Psikolojik Sözleşme, Örgütsel Adalet, Örgütsel Güven Ve İşyerinde Yalnızlık İlişkisi: Karşılılık Normu Yaklaşımı

Amaç – Yalnızlık sadece sosyal hayat içerisinde değil, aynı zamanda örgüt içerisinde de yaşanan bir duygudur. Bu duyguyu tetikleyen etkenlerden biri ise güvendir. Adalet algısı ile örgüt ile çalışan arasındaki ilişkiyi değerlendiren psikolojik sözleşme ise güvenin oluşmasında önemlidir. Bu kavramlar ise temelde karşılılık normuna dayanmaktadır. Mevcut çalışmanın amacı restoran çalışan davranışlarının ilgili kavramlar arasındaki ilişkinin karşılılık normu temelinde açıklanmasıdır. Yöntem – Araştırmada karşılılık normunu ölçmek amacıyla Wu vd. (2006)’nın geliştirdiği ölçek kullanılmıştır. Örgütsel adalet ölçeği Niehoff ve Moorman (1993) tarafından geliştirilen üç boyutlu (dağıtım, işlem ve etkileşim adaleti) ve 20 ifadeden oluşmaktadır. Psikolojik sözleşmenin çiğnenme ve ihlali için Robinson ve Morrison (2000)’un geliştirdiği dokuz ifadeli ölçek kullanılmıştır. Örgütsel güven kavramı 12 ifadeden oluşan Cook ve Wall (1980) ölçeği ile ölçülmüştür. Ölçek, güvenilir niyete güven ve yeteneklere güven olmak üzere iki boyut içermektedir. Son olarak işyerinde yalnızlık ise Wright vd. (2006) tarafından oluşturulan ve Doğan vd. (2009) tarafından da Türkçeleştirilen ölçek aracılığı ile ölçülmüştür. Araştırma Muğla ilinde faaliyet gösteren restoran işletmeleri çalışanlarını kapsamaktadır. Anket tekniği ile veriler toplanmış, dağıtılan 500 anketten 391 adet anket veri analizine uygun olarak değerlendirilmiştir ve analizler gerçekleştirilmiştir. Bulgular – Araştırma sonucuna göre karşılılık normu örgütsel adalet ve psikolojik sözleşme kavramlarını açıklamaktadır. Karşılılık normu örgütsel adaleti arttırırken, psikolojik sözleşme ihlal ve çiğnenmesini azaltmaktadır. Diğer yandan örgütsel adalet örgütsel güveni arttırırken, psikolojik sözleşme ihlal ve çiğnenmesi örgütsel adaleti azaltmaktadır. Son olarak örgütsel güven algısı ise çalışanların işyerinde yalnızlığı azaltmaktadır. Tartışma – Örgüt içerisinde yükümlülüklerin yerine getirilmemesi, çalışanlarda adalet ve psikolojik sözleşme ihlal ve çiğnenmesine dair algıları etkilemektedir. Karşılılığın olması ile birlikte çalışanlar örgütü daha adil bir kurum olarak değerlendirirken, çalışanlar örgütlerinin vaatlerini yerine getirdiklerine de inanmaktadır. Bu da çalışanların güven algılarını arttırırken, işyerindeki yalnızlık algısını azaltmaktadır.

The Relationship between Psychological Contract, Organizational Justice, Organizational Trust and Loneliness at Workplace: The Norm of Reciprocity Perspective

Purpose – Loneliness is a feeling not only in social life but also in the organization. One of the factors that trigger this emotion is trust. The psychological contract that evaluates the perception of justice and the relationship between the organization and the employee is important in establishing trust. These concepts are basically based on the reciprocity norm. The aim of the present study is to explain the relationship between concepts on the basis of the norm of reciprocity. Design/methodology/approach – In order to measure the norm in the research, Wu et al. (2006) 's scale was used. The organizational justice scale consists of three dimensions (distribution, transaction and interaction justice) and 20 items developed by Niehoff and Moorman (1993). Nineitem scale developed by Robinson and Morrison (2000) was used for the violation and breach of the psychological contract. The concept of organizational trust was measured by Cook and Wall (1980) scale consisting of 12 items. The scale includes two dimensions: faith in intentions and confidence in actions. Finally, loneliness in the workplace is measured by Wright et al. (2006)’s scale which is translated into Turkish by Doğan et al. (2009). The research includes employees of restaurant in Muğla. Data were collected with survey technique, 391 questionnaires of 500 distributed questionnaires were evaluated in accordance with data analysis and analyzes were carried out. Findings – According to the results of the research, the norm of reciprocity explains the concepts of organizational justice and psychological contract. Reciprocity norm increases organizational justice, while reducing the psychological contract breach and violation. On the other hand, while organizational justice increases organizational trust, breach and violation of the psychological contract decreases organizational justice. Finally, organizational trust perception reduces loneliness at workplace. Discussion – Failure to fulfill obligations within the organization affects perceptions of employees for violations and breaches of psychological contract and organizational justice. With the provision of reciprocity, employees consider the organization as a fairer organization, while employees believe that their organizations fulfill their promises. This increases the perception of trust of the employees and decreases the perception of loneliness in the workplace.

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