Örgütsel Bağlılık ve Değişime Direncin Pozitif İş Davranışları, Geri Çekilme Davranışları ve Muhalif İş Davranışları Üzerindeki Etkileri

Bu çalışmada örgütsel bağlılığın alt boyutları(duygusal, normatif ve devam bağlılığı) ve değişimedirencin, çalışanların işyeri davranışları (pozitif işdavranışları, geri çekilme davranışları ve örgüte yönelikmuhalif davranışlar) üzerindeki etkilerinin saptanmasıamaçlanmıştır. Ayrıca örgütsel bağlılık, değişimedirenç ve işyeri davranışlarının demografik özelliklere(cinsiyet, eğitim düzeyi, unvan ve kurumda çalışmasüresi) göre farklılaşıp farklılaşmadığı test edilmiştir.Veri toplamada Meyer ve Allen’ın (1997) ÖrgütselBağlılık Ölçeği, Oreg’in (2003) Değişime DirençÖlçeği ve Lehman ve Simpson’ın (1992) İşyeriDavranışları Ölçeği kullanılmıştır. Araştırmaya SosyalGüvenlik Kurumu Başkanlığına bağlı Ankara İlMüdürlüklerinde görev yapan 259 kamu çalışanı (115kadın, 144 erkek) katılmıştır. Bulgular, erkekçalışanların daha fazla pozitif iş davranışlarısergilediğini göstermiştir. Eğitim düzeyi düşük olançalışanların duygusal ve normatif bağlılıklarının,değişime direnç eğilimlerinin daha yüksek olduğu vedaha fazla fiziksel geri çekilme davranışlarısergiledikleri tespit edilmiştir. Ayrıca, pozitif işdavranışları üzerinde sadece normatif bağlılığın etkiliolduğu, duygusal bağlılığın değişime dirençle birliktepsikolojik geri çekilme davranışını yordadığı, değişimedirenç gösteren çalışanların fiziksel geri çekilme vemuhalif iş davranışları sergileyebildikleri saptanmıştır.

Effects of Organizational Commitment and Resistance to Change on Positive Work Behaviors, Withdrawal Behaviors and Antagonistic Work Behaviors

In this study, it was aimed to determine the effects of organizational commitment sub-dimensions (affective, normative and continuance commitment) and resistance to change on on-the-job behaviors (positive work behaviors, withdrawal behaviors and antagonistic work behaviors). In addition, it was tested whether organizational commitment, resistance to change and on-the-job behaviors differ according to demographic characteristics (gender, education level, title and duration of work in the institution). Meyer and Allen's (1997) Organizational Commitment Scale, Oreg's (2003) Resistance to Change Scale and Lehman and Simpson's (1992) On-the-Job Behaviors Scale were used for gathering data. A total of 259 public employees (115 female, 144 male) working in Ankara Provincial Directorates under the Social Security institution participated in the research. The results revealed that male employees exhibit more positive work behaviors. It has also been observed that employees with low level of education have higher affective and normative commitment, tendency to resist to change and exhibit more physical withdrawal behaviors. The results also showed that only normative commitment predicts positive work behaviors. Affective commitment together with resistance to change predicts psychological withdrawal behaviors, and employees who are resistant to change may exhibit physical withdrawal behaviors and antagonistic work behaviors.

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