Algılanan örgütsel destek, işe yabancılaşma ve örgütsel özdeşleşme arasındaki ilişki üzerine bir araştırma
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Dosyalar
Tarih
2022
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Hatay Mustafa Kemal Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
İşe alım ve iş geliştirme süreçlerinde, işgörenlerin işe yabancılaşma eğilimlerinin azaltılması ve örgütlerine bağlılıklarının artması, onları benimsemesi ile örgütün sürekliliğine katkı sağlamaktadır. Sağlanan katkı ile örgüt içinde örgütsel destek algısı artış göstererek örgüt içinde işgörenlerin özdeşleşmesi sağlanmaktadır. Bu çalışmanın amacı algılanan örgütsel destek, işe yabancılaşma ve örgütsel özdeşleşme arasındaki ilişkiyi tespit etmektir. Ancak bu 3 kavramın hepsinin bir arada ele alınmayıp ilişkiler ikili olarak ele alındığı görülmüştür. Bu çalışmada ise algılanan örgütsel destek örgütsel özdeşleşme ve işe yabancılaşma arasındaki ilişkiler bir arada ele alınıp örgütsel özdeşleşmenin algılanan örgütsel desteğin işe yabancılaşma üzerinde etkisinde aracılık rolü test edilmiştir. Araştırma verileri, Gaziantep ilinde faaliyet gösteren üretim işletmesinde çalışan işgörenlere anket yöntemi kullanılarak test edilmiştir. Çalışmadaki verilerin istatistiksel analizini yapmak için SPSS.25.0 programı kullanılmıştır. Verilere korelasyon ve regresyon analizleri uygulanmıştır. Araştırma bulgularına göre, algılanan örgütsel desteğin örgütsel özdeşleşme üzerinde pozitif anlamlı etkilerinin olduğu belirlenmiştir. Devamında ise algılanan örgütsel desteğin ve örgütsel özdeşleşmenin işe yabancılaşma üzerinde negatif anlamlı etkisinin olduğu saptanmıştır. Bununla birlikte örgütsel özdeşleşmenin algılanan örgütsel destek ve işe yabancılaşma üzerinde herhangi bir aracılık etkisinin olmadığı saptanmıştır. ANAHTAR KELİMELER Algılanan Örgütsel Destek, Örgütsel Özdeşleşme, İşe Yabancılaşma
In recruitment and business development processes, it contributes to the continuity of the organization by reducing the tendency of employees to alienate from work and increasing their commitment to their organizations and adopting them. With the contribution provided, the perception of organizational support within the organization increases and the identification of the employees within the organization is ensured. The aim of this study is to determine the relationship between perceived organizational support, work alienation and organizational identification.How ever, it was seen that all of these concepts were not studied together, and the relations were handled as bilateral. In this study, the relations between perceived organizational support, organizational identification and work alienation were considered together and the mediating role of organizational identification in the effect of perceived organizational support on work alienation was tested. The research data were tested by using the questionnaire method on the employees working in a product manufacturing company operating in Gaziantep. Statistical analysis on the collected data were conducted via SPSS.25.0 program. Correlation and regression analyzes were applied to the data. According to the research findings, it was found out that perceived organizational support has positive and significant effects on organizational identification. More over, it was identified that perceived organizational support and organizational identification had a negative significant effect on work alienation. How ever, it was seen that organization alidentification did not have any mediating effect on perceived organizational support and work alienation. KEYWORDS Perceived Organizational Support, Organizational Identification, Work Alienation
In recruitment and business development processes, it contributes to the continuity of the organization by reducing the tendency of employees to alienate from work and increasing their commitment to their organizations and adopting them. With the contribution provided, the perception of organizational support within the organization increases and the identification of the employees within the organization is ensured. The aim of this study is to determine the relationship between perceived organizational support, work alienation and organizational identification.How ever, it was seen that all of these concepts were not studied together, and the relations were handled as bilateral. In this study, the relations between perceived organizational support, organizational identification and work alienation were considered together and the mediating role of organizational identification in the effect of perceived organizational support on work alienation was tested. The research data were tested by using the questionnaire method on the employees working in a product manufacturing company operating in Gaziantep. Statistical analysis on the collected data were conducted via SPSS.25.0 program. Correlation and regression analyzes were applied to the data. According to the research findings, it was found out that perceived organizational support has positive and significant effects on organizational identification. More over, it was identified that perceived organizational support and organizational identification had a negative significant effect on work alienation. How ever, it was seen that organization alidentification did not have any mediating effect on perceived organizational support and work alienation. KEYWORDS Perceived Organizational Support, Organizational Identification, Work Alienation
Açıklama
Anahtar Kelimeler
İşletme, Business Administration
