It is observed in the organizational behaviour literature that negative organizational behavior variables are among the current issues that have emerged to occupy it. The dark triad ...(Machiavellianism, narcissism, and psychopathy), organizational cynicism, and perceived overqualification are some of these negative organizational behavior variables. The main purpose of this study is to examine the mediating role of perceived overqualification in the effect of the dark triad on organizational cynicism. Quantitative research design is employed for this study, where data is gathered from 453 academics working in a public university in Turkey. Descriptive statistics, confirmatory factor analysis, exploratory factor analysis, correlation analysis and Hayes Process Model 4 are used to analyze the data. The results reveal that the variables are interrelated and perceived over-efficacy plays a mediating role in the effect of the dark triad on organizational cynicism. At the same time, it has been determined that the dark triad has a direct effect on perceived overqualification, perceived overqualification has a direct effect on organizational cynicism and the dark triad has a direct effect on organizational cynicism.
Örgütsel davranış literatürünü meşgul etmeye başlayan güncel konular arasında artık sıklıkla negatif örgütsel davranış değişkenlerinin olduğu görülmektedir. Karanlık üçlü (Makyavelizm, narsizm ve psikopati), örgütsel sinizm ve algılanan aşırı yeterlilik bu olumsuz örgütsel davranış değişkenlerinden bazılarıdır. Bu araştırmanın amacı, negatif örgütsel davranış değişkenlerinden karanlık üçlünün örgütsel sinizme etkisinde algılanan aşırı nitelikliliğin aracılık rolünün test edilmesidir. Nicel araştırma deseninin kullanıldığı bu çalışmada veriler Türkiye'de bir kamu üniversitesinde çalışan 453 akademisyenden toplanmıştır. Verilerin analizinde tanımlayıcı istatistikler, doğrulayıcı faktör analizi, açıklayıcı faktör analizi, korelasyon analizi ve Hayes Process Model 4 kullanılmıştır. Sonuçlar, değişkenlerin birbiriyle ilişkili olduğunu ve algılanan aşırı nitelikliliğin karanlık üçlünün örgütsel sinizm üzerindeki etkisinde aracılık rolü oynadığını ortaya koymaktadır. Aynı zamanda, karanlık üçlünün algılanan aşırı niteliklilik üzerinde, algılanan aşırı nitelikliliğin örgütsel sinizm üzerinde ve karanlık üçlünün örgütsel sinizm üzerinde doğrudan bir etkiye sahip olduğu tespit edilmiştir.
Mobbing, kişilerin etrafında, kişiliğine bağlı olarak tek veya fazla sayıda taraftar toplayarak zarar verilmek istenen kimseye baskı kurması, dalga geçmesi, çalıştığı işyerinde saygınlığını ...zedeleyecek girişimlerde bulunarak işi terk etmeye zorlaması şeklinde tanımlanabilir. Bu tür ruhsal saldırılar duygusal tükenme, duyarsızlaşma ve kişisel başarı hissinde azalma şeklinde kişilerde tükenmişliğe neden olabilmektedir. Mobbing davranışlarının hastane personeli üzerinde tükenmişliğe ne derece etkili olduğunu amaç edinen çalışmada bir kamu üniversitesi hastanesi çalışanlarına doğrudan uygulanan anket yöntemiyle veriler elde edilmiş ve SPSS 22.0 yardımıyla analiz edilmiştir. Korelasyon analizinde, mobbing davranışları ile çalışanların tükenmişliği arasında pozitif yönlü güçlü, istatistiksel bakımdan anlamlı ilişki olduğu ve doğrusal regresyon analizi ile mobbing davranışı ortalamasındaki bir puanlık artış tükenmişlik düzeyini 0,57 puan arttırmaktadır. Tek yönlü anova testine göre, öğrenim düzeyi değişkeninin bireylerin kişisel başarı hissinde azalma ortalamalarını istatistiksel olarak etkilediği; t testi ile medeni durum değişkeninin bireylerin duygusal tükenme ortalamaları ile kişisel başarı hissinde azalma ortalamalarını istatistiksel olarak etkilemediği tespit edilmiştir.
Mobbing can be defined as putting pressure on the person who wants to be harmed by gathering a single or more supporters around people, depending on their personality, making fun of them, and forcing them to leave their job by making attempts to damage their reputation in the workplace. Such mental attacks can cause burnout in individuals in the form of emotional exhaustion, depersonalization and a decrease in personal accomplishment. In the study aiming to what extent mobbing behaviors are effective on burnout on hospital staff, data have been obtained with a questionnaire method applied directly to a public university hospital staff and analyzed with the help of SPSS 22.0. In correlation analysis, there is a positive strong, statistically significant relationship between mobbing behavior and employee burnout, and a one-point increase in the average mobbing behavior with linear regression analysis increases the burnout level by 0.57 points. According to the one-way ANOVA test, it has been found that the education level variable has a statistically significant effect on the average decrease in individuals' sense of personal accomplishment; With the t test, it has been determined that the marital status variable does not statistically affect the individuals' average emotional exhaustion and the decrease in their sense of personal accomplishment.
Bu çalışmada, psikolojik sermaye ve öznel iyi oluş kavramları incelenmiş ve bu kavramların ilişkileri incelenerek imalat sektörü çalışanları üzerinde de bir uygulama yapılmıştır. Bu çalışmada, ...çalışanların psikolojik sermayesinin öznel iyi oluş üzerindeki etkisini analiz etme amacı doğrultusunda Konya’da imalat sektöründe faaliyet gösteren büyük ölçekli işletmelerin çalışanlarından 460 kişiye kolayda örnekleme yoluyla anket yöntemi temel alınarak bir araştırma yapılmıştır. Uygulanan anketlerden eksiksiz doldurulan 439 adedi SPSS programına işlenerek veri seti oluşturulmuştur. Çalışmadan elde edilen veriler Likert ölçeği dikkate alınarak hazırlanan standart bir anket formu aracılığıyla cevaplayıcılarla yüz yüze yapılan görüşmelerle toplanmıştır. Psikolojik Sermaye Ölçeği olarak Luthans vd. (2007) tarafından geliştirilen ve Çetin & Basım (2012) tarafından Türkçe geçerlilik ve güvenilirlik analizleri yapılarak uyarlanan 24 ifade ve 4 boyuttan oluşan psikolojik sermaye ölçeği kullanılmıştır. Öznel İyi Oluş Ölçeği olarak ise Renshaw vd. (2015) tarafından geliştirilen, Ergün & Nartgün (2017) tarafından Türkçe geçerlilik ve güvenilirlik analizleri yapılan öznel iyi oluş ölçeği kullanılmıştır. Araştırma değişkenlerine güvenirlilik analizi yapılmış, ardından psikolojik sermaye ve öznel iyi oluş arasındaki ilişkiyi incelemek için korelasyon ve çoklu regresyon analizleri yapılarak araştırmanın hipotezi test edilmiştir. Araştırma bulgularına göre, imalat sektörü çalışanlarının psikolojik sermaye ile öznel iyi oluş algıları arasında istatistiksel bakımdan anlamlı (p<0,05) ve pozitif bir ilişki (r=+0,432) olduğu tespit edilmiştir. Benzer şekilde psikolojik sermayenin alt boyutları olan umut, öz yeterlilik, iyimserlik ve psikolojik dayanaklılık ile öznel iyi oluş arasında istatistiksel bakımdan anlamlı ve pozitif bir ilişki olduğu tespit edilmiştir.
Today, one must pay attention to all kinds of issues held the sustainable competitive advantage of the organization to survive are mobbing and organizational cynicism. Mobbing and review of the ...literature on the effect of organizational commitment, cynicism and the impact on overall business performance and organizational cynicism and psychological effects of violence were found in the study of the relationship between. Hence the study "Is it cynicism triggers mobbing organizational sense?" is responding to basic research questions. In this study, mobbing him with cynicism and organizational dimensions (cognitive, emotional and behavioral) were studied to determine the relationship between and direction. The study is an empirical research quality. As data collection tool questionnaire was used. The universe of this research is composed of the faculty members and lecturers of the four vocational high schools which are affiliated to Konya Selcuk University center. The obtained results have been found suitable for factor analysis. Exploratory factor analysis was conducted to test the validity of the scale used in the study. Exploratory factor analysis obtained under Kaiser Meyer Olkin (KMO) and Barlett Sphericity Test. Cronbach's alpha coefficients of the scales were studied to examine the level of credibility of the survey. Our research has emerged reliable results. When done correlation analysis results in the overall evaluation, and said that mobbing in organizational cynicism of all sizes have a positive and statistically significant relationship at a high level(r=0,752).
Purpose –This study aims to determine the impact of human resource management on organizational performance and organizational climate.Design/methodology/approach–In the study, "SPSS 23.0 and AMOS" ...programs were used to analyze the data collected by questionnaire method. Reliability and validity analysis, normality tests, and EFA were performed to define and summarize the observed variables and to reveal the workable factors. Subsequently, confirmatory factor analysis (CFA) was conducted to reveal the structural validity of the variables and Path analysis was used to test the hypotheses.Findings –According to the results of the research, it was determined that human resource management has a significant positive effect on organizational performance (ß=,86; p<,05) and human resource management has a significant positive effect on organizational climate (ß=,82; p<,05). In addition, the levels of relationship between demographic variables and organizational performance and organizational climate were also tested. As a result, it was seen that the perception levels towards organizational performance and organizational climate showed a significant difference according to the participants' years of employment (seniority) and total years of employment in the organization.Discussion –The results regarding the impact of human resource management on organizational performance and organizational climate are related to the literature. In the study conducted by Alzaeane (2018) with the employees of an oil company operating in Libya, it is seen that human resource management has a significant effect on organizational performance. Cafferkey and Dundon (2015) found that human resource management has a significant effect on organizational climate. In the study conducted by Chakraborty and Biswas (2021), it is seen that human resource management has a significant effect on organizational climate and organizational performance.
Purpose –This study aims to determine the impact of human resource management on organizational performance and organizational climate.Design/methodology/approach–In the study, "SPSS 23.0 and AMOS" programs were used to analyze the data collected by questionnaire method. Reliability and validity analysis, normality tests, and EFA were performed to define and summarize the observed variables and to reveal the workable factors. Subsequently, confirmatory factor analysis (CFA) was conducted to reveal the structural validity of the variables and Path analysis was used to test the hypotheses.Findings –According to the results of the research, it was determined that human resource management has a significant positive effect on organizational performance (ß=,86; p<,05) and human resource management has a significant positive effect on organizational climate (ß=,82; p<,05). In addition, the levels of relationship between demographic variables and organizational performance and organizational climate were also tested. As a result, it was seen that the perception levels towards organizational performance and organizational climate showed a significant difference according to the participants' years of employment (seniority) and total years of employment in the organization.Discussion –The results regarding the impact of human resource management on organizational performance and organizational climate are related to the literature. In the study conducted by Alzaeane (2018) with the employees of an oil company operating in Libya, it is seen that human resource management has a significant effect on organizational performance. Cafferkey and Dundon (2015) found that human resource management has a significant effect on organizational climate. In the study conducted by Chakraborty and Biswas (2021), it is seen that human resource management has a significant effect on organizational climate and organizational performance.
In the research, it is aimed to measure the impact of outsourcing, which appears as a case of extremely critical within today's rapidly changing environmental conditions and brutal competitive ...conditions on the transaction costs of organizations and resources dependencies, on the businesses operating in Konya Organized Industrial Zone, in Turkey and to detect the relationship between these concepts. Accordingly, resource dependency approach, transaction cost approach and a conceptual framework for outsourcing are tried to be put forward first, then the findings of the study and the results are given. In the analysis made as a result of obtained data, it comes into the open that the outsourcing has a positive effect on the direction of resource dependency and reducing transaction costs. In addition, a negative and meaningful correlation is found between the transaction cost and the resource dependence.
The main purpose of this study, at formation of entrepreneurship culture at SMEs, is to determine the factors which effect entrepreneurship culture and characteristics of entrepreneurs and also the ...factors which are effective at entrepreneurs’ decisions to establish an enterprise. For this purpose, a survey was conducted among 150 SME entrepreneurs who are members of Konya Chamber of Industry. As a result of the study, it is concluded that a male-dominant culture exists at SMEs and although entrepreneurs’ family structures vary with respect to education and experience, the entrepreneurs’ level of education is not a significant variable.
Örgütsel davranış literatüründe gün geçtikçe daha popüler kavramlar olmaya başlayan narsizm ve sinizmin kökenleri, birçok araştırmada Antik Yunana dayandırılmaktadır. Bu dayanımda narsizmin kaynağı ...Narkissos miti ile sinizmin kaynağı ise kinizm felsefesi ile bağdaştırılmaktadır. Her ne kadar baskın referanslar bu yönde olsa da bu durumun yanlış bir aktarımdan ibaret olduğunu savunan araştırmalara da rastlamak mümkündür. Narsizm ve sinizmin, mitoloji, örgütsel davranış ve psikoloji gibi birbirinden farklı disiplinlerde çalışılıyor olması tartışmaların sonuçsuz kalmasına neden olmaktadır. Buradan hareketle araştırmanın amacı; narsizm ve sinizm kavramlarının yüzyıllarca gelişen kültürel yapısına ve bu kavramların -modern dünya ile bağdaşımı noktasında- yanlış aktarımı olasılığına ilişkin çekincelerin dile getirilmesini kapsamaktadır.
The origins of narcissism and cynicism, which are becoming more and more popular concepts in the organizational behavior literature, are based on Ancient Greece in many studies. In this strength, the source of narcissism is associated with the myth of Narcissus, and the source of cynicism is associated with the philosophy of cynicism. Although the dominant references are in this direction, but it is possible to come across studies that argue that this situation consists of a wrong transmission. The fact that narcissism and cynicism are studied in different disciplines such as mythology, organizational behavior and psychology causes the discussions to be inconclusive. From this point of view, the aim of the research is; it includes expressing the reservations about the cultural structure of the concepts of narcissism and cynicism that have developed over the centuries and the possibility of wrong transmission of these concepts in terms of their compatibility with the contemporary world.
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