THE MEDIATING ROLE OF EMOTIONAL BURNOUT IN THE EFFECT OF WORKPLACE OSTRACISM ON EMPLOYEE SILENCE

Yıl 2023, Cilt: 2 Sayı: 2, 258 - 281, 31.12.2023

Mehmet Selman Kobanoğlu , Ömer Faruk İşcan

https://doi.org/10.58654/jebi.1394027

Öz

Organizations are social structures and through their social components, they can create a competitive advantage that is difficult to imitate by their competitors. Today’s organizations are choosing, recruiting and training employees who are more experienced, better educated, and capable of adding value to organization. Exclusion and ignoring these employees who are expert in their field, will lead them silent and more hesitated to share their ideas, even if it is fort he benefit of the organization. The aim of the study is to reveal the effect of perceived ostracism often encountered in organizations on employee silence, which prevents the formation of a pluralistic organizational structure that can contribute to change and development, and to determine whether employees' emotional burnout plays a mediating role in this effect. The sample of the research is consist of white collar employees working in manufacturing enterprises operating in the Central Anatolia Region. In this context, 431 samples obtained from the participants by easy sampling method were analyzed through SPSS, AMOS and Process Macro programs. In order to reveal that the data used in the research are reliable and valid, Cronbach's Alpha coefficients, skewness and kurtosis values, and Confirmatory Factor Analysis related to the scales were performed. In the study, the Process (Model 4) method developed by Hayes (2013) was used to determine the mediation effect. As a result, it was found that there are significant relationships between organizational ostracism, emotional burnout and employee silence. According to the research model, it has been statistically proven that emotional burnout has a significant partial mediation role in the relationship between perceived organizational ostracism and employee silence. Due to the absence of similar variables in the literature in terms of modeling, the study is considered to have original content and contribute to the field.

Anahtar Kelimeler

Workplace ostracism, employee silence, emotional burnout

İŞYERİNDE DIŞLANMANIN İŞGÖREN SESSİZLİĞİNE ETKİSİNDE DUYGUSAL TÜKENMİŞLİĞİN ARACI ROLÜ

Öz

Örgütler sosyal yapılardır ve barındırdıkları sosyal bileşenler sayesinde rakipleri tarafından taklit edilmesi güç rekabet avantajı oluşturabilmektedirler. Günümüz örgütleri işe alım sürecinde daha deneyimli, daha iyi eğitime sahip ve örgüte katma değer katabilecek işgörenlerin seçilmesi ve eğitilmesi yoluna gitmektedirler. Konusunda uzman olan söz konusu işgörenlerin örgüt içi süreçlerden dışlanması, görmezden gelinmesi ve işe dair fikir ve önerilerinin dikkate alınmaması, gelecekte onların daha sessiz kalmalarını ve örgüt yararına bile olsa fikirlerini paylaşmaktan çekinmelerini beraberinde getirecektir. Çalışma, örgütlerde sıklıkla karşılaşılan dışlanma davranışlarının değişim ve gelişime katkıda bulunabilecek çoğulcu bir örgüt yapısının oluşabilmesine engel teşkil eden işgören sessizliği üzerindeki etkisinin ortaya konulmasını ve bu etkide işgörenlerin duygusal tükenmişliklerinin aracı rolü oynayıp oynamadığının belirlenmesini amaçlamaktır. Araştırmanın örneklemini İç Anadolu Bölgesinde faaliyet gösteren imalat işletmelerinde görev yapan beyaz yakalılar oluşturmaktadır. Bu kapsamda, katılımcılardan kolayda örnekleme yöntemi ile elde edilen 431anket SPSS, AMOS ve Process Macro paket programları aracılığıyla analiz edilmiştir. Araştırmada kullanılan verilerin güvenilir ve geçerli olduklarını ortaya koyabilmek amacıyla Cronbach’s Alpha katsayıları, çarpıklık ve basıklık değerleri ile ölçeklere ilişkin Doğrulayıcı Faktör Analizi gerçekleştirilmiştir. Çalışmada aracılık etkisinin belirlenebilmesi amacıyla Hayes (2013) tarafından geliştirilen Process (Model 4) yönteminden faydalanılmıştır. Sonuç olarak, örgütsel dışlanma, duygusal tükenmişlik ve işgören sessizliği arasında anlamlı ilişkilerin olduğu görülmüştür. Araştırmanın modeli doğrultusunda, duygusal tükenmişliğin algılanan örgütsel dışlanma ile işgören sessizliği arasındaki ilişkide anlamlı bir kısmi aracı rolü bulunduğu istatistiksel olarak kanıtlanmıştır. Çalışmaya konu olan değişkenlerin modelleme bakımından literatürde benzeri olmaması nedeniyle özgün bir içeriğe sahip olduğu ve alana katkı sağlayacağı değerlendirilmektedir.

Anahtar Kelimeler

İşyerinde dışlanma, işgören sessizliği, duygusal tükenmişlik

Kaynakça

• Afşar, L. (2013). Örgütsel sessizlik ve örgütsel güven ilişkisi: Konuya ilişkin bir araştırma. (Yayımlanmamış Yüksek Lisans Tezi). İstanbul Üniversitesi Sosyal Bilimler Enstitüsü.
• Akıncı, Z. (2002). Turizm sektöründe işgören iş tatminini etkileyen faktörler: Beş yıldızlı konaklama işletmelerinde bir Uygulama. Akdeniz Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 2(4), 1-25.
• Amah, O.E., & Okafor, C.A. (2008). Relationships among silence climate, employee silence behaviour and work attitudes: The role of self-esteem and locus of conrol. Asian Journal of Scientific Research, 1(1), 1-11. https://doi.org/10.3923/ajsr.2008.1.11
• Baba, V.V., Jamal, M., & Tourigny, L. (1998). Work and mental health: A decade in Canadian research. Canadian Psychology/Psychologie Canadienne, 39(1-2), 94–107. https://doi.org/10.1037/h0086798
• Bayram, A. (2020). Örgütsel yalnızlık ve dışlanma. G. Akduman (Ed.). 21. Yüzyılda Örgütsel Davranışta 21 Güncel Yaklaşım içinde (ss. 419-443). Ankara: Gazi Kitabevi.
• Bayram, A., Büyüksivaslıoğlu, N.M., Şeker, M., Vyacheslav, T., & Botakarayev, B. (2020). The mediating role of stress on the relationship between organizational culture and dysfunctional attitudes: A field study. Ilkogretim Online, 19(1), 147-156. https://doi.org/10.17051/ilkonline.2020.647265
• Blackhart, G.C., Nelson, B.C., & Knowles, M.L. (2009). Rejection elicits emotional reactions but neither causes immediate distress nor lowers self-esteem: A meta analytic review of 192 studies on social exclusion. Personality and Social Psychology Review, 13(4), 269-309. https://doi.org/10.1177/1088868309346065
• Brinsfield, C.T. (2012). Employee silence motives: Investigation of dimensionality and development of measures. Journal of Organizational Behavior, 34(5), 671–697. https://doi.org/10.1002/job.1829
• Case, T.I., & Williams, K.D. (2004). Ostracism: A metaphor for death. J. Greenberg, S. L. Koole ve T. Pyszczynski (Eds.). Handbook of Experimental Existential Psychology içinde (ss. 342-357). New York: The Guilford Press.
• Chaman, S., Irum B., & Asrar H. (2022). Dealing with workplace ostracism: The role of psychological capital and political skill in employee job outcomes. International Journal of Business and Management Sciences, 2(4), 75-87.
• Cizrelioğullari, M.N., Altun, O., & Barut, P. (2019). The effect of emotional exhaustion on workplace ostracism and job insecurity in North Cyprus hotel industry. Business and Economics Research Journal, 10(5), 1167-1178. https://doi.org/10.20409/berj.2019.228
• Cordes, C.L., & Dougherty, T.W. (1993). A review and an integration of research on job burnout. The Academy of Management Review, 18(4), 621. https://doi.org/10.2307/258593
• Cropanzano, R., Rupp, D.E., & Byrne, Z.S. (2003). The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors. Journal of Applied Psychology, 88(1), 160–169. https://doi.org/10.1037/0021-9010.88.1.160
• Çalışkan, A., & Pekkan, N.Ü. (2020), Örgütsel Dışlanma: Bir Ölçek Uyarlama Çalışması. Uluslararası İktisadi ve İdari Bilimler Dergisi, 6(1), 51-60. https://doi.org/10.29131/uiibd.736413
• Çınar, O., Karcıoğlu, F., & Aslan, İ. (2014). The relationships among organizational cynicism, job insecurity and turnover intention: A survey study in Erzurum/Turkey. Procedia - Social and Behavioral Sciences, 150. Dean, J.W., Brandes, P., & Dharwadkar, R. (1998). Organizational cynicism. The Academy of Management Review, 23(2), 341. https://doi.org/10.2307/259378
• De Clercq, D., Ul Haq, I., & Azeem, U.M. (2019). Workplace ostracism and job performance: Roles of self-efficacy and job level. Personel Review, 48(1), 184-203. https://doi.org/10.1108/PR-02-2017-0039
• De Clercq, D., Ul Haq, I., Azeem, M.U., & Ahmad, H.N. (2019). The relationship between workplace incivility and helping behavior: Roles of job dissatisfaction and political skill. The Journal of Psychology, 153(5), 507–527. https://doi.org/10.1080/00223980.2019.1567453
• Dyne, L.V., Ang, S., & Botero, I.C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359–1392. https://doi.org/10.1111/1467-6486.00384
• Düşükcan, M. (2019). Örgütsel dışlanma. E. Kaygın ve G. Kosa (Eds.). Örgütsel Davranış içinde (ss. 97-115). Konya: Eğitim Yayınevi.
• Eğinli, A. T. (2009). Çalışanlarda iş doyumu: Kamu ve özel sektör çalışanlarının iş doyumuna yönelik bir araştırma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 23(3), 35-52.
• Ergin, C (1992). Doktor ve hemşirelerde tükenmişlik ve Maslach tükenmişlik ölçeğinin uyarlanması. R. Bayraktar ve İ. Dağ (ed) VII. Ulusal Psikoloji Kongresi ve Türk Psikologlar Derneği Yayını içinde (ss. 143-154).
• Ferris D.L., Brown D.J, Berry J.W., & Lian H. (2008). The development and validation of the workplace ostracism scale. Journal of Applied Psychology 93(6), 1348–1366. https://doi.org/10.1037/a0012743
• Gaines, J., & Jermier, J.M. (1983). Emotional exhaustion in a high stress organization. Academy of Management Journal, 26(4), 567–586. https://doi.org/10.5465/255907
• Göktaş Kulualp, H., & Çakmak, A.F. (2016). Örgütsel sessizlik türlerini etkileyen faktörlerin yapısal eşitlik modeli ile belirlenmesi. Ekonomik ve Sosyal Araştırmalar Dergisi, 12(1), 123-146.
• Guo, B., Qiang, B., Zhou, J., Yang, X., Qiu, X., Qiao, Z., Yang, Y., & Cao, D. (2021). The relationship between achievement motivation and job performance among Chinese physicians: A conditional process analysis. BioMed Research International, 2021: 6646980. https://doi.org/10.1155/2021/6646980
• Hayes, A.F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. London & New York: Guilford Press.
• Hitlan, R.T., Cliffton, R.J., & DeSoto, M.C. (2006). Perceived exclusion in the workplace: The moderating effects of gender on work-related attitudes and psychological health. North American Journal of Psychology, 8(2), 217-235.
• Hitlan, R.T., Kelly, K.M., Schepman, S., Schneider, K.T., & Za´rate, M.A. (2006). Language exclusion and consequences of perceived ostracism in the workplace. Group Dynamics: Research and Practice, 10(1), 56-70. https://doi.org/10.1037/1089-2699.10.1.56
• Hobfoll, S.E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524. https://doi.org/10.1037/0003-066X.44.3.513
• Jones, E.E., & Kelly, J.R. (2010). “Why am I out of the loop” Attributions influence responses to information exclusion. Personality and Social Psychology Bulletin, 36(9), 1186-1201. https://doi.org/10.1177/0146167210380406
• Karabey, C.N. (2014). İşyerinde Dışlanma. Ankara: İmaj Yayınevi.
• Kobanoğlu, M.S., & Uygungil Erdoğan, S. (2022). Örgütsel dışlanma. Erdoğan Kaygın, Onur Kavak ve Ethem Topçuoğlu (Eds.). Örgütsel davranışta ölçek araştırmaları içinde (ss.135-152). Konya: Eğitim Yayınevi.
• Leung, A., Wu, L., Chen, Y., & Young, M. (2011). The impact of workplace ostracism in service organizations. International Journal of Hospitality Management, 30(4), 836–844. https://doi.org/10.1016/j.ijhm.2011.01.004
• Maslach, C. (2003). Job burnout: New directions in research and intervention. Current Directions in Psychological Science, 12(5), 189–192. https://doi.org/10.1111/1467-8721.01258
• Maslach, C., & Jackson, S.E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113. https://doi.org/10.1002/job.4030020205
• Maslach, C., Schaufeli, W.B., & Leiter, M.P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397–422. https://doi.org/10.1146/annurev.psych.52.1.397
• Milliken, F.J., Morrison, E.W., & Hewlin, P.F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why? Journal of Management Studies, 40(6), 1453–1476.https://doi.org/10.1111/1467-6486.00387
• Morrison, E.W., & Milliken, F.J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. The Academy of Management Review, 25(4), 706. https://doi.org/10.2307/259200
• Özkan, A. (2021). İş yeri dışlaması ve kişilik özellikleri: Bir derleme çalışması. Abant Sosyal Bilimler Dergisi, 21(3), 573-588, https://doi.org/10.11616/asbi.1005335.
• Öztürk, İ. (2019). Örgütsel Sessizlik ve Boyutları Üzerine Nitel Bir Araştırma. Uluslararası Ekonomi ve Yenilik Dergisi, 5(2), 365-379.
• Park, H.I., Jacob, A.C., Wagner, S.H., & Baiden, M. (2013). Job control and burnout: A meta-analytic test of the conservation of resources model. Applied Psychology, 63(4), 607–642. https://doi.org/10.1111/apps.12008
• Pinder, C.C., & Harlos, K.P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. Research in Personnel and Human Resources Management, Vol. 20 içinde (ss. 331-369). Bingley: Emerald Group Publishing Limited. https://doi.org/10.1016/S0742-7301(01)20007-3
• Preacher, K.J., Rucker, D.D., & Hayes, A.F. (2007). Adressing moderated mediation hypothesis: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42(1), 185-227. https://doi.org/10.1080/00273170701341316
• Preena, G.R., & Janadari, N. (2021). Perceived workplace ostracism and deviant workplace behavior: The moderating effect of psychological capital. Pakistan Journal of Commerce and Social Sciences (PJCSS), 15(3), 476-496.
• Robinson, S.L., & Schabram, K. (2017). Invisible at work: Workplace ostracism as aggression. N.A. Bowling ve M.S. Hershcovis (Eds.). Research and theory on workplace aggression içinde (ss. 221-244). Cambridge: Cambridge University Press. https://doi.org/10.1017/9781316160930.010
• Sahoo, B.C., Sia, S.K., Mishra, L.K., & Wilson, M.J.A. (2023). Workplace ostracism and organizational change cynicism: moderating role of emotional intelligence. Journal of Asia Business Studies, 17(3), 524-538. https://doi.org/10.1108/JABS-12-2021-0499
• Sarwar, A., Abdullah, M.I., Hafeez, H., & Chughtai, M.A. (2020). How does workplace ostracism lead to service sabotage behavior in nurses: A conservation of resources perspective. Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.00850
• Sedgwick, P. (2014). Cross sectional studies: Advantages and disadvantages. BMJ, 348, g2276. https://doi.org/10.1136/bmj.g2276
• Skaalvik, E.M., & Skaalvik, S. (2011). Teacher job satisfaction and motivation to leave the teaching profession: Relations with school context, feeling of belonging, and emotional exhaustion. Teaching and Teacher Education, 27(6), 1029–1038. https://doi.org/10.1016/j.tate.2011.04.001
• Sommer, K.L., Williams, K.D., Ciarocco, N.J., & Baumeister, R.F. (2001). When silence speaks louder than words: Explorations into the intrapsychic and interpersonal concequences of social ostracism. Basic and Applied Social Psychology, 23(4), 225-243. https://doi.org/10.1207/S15324834BASP2304_1
• Sommer, K.L., & Yoon, J. (2013). When silence is golden. Journal of Social and Personal Relationships, 30(7), 901–919. https://doi.org/10.1177/0265407512473006
• Tangirala, S., & Ramanujam, R. (2008). Employee silence on critical work issues: the cross level effects of procedural justice climate. Personnel Psychology, 61(1), 37–68. https://doi.org/10.1111/j.1744-6570.2008.00105.x
• Ülbeği, İ.D., İplik, E., & Yalçın, A. (2019). Sosyal baltalama ve çalışan performansı ilişkisinde iş stresi ve duygusal tükenmişliğin rolü. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (41), 1-15.
• Van Beest I., & Williams KD. (2006). When inclusion costs and ostracism pays, ostracism still hurts. Journal of Personality and Social Psychology, 91(5), 918-928. https://doi.org/10.1037/0022-3514.91.5.918
• Van Dyne, L., Ang, S., & Botero, I.C. (2003). Conceptualizing employee silence and employee voice as multidimensional construct. Journal of Management Studies, 40(6), 1359-1392. https://doi.org/10.1111/1467-6486.00384
• Van Droogenbroeck, F., Spruyt, B., & Vanroelen, C. (2014). Burnout among senior teachers: Investigating the role of workload and interpersonal relationships at work. Teaching and Teacher Education, 43, 99–109. https://doi.org/10.1016/j.tate.2014.07.005
• Williams, K.D., Bernieri, F.J., Faulkner, S.L., Gada-Jain, N., & Grahe, J.E. (2000). The Scarlet letter study: Five days of social ostracism. Journal of Personal and Interpersonal Loss, 5(1), 19-63. https://doi.org/10.1080/10811440008407846
• Wu, L., Wei, L., & Hui, C. (2011). Dispositional antecedents and consequences of workplace ostracism: An empirical examination. Frontiers of Business Research in China, 5(1), 23–44. https://doi.org/10.1007/s11782-011-0119-2
• Xia, A., Wang, B., Song, B., Zhang, W., & Qian, J. (2019). How and when workplace ostracism influences task performance: Through the lens of conservation of resource theory. Human Resource Management Journal. 29(3), 1-18. https://doi.org/10.1111/1748-8583.12226
• Yanardağ, M., & Ehtiyar, R. (2008). Organizational silence: A survey on employees working in a chain hotel. Tourism and Hospitality Management, 14 (1), 51-68.
• Younis, N., Idrees, S., & Rahman, S. (2021). Impact of workplace ostracism on turnover intention with mediation of organizational cynicism. International Journal of Business & Finance Implications 2(1), 1-13.
• Zadro, L., Godwin, A., & Gonsalkorale, K. (2014). "It is better to give than to receive": The role of motivation and self-control in determining the consequences of ostracism for targets and sources. J. P. Forgas ve E. Harmon-Jones (Eds.). Motivation and its regulation: The control within içinde (ss. 351-366). New York: Psychology Press.
• Zheng, X.M, Yang, J., Ngo, H., Liu, X., & Jiao. W. (2016). Workplace ostracism and its negative outcomes: Psychological capital as a moderator. Journal of Personnel Psychology, 15(4), 143-151. https://doi.org/10.1027/1866-5888/a000147
• Zohar, D. (1997). Predicting burnout with a hassle-based measure of role demands. Journal of Organizational Behavior, 18(2), 101–115. https://doi.org/10.1002/(sici)1099-1379(199703)18:2<101::aid-job788>3.0.co;2-y