Otel Çalışanlarının Örgüt Yararına Ahlaki Olmayan Davranışları: İş Tatmini, Lider-Üye Etkileşimi ve Örgütsel Adaletin Rolü

Çalışanlar örgütleri yararına olan fakat ahlaki olmayan davranışlar sergileyebilmektedir. Bu tür davranışlar kısa vadede örgütün yararına olsa da uzun vadede örgüte zarar verebilmektedir. Araştırmanın amacı, otel çalışanlarının örgüt yararına ahlaki olmayan davranışlarının (ÖYAOD) belirleyicilerini tespit edebilmektir. Bu kapsamda iş tatmini, lider üye etkileşimi ve örgütsel adaletin etkisi araştırılmıştır. Araştırma verileri, iki farklı zamanda, Alanya’da faaliyet gösteren beş yıldızlı bir otelin çalışanlardan toplanmıştır. Eylül-Ekim 2019 tarihleri arasında demografik bilgiler ve iş tatmini; Kasım -Aralık 2019 tarihleri arasında ise lider üye etkileşimi, dağıtım adaleti ve ÖYAOD değişkenlerine yönelik veri toplanmıştır. Örnekleme yöntemi olarak kolayda örneklem yöntemi kullanılmıştır. SPSS ve AMOS programları ile analizler gerçekleştirilmiştir. Yapısal analiz modeli ile araştırma hipotezleri test edilmiştir. Buna göre iş tatmini, lider üye etkileşimi ve dağıtım adaletinin ÖYAOD’yı anlamlı ve pozitif bir şekilde etkilediği tespit edilmiştir. İş tatminin yüksek olması ve lider üye arasındaki etkileşimin fazla olması çalışanların daha fazla örgüt yararına olan fakat ahlaki olmayan davranış sergilemesine neden olmaktadır. Ayrıca örgütsel adalete yönelik olumlu algı da daha fazla ÖYAOD gösterilmesini sağlamaktadır.

Unethical Pro-Organizational Behavior of Hotel Employees: The Role of Job Satisfaction, Leader-Member Exchange and Organizational Justice

Employees can exhibit unethical behaviors that benefit organizations. Although such behaviors benefit the organization in the short term, it can harm the organization in the long term. The aim of the research is to determine the antecedents of the unethical pro-organizational behavior(UPB) of hotel employees. In this context, the effect of job satisfaction, leader-member exchangeand organizational justice has been investigated. The data were collected from employees working in a five-star hotel operating in Alanya at two different times. Data on demographic information and job satisfaction between September-October 2019; leader-member exchange, distribution justice and UPB variables were collected between November and December 2019 . A convenience sampling method was used. Analyzes were carried out with SPSS and AMOS programs. Research hypotheses were tested with the structural analysis model. Accordingly, it has been determined that job satisfaction, leader member interaction and distribution justice have a significant and positive effect on UPB . The high level of job satisfaction and the quality leader -member exchange relationship cause the employees to display more UPB . In addition, positive perception towards organizational justice provides more UPB

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