Research Article
BibTex RIS Cite

İşyeri Zorbalığı ve Algılanan Stresin Örgütsel Bağlılığı Yordama Gücü

Year 2023, Volume: 28 Issue: 4, 260 - 266, 30.10.2023
https://doi.org/10.53434/gbesbd.1312817

Abstract

Çalışma hayatında maruz kalınan dışlanma, sürekli eleştirilme ve stres gibi faktörlerin bireylerin örgüte yönelik tutum ve davranışlarını etkileyeceği hatta örgütsel bağlılık düzeylerinin azalmasına neden olabileceği belirtilmektedir. Bu noktadan hareketle çalışmada işyeri zorbalığı ve algılanan stresin örgütsel bağlılığı yordama gücünün incelenmesi amaçlanmıştır. İlişkisel tarama modelindeki çalışmanın örneklem grubunu 212 kadın ve 182 erkek toplam 394 (Ortyaş=37,96±7,87) kişi oluşturmuştur. Katılımcılar “İşyeri Zorbalığı Ölçeği (İZÖ)”, “Algılanan Stres Ölçeği (ASÖ)” ve “Örgütsel Bağlılık Ölçeğini (ÖBÖ)” cevaplamışlardır. Verilerin anali-zinde, MANOVA, ANOVA, bağımsız örneklemler için t-testi, çoklu doğrusal regresyon analizi kullanılmıştır. Analiz sonuçları, katılımcıların “İZÖ” ortalama puanlarında cinsiyete göre anlamlı bir fark olduğunu, “ASÖ” puanlarında ise anlamlı bir fark olmadığını göstermiştir. MANOVA sonuçları, eğitim durumu değişkeninin “ÖBÖ” puanları üzerindeki temel etkisinin anlamlı olduğu ve ölçeğin tüm alt boyutlarında istatistiksel olarak anlamlı farka yol açtığını göstermektedir. Katılımcıların hizmet süresi ile ASÖ ortalama puanları arasında anlamlı ve pozitif yönde bir ilişki tespit edilmiştir. Ayrıca, yapılan çoklu regresyon analiz sonucunda işyeri zorbalığı ve algılanan stresin örgütsel bağlılığın anlamlı bir yordayıcısı olduğu belirlenmiştir. Bu nedenle çalışma koşullarının iyileştirilmesi ile algılanan stresin azaltılması, örgütsel bağlılık düzeyinin de artırılmasının mümkün olabileceği düşünülmektedir.

References

  • 1. Allen, N. J. ve Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational and Organizational Psychology, 63(1), 1-18.
  • 2. Allen, N. J. ve Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252–276
  • 3. Ariza-Montes, A., Leal-Rodríguez, A. L. ve Leal-Millán, A. G. (2015). A comparative study of workplace bullying among public and private employees in Europe. Journal of Occupational and Environmental Medicine, 57(6), 695-700.
  • 4. Aydın, O. ve Öcel, H. (2009). The negative act questionnaire: A study for validity and reliability. Turkish Psychological Articles, 12(24), 94-103.
  • 5. Baillien, E., Neyens, I., De Witte, H. ve De Cuyper, N. (2009). A qualitative study on the development of workplace bullying: Towards a three-way model. Journal of Community & Applied Social Psychology, 19, 1–16.
  • 6. Benk, O. (2021). İşyeri zorbalığı. O. Benk, (Ed.), Örgütsel davranışın karanlık yüzü içinde (s.325-344.). Ankara: Nobel Bilimsel Eserler Yayınevi.
  • 7. Biçer, C. (2022). The connection between the bystander effect and workplace bullying in organizations and the ways to overcome its major negative outcomes. Journal of Humanities and Tourism Research, 12(1), 204-217.
  • 8. Chappell, D. ve Di Martino, V. (2006). Violence at work (3nd ed.). Geneva: International Labour Office.
  • 9. Ciby, M. ve Raya, R. P. (2014). Exploring victims’ experiences of workplace bullying: A grounded theory approach. Vikalpa, 39(2), 69-81.
  • 10. Cohen, S., Kamarck, T. ve Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24(4), 386-396.
  • 11. Çetin Aydın, G., Aytaç, S. ve Şanlı, Y. (2020). The effects of perceived stress and stress symptoms on nurses' tendency to leave work. IBAD Journal of Social Sciences (Special Issue), 526-538.
  • 12. Dağlı, A., Elçiçek, Z. ve Han, B. (2018). Adaptation of the “Organizational Commitment Scale” into Turkish: validity and reliability study. Electronic Journal of Social Sciences, 17(68), 1765-1777.
  • 13. Einarsen, S., Raknes, B.I. ve Matthiesen, S. B. (1994). Bullying and harassment at work and their relationships to work environment quality: An exploratory study. European Work and Organizational Psychology, 4(4), 381-401.
  • 14. Einarsen, S., Hoel, H. ve Notelaers, G. (2009). Measuring exposure to bullying and harassment at work: Validty, factor structure and psychometric properties of the negative acts questionnaire-revised. Work & Stress, 23(1), 24-44.
  • 15. Einarsen, S. ve Nielsen, M. B. (2015). Workplace bullying as an antecedent of mental health problems: A five-year prospective and representative study. International Archives of Occupational and Environmental Health, 88, 131–142.
  • 16. Elkin, A. (2013). Stress management for dummies. Hoboken: John Wiley & Sons.
  • 17. Erden, N. S. (2016). Post-traumatic stress disorder, workplace bullying and neuroticism: Research proposal. The Journal of International Social Research, 9(46), 674-682.
  • 18. Erol, Y., Karakoç, G. A. ve Aydın, N.C. (2018, November). The effect of workplace bullying and business disability on perceived stress: A research in health institutions. In International EMI Entrepreneurship & Social Sciences Congress sunulan bildiri (s.968-978), Nevşehir, Turkey.
  • 19. Eskin, M., Harlak, H. Demirkıran, F. ve Dereboy, Ç. (2013). The adaptation of the perceived stress scale into Turkish: A reliability and validity analysis. In New Symposium Journal, 51(3), 132-140.
  • 20. Griffin, M. L., Hogan, N. L., Lambert, E. G., Tucker-Gail, K. A. ve Baker, D. N. (2010). Job involvement, job stress, job satisfaction, and organizational commitment and the burnout of correctional staff. Criminal Justice and Behavior, 37(2), 239-255.
  • 21. Güçlü, N. (2001). Stress management. Gazi University, Journal of Gazi Educational Faculty, 21(1), 91-109.
  • 22. Johnson, S. L. ve Rea, R. E. (2009). Workplace bullying: concerns for nurse leaders. JONA: The Journal of Nursing Administration, 39(2), 84-90.
  • 23. Lambert, E. G. ve Hogan, N. L. (2010). Wanting change: The relationship of perceptions of organizational innovation with correctional staff job stress, job satisfaction, and organizational commitment. Criminal Justice Policy Review, 21(2), 160-184.
  • 24. Leymann, H. (1966). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5(2), 165-184.
  • 25. Lyon, B. L. (2012). Stress, coping, and health: A conceptual overview (update). V. H. Rice, (Ed.), Handbook of stress, coping, and health: Implications for nursing research, theory, and practice in (p.2-20). Sage Publications, Inc.
  • 26. Meyer, J.P. ve Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
  • 27. Meyer, J. P., Stanley, L. J. ve Parfyonova, N. M. (2012). Employee commitment in context: The nature and implication of commitment profiles. Journal of Vocational Behavior, 80(1), 1-16.
  • 28. Neall, A. M., Li, Y. ve Tuckey, M. R. (2021). Organizational justice and workplace bullying: Lessons learned from externally referred complaints and investigations. Societies, 11(143). https://doi.org/10.3390/soc11040143
  • 29. Peng, Y. C., Chen, L. J., Chang, C. C. ve Zhuang, W. L. (2016). Workplace bullying and workplace deviance: The mediating effect of emotional exhaustion and the moderating effect of core self-evaluations. Employee Relations, 38(5), 755-769.
  • 30. Ross, R. R. ve Altmaier, E. M. (1994). Intervention in occupational stress, a handbook of counselling for stress at work. London: SAGE Publications.
  • 31. Saleem, F., Malik, M. I. ve Malik, M. K. (2021). Toxic leadership and safety performance: Does organizational commitment act as stress moderator? Cogent Business & Management, 8(1), 1960246.
  • 32. Salin, D., Cowan, R., Adewumi, O., Apospori, E., Bochantin, J., D'Cruz, P., ... ve Zedlacher, E. (2018). Workplace bullying across the globe: A cross-cultural comparison. Personnel Review, 48(1), 204-219.
  • 33. Tekingündüz, S., Top, M. ve Seçkin, M. (2015). Analysing the relationship between job satisfaction, performance, job stress and the intention to leave: Hospital case. Journal of Productivity, 4, 39-64.
  • 34. Tudu, P. N. ve Tudu, P. M. (2021). occupational stress as a function of organizational commitment and personality type: A Study on legal professionals. IUP Journal of Organizational Behavior, 20(4), 311-326.
  • 35. Vveinhardt, J., Majauskienė, D. ve Valančienė, D. (2020). Does perceived stress and workplace bullying alter employees’ moral decision-making? Gender-related differences. Transformations in Business & Economics, 19, 1(49), 323-342.
  • 36. Yanık, A. (2017). A research on stress level perceived by accounting professionals. International Journal of Economic Studies, 3(1), 99-107.
  • 37. Zapf, D., Escartín, J., Einarsen, S., Hoel, H. ve Vartia, M. (2010). Empirical findings on prevalence and risk groups of bullying in the workplace. Einarsen S, Hoel H, Zapf D, Cooper C. (Eds.), Bullying and harassment in the workplace: Developments in theory, research, and practice (2nd ed.) in (p.75-105). Florida: CRC presS.

The Predictive of Work Place Bullying and Perceived Stress on Organizational Committment

Year 2023, Volume: 28 Issue: 4, 260 - 266, 30.10.2023
https://doi.org/10.53434/gbesbd.1312817

Abstract

It is stated that factors such as exclusion, constant criticism and stress in working life will affect the attitudes and behaviors of individuals toward the organization and may even cause a decrease in organizational commitment levels. From this point of view, the aim of the study is to examine workplace bullying and perceived stress on the predictive power of organizational commitment. The sample group of the study, which is a relational screening model, consists of 394 (Mage=37.96±7.87) people, 212 women and 182 men. Participants of this study answered the “The Negative Act Questionnaire (NAQ-R)”, “Perceived Stress Scale (PSS)” and “Organizational Commitment Scale (OCS)”. ANOVA, MANOVA, t-test, and multiple linear regression analysis were used to analyze the data. According to the results, the participants' mean scores of "NAQ-R" differed significantly according to gender, while their "PSS" scores did not differ significantly. According to the results of the analysis for the gender variable, it was determined that the mean scores of the participants in the "emotional commitment" sub-dimension of the "OCS" differed significantly. The MANOVA results showed that the main effect of the educational status variable on the "OCS" scores was significant and caused a statistically significant difference in all sub-dimensions of the scale. A significant and positive relationship was found between the participants' length of service and their “PSS” mean scores. As a result of multiple regression analysis, workplace bullying and perceived stress were significant predictors of organizational commitment. For these reasons, it is thought that it is possible to reduce perceived stress and increase the level of organizational commitment by improving working conditions.

References

  • 1. Allen, N. J. ve Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational and Organizational Psychology, 63(1), 1-18.
  • 2. Allen, N. J. ve Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252–276
  • 3. Ariza-Montes, A., Leal-Rodríguez, A. L. ve Leal-Millán, A. G. (2015). A comparative study of workplace bullying among public and private employees in Europe. Journal of Occupational and Environmental Medicine, 57(6), 695-700.
  • 4. Aydın, O. ve Öcel, H. (2009). The negative act questionnaire: A study for validity and reliability. Turkish Psychological Articles, 12(24), 94-103.
  • 5. Baillien, E., Neyens, I., De Witte, H. ve De Cuyper, N. (2009). A qualitative study on the development of workplace bullying: Towards a three-way model. Journal of Community & Applied Social Psychology, 19, 1–16.
  • 6. Benk, O. (2021). İşyeri zorbalığı. O. Benk, (Ed.), Örgütsel davranışın karanlık yüzü içinde (s.325-344.). Ankara: Nobel Bilimsel Eserler Yayınevi.
  • 7. Biçer, C. (2022). The connection between the bystander effect and workplace bullying in organizations and the ways to overcome its major negative outcomes. Journal of Humanities and Tourism Research, 12(1), 204-217.
  • 8. Chappell, D. ve Di Martino, V. (2006). Violence at work (3nd ed.). Geneva: International Labour Office.
  • 9. Ciby, M. ve Raya, R. P. (2014). Exploring victims’ experiences of workplace bullying: A grounded theory approach. Vikalpa, 39(2), 69-81.
  • 10. Cohen, S., Kamarck, T. ve Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24(4), 386-396.
  • 11. Çetin Aydın, G., Aytaç, S. ve Şanlı, Y. (2020). The effects of perceived stress and stress symptoms on nurses' tendency to leave work. IBAD Journal of Social Sciences (Special Issue), 526-538.
  • 12. Dağlı, A., Elçiçek, Z. ve Han, B. (2018). Adaptation of the “Organizational Commitment Scale” into Turkish: validity and reliability study. Electronic Journal of Social Sciences, 17(68), 1765-1777.
  • 13. Einarsen, S., Raknes, B.I. ve Matthiesen, S. B. (1994). Bullying and harassment at work and their relationships to work environment quality: An exploratory study. European Work and Organizational Psychology, 4(4), 381-401.
  • 14. Einarsen, S., Hoel, H. ve Notelaers, G. (2009). Measuring exposure to bullying and harassment at work: Validty, factor structure and psychometric properties of the negative acts questionnaire-revised. Work & Stress, 23(1), 24-44.
  • 15. Einarsen, S. ve Nielsen, M. B. (2015). Workplace bullying as an antecedent of mental health problems: A five-year prospective and representative study. International Archives of Occupational and Environmental Health, 88, 131–142.
  • 16. Elkin, A. (2013). Stress management for dummies. Hoboken: John Wiley & Sons.
  • 17. Erden, N. S. (2016). Post-traumatic stress disorder, workplace bullying and neuroticism: Research proposal. The Journal of International Social Research, 9(46), 674-682.
  • 18. Erol, Y., Karakoç, G. A. ve Aydın, N.C. (2018, November). The effect of workplace bullying and business disability on perceived stress: A research in health institutions. In International EMI Entrepreneurship & Social Sciences Congress sunulan bildiri (s.968-978), Nevşehir, Turkey.
  • 19. Eskin, M., Harlak, H. Demirkıran, F. ve Dereboy, Ç. (2013). The adaptation of the perceived stress scale into Turkish: A reliability and validity analysis. In New Symposium Journal, 51(3), 132-140.
  • 20. Griffin, M. L., Hogan, N. L., Lambert, E. G., Tucker-Gail, K. A. ve Baker, D. N. (2010). Job involvement, job stress, job satisfaction, and organizational commitment and the burnout of correctional staff. Criminal Justice and Behavior, 37(2), 239-255.
  • 21. Güçlü, N. (2001). Stress management. Gazi University, Journal of Gazi Educational Faculty, 21(1), 91-109.
  • 22. Johnson, S. L. ve Rea, R. E. (2009). Workplace bullying: concerns for nurse leaders. JONA: The Journal of Nursing Administration, 39(2), 84-90.
  • 23. Lambert, E. G. ve Hogan, N. L. (2010). Wanting change: The relationship of perceptions of organizational innovation with correctional staff job stress, job satisfaction, and organizational commitment. Criminal Justice Policy Review, 21(2), 160-184.
  • 24. Leymann, H. (1966). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5(2), 165-184.
  • 25. Lyon, B. L. (2012). Stress, coping, and health: A conceptual overview (update). V. H. Rice, (Ed.), Handbook of stress, coping, and health: Implications for nursing research, theory, and practice in (p.2-20). Sage Publications, Inc.
  • 26. Meyer, J.P. ve Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
  • 27. Meyer, J. P., Stanley, L. J. ve Parfyonova, N. M. (2012). Employee commitment in context: The nature and implication of commitment profiles. Journal of Vocational Behavior, 80(1), 1-16.
  • 28. Neall, A. M., Li, Y. ve Tuckey, M. R. (2021). Organizational justice and workplace bullying: Lessons learned from externally referred complaints and investigations. Societies, 11(143). https://doi.org/10.3390/soc11040143
  • 29. Peng, Y. C., Chen, L. J., Chang, C. C. ve Zhuang, W. L. (2016). Workplace bullying and workplace deviance: The mediating effect of emotional exhaustion and the moderating effect of core self-evaluations. Employee Relations, 38(5), 755-769.
  • 30. Ross, R. R. ve Altmaier, E. M. (1994). Intervention in occupational stress, a handbook of counselling for stress at work. London: SAGE Publications.
  • 31. Saleem, F., Malik, M. I. ve Malik, M. K. (2021). Toxic leadership and safety performance: Does organizational commitment act as stress moderator? Cogent Business & Management, 8(1), 1960246.
  • 32. Salin, D., Cowan, R., Adewumi, O., Apospori, E., Bochantin, J., D'Cruz, P., ... ve Zedlacher, E. (2018). Workplace bullying across the globe: A cross-cultural comparison. Personnel Review, 48(1), 204-219.
  • 33. Tekingündüz, S., Top, M. ve Seçkin, M. (2015). Analysing the relationship between job satisfaction, performance, job stress and the intention to leave: Hospital case. Journal of Productivity, 4, 39-64.
  • 34. Tudu, P. N. ve Tudu, P. M. (2021). occupational stress as a function of organizational commitment and personality type: A Study on legal professionals. IUP Journal of Organizational Behavior, 20(4), 311-326.
  • 35. Vveinhardt, J., Majauskienė, D. ve Valančienė, D. (2020). Does perceived stress and workplace bullying alter employees’ moral decision-making? Gender-related differences. Transformations in Business & Economics, 19, 1(49), 323-342.
  • 36. Yanık, A. (2017). A research on stress level perceived by accounting professionals. International Journal of Economic Studies, 3(1), 99-107.
  • 37. Zapf, D., Escartín, J., Einarsen, S., Hoel, H. ve Vartia, M. (2010). Empirical findings on prevalence and risk groups of bullying in the workplace. Einarsen S, Hoel H, Zapf D, Cooper C. (Eds.), Bullying and harassment in the workplace: Developments in theory, research, and practice (2nd ed.) in (p.75-105). Florida: CRC presS.
There are 37 citations in total.

Details

Primary Language Turkish
Subjects Sports Activity Management
Journal Section Articles
Authors

Tülay Avcı Taşkıran 0000-0003-2995-2817

Bülent Gürbüz 0000-0003-2424-2111

Publication Date October 30, 2023
Submission Date June 11, 2023
Acceptance Date October 4, 2023
Published in Issue Year 2023 Volume: 28 Issue: 4

Cite

APA Avcı Taşkıran, T., & Gürbüz, B. (2023). İşyeri Zorbalığı ve Algılanan Stresin Örgütsel Bağlılığı Yordama Gücü. Gazi Beden Eğitimi Ve Spor Bilimleri Dergisi, 28(4), 260-266. https://doi.org/10.53434/gbesbd.1312817

Gazi Beden Eğitimi ve Spor Bilimleri Dergisi yılda dört kez yayımlanan bilimsel ve hakemli bir dergidir.


Gazi Journal of Physical Education and Sports Sciences is a scientific and peer-reviewed journal published quarterly.