İş yerinde mobbing davranışı, yarattığı bireysel, örgütsel ve toplumsal sorunlar sebebiyle süreçteki tüm aktörleri olulmsuz yönde etkilemektedir. Bu etki her vaka için değişkenlik gösteren düzeyde olsa da her bir vakanın önlenmesi tarafların tümü için büyük önem taşımaktadır. İş yerinde mobbing, sonuçlarının yol açtığı etkiler sebebiyle yönetim organizasyon alanında hem uygulayıcı olan işletmeler hem akademik yazın açısından önemi göz ardı edilemeyecek düzeydedir. Bu sebeple iş yerinde mobbing değişkeni, 1970’lerde tanımlanmasının ardından çok sayıda akademik çalışmaya konu olmuştur. Buradan hareketle bu çalışma kapsamında yönetim organizasyon yazınında mobbing değişkenini konu edinen çalışmaların derinlemesine irdelenmesi ve ortak çıkarımlarda bulunulması amaçlanmıştır. Araştırma amacı doğrultusunda ilk olarak mobbing ile ilişkisi en fazla çalışılmış olan değişkenler “işten ayrılma niyeti, iş tatmini, tükenmişlik ve örgütsel bağlılık” olarak belirlenmiştir. Tespit edilen dört değişken için dört ayrı meta analiz yapılacağından, belirlenen meta analiz dahil etme kriterleri doğrultusunda dört ayrı veri seti oluşturulmuştur. Meta analiz çalışması bulgularının değerlendirilmesi doğrultusunda mobbing değişkeni ile işten ayrılma niyeti, iş tatmini, tükenmişlik ve örgütsel bağlılık değişkenleri arasında Cohen etki büyüklüğü sınıflandırması kriterine göre orta düzeyde ilişki olduğu sonucuna varılmıştır. Yapılan alt grup analizleri ile de belirlenen düzenleyici değişkenlerin bu ilişkilerdeki rolü ortaya konulmuştur. Araştırmanın, mobbing değişkenine ilişkin yapılan tüm çalışmaları yıl ve coğrafya kısıtı getirmeden irdelemesi ve kullanılan meta analiz yönteminin alanda yeni olması bağlamında özgün değer taşıdığı düşünülmektedir.
Mobbing in the workplace affects all actors in the process negatively due to individual, organizational and social problems. Although this effect varies for each case, prevention of each case has great importance for all parties. Due to the effects caused by its results, its importance in the field of management organization is at a level that cannot be ignored in terms of both the practitioners and academy. For this reason, the workplace mobbing variable has been the subject of many academic studies after its definition in the 1970s. Based on this, within the scope of this study, it is aimed to examine in depth the studies on the mobbing variable in the management organization literature and to make common conclusions. In line with the purpose of the research, firstly, the variables whose relationship with mobbing has been studied the most were determined as "intention to leave, job satisfaction, burnout and organizational commitment". After this step, four separate meta-analysis studies were carried out on the relationship between variables with the data set created within the scope of the meta-analysis inclusion criteria. In line with the evaluation of the findings of the meta-analysis study, it was concluded that there was a moderate relationship between the mobbing variable and the variables of intention to leave, job satisfaction, burnout and organizational commitment according to the Cohen effect size classification criteria. The role of regulatory variables in these relationships, which were also determined with the subgroup analysis, was revealed. It is thought that the research has a unique value in terms of examining all the studies on the mobbing variable without any constraints on years and geography and by using the method meta-analysis new in the field.
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