Örgüt yararına ahlaki olmayan davranışın belirleyicileri: duygusal bulaşıcılığın düzenleyicilik rolü

Year 2021, Volume: 14 Issue: 1, 163 - 180, 08.01.2021

Ali Gürsoy , Kemal Köksal , Mustafa Kemal Topcu

https://doi.org/10.25287/ohuiibf.713719

Cited By: 2

Abstract

Örgüt yararına ahlaki olmayan davranışlar, sosyal ve etik kuralları yok sayan fakat örgüt için fayda yarattığı düşünülen davranışlar olarak ifade edilebilir. Bu davranışlar kısa dönemde örgüt yararına gibi görünse de uzun dönemde örgüte zarar verebilmektedir. Araştırma, çalışanların örgüt yararına ahlaki olmayan davranışlarının belirleyicilerini tespit etmek amacıyla yöneticiye duyulan güven ve örgütsel bağlılığın bu davranışlar üzerindeki etkisini belirlemek ve duygusal bulaşıcılığın bu ilişkideki rolünü ortaya çıkarmak amacıyla yapılmıştır. Bunun için bir kamu kuruluşundaki 198 çalışandan veri toplanmıştır. Kamu kurumu eğitim alanında hizmet veren bir kurumdur. Veriler kolayda örnekleme yöntemiyle toplanmıştır. Ölçeklerin geçerlilikleri ve güvenilirlikleri kontrol edildikten sonra, değişkenler arasındaki ilişki korelasyon ve regresyon temelli yol analiziyle incelenmiştir. Yöneticiye duyulan güven ve örgütsel bağlılığın örgüt yararına ahlaki olmayan davranışları olumlu ve anlamlı bir şekilde etkilediği, örgütsel bağlılığın yöneticiye duyulan güvenle örgüt yararına ahlaki olmayan davranış arasındaki ilişkide kısmi aracılık rolüne sahip olduğu; ayrıca, yöneticiye duyulan güven ve örgütsel bağlılığın örgüt yararına ahlaki olmayan davranış üzerindeki etkisinde duygusal bulaşıcılığın düzenleyicilik etkisinin olduğu tespit edilmiştir. Duygusal bulaşıcılık, yöneticiye güven ve örgütsel bağlılığın örgüt yararına ahlaki olmayan davranış üzerindeki pozitif ve anlamlı etkisini güçlendirmektedir.

Keywords

Duygusal Bulaşıcılık, Örgüt Yararına Ahlaki Olmayan Davranış, Örgütsel Bağlılık

Antecedents of unethical pro-organizational behavior: the moderating role of emotional contagion

Abstract

Unethical pro-organizational behavior is behavior that violates social and ethical rules but benefits the organization. Although these behaviors seem to benefit the organization in the short term, it can harm the organization in the long term. The purpose of this study is to identify the determinants of the unethical pro-organizational behavior, to determine the effects of trust in supervisor and organizational commitment, and to reveal the role of emotional contagion in the relationship. Data were collected using convenience sampling method from 198 people working in a public institution serving in the field of education After checking the validity and reliability of the scales, the relationship between variables was examined by correlation and regression-based path analysis. Trust in supervisor and organizational commitment affects the unethical pro-organizational behavior positively and the organizational commitment has a partial mediating role between the organizational commitment and the unethical pro-organizational behavior. In addition, it is concluded that the emotional contagion moderates the effect of supervisor’s trust and organizational commitment on the unethical pro-organizational behavior. Emotional contagion strengthens the significant and positive impact of trust in supervisor and organizational commitment on unethical pro-organizational behavior.

Keywords

Emotional Contagion, Unethical Pro-Organizational Behavior, Organizational Commitment

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