirmenin Iş Tatmini ve Işten Ayrilma Niyetine Etkisi: Kamu ve Özel Sektörde Mukayeseli Bir Araştirma (The Effect of Empowerment on Job Satisfaction and Turnover Intention: A Comparative Study of Public and Private Sector). International Review of Economics and Management, 1(1), 49-73.
Koçak, D. ve Yücel, İ. (2018). “Algılanan Örgütsel Destek ile Işten Ayrılma Niyeti Arasındaki İlişkide Duygusal Bağlılığın Aracı Etkisinin Incelenmesi”, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 32(3), 683-704.
Konovsky, M. A., and Pugh, S. D. (1994). “Citizenship Behavior and Social Exchange”, Academy of Management Journal, 37(3), 656-669.
Kudo, Y., Satoh, T., Hosoi, K., Miki, T., Watanabe, M., Kido, S., and Aizawa, Y. (2006). “Association between Intention to Stay On the Job and Job Satisfaction among Japanese Nurses in Small and Medium-Sized Private Hospitals”. Journal of Occupational Health, 48(6), 504-513.
Kumar, D. and Govindarajo, N. S. (2014). “Instrument Development “Intention To Stay Instrument”(ISI)”, Asian Social Science, 10(12), 149-160.
Mackey, J. D., Mcallister, C. P., Brees, J. R., Huang, L. and Carson, J. E. (2018). “Perceived Organizational Obstruction: A Mediator That Addresses Source–Target Misalignment between Abusive Supervision and OCBs”. Journal of Organizational Behavior, 39, 1283–1295.
Marsden, P. V., Kalleberg, A. L., and Cook, C. R. (1993). “Gender Differences in Organizational Commitment: Influences of Work Positions and Family Roles”. Work and Occupations, 20(3), 368-390.
Masum, A. K. M., Azad, M. A. K., Hoque, K. E., Beh, L. S., Wanke, P. and Arslan, Ö. (2016). “Job Satisfaction and Intention to Quit: an Empirical Analysis of Nurses in Turkey”, Peerj, 1-23.
Mustapha, N., Ahmad, A., Uli, J. and Iis, K. (2010). “Job Characteristics as Antecedents of Intention to Stay and Mediating Effects of Work Family Facilitation and Family Satisfaction among Single Mothers in Malaysia”, International Journal of Business and Social Science, 1(3), 59-74.
Nanncarrow, S., Bradbury, J., Pit, S. W. and Ariss, S. (2014). “Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross-Sectional Structural Equation Modelling Study among Health and Social Care Workers”. Journal of Occupational Health, 56: 292–300.
Ongori, H. (2007). “A Review of The Literature on Employee Turnover”, African Journal of Business Management, 49-54.
Phuong, N.N.D. and Trang, L.T.H. (2017). “Factors Affecting Employee’s Intention to Stay through Organizational Commitment: Evidence from Big-Four Auditing Firms in Vietnam”, Proceedings of the Annual Vietnam Academic Research Conference on Global Business, Economics, Finance and Management Sciences, 1-12.
Podsakoff, P. M., Mackenzie, S. B., Lee, J. Y. and Podsakoff, N. P. (2003). “Common Method Biases in Behavioral Research: a Critical Review of The Literature and Recommended Remedies”, Journal Of Applied Psychology, 88, 879-903.
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