İşyerinde Zorbaliğin Örgütsel Vatandaşlik Davranişina Etkisinde Mesleki Tükenmişliğin Aracilik Rolü

Yıl 2024, , 1 - 16, 22.07.2024

Murat Karataş , Ali Bayram

https://doi.org/10.58654/jebi.1393941

Öz

Önemli bir problem olan zorbalık, hayatın bütününde olduğu gibi işyerlerinde de sıklıkla karşılaşılan ve çözüm aranan bir durumdur. Çalışmanın amacı, İşyeri zorbalığının örgütsel vatandaşlık davranışına etkilerinin araştırılması ile mesleki tükenmişliğin aracılık rolünün belirlenmesidir. Araştırmanın amacı doğrultusunda hazırlanan anket formu ile Kayseri’de faaliyet göstermekte olan büyük ölçekli bir işletmeden kolayda örnekleme yöntemi ile elde edilen 451 veri ile analizler gerçekleştirilmiştir. Analizlerin yapılmasında frekans analizi, güvenilirlik analizi, doğrulayıcı faktör analizi ve yapısal eşitlik modeli çerçevesinde yol analizinden faydalanılmıştır. Tükenmişlik değişkeni modele eklenmeden önce işyerinde zorbalığın örgütsel vatandaşlık davranışı üzerinde anlamlı bir etkiye sahip iken (β = -0,567, p = 0,000); tükenmişlik değişkeni analize dahil edildiğinde işyerinde zorbalığın örgütsel vatandaşlık davranışı üzerindeki etkisi β = -0,436’ya düşmüştür. Bu sonuç işyerinde zorbalığın örgütsel vatandaşlık davranışı üzerindeki etkisinde tükenmişliğin aracı rol oynadığı sonucunu göstermektedir.

Anahtar Kelimeler

İşyeri Zorbalığı, Tükenmişlik, Örgütsel Vatandaşlık Davranışı

THE MEDIATION ROLE OF BURNOUT IN THE EFFECT OF WORKPLACE BULLYING ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Öz

Bullying, which is an important problem, is a situation that is frequently encountered in workplaces as well as in all of life and a solution is sought. The purpose of the study is to investigate the effects of workplace bullying on organizational citizenship behavior and to determine the mediating role of burnout. With the survey form prepared in line with the purpose of the research, analyzes were carried out with 451 data obtained by convenience sampling method from a large-scale enterprise operating in Kayseri. Frequency analysis, reliability analysis, confirmatory factor analysis and path analysis within the framework of structural equation model were used in the analysis. While workplace bullying had a significant effect on organizational citizenship behavior before the burnout variable was added to the model (β = -0.567, p = 0.000); When the burnout variable was included in the analysis, the effect of workplace bullying on organizational citizenship behavior decreased to β = -0.436. This result shows that burnout plays a mediating role in the effect of workplace bullying on organizational citizenship behavior.

Anahtar Kelimeler

Workplace Bullying, Burnout, Organizational Citizenship Behavior

Kaynakça

• Afzal, S., Zamir, S., & Sadiq, S. (2022). Workplace Bullying And Its Effect On Organizational Citizenship Behavior Of Teachers At University Level. Journal of Positive School Psychology, 6(9), 1676-1693.
• Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: State of the art. Journal of Managerial Psychology, 22, 309 –328.
• Bandow, D., & Hunter, D. (2007). The rise of workplace incivilities: Has it happened to you. The Business Review, 7(1), 212-217.
• Broeck, A., Baillien , E., & Witte, H. (2011). Workplace bullying: A perspective from the Job Demands-Resources model. SA Journal of Industrial Psychology, 40-51.
• Cemaloğlu, N. (2013). Örgütlerde psikolojik taciz, (mobbing) nedenleri ve başa çıkma teknikleri. 1. Çalışma Hayatında Psikolojik Taciz (Mobbing) Panel ve Çalıştayı Bildiriler Kitabı, (s. 173-190). Ankara.
• Chıu, S.-F., & Tsaı, M.-C. (2006). Relationships Among Burnout Job Involvement, and Organizational Citizenship Behavior. The Journal of Psychology, 517-530.
• Çangır, B. (2017). Akademisyenlerde Tükenmışliğin Örgütsel Vatandaşlık Davranışı Üzerine Etkisi. Yönetim Bilimleri Dergisi, 193-209.
• Einarsen, S., & Skogstad, A. (1996). Bullying at work: Epidemiological findings in public and private organizations. European Journal of Work and Organizational Psychology, 185-201.
• Einarsen, S., Hoel, H., Zapf, D., & Cooper , C. (2003). The concept of bullying and harassment at work: The European tradition. London: Taylor & Francis.
• Esen, Ü., & Esen, F. (2021). Siber Zorbalığın Çalışanların İşe Tutkunluk ve Tükenmişlik Düzeylerine Etkisi. Çankırı Karatekin Üniversitesi İİBF Dergisi, 45-68.
• Gilbert , S., Laschinger, H., & Leiter, M. (2010). The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behaviours. Journal of Nursing Management, 339-348.
• Goodboy, A., Martin, M., & Johnson, Z. (2015). The relationships between workplace bullying by graduate faculty with graduate students’ burnout and organizational citizenship behaviors. Communication Research Reports, 32(3), 272-280.
• Henseler, J., Ringle, C.M., Sinkovics, R.R., (2009). "The use of partial least squares path modeling in international marketing". In: Sinkovics, R.R., Ghauri, P.N. (Eds.), Advances in International Marketing, Advances in International Marketing. Emerald Group Publishing Limited, pp. 277–319.
• Hershcovis, M. S. (2011). “Incivility, social undermining, bullying... Oh my! A call to reconcile constructs within workplace aggression research”, Journal of Organizational Behavior, 32, 499–519
• Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of general psychology, 6(4), 307-324.
• 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.
• Kaya, Ş., Tekpınar, L., & Tekin, G. (2019). İş Yeri Zorbalığı ve Sinizm: Sağlık Kurumlarında Çalışan Güvenliği Bağlamında Değerlendirilmesi. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 1-22
• Kelloway, E. K., Loughlin, C., Barling, J., & Nault, A. (2002). Self‐reported counterproductive behaviors and organizational citizenship behaviors: Separate but related constructs. International journal of Selection and Assessment, 10(1‐2), 143-151.
• Kim, Y., Lee, E., & Lee, H. (2019). Association between workplace bullying and burnout, professional quality of life, and turnover intention among clinical nurses. PLoS one, 14(12), e0226506
• Kobanoğlu, M., & Karataş, M. (2023). Örgütsel Sinizmin Örgütsel Muhalefet Üzerine Etkisi: Bir Alan Araştırması. Kadirli Uygulamalı Bilimler Fakültesi Dergis, 140-159.
• Kristensen, T. S., Borritz, M., Villadsen, E., & Christensen, K. B. (2005). The Copenhagen Burnout Inventory: A new tool for the assessment of burnout. Work & stress, 19(3), 192-207.
• Leguina, A., (2015). "A primer on partial least squares structural equation modeling (PLS-SEM)". Int. J. Res. Method Educ. 38, 220–221
• Leyman, H. (1996). The Content and Development of Mobbing at Work. European Journal of Work and Organizational Psychology, 165-184.
• Maslach , C., & Jackson, S. (1981). The measurement of experienced burnout. Journal Of Occupational Behaviour, 99-113.
• Maslach, C., Schaufeli, W., & Leiter, M. (2001). Job Bornout. Annu. Rev. Psychol, 397-422.
• Matthiesen, S. (2006). Bullying at work. Bergen: Norwey.
• Mendiratta, A., & Srivastava, S. (2023). Workplace bullying and organizational citizenship behavior: the parallel mediating effects of job satisfaction and resilience. International Journal of Emerging Markets, 18(7), 1565-1586.
• Mubarak, F., & Mumtaz, S. (2018). The impact of workplace bullying on project success as mediated through individual organizational citizenship behavior: a study in Pakistan. Cogent Business & Management, 5(1), 1532278.
• Nakip, M. (2006). Pazarlama araştırmaları, teknikler ve (SPSS destekli) uygulamalar. Seçkin Yayıncılık. Naseer, S., Raja, U., Syed, F., & Bouckenooghe, D. (2018). Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?. Anxiety, Stress, & Coping, 31(6), 654-668.
• Nielsen , M., & Einarsen, S. (2012). Outcomes of exposure to workplace bullying: A meta-analytic review. Work & Stress: An International Journal of Work, Health & Organisations, 309-332.
• Olweus, D. (2012). Cyberbullying: An overrated. European Journal of Developmental Psychology, 520-538.
• Organ, D. (1977). A Reappraisal and Reinterpretation of the Satisfaction-Causes-Performance Hypothesis. The Academy of Management Review, 46-53.
• Organ, D., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnal Psychology, 775-802.
• Podsakoff, P., Ahearne, M., & MacKenzie, S. (1997). Organizational Citizenship Behavior and the Quantity and Quality of Work Group Performance. Journal of Applied Psychology, 262-270.
• Rossiter, L., & Sochos, A. (2018). Workplace bullying and burnout: the moderating effects of social support. Journal of Aggression, Maltreatment & Trauma, 27(4), 386-408.
• Tınaz , P. (2011). İşyerinde Psikolojik Taciz (Mobbing). İstanbul: Beta.
• Tutar, H. (2004). İş Yerinde Psikolojik Şiddet Sarmalı: Nedenleri ve Sonuçları. Yönetim Bilimleri Dergisi, 101-128. Shoss, M. K., Eisenberger, R., Restubog, S. L. D., & Zagenczyk, T. J. (2013). Blaming the organization for abusive supervision: the roles of perceived organizational support and supervisor's organizational embodiment. Journal of applied psychology, 98(1), 158.
• Vigoda-Gadot, E. (2006). Compulsory Citizenship Behavior: Theorizing Some Dark Sides of the Good Soldier Syndrome in Organizations. Journal for the Theory of Social Behaviour, 77-93.
• Zapf, D. (1999). Organisational, Work Group Related and Personal Causes of Mobbing/Bullying at Work. International Journal of Manpower, 70-85. .