KONAKLAMA İŞLETMELERİNDE ÇALIŞANLARIN ÖRGÜTSEL SİNİZM VE BAĞLILIK TUTUMLARI ARASINDAKİ İLİŞKİNİN BELİRLENMESİ

Örgütsel sinizm, örgütsel bağlılığın önemli öncüllerinden bir tanesidir. Literatürde örgütsel sinizmin boyutlarının, örgütsel bağlılık üzerindeki etkisini inceleyen az sayıdaki çalışmalarda örgütsel bağlılık boyutları ile ele alınmamıştır. Oysaki çalışanlar sinik tutumlarını ve bağlılıklarını herhangi bir boyutta veya boyutlarda gösterebilirler. Çalışanların, sinik tutumları örgüte olan duygusal, devam ve normatif bağlılıklarını farklı derecede etkilemektedir. Diğer bir ifadeyle her bir sinizmin boyutunun örgütsel bağlılığın boyutları üzerindeki etkisi değişik derecelerde olabilir. Bu bağlamda çalışmanın temel amacı konaklama işletmelerindeki çalışanların örgütsel sinizm boyutlarının örgütsel bağlılığın boyutları üzerindeki etkisini incelemektir. Antalya bölgesindeki dört ve beş yıldızlı otel işletmeleri ile tatil köyleri çalışanlarından elde edilen toplam 389 anket kullanılmıştır. Araştırmada önerilen model ve hipotezler yapısal eşitlik modellemesi kullanılarak test edilmiştir. Elde edilen bulgulara göre duygusal, devam ve normatif bağlılığa en etkili boyutun sırasıyla bilişsel ve duyuşsal sinizmin olduğu tespit edilirken, davranışsal sinizmin örgütsel bağlılığın boyutlarına anlamlı bir etkisinin olmadığı görülmektedir.

DETERMINING THE RELATIONSHIP BETWEEN THE ATTITUDES OF ORGANIZATIONAL CYNICISM AND COMMITMENT OF THE EMPLOYEES IN HOSPITALITY BUSINESSES

Organizational cynicism is one of the important antecedents of organizational commitment. Organizational commitment is not handled with all of its dimensions in the limited selection of literature works examining the effect of the dimensions of organizational cynicism on organizational commitment. However employees can show their cynical attitudes and their commitment in one or more dimensions. Cynical attitudes of the employees affect their affective, continuance and normative commitment for the organization to different degrees. In other words, the effect of the each dimension of cynicism on the dimensions of organizational commitment can be in different degrees. For that reason main objective of this study is examining the effect of the dimensions of organizational cynicism on the dimensions of organizational commitment. 389 questionnaires, filled out by the employees of four or five-star hotel managements and holiday villages in Antalya district, have been used in total. The modal and hypotheses suggested in the study were tested by structural equation modelling. According to the results gathered, it is seen that dimensions mainly effective for affective, continuance and normative commitment are cognitive and affective cynicism in order. It is also seen that behavioral cynicism has no significant effect on the dimensions of organizational commitment.

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