Öz doğrulama çabalarının iş yeri davranışlarına ve kişiler arası ilişkilere etkisi.

Yıl 2023, Cilt: 6 Sayı: 2, 41 - 54, 26.03.2024

Ela Burcu Ucel , Remziye Gülem Atabay

https://doi.org/10.54472/jobig.1362182

Öz

Öz doğrulayıcı geri bildirim kişinin esenliğini ve psikolojik tutarlılık halini etkilemektedir. Öz doğrulama çabalarının sıklıkla özel hayat bağlamındaki sosyal ilişkilerde incelendiği, iş bağlamında yapılmış çalışmaların az olduğu görülmektedir. Bu çalışma iş yerinde alınan öz doğrulayıcı geri bildirimin insan ilişkileri ve çalışanın iş yeri davranışları üzerine etkisini incelemeyi amaçlamaktadır. Çalışma kapsamında 30 katılımcı ile yüz yüze derinlemesine görüşmeler gerçekleştirilmiş ve katılımsız gözlem yapılmıştır. Bulgular alanyazına birkaç noktada katkı sağlamaktadır: mesai arkadaşlarından öz doğrulayıcı geri bildirim almanın iletişimi güçlendirdiği, etkin görev dağılım vasıtasıyla daha etkin takım çalışması sağladığı, çalışan ve öz doğrulayıcı geri bildirim aldığı mesai arkadaşı arasında güven tesis ettiği, duygusal bağlılık oluşmasına yardımcı olduğu ve örgütsel vatandaşlık davranışlarının ortaya çıkmasına katkıda bulunduğu görülmüştür.

Anahtar Kelimeler

Öz Doğrulayıcı Geri Bildirim, Örgütsel Vatandaşlık Davranışı, Duygusal Bağlılık, Güven, İnsan Kaynakları Yönetimi

Etik Beyan

Sayın Hocam, Araştırma kapsamında tüm etik kurallara uyulduğunu beyan ederiz. Araştırmanın saha çalışması 2020 yılı öncesi yapıldığı ve bu dönemde Etik Kurul Onayı uygulaması mevcut olmadığından, çalışmanın etik kurul onayı yoktur. Ancak makale tezden üretildiği ve saha çalışması tez kapsamında yapıldığından doktora jürisi üye hocalarımız tarafından etik uygunluğu kontrol edilmiş ve onaylanmıştır.

Dear colleague, tell me, do you really know me? The impact of self -verifying feedback on workplace interpersonal relationships and individual workplace behavior .

Öz

People need to obtain feedback that verifies the self- views which they hold about themselves, as, it is needed for psychological well-being and consistency. Trying to get self-verifying feedback, namely self-verification strivings research is mostly conducted in personal settings and intimate relationships. Thus, more research studying the topic in organizational settings and business relationships is needed. This paper aimed to study self-verification strivings of employees in organizational settings and to obtain an understanding of the influence of confirmatory feedback on workplace behavior and relationships. The research was exploratory in its nature, thus a qualitative research design was used and in-depth interviews with 30 participants were conducted. Additionally, the researchers made non-participant observation in the workplaces of the participants. The study presents several contributions to the field: It showed that receiving confirmatory feedback improves communication between colleagues; it enables effective division of work which in turn improves teamwork; it ensures the colleagues to have precise expectations about each other’s performances, it contributes to trust between the employee and the verifier, it helps the formation of affective commitment towards the organization and contributes to the development of organizational citizenship behaviors.

Anahtar Kelimeler

Self-verifying Feedback, Trust, Organizational Citizenship Behaviors, Affective Commitment, Human Resource Management

Kaynakça

• Akun, F. A., & Behrem, Ü. (2019). Self-Verification and Well-Being of University Students. International Journal of Human and Behavioral Science, 5(2), 32-43.
• Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology, 63(1),1-18.
• Amarnani, R. K., Restubog, S. L. D., Shao, R., Cheng, D. C., & Bordia, P. (2022). A self‐verification perspective on customer mistreatment and customer‐directed organizational citizenship behaviors. Journal of Organizational Behavior, 43, 912-931.
• Banister, P., Burman, E., Parker, I. Taylor, M. & Tindal, C. (1994). Qualitative methods in psychology: A research guide. Buckingham: Open University Press.
• 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, 587–595.
• Booth, J. E., Shantz, A., Glomb, T. M., Duffy, M. K., & Stillwell, E. E. (2020). Bad bosses and self‐verification: The moderating role of core self‐evaluations with trust in workplace management. Human Resource Management, 59(2),135-152.
• Burke, P. J. & Stets, J. E. (1999). Trust and commitment through self-verification. Social Psychology Quarterly, 62(4), 347-366.
• Cable, D. M. & Kay, V. S. (2012). Striving for self-verification during organizational entry. Academy of Management Journal, 55(2), 360-380.
• Canary, D. J. & Stafford, L. (1992). Relational maintenance strategies and equity in marriage. Communication Monographs, 59, 243–267.
• Canary, D. J., Stafford, L., Hause, K. & Wallace, L. (1993). An inductive analysis of relational maintenance strategies: Comparisons among lovers, relatives, friends, and others. Communication Research Reports, 10, 5–14.
• Ciesielska, M., Boström, K. W., & Öhlander, M. (2018). Observation methods. In Ciesielska, M. & Jemielniak, D. (Eds.), Qualitative methodologies in organization studies: Volume II: Methods and possibilities. (pp.33-52). Palgrave McMillian.
• Corbin, J. M., & Strauss, A. (1990). Grounded theory research: Procedures, canons, and evaluative criteria. Qualitative sociology, 13(1), 3-21.
• Cook, J. & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non fulfillment. Journal of Occupational Psychology, 53, 39-52.
• Craig, R. T. (1999). Communication Theory as a Field. Communication Theory, 9, 119–161. Denzin, N. K. & Lincoln, Y. S. (2005). The Sage handbook of qualitative research. 3rd ed. Thousand Oaks, CA: Sage.
• Durkheim, E. (1956). Education and Sociology. S.D. Fox (Trans.). Glencoe, NY, Free Press.
• Elster, J. (1989). The Cement of Society. Cambridge, Cambridge University Press.
• Emery, L. F., Gardner, W. L., Carswell, K. L., & Finkel, E. J. (2018). You can’t see the real me: Attachment avoidance, self-verification, and self-concept clarity. Personality and Social Psychology Bulletin, 44(8), 1133-1146.
• Gibbs, J. R. (1972). TORI theory and practice. In J. W. Pfieffer & J. Jones (Eds.), The Annual Handbook for Group Facilitators. San Francisco: CA: Pfieffer/ Jossey-Bass.
• Glaser, B. G. & Strauss, A. L. (1967). The discovery of grounded theory: Strategies for qualitative research. Chicago: Aldine.
• Goffman, E. (1959). The presentation of self in everyday life. Doubleday Anchor.
• Gökçe, F. (2010). İlköğretim okulu öğretmenlerinin takım rolleri. Eğitim ve Bilim, 34(151).
• Hackman, J. R. & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison Wesley.
• Hall, V. (2001). Management teams in education: an unequal music. School Leadership and Management, 21(3), 327-341.
• Hoy, W. K., & Tschannen-Moran, M. (2003). The conceptualization and measurement of faculty trust in schools: The omnibus T-scale. In W. K. Hoy & C. Miskel (Eds.) Theory and research in educational administration (pp. 181-208). Greenwich, CT: Information Age.
• Katz, D. (1964). The motivational basis of organizational behavior. Behavioral Science, 9, 131-133.
• Kostera, M. (2007). Organizational Ethnography: Methods and Inspirations. London: Sage.
• Koys, D. J. (2001). The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness: A unit‐level, longitudinal study. Personnel psychology, 54(1), 101-114.
• Kozlowski, S. W. J. & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological Science in the Public Interest, 7, 77–124.
• Kwang, T., & Swann Jr, W. B. (2010). Do people embrace praise even when they feel unworthy? A review of critical tests of self-enhancement versus self-verification. Personality and social psychology review, 14(3), 263-280.
• Leech, N. L. & Onwuegbuzie, A. J. (2007). An array of qualitative data analysis tools: A call for data analysis triangulation. School Psychology Quarterly, 22(4), 557–584.
• Lincoln, Y. S. & Guba, E. G. (1985). Naturalistic inquiry. Beverly Hills, CA: Sage.
• London, M. & Smither, J. W. (2002). Feedback orientation, feedback culture, and the longitudinal performance management process. Human Resource Management Review, 12(1), 81-100.
• London, M. (2003). Antecedents and consequences of self-verification: Implications for individual and group development. Human Resource Development Review, 2, 273-293.
• Main, K. (2010). Teamwork-teach me, teach me not: a case study of three Australian preservice teachers. The Australian Education Researcher, 37(3), 77-93.
• Marks, M. A., Mathieu, J. E. & Zaccaro, S. J. (2001). A temporally based framework and taxonomy of team processes. Academy of Management Review, 26, 356 –376.
• Marshall, H. H. (2001). Cultural influences on the development of self-concept: Updating our thinking. Young Children, 56(6), 19-26.
• Mayer, R.C., Davis, J.H. & Schoorman, F.D., (1995). An integrative model of organizational trust. Academy of Management Review, 20, 709-734.
• McCall, G. J. & Simmons, J. L. (1966). Identities and interactions: An examination of human associations in everyday life. New York: Free Press.
• Messick, D. M. & Mackie, D. M. (1989). Intergroup relations. Annual Review of Psychology, 40, 45-81.
• Messman, S., Canary, D. J. & Hause, K. (2000). Motives to remain platonic, equity, and the use of maintenance strategies in opposite-sex friendships. Journal of Social and Personal Relationships, 17, 67–94.
• Meyer, J. P. & Allen, N. J. (1987). A longitudinal analysis of the early development and consequences of organizational commitment. Canadian Journal of Behavioral Science/Revue canadienne des sciences du comportement, 19(2), 199.
• Meyer, J. P, Stanley, D. J, Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20–52.
• Miles, M. B. & Huberman, A. M. (1994). Qualitative data analysis: An expanded sourcebook. 2nd ed. Thousand Oaks, CA: Sage.
• Misztal, B. A. (1996). Trust in modern societies. M]. Polity Press. Cambridge MA.
• Morse, J. M. (1995). Qualitative research methods for health professionals. London: Chapman and Hall.
• Morse, J. M., Barrett, M., Mayan, M., Olson, K. & Spiers, J. (2002). Verification Strategies for Establishing Reliability and Validity in Qualitative Research. International Journal of Qualitative Methods, 1(2), 13- 22.
• North, R. J. & Swann, W. B. (2009). Self-verification 360°: Illuminating the light and dark sides. Self and Identity, 8, 131-146.
• Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
• Podsakoff, P.M., MacKenzie, S.B., Moorman, R.H. & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1, 107–142.
• Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M., & Blume, B. D. (2009). Individual-and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of applied Psychology, 94(1), 122.
• Polzer, J. T., Milton, L. P. & Swann, W. B. Jr. (2002). Capitalizing on diversity: Interpersonal congruence in small work groups. Administrative Science Quarterly, 47, 296-324.
• Porter, L. W., Lawler, E. E. & Hackman, J. R. (1975). Behavior in Organizations. McGraw-Hill, New York, NY.
• Putnam, L. L., & Nicotera, A. M. (Eds.) (2009). Building theories of organization: The constitutive role of communication. New York: Routledge.
• Rempel, J. K., Holmes, J. G. & Zanna, M. P. (1985). Trust in close relationships. Journal of Personality and Social Psychology, 49, 95-112.
• Robinson, S. L. & Morrison, E. (1995). Psychological contracts and OCB: the effects of unfulfilled obligations on civic behavior. Journal of Organizational Behavior, 16, 289–98.
• Ryan, G. W. & Bernard, H. R. (2000). Data management and analysis methods. In N. K. Denzin & Y. S.
• Lincoln (Eds.), Handbook of Qualitative Research. (pp.769-802). Thousand Oaks. CA: Sage.
• Seyle, D. C., Athle, D. & Swann, W. B. Jr. (2009). Value in diversity and the self: Verifying self-views promotes groups connectedness and performance in diverse groups. Unpublished manuscript. University of Texas. Austin.
• Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 655–663.
• Sully De Luque, M. F., & Sommer, S. M. (2000). The impact of culture on feedback-seeking behavior: An integrated model and propositions. Academy of Management Review, 25(4), 829-849.
• Swann, W. B. Jr. & Read, S. J. (1981). Self-verification processes: How we sustain our self-conceptions. Journal of Experimental Social Psychology, 7, 351-372.
• Swann, W. B. Jr. & Hill, C. A. (1982). When our identities are mistaken: Reaffirming self-conceptions through social interaction. Journal of Personality and Social Psychology, 43, 59-66.
• Swann, W. B. Jr. (1983). Self-verification: Bringing social reality into harmony with the self. In J. Suls & A. G. Greenwald (Eds.), Social Psychological Perspectives on The Self, (pp.33-66). Hillsdale, NJ: Erlbaum.
• Swann, W. B., Jr. (1985). The self as architect of social reality. In B. Schlenker (Ed.), The Self and Social Life, (pp.100-125). New York: McGraw-Hill.
• Swann, W. B. Jr. (1987). Identity negotiation: Where two roads meet. Journal of Personality and Social Psychology, 53, 1038-1051.
• Swann, W. B. Jr., Pelham, B. W. & Krull, D. S. (1989). Agreeable fancy or disagreeable truth? Reconciling self-enhancement and self-verification. Journal of Personality and Social Psychology, 57, 782-791.
• Swann, W. B. Jr., Wenzlaff, R. M. & Tafarodi, R. W. (1992). Depression and the search for negative evaluations: More evidence of the role of self-verification strivings. Journal of Abnormal Psychology, 101, 314-371.
• Swann, W. B. Jr., De La Ronde, C. & Hixon, J. G. (1994). Authenticity and positivity strivings in marriage and courtship. Journal of Personality and Social Psychology, 66(5), 857-869.
• Swann, W. B. Jr., Milton, L. P. & Polzer, J. T. (2000). Should we create a niche or fall in line? Identity negotiation and small group effectiveness. Journal of Personality and Social Psychology, 79, 238-250.
• Swann, W. B., Kwan, V. S., Polzer, J. T. & Milton, L. P. (2003). Fostering group identification and creativity in diverse groups: The role of individuation and self-verification. Personality and Social Psychology Bulletin, 29(11), 1396-1406.
• Swann, W. B. Jr., Polzer, J. T., Seyle, C. & Ko, S. (2004). Finding value in diversity: Verification of personal and social self-views in diverse groups. Academy of Management Review, 29, 9-27.
• Swann, W. B. Jr., Chang-Schneider, C. & Angulo, S. (2007). Self-verification in relationships as an adaptive process. In J. Wood, A. Tesser & J. Holmes (Eds.), The self and social relationships, (pp.49-72). New York: Psychology Press.
• Swann, W. B. Jr. (2011). Self-verification theory. In Paul. A. M. Van Lange, Arie W. Kruglanski & E. Tory Higgins (Eds.), Handbook of Theories of Social Psychology. Sage Publications.
• Swann, W. B. Jr. & Brooks, M. (2012). Why threats trigger compensatory reactions: the need for coherence and quest for self-verification. Social Cognition, December 2012, 758-777.
• Tayfur, O. (2012). Antecedents of feedback seeking behaviors: Review of the feedback seeking literature. American International Journal of Contemporary Research, 2(6), 92-101.
• Todd, Z., Nerlich, B. & McKeown, S. (2004). Introduction. In Z. Todd, B. Nerlich, S. McKeown & D. D.
• Clarke (Eds.), Mixing Methods in Psychology: The Integration of Qualitative and Quantitative Methods in Theory and Practice, (3-16). Hove, East Sussex: Psychology Press.
• Tyler, T. R. (2001). Why do people rely on others? Social identity and social aspects of trust. In K. S. Cook (Ed.), Trust in society, (pp.285-306). New York: Russell Sage Foundation.
• Yıldırım, E. & Akın, M. (2021). Örgütlerde Duygusal Zekâ, Yalnızlık ve Kendini Doğrulama Çabası Arasındaki Etkiler: Kendini Doğrulama Çabasının Aracılık Rolü. RandS -Research Studies Anatolia Journal, 4(4), 222-243.
• Weger Jr, H. (2005). Disconfirming communication and self-verification in marriage: Associations among the demand/withdraw interaction pattern, feeling understood, and marital satisfaction. Journal of Social and Personal relationships, 22(1), 19-31.
• Zand, D. E. (1972). Trust and managerial problem solving. Administrative science quarterly, 229-239.