PSİKOLOJİK SÖZLEŞME İHLALİNİN ÜRETKENLİK KARŞITI İŞ DAVRANIŞLARINA ETKİSİNDE ÖRGÜTSEL SİNİZMİN ARACI ROLÜ

Year 2022, Volume: 1 Issue: 2, 179 - 194, 31.12.2022

Mehmet Selman Kobanoğlu , Selen Uygungil Erdoğan

https://doi.org/10.58654/jebi.1205706

Cited By: 1

Abstract

Günümüz örgütlerinde entelektüel sermaye unsurlarından biri olarak, örgüt çalışan ilişkileri gittikçe daha fazla öne çıkmakta ve örgütlerin işleyişinde temel belirleyicilerden biri olarak göze çarpmaktadır. Psikolojik sözleşme çalışanların örgütten yazılı olmayan ve karşılıklı olarak açık bir şekilde ortaya konulmayan beklentiler bütününü ifade etmektedir. Çalışanların zihninde oluşturdukları söz konusu psikolojik sözleşmenin kurallarına uyulmadığına dair algıları, psikolojik sözleşme ihlalini ortaya çıkarmaktadır. Bu durum çalışan üzerinde örgüte karşı olumsuz duygular beslemekten, bilinçli ve kasıtlı olarak örgüte zarar verici eylemlere kadar, örgütler için göz ardı edilemeyecek istenmeyen olumsuz davranışlara yol açabilmektedir. Bu bağlamda araştırmanın amacı, psikolojik sözleşme ihlali ile üretkenlik karşıtı iş davranışları arasındaki ilişkide örgütsel sinizmin aracı rolünü ortaya koymaktır. Kesitsel bir araştırma olan bu çalışmada veriler, Kayseri ilinde mobilya sektöründe faaliyet gösteren yedi farklı işletmede çalışan 476 beyaz yakalı katılımcıdan kolayda örnekleme yöntemi ile elde edilmiş ve IBM SPSS, AMOS ve Process Makro (Model 4) uygulamalarından faydalanılarak analize tabi tutulmuştur. Analizler sonucunda, işgörenler tarafından algılanan psikolojik sözleşme ihlallerinin üretkenlik karşıtı iş davranışlarını pozitif yönde ve anlamlı bir biçimde etkilediği ve örgütsel sinizmin bu ilişkide aracı rol oynadığı bulgusuna ulaşılmıştır.

Keywords

Psikolojik sözleşme ihlali, üretkenlik karşıtı iş davranışları, örgütsel sinizm

The Mediating Role of Organizational Cynicism in the Effect of Psychological Contract Breach on Counterproductive Work Behaviors

Abstract

As one of the intellectual capital elements in today's organizations, organization and employee relations are increasingly prominent and stands out one of the main determinants in the functioning of organizations. The psychological contract expresses the whole set of unwritten and mutually unexplained expectations of the employees from the organization. The perceptions of the employees that the rules of the psychological contract they create in their minds are not followed, reveal the violation of the psychological contract. This situation can lead to undesirable negative behaviors that cannot be ignored for organizations, from feeding negative feelings towards the organization on the employee, to consciously and intentionally damaging actions to the organization. In this context, the aim of this research is to reveal the mediating role of organizational cynicism in the effect of psychological contract breach perception on counterproductive work behaviors. In this cross-sectional study, data were obtained from 476 white-collar participants working in seven different enterprises operating in the furniture sector in Kayseri Province. The data were analyzed using IBM SPSS, AMOS and Process Macro (Model 4) applications. As a result of the analyzes, it was found that psychological contract breach positively and significantly affects counterproductive work behaviors and organizational cynicism plays a mediating role in this relationship.

Keywords

Psikolojik sözleşme ihlali, üretkenlik karşıtı iş davranışları, örgütsel sinizm

References

• Andersson, L. M. (1996). Employee cynicism: An examination using a contract violation framework. Human Relations, 49(11), 1395-1418.
• Andersson, L. M., & Bateman, T. S. (1997). Cynicism in the workplace: some causes and effects. Journal of Organizational Behavior, 18, 449-469.
• Aselage, J., & Eisenberger, R. (2003). Perceived Organizational Support and Psychological Contracts: A Theoretical Integration. Journal of Organizational Behavior, 24(5), 491-509. https://doi.org/10.1002/job.211
• Aslan, F. K., & Boylu, Y. (2014). Örgütsel Sinizm ve Psikolojik Sözleşme İhlali Arasındaki İlişkiyi Belirlemeye Yönelik Bir Araştırma. Journal of Recreation and Tourism Research, 1(2), 33-45.
• 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, 51(6), 1173.
• Becker, H. S. (2022, 8 22). (1963). Outsiders: Studies in the sociology of deviance. Erişim Adresi: https://monoskop.org/images/2/2b/Becker_Howard_Outsiders_Studies_In_The_Sociogy_Of_Deviance_1963.pdf
• Bennett, R. J., & Robinson, S. L. (2000). Development of a Measure of Workplace Deviance. Journal of Applied Psychology, 85(3), 349-360. https://doi.org/10.1037//0021-9010.85.3.349
• Brandes, P., Dharwadkar, R., & Dean Jr., J. W. (1999). Does Organizational Cynicism Matter? Employee and Supervisior Perspectives on Work Outcomes. Eastern Academy of Management Proceedings, (pp. 150-153).
• Cartwright, S., & Holmes, N. (2006). The meaning of work: The challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, 16(2), 199-208. https://doi.org/10.1016/j.hrmr.2006.03.012
• Chaloupka, W. (1999). Everybody knows: Cynicism in America. Minneapolis: University of Minnesota Press.
• Clinard, M. B. (1962). Contributions of Sociology to Understanding Deviant Behaviour. The British Journal of Criminology, 3(2), 110–129. https://doi.org/10.1093/oxfordjournals.bjc.a048585
• Coyle-Shapiro, J., & Kessler, I. (2000). Consequences of the Psychological Contract for the Employment Relationship: A Large Scale Survey. Journal of Management Studies, 37(7), 903-930. https://doi.org/10.1111/1467-6486.00210
• Cropanzano, R., & Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874-900. https://doi.org/10.1177/0149206305279602
• Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social Exchange Theory: A Critical Review with Theoretical Remedies. Academy of Management Annals, 11(1), 479-516. https://doi.org/10.5465/annals.2015.0099
• Çetinkaya, F. F., & Özkara, B. (2014). Hizmet İşletmelerinde Psikolojik Sözleşme İhlalleri ve Örgütsel Sinizm İlişkisi: Kapadokya Bölgesi 4 ve 5 Yıldızlı Otel İşletmelerinde Bir Araştırma. Kastamonu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 9(3), 72-91.
• De Cuyper, N., Van der heijden, B. J., & De Witte, H. (2011). Associations Between Perceived Employability, Employee Well-being, and its Contribution to Organizational Success: A Matter of Psychological Contracts? The International Journal of Human Resource Management, 22(7), 1486–1503. https://doi.org/10.1080/09585192.2011.561962
• De Vos, A., Buyens, D., & Schalk, R. (2005). Making Sense of a New Employment Relationship: Psychological Contract-Related Information Seeking and the Role of Work Values and Locus of Control. International Journal of Selection and Assesment, 13(1), 41-52. https://doi.org/10.1111/j.0965-075x.2005.00298.x
• Dean, J. W., Brandes, J. P., & Dharwadkar, R. (1998). Organizational Cynicism. The Academy of Management Review, 23(2), 341-352.
• Erdost, H. E., Karacaoğlu, K., & Reyhanoğlu, M. (2007). Örgütsel sinizm kavramı ve ilgili ölçeklerin Türkiye’deki bir firmada test edilmesi. 15. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, (pp. 514-524). Sakarya.
• Ferreira, M. F., & do Nascimento, E. (2016). Relationship Between Personality Traits and Counterproductive Work Behaviors. Psico-USF, 21(3), 677-685. https://doi.org/10.1590/1413-82712016210319
• Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59(3), 291-309. https://doi.org/10.1006/jvbe.2001.1803
• Gerçek, M. (2018). Yöneticiler için psikolojik sözleşme ölçeği: Bir ölçek geliştirme, geçerlilik ve güvenilirlik çalışması. Anadolu Üniversitesi Sosyal Bilimler Dergisi, 16(4), 193-212. https://doi.org/10.18037/ausbd.552712
• Griep, Y., Hansen, S. D., & Kraak, J. M. (2022). Perceived identity threat and organizational cynicism in the recursive relationship between psychological contract breach and counterproductive work behavior. Economic and Industrial Democracy, 0143831X2110.
• Griep, Y., Vantilborgh, T., & Jones, S. K. (2020). The relationship between psychological contract breach and counterproductive work behavior in social enterprises: Do paid employees and volunteers differ? Economic and Industrial Democracy, 41(3), 727-745.
• Herriot, P., Manning, W. E., & Kidd, J. M. (1887). The content of the psychological contract. British Journal of Management, 8(2), 151-162. https://doi.org/10.1111/1467-8551.0047
• Hollinger, R. C., & Clark, J. P. (1982). Formal and informal social controls of employee deviance. The Sociological Quarterly, 23(3), 333–343. https://doi.org/10.1111/j.1533-8525.1982.tb01016.x
• Hooper, D., Coughlan, J., & Mullen, M. (2008). Structural equation modelling guidelines for determining model fit. Electronic Journal of Business Research Methods, 6(1), 53-60.
• James, M. L. (2005). Antecedents and consequences of cynicism in organizations: An examination of the potential positive and negative effects on school systems. (Doctoral Dissertation). Florida State University, Florida.
• Johnson, J. I., & O'Learry-Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24(5), 627-647. https://doi.org/10.1002/job.207
• Kalağan, G. (2009). Araştırma görevlilerinin örgütsel destek algıları ile örgütsel sinizm tutumları arasındaki ilişki. (Yayımlanmamış Yüksek Lisans Tezi). Akdeniz Üniversitesi Sosyal Bilimler Enstitüsü, Antalya.
• Knights, J. A., & Kennedy, B. J. (2005). Psychological contract violation: Impacts on job satisfaction and organizational commitment among Australian senior public servants. Applied Human Resource Management Research, 10(2), 57-72.
• Le, K., Donnellan, M. B., Spilman, S. K., Garcia, O. P., & Conger, R. (2014). Workers behaving badly: associations between adolescent reports of the big five and counterproductive work behaviors in adulthood. Personality and Individual Differences, 61-62, 7-12. https://doi.org/10.1016/j.paid.2013.12.016
• Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131–142. https://doi.org/10.1037/0021-9010.87.1.131
• Li, S., & Chen, Y. (2018). The relationship between psychological contract breach and employees’ counterproductive work behaviors: The mediating effect of organizational cynicism and work alienation. Frontiers in Psychology, 9:1273. https://doi.org/10.3389/fpsyg.2018.01273
• Magione, T., & Quinn, R. (1975). Job satisfaction, counterproductive behavior and drug uses at work. Journal of Applied Psychology, 60(1), 114-116. https://doi.org/10.1037/h0076355
• Millward, L. J., & Brewerton, P. M. (1999). Contractors and their psychological contracts. British Journal of Management, 10(3), 253-274. https://doi.org/10.1111/1467-8551.00131
• Morgül, G., & Afacan Fındıklı, M. (2022). Algılanan örgüt desteği ile üretkenlik karşıtı iş davranışı ilişkisinde kendini işletmeden hissetmenin ve işten aileye yönelik çatışmanın rolü. Doğuş Üniversitesi Dergisi, 23(1), 1-19.
• Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22(1), 226-256.
• Özdevecioğlu, M., İnce, F., Karaca, M., & Bayram, A. (2015). İtici işyeri ortamının insan enerjisine etkileri: Kamu sektöründe bir uygulama. 3. Örgütsel Davranış Kongresi, (pp. 6-7).
• Peng, K. Z., Wong, C. S., & Song, J. L. (2016). How do chineese employees react to psychological contract violation? Journal of World Business, 51(5), 815-825. https://doi.org/10.1016/j.jwb.2016.07.012
• Polat, M. (2020). Psikolojik sözleşme ihlallerinin üretkenlik karşıtı iş davranışlarına etkisi: Bir alan araştırması. Ağrı İbrahim Çeçen Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 6(1), 377-408.
• Preacher , K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36(4), 717-731.
• Pugh, S. D., Skarlicki, D. P., & Passell, B. S. (2003). After the fall: Layoff victims' trust and cynicism in re-employment. Journal of Occupational and Organizational Psychology, 76(2), 201-212. https://doi.org/10.1348/096317903765913704
• Reichers, A. E., Wanous, J. P., & Austin, J. T. (1997). Understanding and managing cynicism about organizational change. Academy of Management Executive, 11(1), 48-59. https://doi.org/10.5465/ame.1997.9707100659
• Robinson, L. L., & Morrison, E. W. (1995). (1995). Organizational citizenship behavior: A psychological contract perspective. , 16. Journal of Organizational Behavior, 16, 289-298.
• Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555–572. https://doi.org/10.2307/256693
• Robinson, S. L., Kraatz, M. S., & Rousseau, D. M. (1994). Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37(1), 137-152.
• Rousseau, D. M. (1990). New hire perceptions of their own and their employer's obligations: A study of psychological contracts. Journal of Organizational Behavior, 11(5), 389-400. https://doi.org/10.1002/job.4030110506
• Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, California: Sage Publications. ISBN: 0-8039-7104-4
• Sedgwick, P. (2014). Cross sectional studies: Advantages and disadvantages. BMJ, 348(mar26 2), g2276-2276. https://doi.org/10.1136/bmj.g2276
• Selekler, Z. O. (2007). Öğretmenlerde örgütsel adalet ve psikolojik sözleşme ihlal algısı. (Yayımlanmamış Yüksek Lisans Tezi). Kocaeli Üniversitesi, Sosyal Bilimler Enstitüsü, Kocaeli.
• Sparrow, P. R. (1996). Transitions in the psychological contract: some evidence from the banking sector. Human Resource Management Journal, 6(4), 75-92. https://doi.org/10.1111/j.1748-8583.1996.tb00419.x
• Spector, P. E., Bauer, J. A., & Fox, S. (2010). Measurement artifacts in the assessment of counterproductive work behavior and organizational citizenship behavior: Do we know what we think we know? Journal of Applied Psychology, 95(4), 781-790.
• Spector, P. E., Fox,, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446-460. https://doi.org/10.1016/j.jvb.2005.10.005
• Sungur, O. (2014). Korelasyon analizi. Ş. Kalaycı (Ed.) içinde, SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri (6. Bs.), (pp. 113-128). Ankara: Asil Yayın. ISBN: 975-9091-14-3
• Turnley, W. H., & Feldman, D. C. (2000). Re-examining the effects of psychological contract violations: Unmet expectations and job dissatisfaction as mediators. Journal of Organizational Behavior, 21(1), 25-42. https://doi.org/10.1002/(SICI)1099-1379(200002)21:1<25::AID-JOB2>3.0.CO;2-Z
• Uygungil, S., & İşcan, Ö. F. (2018). Pozitif psikolojik sermaye, örgütsel bağlılık ve örgütsel sinizm arasındaki ilişkilerin incelenmesi. Süleyman Demirel Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2(31), 435-453. Wanous, J. P., Reichers, A. E., & Austin, J. T. (1994). Organizational cynicism: An initial study. Academy of Management Best Papers Proceedings, 269-273.
• Yavuzsan, Y. Ö. (2020). Çalışanların algıladığı psikolojik sözleşme ihlallerinin üretkenlik karşıtı iş davranışları üzerindeki etkisine yönelik bir araştırma. (Yayımlanmamış Yüksek Lisans Tezi), Hasan Kalyoncu Üniversitesi Sosyal Bilimler Enstitüsü, Gaziantep.
• Yehuda, B., & Hind, P. (2010). Perpetual motion in organizations: Effective management and the impact of the new psychological contracts on "Survivor Syndrome". European Journal of Work and Organizational Psychology, 8(2), 295-306. https://doi.org/10.1080/135943299398375