YÖNETİCİYE VE İŞ GRUBUNA BAĞLILIĞIN İLİŞKİLİ OLDUĞU DEĞİŞKENLER: BENLİK KAVRAMI DÜZEYLERİNİN DÜZENLEYİCİ ROLÜ

Örgütsel yaşamın önemli bir parçası olan örgütsel iletişimin çalışanların işe yönelik tutum ve davranışlarıyla ilişkili olduğu bilinmektedir. Bağlılık konusunda yapılan araştırmalar bağlılığın duygusal, normatif ve devamlılık bağlılığı olmak üzere üç farklı boyuttan meydana geldiğini ve çalışanların çalıştıkları kurumun dışında birlikte çalıştıkları yönetici ve iş grubu gibi farklı hedeflere de bağlılık geliştirebileceğini göstermektedir. Diğer taraftan yakın zamanda yapılan bazı görgül çalışmalar çalışanların sahip oldukları farklı benlik türlerinin bağlılığın farklı boyut ve hedefleriyle ilişkili olabileceği görüşünü desteklemektedir. Bu bağlamda, bu kuramsal çalışmada bir model önerilmekte ve çalışanların yöneticileriyle ve iş grubundaki arkadaşlarıyla iletişimlerinin bu iki farklı hedefe duygusal ve normatif bağlılıklarını yordamada çalışanların sahip oldukları benlik kavramı düzeyinin (ilişkisel ya da kolektif benlik) düzenleyici değişken rolü oynayabileceği öngörülmektedir. Önerilen modelde ayrıca, yöneticiye ve iş grubuna duygusal ve normatif bağlılığın işten ayrılma niyetinin hem doğrudan hem de örgütsel bağlılık üzerinden dolaylı yordayıcıları olacağı ileri sürülmektedir

Variables that are related to Commitment to Supervisor and Workgroup: The Moderator Role of Self-Concept Levels

Variables that are related to Commitment to Supervisor and Workgroup: The Moderator Role of Self-Concept Levels As being an important aspect of organizational life, organizational communication is known as related to employees' attitudes and behaviors toward work. Research on commitment indicated that commitment consists of three components as affective, normative, and continuance and beside developing commitment to their organization, employees may also develop commitment to different targets such as supervisors and workgroup. On the other hand, recent empirical studies supported the view that different self-concept levels that employees have may be related to different components and targets of commitment. In this theoretical paper, a model is proposed and in the prediction of affective and normative commitment to both supervisors and workgroup through communication with supervisor and workgroup, employee self-concepts (relational or collective self) are proposed as moderator variables. Moreover, in the proposed model afective and normative commitment to supervisor and the workgroup are proposed as both direct and indirect predictors of turnover intention via organizational commitment

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