ALGILANAN KİŞİ-ÖRGÜT UYUMUNUN KİŞİLERARASI ÇATIŞMA VE İŞTEN AYRILMA NİYETİ ÜZERİNE ETKİSİ
Bu çalışmanın amacı; kişi-örgüt uyumunun kişilerarası çatışma ve işten ayrılma niyeti üzerindeki etkisini belirlemektir. Bu doğrultuda kişi-örgüt uyumunun alt boyutlarını oluşturan değer uyumu, gereksinim-karşılama uyumu ve talep-yeterlik uyumu ile kişilerarası çatışma ve işten ayrılma niyeti arasındaki ilişkiler ayrı ayrı değerlendirilmiştir. Araştırma hipotezleri, İstanbul il sınırları içerisinde bulunan ve değişik sektörlerde faaliyet gösteren işletmelerde çalışan toplam 104 kişiden oluşan bir örneklem üzerinde test edilmiştir. Araştırma sonuçlarına göre değer uyumunun, kişilerarası çatışma üzerinde negatif yönlü bir etkiye sahip olduğu tespit edilmiştir. Bununla beraber değer uyumu ve gereksinim-talep uyumunun, işten ayrılma niyeti üzerinde negatif yönlü etkisi olduğu sonucuna ulaşılmıştır.
Barling, J., Dupré, K. E., & Kelloway, E. K. (2009). Predicting workplace aggression and violence. Annual review of psychology, 60, 671-692.
Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. (2008). The critical role of conflict resolution in teams: a close look at the links between conflict type, conflict management strategies, and team outcomes. Journal of applied psychology, 93(1), 170-188
Bono, J. E., Boles, T. L., Judge, T. A., & Lauver, K. J. (2002). The role of personality in task and relationship conflict. Journal of personality, 70(3), 311-344.
Bowen, D. E. (1982). Some unintended consequences of intention to quit.Academy of Management Review, 7(2), 205-211.
Boxx, W. R., Odom, R. Y., & Dunn, M. G. (1991). Organizational values and value congruency and their impact on satisfaction, commitment, and cohesion: An empirical examination within the public sector. Public Personnel Management. 20(2), 195-205
Bretz Jr, R. D., & Judge, T. A. (1994). Person–organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success.Journal of Vocational behavior, 44(1), 32-54.
Bright, L. (2007). Does person-organization fit mediate the relationship between public service motivation and the job performance of public employees?.Review of public personnel administration, 27(4), 361-379.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of applied psychology, 87(5), 875.
Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: a theoretical and empirical integration. Journal of applied psychology, 89(5), 822.
Cable, D. M., & Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational behavior and human decision processes, 67(3), 294-311
Carmeli, A., & Weisberg, J. (2006). Exploring turnover intentions among three professional groups of employees. Human Resource Development International, 9(2), 191-206.
Chang, W. J. A., Wang, Y. S., & Huang, T. C. (2013). Work design–related antecedents of turnover intention: A multilevel approach. Human Resource Management, 52(1), 1-26.
Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of management Review, 14(3), 333-349.
Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459–484.
Chekwa, C., & Thomas, E. (2013). Is Interpersonal Conflict a Death Sentence to Team Building?. International Journal of Business & Public Administration, 10(2), 30-44.
Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677.
Frone, M. R. (2000). Interpersonal conflict at work and psychological outcomes: testing a model among young workers. Journal of occupational health psychology, 5(2), 246.
Ghapanchi, A. H., & Aurum, A. (2011). Antecedents to IT personnel's intentions to leave: A systematic literature review. Journal of Systems and Software, 84(2), 238-249.
Giberson, T. R., Resick, C. J., & Dickson, M. W. (2005). Embedding leader characteristics: an examination of homogeneity of personality and values in organizations. Journal of Applied Psychology, 90(5), 1002.
Harvey, S., Blouin, C., & Stout, D. (2006). Proactive personality as a moderator of outcomes for young workers experiencing conflict at work.Personality and individual differences, 40(5), 1063-1074.
Herrbach, O., & Mignonac, K. (2007). Is ethical p–o fit really related to individual outcomes? A study of management-level employees. Business & Society, 46(3), 304-330.
Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship between person–organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389-399.
Huang, M. P., Cheng, B. S., & Chou, L. F. (2005). Fitting in organizational values: The mediating role of person-organization fit between CEO charismatic leadership and employee outcomes. International Journal of Manpower, 26(1), 35-49.
Ivancevich, J. M., & Matteson, M. T. (1984). A type AB person-work environment interaction model for examining occupational stress and consequences. Human relations, 37(7), 491-513
Jehn, K. A. (1994). Enhancing effectiveness: An investigation of advantages and disadvantages of value-based intragroup conflict. International journal of conflict management, 5(3), 223-238.
Jehn, K. A. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative science quarterly, 42(3), 530-557.
Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of management journal, 44(2), 238-251.
Jehn, K. A., Chadwick, C., & Thatcher, S. M. (1997). To agree or not to agree: The effects of value congruence, individual demographic dissimilarity, and conflict on workgroup outcomes. International Journal of Conflict Management,8(4), 287-305.
Judge, T. A., & Ferris, G. R. (1992). The elusive criterion of fit in human resources staffing decisions. Human Resource Planning, 15, 47-67.
Krishnan, S. K., & Singh, M. (2010). Outcomes of intention to quit of Indian IT professionals. Human Resource Management, 49(3), 421-437.
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel psychology,49(1), 1-49.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Individuals'fit at Work: A Meta‐Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel psychology, 58(2), 281-342.
Kuean, W. L., Kaur, S., & Wong, E. S. K. (2010). Relationship Between Organizational Commitment and Intention to Quit: The Malaysian Companies Perspectives. Journal of Applied Sciences, 10(19), 2251-2260.
Leiter, M. (1991). The dream denied: professional burnout and the constraints of human service organizations. Canadian Psychology/Psychologie Canadienne, 32(4), 547.
Lovelace, K., & Rosen, B. (1996). Differences in achieving person-organization fit among diverse groups of managers. Journal of Management, 22(5), 703-722
McCulloch, M. C., & Turban, D. B. (2007). Using Person–Organization Fit to Select Employees for High‐Turnover Jobs. International Journal of Selection and Assessment, 15(1), 63-71.
Mills H. & Schulz J., Exploring the Relationship between Task Conflict, Relationship Conflict, Organizational Commitment, Sport Management International Journal, 2009, 5(1), 5-18.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover (Vol. 153). New York: Academic Press
Moynihan, D. P., & Pandey, S. K. (2008). The ties that bind: Social networks, person-organization value fit, and turnover intention. Journal of Public Administration Research and Theory, 18(2), 205-227.
O'Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of applied psychology, 71(3), 492
Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7(6), 615-631.
Posner, B. Z. (1992). Person-organization values congruence: No support for individual differences as a moderating influence. Human Relations, 45(4), 351-361
Rahim, M. A. (2011). Managing conflict in organizations. Transaction Publishers.
Randall, D. M. (1990). The consequences of organizational commitment: Methodological investigation. Journal of organizational Behavior, 11(5), 361-378.
Sekiguchi T,. (2004). Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka Keidai Ronshu, 54(6), 179-196.
Shore, L. M., Newton, L. A., & Thornton, G. C. (1990). Job and organizational attitudes in relation to employee behavioral intentions. Journal of Organizational Behavior, 11(1), 57-67.
Spector, P. E., & Jex, S. M. (1998). Development of four self-report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory. Journal of occupational health psychology, 3(4), 356.
Swann, W. B., Stein-Seroussi, A., & Giesler, R. B. (1992). Why people self-verify. Journal of personality and social psychology, 62(3), 392.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
Tziner, A. (1987). Congruency issue retested using Fineman's achievement climate notion. Journal of Social Behavior & Personality. 2 (1), 67-78.
Van Vianen, A. E. (2000). Person‐organization fit: the match between newcomers' and recruiters' preferences for organizational cultures. Personnel Psychology, 53(1), 113-149.
Van Vianen, A. E., De Pater, I. E., & Van Dijk, F. (2007). Work value fit and turnover intention: same-source or different-source fit. Journal of managerial psychology, 22(2), 188-202.
Vancouver, J. B., & Schmitt, N. W. (1991). An exploratory examination of person‐organization fit: Organizational goal congruence. Personnel psychology,44(2), 333-352.
Westerman, J. W., & Cyr, L. A. (2004). An integrative analysis of person–organization fit theories. International Journal of Selection and Assessment,12(3), 252-261.
Wheeler, A. R., Gallagher, V. C., Brouer, R. L., & Sablynski, C. J. (2007). When person-organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility. Journal of Managerial Psychology,22(2), 203-219.
- Şu halde refbacks yoktur.
This work is licensed under a Creative Commons Attribution 3.0 License.