ÖRGÜTLERDE İŞ ROLÜ ALGILARI, SİNİZM VE ALGILANAN PERFORMANS ARASINDAKİ İLİŞKİ

Bu çalışmanın amacı iş rolü algıları, örgütsel sinizm ve algılanan performans arasındaki ilişkiyi incelemektir. Bu amaçla yapılan araştırmaya İstanbul ve Ankara’da faaliyet gösteren iki devlet üniversitesinde çalışan 233 araştırma görevlisi katılmıştır. Katılımcıların %56’sını kadınlar, %44’ünü erkekler oluşturmakta ve yaşları 23 ile 38 arasında değişmektedir. Araştırmada Brandes’in 1997 Örgütsel Sinizm ölçeği, Rizzo ve çalışma arkadaşlarının 1970 Rol Belirsizliği ve Rol Çatışması ölçekleri, Sigler ve Pearson’un 2000 Algılanan Bireysel Performans ölçeği kullanılmıştır. Kullanılan ölçeklerin güvenilirlik katsayıları kabul edilebilir düzeydedir 0,76–0,91 arası . Değişkenler arasındaki ilişkiyi belirlemek amacıyla korelasyon analizi, örgütsel sinizmi yordayan faktörleri belirlemek için regresyon analizi, değişkenlerin kendi içinde demografik faktörlere göre değişimini belirlemek amacıyla t-testi ve Anova analizi yapılmıştır. Sonuçta, iş rolü algıları ile performans algısı arasında anlamlı ilişki; sinizm ve performans algısı arasında negatif ve zayıf ilişki, iş rolü algıları ve çalışma ortamı sinizminin örgütsel sinizmi anlamlı şekilde yordadığı bulgularına ulaşılmıştır. Sonuç bölümüne bu bulguların olası gerekçeleri tartışılmıştır.

Anahtar Kelimeler:

Rol Belirsizliği, Rol Çatışması, Örgütsel Sinizm, Sinizmin Bulaşıcılığı, Algılanan Performans

THE RELATIONSHIP BETWEEN ROLE PERCEPTIONS, ORGANISATIONAL CYNICISM AND PERCEIVED PERFORMANCE

The purpose of this stduy is to examine the relationship between role ambiguity, role conflict, organisational cynicism and perceived performance. 233 people from two different public universities located in İstanbul and Ankara participated in this study. Of those, 56% were female and 44% were male, whose ages ranged between 23 and 38. A number of scales, such as Brandes’s 1997 Organisational cynicism scale, Rizzo et.al.’s 1970 Role ambiguity and Role conflict scales, Sigler and Pearson’s 2000 Perceived performance scale were employed in this study. The internal consistency reliabilities of the scales were between 0,76 and 0,91. It was found that after controlling relevant variables, each role perception variable and workplace’s cynicism contributed significantly to organisational cynicism. Additionally it was found that there is significant relationship between role perceptions, organisational cynicism and perceived performance. Finally, the implications and limitations of the study were discussed

Keywords:

Role Ambiguity, Role Conflict, Organisational Cyncisim, Pervasion of Cyncisim, Perceived Performance,

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