ÖRGÜTLERDE MOBBING ALGISI ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN ANALİZİ: İSTANBUL’DA ÖZEL HİZMET KURUMLARINDA BİR UYGULAMA

Günümüzde örgütlerde; performans, verimlilik ve işgücü devamlılığını düşüren en önemli problemlerin başında mobbing gelmektedir. Mobbing, örgütler için en önemli kaynak olan işgörenin psikolojik durumunu ve verimliliğini olumsuz yönde etkileyen bir değişken olarak önemli örgütsel davranış konularından birisi haline gelmiştir. Diğer yandan örgütsel bağlılık, işgörenin kuruma bağlılığı ve sadakati biçiminde ortaya çıkmaktadır. Bu bağlamda çalışmanın amacı işgörenlerin, mobbing algısı ile örgütsel bağlılık ve boyutları arasındaki ilişkinin etkisini, gücünü ve yönünü tespit etmektir. Bu araştırmada, İstanbul’da özel hizmet kurumlarında çalışanlar arasından kolayda örneklem yöntemiyle katılımcılar seçilerek, mobbing algısı ile örgütsel bağlılık ve boyutları arasındaki ilişki incelenmiştir. Araştırmaya 400 işgören katılmıştır. Verilerin toplanması için oluşturulan anket formunda katılımcılara ilişkin demografik bilgiler, “Mobbing ölçeği” ve “Örgütsel bağlılık ölçeği” yer almıştır. Verilerin analizi sonucunda mobbing algısı ile örgütsel bağlılık ve boyutlarından duygusal bağlılık ve normatif bağlılık arasında anlamlı bir ilişki bulunmuştur. Devamlılık bağlılığı ve mobbing algısı arasında ise ilişki bulunamamıştır.

THE PERCEPTION OF MOBBING IN ORGANIZATIONS AND THE ANALYSIS OF ORGANIZATIONAL COMMITMENT RELATION: AN APPLICATION IN PRIVATE SERVICE INSTITUTIONS IN ISTANBUL

1. LITERATURE In recent years, the concepts of mobbing and organizational commitment have gained popularity in the literature of organizational psychology and organizational behavior. Therefore, mobbing and organizational commitment are the factors that will be determining whether the employee, as a result of the correspondence of personal and organizational goals, will want to continue working in the organization, and accordingly show an effort. These factors reveal the necessity of examining the human element and behavior in order to realize information and technology oriented works in the field of organization and management. 1.1. Subject Of Study The subject of this study is the examination of the relationships between the mobbing phenomenon experienced in organizations, and organizational commitment and emotional, continuity, normative commitment types. In addition to this, determining the level of effect on how mobbing (physical and psychological pressure, exclusion, intimidation etc.) applied to employees within the organization affects their organizational commitment constitutes the framework of the study. 1.2. Aim And Significance Of Study The purpose of the study is to determine the effect, strength, and direction of the relationship between employees' mobbing perception and organizational commitment dimensions. Organizations' survival depends on their human resources. Therefore, it is very important to eliminate the mobbing of employees, to provide a healthy work environment and to increase their organizational commitment in order to ensure organizational harmony. Ensuring this harmony constitutes the importance of the study. 1.3. Study's Contribution To The Literature 2. DESIGN AND METHOD 2.1. Type of the Study It is extremely important for organizations to achieve organizational harmony in order to survive. In this regard, mobbing and organizational commitment variables, which are extremely important for organizational compliance, are discussed in the study. Accordingly, it is expected for mobbing and organizational commitment perceptions of employees working in different departments and different sectors in Istanbul, where work intensity is high, to be measured and compared, and to contribute to the literature based on the consistency of the results obtained. The study is based on an applied analysis. 2.2. Design of Study Descriptive research model was used in the study. 2.3. Problem of Study The main problem of this study is to investigate the effect and strength of the relationship between perception of mobbing, and organizational commitment in employees of organizations. In addition, it has been attempted to determine in what way and direction there is a relationship between the employees' exposure to mobbing, and in which dimensions of organizational commitment. 2.4. Data Collection Technique Within the scope of the research, in order to determine the relationship between mobbing and organizational commitment, the survey method was used to collect the data obtained from the sample. The universe of the research consists of those working in private service institutions serving in Istanbul. The reason for choosing the universe of the study is that the continuation, job success and contribution of an employee who is selected and recruited by spending so much effort, time and cost is of considerable importance today. In this context, the survey method was preferred in order to obtain data. The fact that there are approximately 2,500,000 private service employees in different sectors in the European side of Istanbul offers a wide range of opportunities to determine the universe and sample of the research. For this reason, the employees of private service institutions in Istanbul were selected as the universe of the study. This work, project numbered 2019/021, was supported by the Kırıkkale University Scientific Research Projects Coordination Unit. Within the scope of the project, 400 people working in the said service institutions were reached through the easy sampling method by conducting surveys through the company “Istanbul PRP Research and Consultancy Services”. In this context, the sample size of the research was determined as 400. 2.5. Quantitative / Qualitative Analysis Used In this study, quantitative analysis was applied. Accordingly, the data obtained within the framework of the research were used for the purpose of the research, with t

PDF

___

Bayram, N. (2004). Sosyal Bilimlerde SPSS İle Veri Analizi. Bursa: Ezgi Kitabevi.
Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66, 32-42.
Coleman, D. F., Irving, G. P., & Cooper, C. L. (1999). Another look at the locus of control-organizational commitment relationship: It depends on the form of commitment. Journal of Organizational Behavior, 20(6), 995-1001.
Çiçeklioğlu, H. (2016). Mobbing ve Fiziksel Şiddetin Çalışanlar Üzerine Etkileri: Sağlık Kurumlarında Bir Alan Araştırması. Kahramanmaraş Sütçü İmam Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı. Yüksek Lisans Tezi.
Davenport, N., Schwartz, R. D., & Elliott, G. P. (1999). Mobbing: Emotional Abuse in The American Workplace. Ames, Iowa: Civil Society Publishing.
Einarsen, S., & Skogstad, A. (1996). Prevalence and risk groups of bullying and harassment at work. European Journal of Work and Organizational Psychology, 5(2), 185–202.
Ekşi, F., Dilmaç¸, B., Yaman, E., & Hamarta, E. (2015). The predictive relationships between the values of university employees, mobbing, and organizational commitment. Turkish Journal of Business Ethics, 8(2), 311–322.
Erdheim, J., Wang, M., & Zickar, M. J. (2006). Linking the big five personality constructs to organizational commitment. Personality and Individual Differences, 41, 959-970.
Field, T. (1996). Bully in Sight. How to Predict, Resist, Challenge and Combat Workplace Bullying. Overcoming the Silence and Denial by which Abuse Thrives. Oxfordshire: Success Unlimited.
Gözüm, P. (2017). Mobbing Algısı İle Motivasyon İlişkisi: Erzurum ve Ankara İllerinde Bazı Kamu ve Özel Kurum Çalışanları Üzerine Bir Araştırma. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Kamu Yönetimi Anabilim Dalı. Doktora Tezi.
Griffin, M. L., & Hepburn, J. R. (2005). Side-bets and reciprocity as determinants of organizational commitment among correctional officers. Journal of Criminal Justice, 33, 611-625.
Hecker, T. H. (2007). Workplace mobbing: A discussion for librarians. The Journal of Academic Librarianship, 33(4), 439-445.
Hubert, A. B., Veldhoven, M. (2001). Risk sectors for undesirerable behaviour and mobbing. European Journal of Work and Organizational Psychology, 10(4), 415-424.
Kacmar, K. M., Carlson, D. S., & Brymer, R. A. (1999). Antecedents and consequences of organizational commitment: A comparison of two scales. Educational and Psychological Measurement, 59(6), 976994.
Karahan, A., & Yılmaz, H. (2014). Mobbing ve örgütsel bağlılık ilişkisine yönelik bir çalışma. Journal of Yasar University, 9(33), 5692-5715.
Leymann, H. (1993). Mobbing. Psychoterror am Arbeitsplatz Und Wie Man Sich Dagegen Wehren Kann (Mobbing. Psychological Terror at the Workplace and How One Can Defend Oneself). Reinbek bei Hamburg, Germany: Rowohlt Taschenbuch Verlag.
Leymann, H. (1993a). AÈ tiologie und HaÈufigkeit von Mobbing am Arbeitsplatz ± eine UÈ bersicht uÈber die bisherige Forschung (Etiology and frequency of mobbing at work ± a review of existing research). Zeitschrift fuÈr Personalforschung, 7, 271-283.
Leymann, H. (1993b). Mobbing ± Psychoterror am Arbeitsplatz und wie man sich dagegen wehren kann (Mobbing ± Psychological Terror at Work, and How One Can Defend Oneself). Rowohlt, Reinbeck.
Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organisational Psychology, 5, 165-184.
Loke, J. C. F. (2001). Leadership behaviours: Effects on job satisfaction, productivity and organizational commitment. Journal of Nursing Management, 9, 191-204.
Mansur, A. F. (2008). İşletmelerde Uygulanan Mobbingin (Psikolojik Şiddet) Örgütsel Bağlılığa Etkisi. Gazi Üniversitesi Eğitim Bilimleri Enstitüsü Büro Yönetimi Eğitimi Anabilim Dalı. Yüksek Lisans Tezi.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
Meyer, J. P., & Allen, J. N. (1984). Testing the "Side-Bet Theory" of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(3), 372-378.
Meyer, J. P., & Allen, N. J. (1987). Organizational Commitment: Toward A Three-Component Model. Research Bulletin No. 660. The University of Western Ontario, Department of Psychology, London.
Meyer, J. P. & Allen, N. J. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Meyer, J. P., & Allen, J. N. (1991). A three component conceptualisation of organisational commitment. Human Resources Management Review, 1(1), 61-89.
Meyer, J. P., & Herscovitch, L . (2001). Commitment in the workplace toward a general model. Human resource management review, 11(3), 299-326.
Mikkelsen, E. G., & Einarsen S. (2001). Bullying in Danish work-life: Prevalence and health correlates. European Journal of Work and Organizational Psychology, 10(4), 393-413.
Mir, A., Mir, R., & Mosca, J. B. (2002). The new age employee: An exploration of changing employee – organization relations. Public personnel management, 31(2), 187-200.
Mowday. R. T., Porter. L. W., & Dubin. R. (1974). Unit performance, situational factors, and employee attitudes in spatially separated work units. Organizational Behavior and Human Performance, 12, 231-248.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
Oliver, N. (1990). Rewards, investments, alternatives and organizational commitment: Empirical evidence and theoretical development. Journal of Occupational Psychology, 63(1), 19-31.
Özdamar, K. (2013). Modern Bilimsel Araştırma Yöntemleri. Eskişehir: Nisan Kitabevi Yayınları.
Özler, D. E., Atalay, C. G., & Şahin, M. D. (2008). Mobbing’in örgütsel bağlılık üzerine etkisini belirlemeye yönelik bir araştırma. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 22, 37-60.
Parsons., P. T., & Shils, E. A. (1962). Toward a General Theory of Action. New York: Harper and Row.
Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. Academy of Management Review, 10(3), 465-476.
Salancik, G. R. (1977). Commitment and the Control of Organizational Behavior and Belief. In B. M. Staw & G. R. Salancik (Eds). New Directions in Organizational Behavior, Chicago: St Clair Press.
Schwenk, C. R. (1986). Information, cognitive biases, and commitment to a course of action. The Academy of Management Review, 11(2), 298-310.
Singh, B., Gupta, P. K., & Venugopal, S. (2008). Organizational commitment: Revisited. Journal of the Indian Academy of Applied Psychology, 34(1), 57-68.
Sloan, L. M., Matyok, T., Schmitz, C. L., & Short, G. F. L. (2010). A story to tell: Bullying and mobbing in the workplace. International Journal of Business and Social Science, 1(3), 87-97.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56.
Suma, S., & Lesha, J. (2013). Job satisfaction and organizational commitment: The case of shkodra municipality. European scientific journal, 9(17), 41-51.
Tengilimoğlu, D. & Mansur, A. F. (2009). İşletmelerde uygulanan mobbingin (psikolojik şiddet) örgütsel bağlılığa etkisi. Uluslararası İktisadi ve İdari İncelemeler Dergisi, 2(1), 69-84.
Thompson, D., Arora, T., & Sharp, S. (2002). Bullying: Effective Strategies for Long-Term Improvement. London, UK: Routledge.
Trang, I., Armanu, Sudiro, A., & Noermijati. (2013). Organizational commitment as mediation variable influence of work motivation, leadership style and learning organization to the employees performance. IOSR journal of business and management, 7(2), 12-25.
Tufail, M., & Farooq, N. (2012). Component wise comparison of the degree of organizational commitment. International Review of Management and Business Research, 1(1), 47-53.
Wasti, S. A. (2005). Commitment profiles: Combinations of organizational commitment forms and job outcomes. Journal of Vocational Behavior, 67, 290–308.
Yüceler, A. (2009). Örgütsel bağlılık ve örgüt iklimi ilişkisi: teorik ve uygulamalı bir çalışma. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 22, 445-458.
Yüceler, A., Doğanalp, B. & Kaya, D. (2013). The relation between organizational health and organizational commitment. Mediterranean journal of social sciences, 4(10), 781-788.
Yüksel, M., & Tunçsiper, B. (2011). The relationship between mobbing and organizational commitment in workplace. International Review of Management and Marketing, 1(3), 54-64.
Yıldırım Ilgaz, B., Yirik, Ş., & Yıldırım, F. (2014). Mobbing’in örgütsel bağlılık ile ilişkisi: Konaklama işletmeleri üzerine bir uygulama. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(3), 25-40.
Zapf, D. (1999). Organisational, work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20(1–2), 70–85.
Zapf, D., & Einarsen, S. (2001). Bullying in the workplace: Resent trends in research and practicean introduction. European Journal of Work and Organizational Psychology, 10(4), 369–373.