The Moderating Role of Organizational Tenure on the Effect of Psychological Contract Breach on Work Engagement

Year 2020, Volume: 35 Issue: 4, 759 - 776, 31.12.2020

Sahra Sayğan Tunçay , F. Nazlı Sayğan Yağız

https://doi.org/10.24988/ije.202035407

Cited By: 1

Abstract

Organizations need work engaged employees who love their jobs, develop new ideas and can be productive in order to compete in today's conditions. Modern organizations need to shift their focus to the management of human capital, rather than focusing heavily on traditional organizational structures and economic principles. The fact that there hasn’t been reached any study searching the moderating role of organizational tenure on the effect of psychological contract breach on work engagement in local literature and the presence of limited number of studies about this research topic in international literature composes the importance of this research. The aim of this study is to investigate the moderating role of organizational tenure on the effect of psychological contract breach on work engagement. For this purpose, questionnaires were applied on 268 employees of three firms operating in the private sector in Adana. Data obtained from 259 questionnaires, which were available for use, was analyzed by simple linear regression analysis in order to test the first hypothesis, negative effect of psychological contract breach on work engagement. A hierarchical regression analysis was done to test the second hypothesis which searches the moderating role of organizational tenure on this effect. At the end of the analyses carried out, it was found that psychological contract breach effects work engagement negatively and organizational tenure has a moderating role by increasing this negative effect.

Keywords

Psychological contract breach, work engagement, organizational tenure

PSİKOLOJİK SÖZLEŞME İHLALİNİN İŞE ANGAJE OLMA ÜZERİNDEKİ ETKİSİNDE ÖRGÜTSEL KIDEMİN DÜZENLEYİCİ ROLÜ

Abstract

Örgütlerin günümüz koşullarında rekabet edebilmeleri için işini seven, yeni fikirler geliştirebilen ve üretken olabilen işe angaje olmuş çalışanlara ihtiyaçları vardır. Modern örgütlerin, geleneksel örgütsel yapılara ve iktisadi ilkelere yoğun bir şekilde odaklanmaktan ziyade, odaklarını beşeri sermayenin yönetimine kaydırmaları gerekmektedir. Yerel yazında psikolojik sözleşme ihlalinin işe angaje olma üzerindeki etkisinde örgütsel kıdemin düzenleyici rolünü sorgulayan herhangi bir çalışmaya rastlanmamış olması, yabancı yazında ise bu anlamda kısıtlı sayıda çalışmanın varlığı, araştırmanın önemini oluşturmaktadır. Bu çalışmanın amacı psikolojik sözleşme ihlalinin işe angaje olma üzerindeki etkisinde örgütsel kıdemin düzenleyici rolünü araştırmaktır. Bu amaçla Adana’da özel sektörde faaliyet gösteren üç işletmedeki 268 çalışan üzerinde soru formu (anket) uygulanmıştır. Kullanıma uygun elde edilen 259 anketten sağlanan veri ilk hipotez olan psikolojik sözleşme ihlalinin işe angaje olma üzerindeki negatif etkisini test edebilmek amacıyla basit doğrusal regresyon analizine tabi tutulmuştur. Bu etkide örgütsel kıdemin düzenleyici rolünü sorgulayan ikinci hipotezin test edilmesi için ise hiyerarşik regresyon analizi yapılmıştır. Gerçekleştirilen analizler neticesinde psikolojik sözleşme ihlalinin işe angaje olmayı negatif yönde etkilediği ve örgütsel kıdemin bu etkiyi arttırıcı yönde düzenleyici bir rolü olduğu bulunmuştur.

Keywords

Psikolojik Sözleşme İhlali, İşe Angaje Olma, Örgütsel Kıdem

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