İŞ YERİ NEZAKETSİZLİĞİNİN BİLGİ PAYLAŞMA TUTUMU VE İŞ ÇIKTILARI ÜZERİNDEKİ ETKİSİNDE ETİK İKLİMİN ARACI ROLÜ

Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir

Anahtar Kelimeler:

İşyeri Nezaketsizliği, Bilgi Paylaşma Tutumu, İş doyumu, İşten Ayrılma Niyeti, Performans

THE IMPACT OF WORKPLACE INCIVILITY ON KNOWLEDGE SHARING ATTITUDES AND JOB OUTCOMES: THE MEDIATING ROLE OF PERCEIVED ETHICS CLIMATE

The aim of this study is to reveal the effect of nurses' workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and performance. In addition, whether the ethical climate has a mediating role in this relationship has also been examined. The universe of the study consists of 507 nurses working in state, private and university hospitals in Konya. Data have been collected with a questionnaire form and SPSS and AMOS package programs have been used for analysis. In the research, workplace incivility has been examined in 4 dimensions as "incivility seen by other nurses", " incivility seen by supervisor / manager", " incivility seen by doctors" and " incivility seen by patients / their relatives". As a result of the analysis, the dimensions of workplace incivility do not affect the knowledge sharing attitude. However, it has been observed that the incivility of the supervisor / manager and the doctors affects job satisfaction, turnover intention and performance. In addition, it has been determined that the ethical climate perception mediated (partial / complete) in the effect of workplace incivility dimensions on job satisfaction and turnover intention.

Keywords:

Workplace incivility Knowledge sharing attitude, Job satisfaction, Turnover intention, Performance, Ethical climate,

PDF

___

Aharony, N. (2011). Librarians' attitudes towards knowledge management. College & Research Libraries, 72 (2), 111‐28.
Alshehry, A. S., Alquwez, N., Almazan, J., Namis, I. M., Moreno‐Lacalle, R.C. ve Cruz, J. P. (2018). Workplace incivility and its influence on professional quality of life among nurses from multicultural background: A cross‐sectional study, Journal of Clinical Nursing, 1-12. doi: 10.1111/jocn.14840.
Anderson, L. J. (2012). Workplace incivility: extending research to the day-level. Degree of Doctor of Psychology, Macquarie University.
Andersson, L.M ve Pearson, C. M. (1999). Tit for tat? the spiraling effect of incivility in the workplace. The Academy of Management Review, 24 (3), 452-471. doi: 10.2307/259136.
Aziri, B. (2011). Job satisfaction: a literature review. Management Research and Practice, 3(4), 77-86.
Bartlett, J. E., Bartlett, M. E. ve Reio, T. G. (2008). Workplace incivility: worker and organizational antecedents and outcomes. Academy of Human Resource Development International Research Conference in the Americas, Feb. 20-24, Panama City, FL.
Bester, F. (2012). A model of work identity in multicultural work settings. Doktor of Philosophy Thesis, University of Johannesburg.
Blau, G. ve Andersson, L. (2005). Testing a measure if instigated workplace incivility. Journal of Occupationaland Organizational Psychology, 78(4), 595-614. doi: 10.1348/096317905X26822.
Bock, G. W. ve Kim, Y.G. (2002). Breaking the myths of rewards: an exploratory study of attitudes about knowledge sharing, PACIS 2001 Proceedings, ss.1112-1125.
Brayfield, A. H. ve Rothe, H.F. (1951). An index of job satisfaction. Journal of Applied Psychology, 35, 307-311. https://doi.org/10.1037/h0055617
Byrne, B. M. (2010). Structural equation modeling with AMOS: Basic concepts, applications and programming, (2nd edition). Routledge, New York.
Cabrera, E. F. ve Cabrera, A. (2005). Fostering knowledge sharing through people management practices. The International Journal of Human Resource Management, 16(5), 720–735. doi: 10.1080/09585190500083020.
Cammann C., Fichman M., Jenkins D. G. ve Klesh J., (1979). The michigan organizational assessment questionnaire, Unpublished Manuscript, University of Michigan Institute For Social Research, Ann Arbor Michigan.
Cingöz, A. ve Kaplan, A. (2015). The effect of workplace incivility on job satisfaction and organizational trust: a study of industrialenterprises in Turkey. The 2015 WEI International Academic Conference Proceeding, West East Institute: 12-15.
Ciocco, M. (2017). Fast facts on combating nurse bullying, ıncivility and workplace violence: what nurses need to know in a nutshell, Springer Publishing Company.
Cortina, L. M. (2008). Unseen injustice: incivility as modern discrimination in organizations. Academy of Management Review, 33, 55–75. doi: 10.5465/AMR.2008.27745097.
Cortina, L. M., Kabat-Farr, D., Leskinen, E. A., Huerta, M.ve Magley, V.J. (2013). Selective incivility as modern discrimination in organizations: evidence and impact. Journal of Management, 39, 1579–1605.
Cortina, L.M., Magley, V.J., Williams, J.H. ve Langhout, R.D. (2001). Incivility in the workplace: incidence and impact. Journal of Occupational Health Psychology, 6(1), 64-80.
De Vries, R. E., Van den Hooff, B. ve de Ridder, J. A. (2006). Explaining knowledge sharing: the role of team communication styles, job satisfaction, and performance beliefs. Communication Research, 33(2), 115−135, DOI: 10.1177/0093650205285366.
Delen, M. G. (2010). Çalışma hayatında işyeri kabalığı olgusu, İstanbul Üniversitesi İktisat Fakültesi Maliye Araştırma Merkezi Konferansları, 53. Seri, 44-58.
Faheem, M. A. ve Mahmud, N. (2015). Workplace incivility in predicting turnover intentions and job performance: study on nurses of public sector hospitals of Pakistan. Research Journal of Applied Sciences, Engineering and Technology, 10(8), 863-870.
Fishbein, M. ve Ajzen, I. (1975). Belief, attitude, intention and behavior: an ıntroduction to theory and research. Reading: Addison-Wesley Publishing Company.
Guidroz, A., Burnfield-Geimer J., Clark O., Schwetschenau H. ve Jex, S. (2010). The nursing ıncivility scale: development and validation of an occupation-specific measurement. Journal of Nursing Measurement, 18(3), 176-200.
Hart, S. E. (2005). Hospital ethical climates and registered nurses’ turnover intentons. Journal of Nursing Scholarship, 37, 173 -177. doi: 10.1111/j.1547-5069.2005.00030.x.
Holm, K. (2014). Workplace incivility as a social process: how witnessing ıncivility relates to uncivilconduct, well-being, job satisfaction and stress. Master'sThesis, Lunds University.
Hornstein, H. (2003). Workplace incivility: an unavoidable product of human nature and organizational nurturing. Ivey Business Journal, 68 (2), 1-7.
Jaramillo, F., Mulki, J. P. ve Solomon, P.L (2006). The role of ethical climate on salesperson’s role stres, job attitudes, turnover intention and job performance. Journal of Personal Selling and Sales Management, 26, 271 – 282.
Jiang, W., Chai, H., Li, Y. ve Feng, T. (2018). How workplace incivility influences job performance: the role of image outcome expectations. Asia Pacific Journal of Human Resources, 1-25, doi:10.1111/1744-7941.12197.
Johnson, P.R. ve Indvik, J. (2001). Slings and arrows of rudeness: incivility in the workplace. Journal of Management Development, 20 (8), 705– 714. doi: 10.1108/EUM0000000005829.
Kanten, P. (2014). İşyeri nezaketsizliğinin sosyal kaytarma davranışı ve işten ayrılma niyeti üzerindeki etkisinde duygusal tükenmenin aracılık rolü. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 6(1),11-26.
Klimzsa, L. (2014). Business ethics, Introduction to the ethics of values (1st edition), bookboon.com.
Laschinger, H. K.S., Leiter, M., Day, A. ve Debra, G. (2009). Workplace empowerment, incivility, and burnout: impact on staff nurse recruitment and retention outcomes. Journal of Nursing Management, 17, 302-311.
Lin, H. F. (2007). Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions. Journal of Information Science, 33 (2), 439-449.
Martin, K. D. ve Cullen, J. B. (2006). Continuities and extensions of ethical climate theory: a metaanalytic review. Journal of Business Ethics, 69, 175-194. doi: 10.1007/s10551-006-9084-7.
Miner, K. N. ve Cortina, L. M. (2016). Observed workplace incivility toward women, perceptions of interpersonal ınjustice, and observer occupational well-being: differential effects for gender of the observer. Frontiers in Psychology, 7, 482.
Özgen, H., Öztürk, A. ve Yalçın, A. (2002). İnsan kaynakları yönetimi. Adana: Nobel Kitabevi.
Özyer, K.(2010). Etik iklim ve işten ayrılma niyeti arasındaki ilişkide örgütsel bağlılık ve iş tatmininin düzenleyici rolü, Doktora Tezi, Hacettepe Üniversitesi.
Pearson, C. M. ve Porath, C. L. (2005). On the nature, consequ ences and remedies of workplace incivility: no time for nice? Think again. Acad. Manag. Exec. 19, 1–12. doi: 10.5465/ame.2005.15841946.
Pearson, C. M. ve Porath, C. L. (2009). The costs of bad behavior: how ıncivility is damaging your business and what to do about it. New York: Penguin Books Ltd.
Phillips, G. S., MacKusick, C. I. ve Whichello, R. (2018). Workplace incivility in nursing: a literature review through the lens of ethics and spirituality. Journal of Christian nursing: a quarterly publication of Nurses Christian Fellowship. DOI: 10.1097/CNJ.0000000000000467.
Polatcı, S. ve Özçalık, F.(2013). Yapısal ve psikolojik güçlendirmenin işyeri nezaketsizliği ve tükenmişliğe etkisi. İşletme Bilimi Dergisi, 1(1), 17-34.
Porath, C. ve Pearson, C. (2013). The Price of Incivility, Harvard Business Review, https://hbr.org/2013/01/the-price-of-incivility.
Porath, C. L. ve Pearson, C. M. (2010). The cost of bad behavior. Organizational Dynamics, 39, 64–71. https://doi.org/10.1016/j.orgdyn.2009.10.006.
Rego, A. ve Cunha, M. P. (2008). Authentizotic climates and employee happiness: pathways to individual performance?. Journal of Business Research, 61, 739-752.
Ryu, S. Ho, S. H. ve Han, I. (2003). Knowledge sharing behavior of physicians in hospitals. Expert Systems with Applications, 25 (1), 113-122. https://doi.org/10.1016/S0957-4174(03)00011-3.
Saari, L. M. ve Judge, T. A. (2004). Employee attitudes and job satisfaction. Human Resource Management, 43(4), 395–407.
Salin, D. (2003). Ways of explaining workplace bullying: a review of enabling, motivating, and precipitating structures and processes in the work environment. Human Relations, 56 (10), 1213-1232.
Schwepker, C. H., (2001). Ethical climate’s relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of Business Research, 54, 39-52.
Settles, I. H., Cortina, L. M., Malley, J. ve Stewart, A. J. (2006). The climate for women in academic science: the good, the bad, and the changeable. Psychology of Women Quarterly, 30 (1), 47-58.
Shim, J. (2010). The relationship between workplace incivility and the ıntention to share knowledge: the moderating effects of collaborative climate and personality traits, Doctor of Philosophy, Minnesota University.
Sims, R. L. ve Kroeck, G. K. (1994). The influence of ethical fit on employee satisfaction, commitment and turnover. Journal of Business Ethics, 13, 939 – 947.
Tarraf, R. C. (2012). Taking a closer look at workplace incıvılıty: dimensıonalıty and source effects. Master Graudate. The University of Western Ontario.
Torkelson, E., Holm, K. ve Bäckström, M. (2016). Workplace incivility in a Swedishcontext. NordicJournal of Working Life Studies, 6 (2), 3-22. https://doi.org/10.19154/njwls.v6i2.4969.
Valentine, S. R., Hanson, S. K. ve Fleischman, G. M. (2018). The presence of ethics codes and employees’ internal locus of control, social aversion/malevolence, and ethical judgment of incivility: a study of smaller organizations. Journal of Business Ethics, 1-18. doi.org/10.1007/s10551-018-3880-8.
Victor, B. ve John B. C. (1988). The organizational bases of ethical work climates. Administrative Science Quarterly, 33 (March), 101-125.
Yoon, J. ve Thye, S. R. (2002). A dual process model of organizational commitment: Job satisfaction and organizational support. Work and Occupations, 29, 97-124. doi: 10.1177/0730888402029001005.