Kadın Tekstil İşçilerinin Ustabaşılarıyla Yaşadıkları Çatışmanın, İş Tatminlerine Etkisinde Ustabaşılarının Politik Yetisinin Düzenleyici Rolü

Amaç – Sosyal/politik etki kuramını göz önünde bulundurarak, tekstil sektöründeki çalışan kadınların ustabaşlarıyla yaşadıkları çatışmanın kadın çalışanların iş tatminine etkisinde ustabaşının politik yetisinin düzenleyici rolünün ortaya koyulması amaçlanmaktadır. Yöntem – Araştırma kapsamında 478 çalışan kadın ve 125 ustabaşına ait veriler yüzyüze anket yöntemiyle elde edilmiştir. Araştırmada yer alan hipotezler toplanan verilerin hiyerarşik ve çift taraflı bir yapıya sahip olması nedeniyle Process ve HLM (Hiyerarşik Lineer Modelleme) uygulamaları ile test edilmiştir. Bulgular: Analiz sonucunda, Bursa ilinde faaliyet gösteren tekstil firmalarında görev alan kadın işçilerin ustabaşlarıyla yaşadıkları kişilerarası çatışmanın kadın işçilerin iş tatmini üzerinde negatif yönlü etkisi olduğu ortaya çıkmıştır. Öte yandan, ustabaşının kadın işçiler tarafından algılanan politik yetisinin kadın işçilerin iş tatmini üzerinde istatistiksel açıdan anlamlı ve pozitif bir etkisi olduğu tespit edilirken ustabaşlarının kendisi tarafından algılanan politik yetisinin kadın işçilerin iş tatmini üzerinde doğrudan anlamlı bir etkisi olmadığı tespit edilmiştir. Dahası, kadın emekçiler ve ustabaşının kendisi tarafından değerlendirilen ustabaşının politik yetisinin bu ilişkide düzenleyici rolü olduğu bulunmuştur. Tartışma – Örgütler içerisinde ast-üst arasında yaşanan kişilerarası çatışmalar sonucunda ortaya çıkan negatif yönlü iş tatmini üzerinde politik yeti faktörünün tamponlayıcı bir görev üstlendiği ortaya çıkmıştır. Bu nedenle iş yaşamında politik yeti faktörünün göz önünde bulundurulması gerekmektedir.

The Moderating Role of Political Skill of Foremen in the Impact of Conflict between Women Textile Workers and Foremen on Job Satisfaction of Women Texile Workers

Purpose – Taking into account the social / political influence theory, it is aimed to reveal the regulatory role of the foreman's political ability in the conflict between women working in the textile sector with their foremen. Design/methodology/approach – Research, data of 478 working women and 125 foreman were obtained through face-to-face survey method. The hypotheses included in the study were tested with Process and HLM (Hierarchical Linear Modeling) applications since the collected data has a hierarchical and bilateral structure. Findings – As a result of the analysis, it was revealed that the interpersonal conflict that women workers working in textile companies operating in Bursa have with their foreman has a negative effect on job satisfaction of women workers. On the other hand, it was determined that the political ability of the foreman perceived by female workers had a statistically significant and positive effect on the job satisfaction of female workers, while the political ability perceived by the foreman himself did not have a direct meaningful effect on the job satisfaction of female workers. Moreover, it has been found that the political ability of the foreman assessed by female laborers and the foreman himself has a regulatory role in this relationship. Discussion – It has been revealed that the political faculty factor has a buffering role on negative job satisfaction resulting from interpersonal conflicts between organizations and subordinate. For this reason, political competence factor should be taken into consideration in business life.

PDF

___

A. S. Arafat, M. N. Zaki, H.and M. L. El-Kashif, M. (2018). The correlation between interpersonal conflict and job satisfaction among intensive care nurses, Journal of Nursing and Health Science, 7 (6), 59-68.
Ahearn, K. K., Ferris, G. R., Hochwarter, W. A., Douglas, C. and Ammeter, A. P. (2004). Leader political skill and team performance, Journal Of Management, 30 (3), 309-327.
Akkirman, A. D. (1998). Etkin çatışma yönetimi ve müdahale stratejileri,Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 13 (11), 1-11.
Atay, S. (2009). Politik yeti envanterinin Türkiye'de test edilmesi, 17. Uluslararası Yönetim ve Organizasyon Kongresi, Eskişehir, 21-23 Mayıs, 891-896.
Atay, S. (2010). Geliştirilebilir yönetim becerisi: teorik ve ampirik yönleriyle politik yeti,Amme İdaresi Dergisi, 43 (2), 1-28.
Aytaç, S. ve Başol O. (2018). İşyerinde kişilerarası çatışma ölçeğinin geçerlilik ve güvenirlik çalışması, Yönetim Bilimleri Dergisi/Journal Of Administrative Sciences, 16 (32), 471-484..
Blickle, G., Kane-Frieder, R. E., Oerder, K., Wihler, A., Von Below, A., Schütte, N., Matanovic, A. and Mudlagk, D. (2013). Leader behaviors as mediators of the leader characteristics-follower satisfaction relationship,Group and Organization Management, 38 (5), 601-629.
Brayfield, A. H. and Rothe, H. F. (1951). An index of job satisfaction,Journal of Applied Psychology, 35 (5),307- 311.
Brouer, R. L., Harris, K. J. and Kacmar, K. M. (2011). The moderating effect of political skill on the perceived politics outcome relationships, Journal Of Organizational Behavior, 32 (6), 869-885.
Bryk,A.S.andRaudenbush,S.W.(1992).Hierarchicallinearmodels:Applicationsanddataanalysismethods,NewburyPar k,CA:Sage.
Budak, G., Dogan, H. Z. ve Harlak, H. (1991). Çalışan kadınların sorunları: bir toplumsal değişme araştırması, Aile Toplum ve Eğitim-Kültür ve Araştırma Dergisi, 1(1), 85-95.
Cialdini, R. B. ve Goldstein, N. J. (2004). Socialinfluence: complianceandconformity.AnnualReview Of Psychology, (55), 591-621.
Cox, K. B. (2003). The effects of intrapersonal, intragroup, and intergroup conflict on team performance effectiveness and work satisfaction,Nursing Administration Quarterly, 27 (2), 153-163.
El-Hosany, W. A. (2017). Interpersonal conflict, job satisfaction, and team effectiveness among nurses at Ismailia general hospital, Journal of Nursing Education and Practice, 7 (3), 115-127.
Ferris, G. R., Hochwarter, W. A., Douglas, C.ve Blass, R. F. (2002). Socialinfluenceprocesses in organizationsandhumanresourcesystems.Research in Personneland Human Resources Management, (21), 65-127.
Ferris, G. R., Treadway, D. C., Kolodinsky, R. W., Hochwarter, W. A., Kacmar, C., Douglas, C. and Frink, D. (2005). Development and validation of the political skill inventory,Journal of Management, 31 (1), 126- 152..
Ferris, G. R., Treadway, D. C., Perrewe, P. L., Brouer, R. L., Douglas, C. and Lux, S. (2007),Political Skill in Organizations,Journal of Management, 33 (3), 290-320.
Frone M. R. (2000). Interpersonal conflict at work and psychological outcomes: testing a model among young workers,Journal of Occupational Health Psychology,5 (2), 246-255.
Gallagher, V. C. andLaird, D. M. (2008). The combined effect of political skill and political decision making on job satisfaction,Journal of Applied Social Psychology, 38 (9), 2336–2360.
Gwartney-Gibbs, P. (1994). Gender differences in clerical workers disputes over tasks, interpersonal treatment, and emotion ,Human Relations, 47 (6). 611-639.
Harris, K. J., Harris, R. B. and Brouer, R. L. (2009). LMX and subordinate political skill: direct and interactive effects on turnover intentions and job satisfaction.Journal of Applied Social Psychology,39 (10), 2373-2395.
Harvey, P., Harris, R. B. and Harris, K. J. (2007). Attenuating the effects of social stress: the impact of political skill,Journal of Occupational Health Psychology, 12 (2), 105-115.
Harvey, S. Blouin, C. and Stout, D. (2006). Proactive personality as a moderator of outcomes for young workers experiencing conflict at work, Personality and Individual Differences, 40 (5),1063-1074.
Hartwick, J., andBarki, H. (2002). Conceptualizingtheconstruct of interpersonalconflict. CahierduGReSIno, 2(04).
Hochwarter, W. A., Rogers, L. M., Summers, J. K., Perrewe, P. L., Ferris, G. R. and Meurs, J. A. (2009). Personal control antidotes to the strain consequences of generational conflict as a stressor a two-study constructive replication and extension,Career Development International,14 (5), 465-486.
Hocker, J. L., and Wilmot, W. W. (1985). İnterpersonal Conflict, Dubuque: IA: W. C. Brown.
Hox, J. J., Moerbeek, M., and Van de Schoot, R. (2010). Multilevel analysis: techniques and applications, Routledge.
Higgings, C. A., Judge, T. A. andFerris, G. R. (2003). Influencetacticsandworkoutcomes: a meta‐analysis. Journal of OrganizationalBehavior, 24, (1) 86-106.
Jackall, R. (1988). Moral mazes: the world of corporate managers.International Journal of Politicss, Culture, and Society, 1, 598-614.
Jones, E. E. (1990). Interpersonal Perception, W. H. Freeman/Times Books/ Henry Holt ve Co New York .
Karcıoğlu, F., Alioğulları, Z. (2012). Çatişmanin Nedenleri ve Çatişma Yönetim Tarzlari İlişkisi. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 26(3-4), 215-237.
Kolodinsky, R. W., Hochwarter, W. A. and Ferris, G. R. (2004). Nonlinearity in the relationship between political skill and work outcomes: convergent evidence from three studies.Journal of Vocational Behavior, 65 (2), 294-308.
Leary, M. R. (1995).Self presentation: impressionmanagementandinterpersonalbehavior. Boulder: CO: Westview.
Levy, D. A., Collins, B.E. and Nail, P. R. (1998). A new model of interpersonal influence characteristics,Journal of Social Behavior and Personality, 13, 715-733.
Meier, L. L., Semmer, N. K., and Gross, S. (2014). The effect of conflict at work on well-being: depressive symptoms as a vulnerability factor,Work ve Stress, 28 (1), 31-48.
Meisler, G. (2014). Exploring emotional intelligence, political skill, and job satisfaction,Employee Relations, 36 (3),280-293.
Mughal, S. A., Nisar, Q. A., Othman,N. and Mustafa Kamil, B. A. (2017). Do emotional intelligence and organizational politics influence the employee work behaviors and attitudes? mediating role of political skill, Jurnal Pengurusan,51, 273-283.
Munyon, T. P., James, S. K., Thompson, K. M. andFerris, G. R. (2015). Politicalskillandworkoutcomes: a theoreticalextension, meta‐analyticİnvestigation, andagendaforthefuture. PersonnelPsychology, 68 (1), 1-42.
Narayanan, L. Menon, S. and Spector, P. E. (1999). Stress in the workplace: a comparison of gender and occupations,Journal Of Organizational Behavior, (20), 63-74.
Nelson, D. L. and Cooper, C. L. (2007). Positive Organizational Behavior, SAGE Publications,London.
Ohbuchi, K.-İ. and Suzuki, M. (2003). Three dimensions of conflict issıes and their effects on resolution strategeis in organizational settings,İnternational Journal Of Conflict Management Review,18 (3),195-203.
Parlaktuna, İ. (2010). Türkiye’de cinsiyete dayalı mesleki ayrımcılığın analizi. Ege Akademik Bakış, 10 (4), 1217- 1230.
Penney, L. M. and Spector, P. E. (2005). Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity,Journal of Organizational Behavior, 26,777-796.
Perrewe, P. L., Zellars, K. L., Ferris, G. R., Rossi, A. M., Kacmar, C J. andCralston, D. A. (2004). Neutralizing job stressors: political skill as an antidote to the dysfunctional consequences of role conflict,The Academy of Management Journal,47 (1), 141-152.
Perrewe, P. L., Zellars, K. L., Rossi, A. M. M., Ferris, G. R., Kacmar, C. J., Liu, Y., Zinko, R. andHochwarter, W. A. (2005). Political skill: an antidote in the role overload–strain relationship, Journal of Occupational Health Psychology,10 (3), 239-250.
Preacher, K. J., Curran, P. J. and Bauer, D. J. (2006). Computational tools for probing interactions in multiple linear regression, multilevel modeling, and latent curve analysis. Journal Of Educational and Behavioral Statistics, 31 (4), 437-448.
Shargh, F. S., Soufi, M. and Dadashi, M. A. (2013). Conflict management and negotiation, İnternational Research Journal Of Applied And Basic Sciences, 5 (5), 538-543.
Sobral, F. and Bisseling, Daan. (2012). Exploring the black box in Brazilian work groups: a study of diversity, conflict and performance,Brazilian Administration Review,9 (2), 127-146.
Sökmen, A ve Yazıcıoğlu, İ. (2005). Thomas modeli kapsamında yöneticilerin çatışma yönetimi stilleri ve tekstil işletmelerinde bir alan araştırması,Gazi Üniversitesi Ticaret ve Turizm Eğitim Fakültesi Dergisi,(1), 1-22.
Spector, P. E. and Jex, S. M. (1998). Development of four self-report measures of job stressors and strain: interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory,Journal of Occupational Health Psychology,3 (4), 356-367.
Syed, F. and Khan, M. B. (2015). The impact of political skills on employee outcomes. European Journal of Business and Management, 7 (4), 238-250.
Tedeschi, J. T. (1981).Impressionmanagementtheoryandsocialpsychologicalresearch. New York: AcademicPress.
Todd, S., Harris, K. J., Harris, B. R.andWheeler, A. R. (2009). Careersuccessimplications of politicalskill.TheJournal of SocialPsychology, 149 (3), 179-204.
Treadway, D. C., Breland, J. W., Williams, L. V., Cho, J., Yang, J. andFerris, G. R. (2011). Socialinfluenceandinterpersonalpower in organizations: roles of performance. Journal of Management, 39 (6), 1529-1553.
Yılmaz, A., Bozkurt, Y. ve İzci, F. (2008). Kamu örgütlerinde çalışan kadın işgörenlerin çalışma yaşamlarında karşılaştıkları sorunlar üzerine bir araştırma, Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 9 (2), 89-114.
Vigoda-Gadot, E. and Meisler, G. (2010). Emotions in management and the management of emotions: the impact of emotional intelligence and organizational politics on public sector employees,Public Administration Review, 70 (1),72-86.