The Mediating Role of Prejudice in Mobbing and Organizational Commitment

Year 2018, Volume: 3 Issue: 1, 141 - 161, 01.06.2018

Ali Baltacı

https://doi.org/10.33905/bseusbed.411725

Cited By: 2

Abstract

This study aims to
determine the effect of prejudice on the relationship between organizational
commitment and mobbing. Mobbing is the negative
actions and behaviors that an employee in an organization applies to other
employees. Organizational commitment implies that the
employee is adopting an organization and that he/she is trying for the
organization willingly. Prejudice is oftentimes a
negative prognostication because of lack of information against a person or a
group. Although there are studies on mobbing and
organizational commitment in the literature, there is no study linking these
concepts with prejudice. The research sample consists
of 391 teachers working in Ankara. In order to measure
organizational commitment, mobbing and prejudice behaviors, scales developed by
the researcher based on the literature were used. This research was
designed with correlational survey model. Data were analyzed
by correlation and hierarchical regression tests. According to the
results of the research, professional tenure, age and school size influence
organizational commitment, mobbing, and prejudice. A significant and
negative relationship was found between mobbing and organizational commitment.
Likewise, a significant and negative relationship was found between prejudice
and organizational commitment. However, there is a meaningful
and positive relationship between prejudice and mobbing. As a result of the hierarchical regression analysis, prejudice was found
to be completely mediated between organizational commitment and mobbing. This
research is the first research to determine the relationship between concepts
in literature.

Keywords

Organizational Commitment, Mobbing, Prejudice, Mediation

Psikolojik Yıldırma ve Örgütsel Bağlılık İlişkisinde Önyargının Aracılık Rolü

Abstract

Bu çalışma örgütsel bağlılık ve psikolojik yıldırma
ilişkisinde önyargının aracılık etkisini belirlemeyi amaçlamaktadır. Psikolojik
yıldırma, örgütteki bir çalışanın diğer çalışanlara uyguladığı olumsuz eylem ve
davranışlardır. Örgütsel bağlılık çalışanın örgütü benimsemesini ve örgüt için istekli
bir şekilde çaba göstermesini ifade etmektedir. Önyargı ise bir kişi veya gruba
karşı bilgi eksikliği sebebiyle genellikle olumsuz öngörü sahibi olma
durumudur. Alanyazında psikolojik yıldırma ve örgütsel bağlılığa ilişkin
çalışmalar olsa da bu kavramları önyargı ile ilişkilendiren bir çalışma
bulunmamaktadır. Araştırma örneklemi Ankara ilinde görev yapan 391 öğretmenden
oluşmaktadır. Örgütsel bağlılık, psikolojik yıldırma ve önyargı davranışlarını
ölçmek için araştırmacı tarafından alanyazın temel alınarak geliştirilen
ölçekler kullanılmıştır. Bu araştırma ilişkisel tarama modeli ile
desenlenmiştir. Veriler korelasyon ve hiyerarşik regresyon testleriyle analiz
edilmiştir. Araştırmanın sonuçlarına göre mesleki kıdem, yaş ve okul büyüklüğü
örgütsel bağlılık, psikolojik yıldırma ve önyargı davranışını etkilemektedir. Psikolojik
yıldırma ve örgütsel bağlılık arasında anlamlı ve negatif bir ilişki
bulunmuştur. Önyargı ve örgütsel bağlılık arasında da anlamlı ve negatif bir
ilişki belirlenmiştir. Bununla birlikte, önyargı ve psikolojik yıldırma
arasında anlamlı ve pozitif yönlü bir ilişki söz konusudur. Hiyerarşik
regresyon analizi sonucunda ise önyargının, örgütsel bağlılık ile psikolojik
yıldırma davranışı arasında tamamen aracılık ettiği saptanmıştır. Bu araştırma,
alanyazında kavramlar arasındaki ilişkileri belirleyen ilk araştırma olma
özelliği taşımaktadır.

Keywords

Örgütsel Bağlılık, Psikolojik Yıldırma, Önyargı, Aracılık

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