A QUALITATIVE STUDY ON ORGANISATION-BASED PSYCHOLOGICAL OWNERSHIP

Yıl 2023, , 83 - 100, 22.06.2023

Nil Madi , Dilek Işılay Üçok

https://doi.org/10.54452/jrb.1149674

Öz

Psychological ownership is a phenomenon in which people develop possessive feelings for a specific target without legal ownership. It might be developed toward the organization or job itself in an organizational context. This study aims to understand organization-based psychological ownership in-depth, whether it can be used as a tool to foster desired outcomes, and how employees perceive the concept and their observations at work perceived effects of COVID-19 pandemic on organization based psychological ownership. Findings from in-depth interviews with 10 full-time employees in Turkey include definition, antecedents, and consequences of psychological ownership, possessions at work, perceived changes due to pandemic and management practices. The results show that organization-based psychological ownership can be used as a tool to increase job performance, productivity and foster extra-role behavior in organizations. This study intends to provide insight into Humans Resources and top management practices by listing the encouraging and discouraging factors related to psychological ownership.

Anahtar Kelimeler

psychological ownership, organization-based ownership, organizational behavior

ÖRGÜTE YÖNELİK PSİKOLOJİK SAHİPLENME OLGUSU ÜZERİNE NİTEL BİR ARAŞTIRMA

Öz

Psikolojik sahiplenme, kişilerin yasal sahipliği olmadan belirli bir hedefe yönelik sahiplenme duygusu geliştirmesidir. Örgütsel bağlamda, örgüte veya işin kendisine yönelik olarak geliştirilebilmektedir. Bu çalışma, örgüte yönelik psikolojik sahiplenmeyi derinlemesine anlamayı, örgütlerde istenen sonuçları teşvik etmek için bir araç olarak kullanılıp kullanılamayacağını, çalışanların kavramı nasıl algıladıklarını ve işyerindeki gözlemlerini ve COVID-19 pandemisinin örgüte yönelik psikolojik sahiplenme üzerindeki algılanan etkisini anlamayı amaçlamaktadır. Türkiye'de 10 tam zamanlı çalışanla yapılan derinlemesine görüşmelerden elde edilen bulgular, psikolojik sahipliğin tanımını, öncülleri ve sonuçları, çalışanların işyerinde sahip olduklarını hissettikleri varlıkları, COVID-19’a bağlı olarak algıladıkları değişiklikleri ve yönetim uygulamalarını içermektedir. Sonuçlar, örgüte yönelik psikolojik sahiplenmenin, örgütlerde iş performansını, üretkenliğini artırmak ve ekstra rol davranışlarını teşvik etmek için bir araç olarak kullanılabileceğini göstermektedir. Bu çalışma, psikolojik sahiplenme ile ilgili teşvik edici ve cesaret kırıcı faktörleri belirleyerek İnsan Kaynakları ve üst yönetim uygulamaları için içgörü sağlamayı amaçlamaktadır.

Anahtar Kelimeler

Psikolojik sahiplenme, örgüte yönelik psikolojik sahiplenme, örgütsel davranış

Kaynakça

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