Diversity management and mobbing: A quantitative research in the context of social identity theory

Yıl 2024, Cilt: 7 Sayı: 1, 48 - 66, 31.03.2024

Ahmet Başaran , Ayşe Çiğdem Kırel

https://doi.org/10.58308/bemarej.1423439

Öz

Diversity management is a highly contextual management paradigm, and country-specific scientific studies are needed. On the other hand, the differences that employees have may cause them to be subjected to mobbing. It is possible for organizations to prevent mobbing by designing effective diversity management policies and practices by determining the perceptions of employees. Therefore, the current study aims to examine employees' perceptions of diversity management and mobbing in terms of various demographic differences. Another aim is to explore the relationship between diversity management and mobbing. Taking Social Identity Theory as a theoretical reference point, the study adopted a quantitative research method. The sample consists of 351 employees of a company operating in the industrial sector in Kütahya. Data collected through the "Diversity Management Scale" and the "Mobbing Scale". One-way ANOVA and t-test results revealed that employees' perceptions of diversity management and mobbing differed significantly in some factors. Correlation analysis revealed a statistically significant and negative relationship between diversity management and mobbing. As a result, determined that employees' perceptions that their organizations have effective diversity management policies and practices may reduce their perceptions of mobbing. However, it has been determined that female, white-collar, single and bachelor's degree employees perceive mobbing more. This mains that mobbing emerges as a result of a categorization process between related groups within the organization in terms of gender, organizational position, marital status and educational level of employees.

Anahtar Kelimeler

Diversity Management, Mobbing, Social Identity Theory

Farklılıkların yönetimi ve mobbing: Sosyal kimlik kuramı bağlamında nicel bir araştırma

Öz

Farklılıkların yönetimi oldukça bağlamsal bir yönetim paradigmasıdır ve ülkelere özgü bilimsel çalışmalara ihtiyaç bulunmaktadır. Diğer taraftan, çalışanların sahip oldukları farklılıklar, mobbinge uğramalarına neden olabilmektedir. Örgütlerin etkili farklılıkların yönetimi politika ve uygulamaları tasarlayarak mobbingi önlemeleri, çalışanların algılarının belirlenmesiyle mümkün olmaktadır. Dolayısıyla mevcut çalışma, çalışanların farklılıkların yönetimi ve mobbinge yönelik algılarının çeşitli demografik farklılıkları açısından incelenmesini amaçlamaktadır. Bir diğer amaç, farklılıkların yönetimi ve mobbing arasındaki ilişkinin keşfedilmesidir. Sosyal Kimlik Kuramı’nı kuramsal bir referans noktası olarak alan araştırmada, nicel bir araştırma yöntemi benimsenmiştir. Kütahya’da endüstri sektöründe faaliyet gösteren bir şirketin 351 çalışanı örneklemi meydana getirmiştir. Veriler, “Farklılıkların Yönetimi Ölçeği” ile “Mobbing Ölçeği” aracılığıyla toplanmıştır. Tek yönlü ANOVA ve t-testi sonuçları, çalışanların farklılıkların yönetimi ve mobbinge yönelik algılarının, kimi faktörlerde anlamlı bir şekilde farklılaştığını ortaya koymuştur. Korelasyon analizi sonucunda ise, farklılıkların yönetimi ve mobbing arasında istatistiksel olarak anlamlı ve negatif bir ilişki saptanmıştır. Sonuç olarak çalışanların, örgütlerinde etkili bir farklılıkların yönetimi politika ve uygulamaları olduğuna ilişkin algılarının, mobbinge yönelik algılarını azaltabileceği belirlenmiştir. Bununla birlikte, kadın, beyaz yakalı, bekar ve lisans mezunu çalışanların mobbingi daha fazla algıladığı tespit edilmiştir. Bu, çalışanların cinsiyetleri, örgütsel pozisyonları, medeni durumları ve eğitim seviyeleri bakımından, örgüt içerisinde ilgili gruplar arasındaki bir kategorizasyon süreci sonucunda ortaya çıktığını düşündürmektedir.

Anahtar Kelimeler

Farklılıkların Yönetimi, Mobbing, Sosyal Kimlik Kuramı

Kaynakça

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