Çalışanların örgütsel destek algılarının örgütsel vatandaşlık davranışlarına etkileri: Psikolojik sermayenin bu süreçteki rolü ve bir araştırma
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Dosyalar
Tarih
2019
Yazarlar
Dergi Başlığı
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Cilt Başlığı
Yayıncı
İnönü Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Günümüzde küreselleşmeyle beraber teknoloji ve iletişimdeki hızlı değişim, işletmeleri rakiplerine karşı sürekli bir yenilik arayışı içerisine itmektedir. Bu rekabet koşullarında işletmelere rekabet avantajı kazandıracak en önemli unsurun nitelikli insan kaynağı olduğu yadsınamaz. Bu nedenle çalışan davranışlarını anlamak ve buna yönelik veriler elde etmek çalışmamızı önemli hale getirmektedir. Bu kapsamda çalışmanın amacı çalışanların örgütsel destek algılarının örgütsel vatandaşlık davranışlarına etkilerinin neler olduğunu ve psikolojik sermayenin bu süreçte ne tür bir rol üstlendiğini tespit etmektir. Araştırmanın örneklemini İstanbul ili Avrupa yakasında çalışan kolayda örneklem yöntemiyle seçilmiş 503 kamu ve özel sektör çalışanı oluşturmaktadır. Çalışmada dört ana hipotez ve 28 alt hipotez olmak üzere toplam 32 hipotez bulunmaktadır. Kurulan yapısal eşitlik modeline (YEM) göre; örgütsel destek ölçeği örgütsel vatandaşlık ölçeğinin alt boyutlarından özgecilik, vicdanlılık, nezaket, erdem ve centilmenliği pozitif yönde etkilediği (H1 desteklendi, H1a desteklendi, H1b desteklendi, H1c desteklendi, H1d desteklendi, H1e desteklendi), örgütsel destek ölçeği psikolojik sermaye alt boyutlarından umut ve iyimserliği pozitif yönde etkilediği (H2 kısmen desteklendi, H2b desteklendi, H2c desteklendi), Psikolojik sermaye ölçeği alt boyutlarından özyeterlilik ve dayanıklılık alt boyutu örgütsel vatandaşlık ölçeği alt boyutlarından erdem, nezaket ve vicdanlılık alt boyutlarını pozitif yönde etkilediği tespit edilmiştir. Ayrıca psikolojik sermaye ölçeği alt boyutlarından iyimserlik alt boyutu örgütsel vatandaşlık ölçeği alt boyutu olan nezaketi pozitif yönde etkilediği (H3 kısmen desteklendi, H3b desteklendi, H3c desteklendi, H3d desteklendi, H3h desteklendi) tespit edilmiştir. Psikolojik sermayenin aracılık rolü olup olmadığına dair yapılan YEM modeline göre; psikoloji sermaye, örgütsel vatandaşlık davranışı alt boyutlarından özgecilik, vicdanlılık, nezaket, erdem ve centilmenlik alt boyutları ile örgütsel destek arasında aracı değişken olduğu (H4 desteklendi, H4a desteklendi, H4b desteklendi, H4c desteklendi, H4d desteklendi, H4e desteklendi) belirlenmiştir. Aracılık etkisi tespit edildikten sonra yapılan Sobel-Aroian-Goodman testleri ile YEM modeli sınanmış ve psikolojik sermayenin her üç test sonucuna göre aracılık etkisi gösterdiği belirlenmiştir. Anahtar Kelimeler: Örgütsel Vatandaşlık Davranışı, Örgütsel Destek, Psikolojik Sermaye.
Along with the globalization, the rapid change in the technology and communication leads the businesses to seek innovation continuously against their rivals. It cannot be ignored that the most important factor, which will accord competitive advantages to businesses under these competition conditions, is the human resources. Therefore, understanding the behaviors of employees and obtaining data for this purpose makes our study important. In this context, the purpose of this study is to determine the effects of the organizational support perceptions of employees to the organizational citizenship behaviors, and to determine what kind of role the psychological capital plays in this process. The sample of the study is consisted of 503 public and private sector employees, who work in Istanbul on the European side and are selected with the convenience sampling method. There are totally 32 hypotheses in the study, as four main hypotheses and 28 sub-hypotheses. According to the structural equation model (SEM); it has been determined that organizational support scale affect the altruism, conscientiousness, courtesy, civic virtue affect sportmanship that are sub-scales of organizational citizenship scale: (H1 has been supported, H1a has been supported, H1b has been supported, H1c has been supported, H1d has been supported, H1e has been supported); the organizational support scale affect the hope and hopefulness that are sub-scales of psychological capital scale (H2 has been partially supported, H2b has been supported, H2c has been supported); the self-efficacy and durableness sub-scales of the psychological capital scale affect the civic virtue, courtesy and conscientiousness that are sub-scales of the organizational citizenship scale; In addition, the optimism sub-scale of the psychological capital scale affect the courtesy sub-scale of the organizational citizenship scale (H3 has been partially supported, H3b has been supported, H3c has been supported, H3d has been supported, H3h has been supported). According to the SEM model, which is applied to determine whether the psychological capital has a mediating role; it was determined that there is a mediating variable between the psychological capital and the altruism, conscientiousness, courtesy, civic virtue and sportmanship sub-scales of organizational citizenship behaviors scale and the organizational support (H4 has been supported, H4a has been supported, H4b has been supported, H4c has been supported, H4d has been supported, H4e has been supported). SEM model has been tested with the Sobel-Aroian-Goodman tests after determining the mediating effect, and the psychological capital have shown mediating effect according to the results of each three tests. Key Words: Organizational Citizenship Behaviour, Organizational Support, Psychological Capital.
Along with the globalization, the rapid change in the technology and communication leads the businesses to seek innovation continuously against their rivals. It cannot be ignored that the most important factor, which will accord competitive advantages to businesses under these competition conditions, is the human resources. Therefore, understanding the behaviors of employees and obtaining data for this purpose makes our study important. In this context, the purpose of this study is to determine the effects of the organizational support perceptions of employees to the organizational citizenship behaviors, and to determine what kind of role the psychological capital plays in this process. The sample of the study is consisted of 503 public and private sector employees, who work in Istanbul on the European side and are selected with the convenience sampling method. There are totally 32 hypotheses in the study, as four main hypotheses and 28 sub-hypotheses. According to the structural equation model (SEM); it has been determined that organizational support scale affect the altruism, conscientiousness, courtesy, civic virtue affect sportmanship that are sub-scales of organizational citizenship scale: (H1 has been supported, H1a has been supported, H1b has been supported, H1c has been supported, H1d has been supported, H1e has been supported); the organizational support scale affect the hope and hopefulness that are sub-scales of psychological capital scale (H2 has been partially supported, H2b has been supported, H2c has been supported); the self-efficacy and durableness sub-scales of the psychological capital scale affect the civic virtue, courtesy and conscientiousness that are sub-scales of the organizational citizenship scale; In addition, the optimism sub-scale of the psychological capital scale affect the courtesy sub-scale of the organizational citizenship scale (H3 has been partially supported, H3b has been supported, H3c has been supported, H3d has been supported, H3h has been supported). According to the SEM model, which is applied to determine whether the psychological capital has a mediating role; it was determined that there is a mediating variable between the psychological capital and the altruism, conscientiousness, courtesy, civic virtue and sportmanship sub-scales of organizational citizenship behaviors scale and the organizational support (H4 has been supported, H4a has been supported, H4b has been supported, H4c has been supported, H4d has been supported, H4e has been supported). SEM model has been tested with the Sobel-Aroian-Goodman tests after determining the mediating effect, and the psychological capital have shown mediating effect according to the results of each three tests. Key Words: Organizational Citizenship Behaviour, Organizational Support, Psychological Capital.
Açıklama
Anahtar Kelimeler
İşletme, Business Administration
Kaynak
WoS Q Değeri
Scopus Q Değeri
Cilt
Sayı
Künye
Demirci, D. (2019). Çalışanların örgütsel destek algılarının örgütsel vatandaşlık davranışlarına etkileri: Psikolojik sermayenin bu süreçteki rolü ve bir araştırma. Yayınlanmış Doktora Tezi, 1-191 s. İnönü Üniversitesi Malatya.
