İstismarcı Yönetimin Prososyal Motivasyon Üzerindeki Etkisinde Örgütsel Özdeşleşmenin Aracı Etkisi

Amaç – Bu çalışmanın amacı istismarcı yönetim ile prososyal motivasyon arasındaki ilişkide örgütsel özdeşleşmenin aracı etkisini incelemektir. Yöntem – Araştırmada değişkenler arasındaki ilişkiler yapılan literatür araştırması sonucunda oluşturulan modele göre incelenmiştir. Araştırma verileri Türkiye’de üretim sektöründe faaliyet gösteren bir firmanın 304 çalışanına uygulanan anket sonucunda elde edilmiştir. Elde edilen bu veriler SPSS ve AMOS istatistik programları kullanılarak analiz edilmiş ve elde edilen sonuçlar sosyal kimlik teorisi ve motivasyon teorileri çerçevesinde açıklanmıştır. Bulgular – Araştırma sonucunda, istismarcı yönetim ile prososyal motivasyon arasındaki ilişkide örgütsel özdeşleşmenin tam aracı etkisi olduğu sonucuna ulaşılmıştır. Ayrıca, istismarcı yönetim ile örgütsel özdeşleşme arasında negatif, örgütsel özdeşleşme ile prososyal motivasyon arasında ise pozitif yönlü bir ilişki olduğu tespit edilmiştir. Tartışma – Bulgulara göre çalışanların prososyal motivasyon seviyelerinin artırılmasında örgütleri ile özdeşleşmelerinin büyük bir öneme sahip olduğu söylenebilir. Bu çalışmanın prososyal motivasyon kavramının daha iyi anlaşılması açısından literatüre önemli katkı yapacağı düşünülmektedir. Araştırma sonucunda elde edilen bilgiler ışığında yöneticilere ve gelecekte yapılacak çalışmalara önerilerde bulunulmuştur.

The Mediating Effect of Organizational Identification on the Relationship between Abusive Supervision and Prosocial Motivation

Purpose – The purpose of this study is to investigate the mediating effect of organizational identification in the relationship between abusive supervision and prosocial motivation. Design/methodology/approach – In the research, the relationships among the variables were examined according to the model created as a result of the literature research. Research data were collected using survey method about 304 employees working in a manufacturing sector in Turkey. These data were analyzed by using SPSS and AMOS statistical programs and the results were explained within the framework of social identity theory and motivation theories. Findings – As a result of the study, it was found that organizational identification has a full mediating effect on the relationship between abusive supervision and prosocial motivation. In addition, it was found that there was a negative relationship between abuse supervision and organizational identification and a positive relationship between organizational identification and prosocial motivation. Discussion – According to the findings, it can be said that the identification of the employees with their organizations in increasing the level of prosocial motivation is of great importance. It is thought that this study will make a significant contribution to the literature in terms of understanding the concept of prosocial motivation. In the light of the information obtained from the research, suggestions were made to the managers and future studies.

PDF

___

Abid, G., Sajjad, I., Elahi, N. S., Farooqi, S., and Nisar, A. (2018). The influence of prosocial motivation and civility on work engagement: The mediating role of thriving at work. Cogent Business & Management, 5(1), 1-19.
Akduru, H. E., Güneri, S. ve Semerciöz, F. (2016). Çalışanlarda prososyal motivasyon ile iş ve yaşam doyumu düzeyi ilişkisine dair bir araştırma. Akademik Sosyal Araştırmalar Dergisi, 4(38), 375-391.
Akhigbe, O.J., vd., (2014), Prosocial behaviour and organisational commitment in the nigerian public sector. Journal of Emerging Trends in Economics and Management Sciences (JETEMS) 5(2), 154-165.
Ashforth B.E. and Mael F.A. (1989). Social identity theory and the organization. Academy of Management Review. 14-1, 20-39.
Baron R.M. and Kenny D.A. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology. 51-6, 1173-1182.
Başar, U., and Basım, N. (2015). Effects of organizational ıdentification on job satisfaction: moderating role of organizational politics (örgütsel özdeşleşmenin iş tatmini üzerindeki etkisi: örgütsel politikanın düzenleyici rolü). Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 22(2), 663-683.
Bateman, T. S., and Organ, D. W. (1983). Job Satisfaction and the good soldier: The relationship between affect and employee “citizenship”, Academy of Management Journal, 26(4), 587-595.
Batson, C. D. (1987). Prosocial motivation: Is it ever truly altruistic?. In Advances in Experimental Social Psychology. 20, 65-122.
Bellou, V., Chitiris, L., and Bellou, A. (2005). The impact of organizational identification and self-esteem on organizational citizenship behavior: The case of Greek public hospitals. Operational Research, 5(2), 305-318.
Bhaise, S. (2016). Prosocial Motivation across culture: What does it imply for organizations?. International Journal of Scientific & Engineering Research, 7(10), 1990-1995.
Carlson, D., Ferguson, M., Hunter, E. and Whitten, D. (2012). Abusive supervision and work–familyconflict: the path through emotional labor and burnout. The Leadership Quarterly, 23(5), 849-859.
Chen, Z. X., and Wang, H. Y. (2017). Abusive supervision and employees' job performance: A multiple mediation model. Social Behavior and Personality: An International Journal, 45(5), 845-858.
Chen, Z., Eisenberger, R., Johnson, K. M., Sucharski, I. L., and Aselage, J. (2009). Perceived organizational support and extra-role performance: which leads to which?. The Journal of Social Psychology, 149(1), 119-124.
Cheney, G. (1982). Organizational identification as a process or product: A field study. Unpublished Master’s Thesis, Purdue University.
Cole, M. S., and Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter?. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(5), 585-605.
Cole, M. S., Walter, F., and Bruch, H. (2008). Affective mechanisms linking dysfunctional behavior to performance in work teams: A moderated mediation study. Journal of Applied Psychology, 93(5), 945-958.
Comte, A. (1875). System of Positive Polity or Treatise on Sociology, London: Longmans, Green, and Co
Çakınberk, A., Derin, N., ve Demirel, E. T. (2011). Örgütsel Özdeşleşmenin Örgütsel Bağlılıkla Biçimlenmesi: Malatya ve Tunceli Özel Eğitim Kurumları Örneği. İşletme Araştırmaları Dergisi. 3(1), 89-121.
Çınar, O. (2018). Örgütsel Özdeşleşme, Lider-Üye Etkileşimi, İletişim Becerileri İlişkisi. Ankara, İmaj Yayınevi.
Darolia, C. R., Kumari, P., and Darolia, S. (2010). Perceived organizational support, work motivation, and organizational commitment as determinants of job performance. Journal of the Indian Academy of Applied Psychology, 36(1), 69-78.
Dutton, J. E., Dukerich, J. M., and Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
Edwards, J. R., and Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological Methods, 12, 1-22.
Francois, P., and Vlassopoulos, M. (2008). Pro-social motivation and the delivery of social services. CESifo Economic Studies, 54(1), 22-54.
Frazier, M. L., and Tupper, C. (2016). Supervisor prosocial motivation, employee thriving, and helping behavior: A trickle-down model of psychological safety. Group & Organization Management, 1-33.
Gautam, T., Van Dick, R., and Wagner, U. (2004). Organizational identification and organizational commitment: Distinct aspects of two related concepts. Asian Journal of Social Psychology, 7(3), 301-315.
Ge, J., Su, X., and Zhou, Y. (2010). Organizational socialization, organizational identification and organizational citizenship behavior: An empirical research of Chinese high-tech manufacturing enterprises. Nankai Business Review International, 1(2), 166-179.
Gillet, N., Gagné, M., Sauvagère, S., and Fouquereau, E. (2013). The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions. European Journal of Work and Organizational Psychology, 22(4), 450-460.
Gok, S., Karatuna, I., and Karaca, P. O. (2015). The role of perceived supervisor support and organizational identification in job satisfaction. Procedia-Social and Behavioral Sciences, 177, 38-42.
Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of Management Review, 32(2), 393-417.
Grant, A. M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. Journal of Applied Psychology, 93(1), 48-58.
Grant, A. M. and Berg, J. M. (2010). Prosocial motivation at work: How making a difference makes a difference. Forthcoming in K. Cameron and G. Spreitzer (Eds.), Handbook of Positive Organizational Scholarship. Oxford University Press.
Grant, A. M. and Sumanth, J. J. (2009). Mission possible? The performance of prosocially motivated employees depends on manager trustworthiness. Journal of Applied Psychology, 94(4), 927-944.
Güngör H (2010). Dönüşümcü Liderlik ile Örgütsel Özdeşleşme Arasındaki İlişkinin İncelenmesi: Algılanan Örgütsel Adalet Düzeyinin Aracılık Etkisi. Kara Harp Okulu Savunma Bilimleri Enstitüsü, Yayınlanmamış Yüksek Lisans Tezi.
Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. The Guilford Press, New York.
Herzberg, G. (1970). The dissociation energy of the hydrogen molecule. Journal of Molecular Spectroscopy, 33(1), 147-168.
İpek, M., ve Özbilgin, İ. G. (2016). Prososyal davranışta liderlik tarzının rolü: Milletvekili-danışman ilişkisi üzerine bir araştırma. Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 1(13), 129-149.
Kane, R. E., Magnusen, M. J., and Perrewé, P. L. (2012). Differential effects of identification on extra-role behavior. Career Development International, 17(1), 25-42.
Katz, D. (1964). The motivational basis of organizational behavior. Behavioral Science, 9(2), 131-146.
Kelman HC (1958). Compliance, identification, and internalization: Three processes of attitude change. Journal of Conflict Resolution. 2, 51-60.
Kenny, D. A., Kashy, D. A., and Bolger, N. (1998). Data analysis in social psychology. In D. T. Gilbert, S. T. Fiske, and G. Lindzey (Eds.), The handbook of social psychology, 233-265.
New York, NY, US: McGraw-Hill. Kesen, M., ve Akyüz, B. (2016). Duygusal emek ve prososyal motivasyonun işe gömülmüşlüğe etkisi: Sağlık çalışanları üzerine bir uygulama. Sosyal Bilimler Enstitüsü Dergisi, 25(2), 233-250.
Kjeldsen, A. M., and Andersen, L. B. (2013). How Pro‐social Motivation Affects Job Satisfaction: An International Analysis of Countries with Different Welfare State Regimes. Scandinavian Political Studies, 36(2), 153-176.
Lazauskaite-Zabielske, J., Urbanaviciute, I., and Bagdziuniene, D. (2015). The role of prosocial and intrinsic motivation in employees’ citizenship behaviour. Baltic Journal of Management, 10(3), 345-365.
Le, H. T. T. (2015). The effect of psychological collectivism on creative work involvement: The role of prosocial motivation and leadership style. MSc Program in Management and International Business Unpublished Master's Thesis.
MacKinnon, D. P., Fritz, M. S., Williams, J., and Lockwood, C. M. (2007). Distribution of the product confidence limits for the indirect effect: Program PRODCLIN. Behavior Research Methods, 39(3), 384-389.
Maner, J. K., and Gailliot, M. T. (2007). Altruism and egoism: Prosocial motivations for helping depend on relationship context. European Journal of Social Psychology, 37(2), 347-358.
March J.G. ve Simon H.A. (1958). Organizations. Wiley, New York.
Maslow, A. H. (1962). Lessons from the peak-experiences. Journal of Humanistic Psychology, 2(1), 9-18.
Mawritz, M. B., Mayer, D. M., Hoobler, J. M., Wayne, S. J., and Marinova, S. V. (2012). A trickle‐down model of abusive supervision. Personnel Psychology, 65(2), 325-357.
McGregor, D. (1960). Theory X and theory Y. Organization theory, 358-374.
Nguyen, B., Chang, K., Rowley, C., and Japutra, A. (2016). Organizational citizenship behavior, identification, psychological contract and leadership frames: The example of primary school teachers in Taiwan. Asia-Pacific Journal of Business Administration, 8(3), 260-280.
Paustian‐Underdahl, S. C., Shanock, L. R., Rogelberg, S. G., W. Scott, C., Justice, L., and Altman, D. G. (2013). Antecedents to supportive supervision: An examination of biographical data. Journal of Occupational and Organizational Psychology, 86(3), 288-309.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., and Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879-903.
Preacher, K. J., and Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36(4), 717-731.
Rofcanin, Y., de Jong, J. P., Las Heras, M., and Kim, S. (2018). The moderating role of prosocial motivation on the association between family-supportive supervisor behaviours and employee outcomes. Journal of Vocational Behavior, 107, 153-167.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
Schermelleh-Engel, K., Moosbrugger, H., and Müller, H. (2003). Evaluating the fit of structural equation models: Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8, 23-74.
Schreiber, J. B., Nora, A., Stage, F. K., Barlow, E. A., and King, J. (2006). Reporting structural equation modeling and confirmatory factor analysis results: A review. The Journal of Educational Research, 99, 323-338.
Shoss, M. K., Eisenberger, R., Restubog, S. L. D., and Zagenczyk, T. J. (2013). Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor's organizational embodiment. Journal of Applied Psychology, 98(1), 158-168.
Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology, 13, 290-312.
Tajfel H (1978). Social categorization, social identity and social comparison. Differentiation between Social Groups: Studies in the Social Psychology of Inter-Group Relations. Editor: Tajfel H (61-76), Academic Press, London.
Tak, B., and Aydemir, B. A. (2004). Örgütsel özdeşleşme üzerine iki görgül çalışma. 12. Ulusal Yonetim ve Organizasyon Kongresi.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, Synthesis, and Research Agenda. Journal of Management, 33(3), 261-289.
Tolman E.C. (1943). Identification and the post-war world. Psychological Review. 38, 141-148.
Ülbeği, İ. D., Özgen, H.M. ve Özgen, H. (2014). Türkiye’de istismarcı yönetim ölçeğinin uyarlaması: güvenirlik ve geçerlik analizi. Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 23(1), 1-12
Van Dick, R.,Van Knippenberg, D., Kerschreiter, R., Hertel, G., and Wieseke, J. (2008). Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior. Journal of Vocational Behavior, 72(3), 388-399.
Vigoda-Gadot, E. (2007). Redrawing the boundaries of ocb? An empirical examination of compulsory extra-role behavior in the workplace. Journal of Business and Psychology, 21(3), 377-405.
Wangwan, J. (2014). A model of relationship between gratitude and prosocial motivation of Thai high school and undergraduate students. International Journal of Behavioral Science, 9(1), 15-30.
Yıldırım, N., and Benlier, O. C. (2017). İstismarcı Yönetici Algısının İşten Ayrılma Niyeti Üzerine Etkisi Tunceli İli Kamu Kurumunda Araştırma. Journal of International Social Research, 10(48), 679-683.
Zellars, K. L., Tepper, B. J., and Duffy, M. K. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.