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AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ

Year 2022, Volume: 23 Issue: 1, 35 - 62, 30.06.2022
https://doi.org/10.24889/ifede.938502

Abstract

Araştırmanın amacı iş özellikleri kuramı açısından akademisyenlerin faaliyetlerinde işlerinin anlamlılığına etki edebileceği düşünülen güven ve örgütsel bağlılık değişkenlerini bir model çerçevesinde ortaya koymaktadır. Günümüz üniversitelerde faaliyette bulunan akademisyenlerin çalışma arkadaşlarına karşı güven davranışları hem örgütsel bağlılıkları hem de işlerinin anlamlılığı üzerinde etkili olabilir. Bu açıdan araştırma Türkiye’de Doğu Karadeniz Bölgesinde farklı üniversitelerde faaliyette bulunan ayrı statülere sahip 406 akademisyen üzerinde gerçekleştirilmiştir. Araştırma sonuçlarında akademisyenlerin birbirlerine olan güven davranışlarının işlerinin anlamlılığı üzerinde pozitif ve anlamlı etkilerinin olduğu görülmüştür. Akademisyenlerin birbirlerine olan güven davranışlarının örgütsel bağlılıkları üzerinde de pozitif ve anlamlı etkileri olduğu gözlemlenmiştir. Ayrıca akademisyenlerin örgütsel bağlılıklarının da işlerinin anlamlılığı üzerinde pozitif ve anlamlı etkileri olduğu sonucuna ulaşılmıştır. Araştırmada akademisyenlerin birbirlerine olan güvenlerinin işlerinin anlamlılığı üzerindeki etkisinde örgütsel bağlılıklarının tam aracı etkiye sahip olduğu sonucuna erişilmiştir.

References

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  • Angle, H. L. & Lawson, M. B. (1994). Organizational commitment and employees performance ratings: Both type of commitment and type of performance count. Psychological Reports, 75, 1539-1551.
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  • Baert, Patrick ve Alan Shipman (2005). University under siege? Trust and accountability in the contemporary academy. European Societies, 7 (1), pp.157-185.
  • Baron, R. M. & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 173-1182.
  • Bartol, K. M. (1979). Professionalism as apredictor of organizational commitment, role stress, and turnover: A mulidimensional approach. The Academy of Management Journal, 22(4), 815-821.
  • Bassi, M., Bacher, G., Negri, L. & Fave, A. D. (2013). The contribution of job happiness and job meaning to the well-being of workers from thriving and failing companies. Applied Research Quality Life, 8, 427-448.
  • Body, C. R., Ladyshewsky, R. K. & Galvin, P. (2010). The influence of corporate psychopaths on corporate social responsibility and organizational commitment to employees. Journal of Business Ethics, 97, 1-19.
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  • Cartwright, S. & Holmes, N. (2006). The meaning of work: The challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, 16, 199-208.
  • Chathoth, P. K., Mak, B., Jauhari, V. & Manaktola, K. (2016). Employees perceptions of organizational trust and service climate: A structural model combining their effects on employee satisfaction. Journal of Hospitality & Tourism Research, 31 (3), 338-357.
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  • Gilbert, J. & Tang, T. L-P. (1998). An examination of organizational trust antecedents. Public Personnel Management, 27 (3), 321-338.
  • Goh, S. K. & Sandhu, M. S. (2013). Knowledge sharing among malaysian academics: Influence of affective commitment and trust. Electronic Journal of Knowledge Management, 11(1), 38-48.
  • Gomez, C. & Rosen, B. (2001). The leader-member exchange as a link between managerial trust and employee empowerment. Group & Organization Management, 26(1), 53-69.
  • Gupta, M. & Kumar, Y. (2015). Justice and employee engagement: examining the mediating role of trust in Indian B-Schools. Asia-Pacific Journal of Business Administration, 7(1), 89-103.
  • Gutierrez, A. P., Candela, L. L. & Carver, L. (2012). The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person-organization fit among nursing faculty. Journal of Advanced Nursing, 68(7), 1601-1614.
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  • Hoppes, C. R. & Holley, K. A. (2014). Organizational trust in times of challenge: The impact on faculty and administrators. Innov High Educ, 39, 201-216.
  • Hsu, M-H. & Chang, C-M. (2014). Examining interpersonal trust as a facilitator and uncertainty as an inhibitor of intra-organisational knowledge sharing. Info Systems Journal, 24, 119-142.
  • Humphrey, S. E., Nahrgang, J. D. & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332-1356.
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  • Joiner, T. A. & Bakalis, S. (2006). The antecedents of organizational commitment: The case of Australian casual academics. International Journal of Educational, 20(6), 439-452.
  • Jung, H. S. & Yoon, H. H. (2016). What does work meaning to hospitality employees? The effects of meaningful work on employees’ organizational commitment: The mediating role of job engagement. International Journal of Hospitality Management, 53, 59-68.
  • Lamba, S. & Choudhary, N. (2013). Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research & Technology, 2(4), 407-423.
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  • Laschinger, H. K. S., Finegan, J. & Shamian, J. (2002). The impact of workplace empowerment, organizational trust on staff nurses’ work satisfaction and organizational commitment. Advances in Health Care Management, 3, 59-85.
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EXAMINATION OF THE RELATIONSHIP BETWEEN ACADEMICIANS' JOB MEANINGFULNESS, INTERPERSONAL TRUST AND ORGANIZATIONAL COMMITMENT IN THE SCOPE OF JOB CHARACTERISTICS THEORY

Year 2022, Volume: 23 Issue: 1, 35 - 62, 30.06.2022
https://doi.org/10.24889/ifede.938502

Abstract

The purpose of the study is to reveal the variables of trust and organizational commitment, which are thought to affect the meaningfulness of academicians' activities in terms of job characteristics theory, within a model framework. Trust behaviors of academicians working in today's universities towards their colleagues may have an impact on both their organizational commitment and the significance of their work. In this respect, the research was carried out on 406 academicians with different statuses working in different universities in the Eastern Black Sea Region in Turkey. In the research results, it was seen that academicians' trust behaviors towards each other had positive and significant effects on the significance of their work. It has been observed that academicians' trust behavior towards each other has positive and significant effects on their organizational commitment. Also, it was concluded that the organizational commitment of academicians had positive and significant effects on the significance of their work. In the study, it was concluded that the organizational commitment of academicians had a full mediating effect on the impact of their trust on each other on the meaningfulness of their work.

References

  • Abbott, G. N., White, F. A. & Charles, M. A. (2005). Linking values and organizational commitment: A correlational and experimental ınvestigation in two organizations. Journal of Occupational and Organizational Psychology, 78, 531-551.
  • Albrecht, S. L. & Su, M. J. (2012). Job resources and employee engagement in a chinese context: The mediating role of job meaningfulness, felt obligation and positive mood. International Journal Business and Emerging Market, 4(4), 1-20.
  • Angle, H. L. & Perry, J. L. (1981). An empirical assessment of organizatonal commitment and organizational effectiveness. Administrative Science Quarterly, 26(1),1-14.
  • Angle, H. L. & Lawson, M. B. (1994). Organizational commitment and employees performance ratings: Both type of commitment and type of performance count. Psychological Reports, 75, 1539-1551.
  • Arumi, M. S., Aldrin, N. & Murti, T. R. (2019). Effect of organizational culture on organizational citizenship behavior with organizational commitment as a mediator. International Journal of Research in Business and Social Science, 8(4), 124-132.
  • Aryee, S., Budhwar, P. S. & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23, 267-285.
  • Baert, Patrick ve Alan Shipman (2005). University under siege? Trust and accountability in the contemporary academy. European Societies, 7 (1), pp.157-185.
  • Baron, R. M. & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 173-1182.
  • Bartol, K. M. (1979). Professionalism as apredictor of organizational commitment, role stress, and turnover: A mulidimensional approach. The Academy of Management Journal, 22(4), 815-821.
  • Bassi, M., Bacher, G., Negri, L. & Fave, A. D. (2013). The contribution of job happiness and job meaning to the well-being of workers from thriving and failing companies. Applied Research Quality Life, 8, 427-448.
  • Body, C. R., Ladyshewsky, R. K. & Galvin, P. (2010). The influence of corporate psychopaths on corporate social responsibility and organizational commitment to employees. Journal of Business Ethics, 97, 1-19.
  • Bridges, S. & Harrison, J. K. (2003). Employee perceptions of stakeholder focus and commitment to the organization. Journal of Managerial Issues, 15(4), 498-509.
  • Burke, P. J. & Reitzes, D. C. (1991). An identity theory approach to commitment. Social Psychology Quarterly, 54(3), 239-251.
  • Caldwell, C., Hayes, L. A., Karri, R. & Bernal, P. (2008). Ethical stewardship – implications for leadership and trust. Journal of Business Ethics, 78, 153-164.
  • Cartwright, S. & Holmes, N. (2006). The meaning of work: The challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, 16, 199-208.
  • Chathoth, P. K., Mak, B., Jauhari, V. & Manaktola, K. (2016). Employees perceptions of organizational trust and service climate: A structural model combining their effects on employee satisfaction. Journal of Hospitality & Tourism Research, 31 (3), 338-357.
  • Chiu, S-F. & Chen, H-L. (2005). Relationship between job characteristics and organizational citizenship behavior: The mediational role of job satisfaction. Social Behavior and Personality, 33(6), 523-540.
  • Clausen, T. & Borg, W. (2011). Job demands, job resources and meaning at work. Journal of Managerial Psychology, 26(8), 666-681.
  • Cleavenger, D. J. & Munyon, T. P. (2013). It’s how you frame it: Transformational leadership and the meaning of work. Business Horizons, 56, 351-360.
  • Cohen-Meitar, R., Carmeli, A. & Waldman, D. A. (2009). Linking meaningfulness in the workplace to employee creativity: the intervening role of organizational identification and positive psychological experiences. Creativity Research Journal, 21(4), 361-375.
  • Cook, J. & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfilment. Journal of Occupational Psychology, 53, 39-52.
  • Costigan, R. D., Liter, S. S. & Berman, J. J. (1998). A multi-dimensional study of trust in organizations. Journal of Managerial Issues, 10 (3), 303-317.
  • Duffy, R. D., Autin, K. L. & Bott, E. M. (2015). Work volition and job satisfaction: Examining the role of work meaning and person-environment fit. The Career Development Quarterly, 63, 126-140.
  • Dunham, R. B., Grube, J. A. & Castaneda, M. B. (1994). Organizational commitment: The utility of and integrative definition. Journal of Applied Psychology, 79(3), 370-380.
  • Fard, P. G. & Karimi, F. (2015). The relationship between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of university. International Education Studies, 8(11), 219-227.
  • Fritz, M. S. & MacKinnon, D. P. (2007). Reguired sample size to detect the mediated effect. Psychological Science, 18(3), 233-239.
  • Gilbert, J. & Tang, T. L-P. (1998). An examination of organizational trust antecedents. Public Personnel Management, 27 (3), 321-338.
  • Goh, S. K. & Sandhu, M. S. (2013). Knowledge sharing among malaysian academics: Influence of affective commitment and trust. Electronic Journal of Knowledge Management, 11(1), 38-48.
  • Gomez, C. & Rosen, B. (2001). The leader-member exchange as a link between managerial trust and employee empowerment. Group & Organization Management, 26(1), 53-69.
  • Gupta, M. & Kumar, Y. (2015). Justice and employee engagement: examining the mediating role of trust in Indian B-Schools. Asia-Pacific Journal of Business Administration, 7(1), 89-103.
  • Gutierrez, A. P., Candela, L. L. & Carver, L. (2012). The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person-organization fit among nursing faculty. Journal of Advanced Nursing, 68(7), 1601-1614.
  • Hackman, J. R., Oldham, G. R., Janson, R. & Purdy, K. (1975). A new strategy for job enrichment. California Management Review, 17(4), 57-71.
  • Hackman, J. R. & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
  • Heuvel, M. V., Demerouti, E., Schreurs, B. H. J., Bakker, A. B. & Schaufeli, W. B. (2009). Does meaning-making help during organizational change? Development and validation of a new scale. Career Development International, 14(6), 508-533.
  • Hoppes, C. R. & Holley, K. A. (2014). Organizational trust in times of challenge: The impact on faculty and administrators. Innov High Educ, 39, 201-216.
  • Hsu, M-H. & Chang, C-M. (2014). Examining interpersonal trust as a facilitator and uncertainty as an inhibitor of intra-organisational knowledge sharing. Info Systems Journal, 24, 119-142.
  • Humphrey, S. E., Nahrgang, J. D. & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332-1356.
  • Iverson, R. D. (1996). Employee acceptance of organizational change: The role of organizational commitment. The International Journal of Human Resource Management, 7(1), 122-149.
  • Joiner, T. A. & Bakalis, S. (2006). The antecedents of organizational commitment: The case of Australian casual academics. International Journal of Educational, 20(6), 439-452.
  • Jung, H. S. & Yoon, H. H. (2016). What does work meaning to hospitality employees? The effects of meaningful work on employees’ organizational commitment: The mediating role of job engagement. International Journal of Hospitality Management, 53, 59-68.
  • Lamba, S. & Choudhary, N. (2013). Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research & Technology, 2(4), 407-423.
  • Lamsa, A-M. & Pucetaite, R. (2006). Development of organizational trust among employees from a contextual perspective. Business Ethics: A European Review, 15(2), 130-141.
  • Laschinger, H. K. S., Finegan, J. & Shamian, J. (2002). The impact of workplace empowerment, organizational trust on staff nurses’ work satisfaction and organizational commitment. Advances in Health Care Management, 3, 59-85.
  • Lee-Ross, D. (1998). The reliability and rationale of Hackman and Oldham’s job diagnostic survey and job characteristics model among seasonal hotel workers. Hospitality Management, 17, 391-406.
  • Loi, R., Hang-yue, N. & Foley, S. (2006). Linking employees justice perceptions to organizational commitment and ıntention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79, 101-120.
  • Lumley, E.J., Coetzee, M., Tladinyane, R. & Ferreira, N. (2011). Exploring the job satisfaction and organisational commitment of employees in the information technology environment. Southern African Business Review, 15(1), 100-118.
  • Macey, W. H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
  • Markow, F. & Klenke, K. (2005). The effects of personal meaning and calling on organizational commitment: An empirical investigation of spiritual leadership. The International Journal of Organizational Analysis, 13(1), 8-27.
  • May, D. R., Gilson, R. L. & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37.
  • Mayer, R. C. & Gavin, M. B. (2005). Trust in management and performance: Who minds the shop while the employees watch the boss? The Academy of Management Journal, 48(5), 874-888.
  • Mccauley, D. P. & Kuhnert, K. W. (1992). A theoretical review and empirical investigatiomn of employee trust in management. Public Administration Quarterly, 16(2), 265-284.
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There are 82 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Articles
Authors

İbrahim Durmuş 0000-0002-3872-2258

Publication Date June 30, 2022
Published in Issue Year 2022 Volume: 23 Issue: 1

Cite

APA Durmuş, İ. (2022). AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi, 23(1), 35-62. https://doi.org/10.24889/ifede.938502
AMA Durmuş İ. AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi. June 2022;23(1):35-62. doi:10.24889/ifede.938502
Chicago Durmuş, İbrahim. “AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN Ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ”. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi 23, no. 1 (June 2022): 35-62. https://doi.org/10.24889/ifede.938502.
EndNote Durmuş İ (June 1, 2022) AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi 23 1 35–62.
IEEE İ. Durmuş, “AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ”, Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi, vol. 23, no. 1, pp. 35–62, 2022, doi: 10.24889/ifede.938502.
ISNAD Durmuş, İbrahim. “AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN Ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ”. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi 23/1 (June 2022), 35-62. https://doi.org/10.24889/ifede.938502.
JAMA Durmuş İ. AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi. 2022;23:35–62.
MLA Durmuş, İbrahim. “AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN Ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ”. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi, vol. 23, no. 1, 2022, pp. 35-62, doi:10.24889/ifede.938502.
Vancouver Durmuş İ. AKADEMİSYENİN İŞ ANLAMLILIĞI, KİŞİLER ARASI GÜVEN ve ÖRGÜTSEL BAĞLILIK İLİŞKİSİNİN İŞ ÖZELLİKLERİ KURAMI KAPSAMINDA İNCELENMESİ. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi. 2022;23(1):35-62.

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