ALGILANAN ÖRGÜTSEL DESTEĞİN İŞTEN AYRILMA NİYETİNE ETKİSİNDE ÖRGÜTSEL BAĞLILIĞIN ARACI ROLÜ: SINIR BİRİMİ ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA

Emre Burak EKMEKÇİOĞLU, Alptekin SÖKMEN
3.095 439

Abstract


Bu çalışmada algılanan örgütsel desteğin işten ayrılma niyetiyle ilişkisinde örgütsel bağlılığın aracı rolü incelenmiştir. Veriler bir belediyenin halkla birebir ilişki içinde olan 153 sınır personelinden elde edilmiş ve değişkenler arası ilişkiler yapısal eşitlik modeliyle incelenmiştir. Elde edilen bulgulara göre algılanan örgütsel desteğin çalışanların işten ayrılma niyetini anlamlı ve negatif; örgütsel bağlılığı ise anlamlı ve pozitif yönde etkilediği; örgütsel bağlılığın işten ayrılma niyetini anlamlı ve negatif yönde etkilediği ortaya konulmuştur. Aynı zamanda algılanan örgütsel desteğin işten ayrılma niyetiyle ilişkisinde örgütsel bağlılığın aracı rolünün olduğu da tespit edilmiştir.

Keywords


Algılanan Örgütsel Destek, Örgütsel Bağlılık, İşten Ayrılma Niyeti, Aracı Etki

Full Text:

PDF (Türkçe)


DOI: http://dx.doi.org/10.18825/irem.23569

References


Abraham, R. (1999). The impact of emotional dissonance on organizational commitment and intention to turnover. The journal of Psychology, 133(4), 441-455.

Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of management, 29(1), 99-118.

Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of vocational behavior, 49(3), 252-276.

Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.

Baron, R. M., Kenny, D. A. (1986). “The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.”, Journal of Personality and Social Psychology, Vol. 51, No. 6, 1173-1182.

Cammann, C., Fichman, M., Jenkins, D.,&Klesh, J. 1979. The Michigan Organizational Assessment Questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor.

Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-900.

Cropanzano, R., Howes, J. C., Grandey, A. A., & Toth, P. (1997). The relationship of organizational politics and support to work behaviors, attitudes, and stress. Journal of Organizational Behavior, 18(2), 159-180.

Dawley, D., Houghton, J. D., & Bucklew, N. S. (2010). Perceived organizational support and turnover intention: The mediating effects of personal sacrifice and job fit. The Journal of Social Psychology, 150(3), 238-257.

DeConinck, J. B., & Johnson, J. T. (2009). The effects of perceived supervisor support, perceived organizational support, and organizational justice on turnover among salespeople. Journal of Personal Selling & Sales Management, 29(4), 333-350.

Dysvik, A., & Kuvaas, B. (2013). Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support. European Journal of Work and Organizational Psychology, 22(5), 563-573.

Eisenberger, R., Huntington, R., Hutchison, S., Sowa, D., (1986). “Perceived organizational support”, Journal of Applied Psychology, Vol. 71, No. 3, 500–507.

Gakovic, A., & Tetrick, L. E. (2003). Perceived organizational support and work status: a comparison of the employment relationships of part‐time and full‐time employees attending university classes. Journal of Organizational Behavior, 24(5), 649-666.

Gillet, N., Gagné, M., Sauvagère, S., & Fouquereau, E. (2013). The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions. European Journal of Work and Organizational Psychology, 22(4), 450-460.

Hekman, D. R., Bigley, G. A., Steensma, H. K., & Hereford, J. F. (2009). Combined effects of organizational and professional identification on the reciprocity dynamic for professional employees. Academy of management journal, 52(3), 506-526.

Hwang, J., & Hopkins, K. (2012). Organizational inclusion, commitment, and turnover among child welfare workers: A multilevel mediation analysis. Administration in Social Work, 36(1), 23-39.

Jaramillo, F., Mulki, J. P., & Solomon, P. (2006). The role of ethical climate on salesperson’s role stress, job attitudes, turnover intention, and job performance. Journal of Personal Selling & Sales Management, 26(3), 271-282.

Joo, B. K., Hahn, H. J., & Peterson, S. L. (2015). Turnover intention: the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity. Human Resource Development International, 18(2), 116-130.

Juhdi, N., Pa'wan, F., & Hansaram, R. M. K. (2013). HR Practices and Turnover intention: The mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia. The International Journal of Human Resource Management, 24(15), 3002-3019.

Jung, J., & Kim, Y. (2012). Causes of newspaper firm employee burnout in Korea and its impact on organizational commitment and turnover intention. The International Journal of Human Resource Management, 23(17), 3636-3651.

Kang, H. J., Gatling, A., & Kim, J. (2015). The impact of supervisory support on organizational commitment, career satisfaction, and turnover intention for hospitality frontline employees. Journal of Human Resources in Hospitality & Tourism, 14(1), 68-89.

Karatepe, O. M., & Vatankhah, S. (2014). The Effects of High-Performance Work Practices on Perceived Organizational Support and Turnover Intentions: Evidence from the Airline Industry. Journal of Human Resources in Hospitality & Tourism, 13(2), 103-119.

Kim, T., & Chang, K. (2014). Turnover intentions and organizational citizenship behaviours in Korean firms: the interactional effects of organizational and occupational commitment. Asia Pacific Business Review, 20(1), 59-77.

Maertz, C. P., Griffeth, R. W., Campbell, N. S., & Allen, D. G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior, 28(8), 1059-1075.

Marsh, H. W., & Hocevar, D. (1985). Application of confirmatory factor analysis to the study of self-concept: First-and higher order factor models and their invariance across groups. Psychological bulletin, 97(3), 562.

Meydan, C. M. ve Şeşen, H. (2015). Yapısal eşitlik modellemesi AMOS uygulamaları, Detay Yayıncılık, Ankara, 2.Baskı

Meyer, J. P., Allen, N. J., Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, Vol. 78, No. 4, 538-551

Ng, T. W., & Sorensen, K. L. (2008). Toward a further understanding of the relationships between perceptions of support and work attitudes: A meta-analysis. Group & Organization Management, 33(3), 243-268.

Park, J. H., Newman, A., Zhang, L., Wu, C., & Hooke, A. (2016). Mentoring functions and turnover intention: the mediating role of perceived organizational support. The International Journal of Human Resource Management, 27 (11), 1173-1191.

Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of applied psychology, 59(5), 603-609.

Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: the contribution of perceived organizational support. Journal of applied psychology, 86(5), 825-836.

Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader–member exchange, and employee reciprocity. Journal of applied psychology, 81(3), 219-227.

Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support. Journal of applied psychology, 78(5), 774-780.

Tett, R. P., and Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.

Uçar, D., & Ötken, A. B. (2013). Perceived organizational support and organizational commitment: The mediating role of organization based self-esteem. Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 25(2), 85-105

Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management journal, 40(1), 82-111.

Yang, J. T. (2008). Effect of newcomer socialisation on organisational commitment, job satisfaction, and turnover intention in the hotel industry. The Service Industries Journal, 28(4), 429-443.