Algılanan Örgütsel Desteğin Örgütsel Bağlılık Üzerindeki Etkisinde İş Tatminin Aracı Rolü

Yıl 2023, Cilt: 9 Sayı: 1, 350 - 362, 30.03.2023

Yusuf Akkoca

https://doi.org/10.31592/aeusbed.1105200

Öz

Örgütler, çalışanlarının performansını en üst düzeye çıkarmaya çalışır. Bu da ancak çalışanların örgüte bağlılığı ile mümkündür. Çalışanların örgüte bağlılığı, işlerinden duydukları memnuniyete bağlıdır. Algılanan örgütsel desteğin örgütsel bağlılık ve iş tatmini üzerindeki etkisinin incelenmeyi hak ettiği söylenmiştir. Bu nedenle bu çalışmada, algılanan örgütsel destek ile örgütsel bağlılık ve iş tatmini arasındaki ilişki incelenmiş ve iş tatmininin algılanan örgütsel destek ile örgütsel bağlılık arasındaki ilişkiye aracılık edip etmediği test edilmiştir. Üniversitede de görev yapan öğretim elemanlarına anket uygulanması için gerekli etik kurul izni alınmıştır. Regresyon analizi bootstrap yöntemi kullanılarak yapılmıştır. Kırşehir Ahi Evran Üniversitesi'nde görev yapan 240 öğretim üyesi üzerinde yapılan çalışmada, algılanan örgütsel destek ile iş tatmini ve örgütsel bağlılık arasında pozitif ve anlamlı bir ilişki olduğu bulunmuştur. Ayrıca algılanan örgütsel destek ile örgütsel bağlılık arasındaki ilişkiye iş tatmininin aracılık ettiği bulunmuştur. Araştırma kapsamında geliştirilen tüm hipotezler desteklenmiştir.

Anahtar Kelimeler

İş tatmini, Algılanan örgütsel destek, Örgütsel bağlılık, Akademik personel

The Mediation of Job Satisfaction Between Perceived Organizational Support and Organizational Commitment

Öz

Organizations try to maximize employees’ performance. This is only possible if the employees are committed to the organization. The commitment of employees to the organization depends on their satisfaction with their jobs. It was called that the effect of perceived organizational support on organizational commitment and job satisfaction is well deserved to be studied. Therefore, in this study, the relationship between perceived organizational support and organizational commitment and job satisfaction was examined, and whether job satisfaction mediated the relationship between perceived organizational support and organizational commitment was tested. The necessary ethics committee permission was obtained for the application of the questionnaire to the faculty members working at the university. Analysis has been done by using bootstrap method. In the study conducted on 240 academic staff working at Kırşehir Ahi Evran University, it was found that there is a positive and significant relationship between perceived organizational support and job satisfaction and organizational commitment. In addition, it was found that job satisfaction mediated the relationship between perceived organizational support and organizational commitment. All hypotheses developed within the scope of the research were supported.

Anahtar Kelimeler

Job satisfaction, Perceived organizational support, Organizational commitment, Academicians.

Kaynakça

• 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, 99-118.
• Arshadi, N. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Procedia-Social and Behavioral Sciences, 30, 1103-1108.
• Baron, R. A., & Greenberg, J. (1990). Behavior in organizations: Understanding and managing the human side of work (Vol. 1). Allyn & Bacon.
• Bateman T. S., & Organ, D. W. (1983). Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee Citizenship. Academy of Management Journal, 26 (4): 587-595.
• Brayfield, A. H., & Rothe, H. F. (1951). An index of job satisfaction. Journal of applied psychology, 35(5), 307.
• Casper, W. J., & Buffardi, L. (2004). Work-life benefits and job pursuit intentions: The role of anticipated organizational support. Journal of Vocational Behavior, 65(3), 91–410.
• Cheng, J. C., & Yi, O. (2018). Hotel employee job crafting, burnout, and satisfaction: The moderating role of perceived organizational support. International Journal of Hospitality Management, 72, 78-85.
• Conway, E. (2004). Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects? European Journal of Work and Organizational Psychology, 13(4), 417-446.
• Dewettinck, K., Singh, J., & Buyens, D. (2003). Psychological empowerment in the workplace: Reviewing the empowerment effects on critical work outcomes.
• Diken, A., Koçyiğit, N., Topaloğlu, E. Ö., & Yılmaz, A. (2019). İşgörenlerde algılanan örgütsel destek algısı ile örgütsel bağlılık ilişkisinde iş tatmininin aracı rolü. İşletme Araştırmaları Dergisi, 11(4), 2698-2716.
• Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51.
• Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812.
• Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
• Feldman, D. C., & Arnold, H. J. (1983). Managing individual and group behavior in organizations. McGraw-Hill College.
• Foa, E. B., & Foa, U. G. (1980). Resource theory: Interpersonal behavior as exchange. In K. Gergen, M. S. Greenberg, & R. Willis (Eds.), Social exchange: Advances in theory and research, 77–94. New York: Plenum Press.
• Giray, M. D., & Sahin, D. N. (2012). Algilanan örgütsel, yönetici ve çalisma arkadaslari destegi ölçekleri: geçerlik ve güvenirlik çalismasi. Turk Psikoloji Yazilari, 15(30), 1.
• Gould, S. (1979), “An equity-exchange model of organizational involvement”. Academy of Management Review, 4 (1), 53-62.
• Hackman, J.R., & Oldham, G.R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170.
• Howes, J. C., Cropanzano, R., Grandey, A. A., & Mohler, C. J. (2000). Who is supporting whom?: Quality team effectiveness and perceived organizational support. Journal of Quality Management, 5(2), 207-223.
• Judge, T. A., Parker, S., Colbert, A. E., Heller, D. & Ilies, R. (2001). "Job Satisfaction: A Cross-Cultural Review", In N. Anderson, D. S. Ones, H. K. Sinangil, and C. Viswesvaran (Eds.), Handbook of Industrial, Work and Organizational Psychology, Vol. 2: Organizational Psychology (pp. 25–52). London: Sage.
• Kon, B. (2015). “Günümüzdeki ve Gelecekteki İnsan Kaynakları Yönetimi”, http://www.humanica.com.tr/gunumuzdeki-ve-gelecekteki-insan-kaynaklari-yonetimi.
• Luthans, F. (1992). Organizational Behavior, Sixth Edition, New York: Mc Graw Hill, Inc.
• Martin, R. (1995). The roles of organizational support and justice during a layoff. Academy of Management Journal, 1, 89-93.
• Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
• Meyer, J. P., & Allen, N. J. (1984). Testing the "side-bet theory" of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69, 72-378.
• Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.
• Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage.
• Molm, L. D. (1990). Structure, action, and outcomes: The dynamics of power in social exchange. American Sociological Review, 427-447.
• Northcraft, T., Neale, H. (1996). Organisation Behaviour. London: Prentice-Hall.
• O'Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492.
• Organ, D. W., & Near, J. P. (1985). Cognition vs affect in measures of job satisfaction. International Journal of Psychology, 20 (1): 241-253.
• Orpen, C. (1994). “The effects of exchange ideology on the relationship between perceived organizational support and job performance”. Journal of Social Psychology, 134 (3), 407-408.
• Rhoades, L. & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87 (4), 698-714.
• Robbins, S. P., & Judge, T. (2003). Essentials of organizational behavior (Vol. 7). Upper Saddle River, NJ: Prentice Hall.
• Sevinç Altaş, S. (2019). Çalışanların algıladıkları örgütsel desteğin duygusal bağlılık ve iş tatmini üzerindeki etkisi. Journal of International Social Research, 12(64).
• Shore, L. M., & Shore, T. H. (1995). Perceived organizational support and organizational justice. Organizational politics, justice, and support: Managing the social climate of the workplace, 149, 164.
• Shore, L.M., & Tetrick, L.E. (1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76, 637–643.
• Sökmen, A., & Ekmekçioğlu, E. B. (2016). Algılanan örgütsel desteğin duygusal bağlılıkla ilişkisinde iş tatmininin aracılık rolü: kamu sektöründe bir araştırma. İşletme Araştırmaları Dergisi, 8(2), 118-133.
• Spector, P. E. (1985). Higher-order need strength as a moderator of the job scope- employee outcome relationship: A meta-analysis. Journal of Occupational Psychology, 58,119-127.
• Tansky, J. W., & Cohen, D. J. (2001). The relationship between organizational support, employee development, and organizational commitment: An empirical study. Human Resource Development Quarterly, 12(3), s.285-300.
• Uçar, D., & Ötken, A. B. (2010). 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).
• Warr, P. (1999). Well-being and the workplace, In D. Kahneman, E. Diener and N. Schwarz (Eds.), Well-Being: The Foundations of Hedonic Psychology: 392–412, New York: Russell Sage Foundation.
• Yoon, J., & Thye, S. R. (2002). A dual process model of organizational commitment: Job satisfaction and organizational support. Work and occupations, 29(1), 97-124.