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Kronizm, Örgütsel Sapma Davranışını Tetikler mi? Bir Yerel Yönetim Çalışması

Year 2019, Volume: 8 Issue: 2, 1330 - 1345, 30.06.2019
https://doi.org/10.15869/itobiad.503615

Abstract

Bu araştırmada
kronizmin, örgütsel sapma davranışına etkisi araştırılmıştır. Bu araştırmanın
temel amacı literatürde sınırlı sayıda çalışmada konu olan kronizm uygulamasının
örgütsel sapma davranışı üzerindeki ilişkisini ortaya koymaktır. Bu amaçla
araştırma, Kocaeli iline bağlı olan üç ilçe belediyesinde görevli 197 personel
üzerinde uygulanmıştır. Elde edilen sonuçların analizi için SPSS programı
kullanılmıştır. Yapılan korelasyon ve regresyon analizi bulgularına göre,
kronizm ile örgütsel sapma davranışı boyutlarından olan bireylerarası sapma ve
örgüte yönelik sapma davranışları arasında pozitif yönde bir ilişki ve etki bulunmaktadır.  Araştırma sonuçlarıyla gelecek benzer
konulardaki yeni araştırmalara ve literatüre katkı sağlayacağı düşünülmektedir.                

References

  • KAYNAKÇAAbdalla, F. H. - Maghrabi, S. & Raggad, G. B. (1998), ‘‘Assessing the Effect of Nepotism on Human Resource Managers Toward Nepotism A Cross Cultural Study’’, International Journal of Manpower, Vol. 19, No: 8, p. 554-570.Appelbaum S. H., Iaconi, G.D. & Matousek, A. (2007). “Positive and Negative Deviant Workplace Behaviors: Causes, Impacts and Solutions”, Corporate Governance, 7(5), 586-598.Araslı, H. & Tumer, M. (2008), “Nepotism, Favoritism and Cronyism: A Study of Their Effects on Job Stress and Job Satisfaction In The Banking Industry of North Cyprus”, Social Behavior and Personality, Vol. 36, No: 9, p. 1237-1250.Asunakutlu, T. & Avcı, U. (2010). Aile İşletmelerinde Nepotizm Algısı ve İş Tatmini İlişkisi Üzerine Bir Araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15(2):93-109.Avcı, N. (2008). Konaklama işletmelerinde örgütsel öğrenme, iş tutumları ve örgütsel sapma arasındaki ilişkinin analizi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Turizm İşletmeciliği Anabilim Dalı, Doktora Tezi, İzmir.Bennett, R. J., & Robinson, S. L. (2000). “Development of a measure of workplace deviance”. Journal of Applied Psychology, 85, 349–360.Blau P. (1964), “Exchange and Power in Social Life”, New York: Wiley.Buss A.H. (1961), “The Psychology of Aggression.” New York: Wiley.Büte, M. & Tekarslan, E. (2010). Nepotizmin Çalışanlar Üzerine Etkileri: Aile İşletmelerine Yönelik Bir Saha Araştırması. Ekonomik ve Sosyal Araştırmalar Dergisi. 6(1):1-21.Büte, M. (2011), “The Effects of Nepotism and Favoritism on Employee Behaviors and Human Research Management Practices: A Research on Turkish Public Banks”, TODAIE’s Review of Public Administration, Volume 5 No1, p. 185-208.Colbert A. E., Mount, M.K. Witt, L. A. Harter, J. K. & Barrick, M. R. (2004). “Interactive Effects of Personality and Perceptions of the Work Situation on Workplace Deviance”, Journal of Applied Psychology, 89(4), 599-609.Demir, M. (2009), “Konaklama işletmelerinde duygusal zeka, örgütsel sapma, çalışma yaşamı kalitesi ve işten ayrılma eğilimi arasındaki ilişkinin analizi”, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Turizm İşletmeciliği Anabilim Dalı Doktora Tezi, İzmir.Dunlop, D.P. & Lee, K. (2004). “Workplace Deviance, Organizational Citizenship Behavior, and Business Unit Performance: The Bad Apples Do Spoil The Whole Barrel”, Journal of Organizational Behavior, 25(1): 67-80. Gouldner A.W. (1960), “The Norm of Reciprocity: A Preliminary Statement”, American Sociological Review, 25, ss. 161-178.Gruys, M.L. & Sackett, P.R., (2003). “Investigating the Dimensionality of Counterproductive Work Behavior”, Internatıonal Journal of Selectıon and Assessment, Volume:11, Number: 1, pp: 30-43.Hollinger, R. C., & Clark, J. P. (1982), “Formal and informal social controls of employee deviance”, Sociological Quarterly, 23: 333-343.http://crony.askdefine.com/(Erişim Tarihi: 10.12.2018)İyigün, N.Ö. (2011), “Psikolojik Kontratın Örgütsel Sapma Üzerindeki Etkisinde Kişilik Özelliklerinin Rolü ve Bir Araştırma”, Marmara Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı Doktora Tezi, İstanbul. Kızıldağ, D. (2010), “Örgütlerde Problemli Davranışlar ve Davranışsal Risk Yönetimi”, Afyon Kocatepe Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı Doktora Tezi, AfyonKöse, G.S. & Aksu, A. (2013). “Okullar İçin Örgütsel Sapma Ölçeği”, NWSA - Education Sciences. 8(3): 375-389.Lawrence, T.B. & Robinson, S.L. (2007). “Ain’t Misbehavin: Workplace Deviance as Organizational Resistance”, Journal of Management, 33, 378-394Lucas, M.G. & Friedrich, J. (2005). “Individual Differences in Workplace Deviance and Integrity as Predictors of Academic Dishonesty”. Ethics & Behaviour. 15(1): 15-35.Mangione, T. W., & Quinn, R. P. (1974), “Job satisfaction, counterproductive behavior, and drug use at work”. Journal of Applied Psychology, 1: 114-116.Mishra, M. & Pandey, S. (2014), “A Theoretical Model on the Determinants of Workplace Deviance among Employees in the Public Service Organizations of India”, International Journal of Business Behavior. 2(3): 1321-1337.Nadler J. (2006), “Favoritism, Cronyism and Nepatism; Markkula Center for Applied Ethics”, https://www.scu.edu/government-ethics/resources/what-is-government-ethics/favoritism-cronyism-and-nepotism/Naresh Khatri & Tsang E. WK. (2003),“Antecedents and Consequences of Cronyism in Organizations”, Journal of Business Ethics 43: 289–303.Naresh Khatri, Tsang E. WK & Begley T. M. (2006) “Cronyism: a cross-cultural analysis”, Journal of International Business Studies, 37, 61–75Robinson,S.,& Bennett,R.(1995), “A typology of deviant workplace behaviors: A multi-dimensional scaling study”, Academy of Management Journal, 38, 555-572.Shaheen S., Bashir S. & Khan A.K. (2017), “Examining Organizational Cronyism as an Antecedent of Workplace Deviance in Public Sector Organizations”, Public Personnel Management, Vol. 46(3) 308–323Sabuncuoğlu Z. & Tüz M. V. (2013), “Örgütsel Davranış”, 4.Baskı, Alfa Aktüel Yayıncılık, Bursa.Spector, P.E. & Fox, S. (2002). “An Emotion-Centered Model of Voluntary Work Behavior Some Parallels Between Counterproductive Work Behavior and Organizational Citizenship Behavior”, Human Resource Management Review, (12):269-292.Turhan, M. (2014), “Organizational Cronyism: A Scale Development and Validation from the Perspective of Teachers”, Journal of Bus Ethics, 123:295–308.Vardi, Y. & Wiener, Y.,(1996). “Misbehavior in Organizations: A Motivational Framework”. Organization Science, Volume:7, Number:2,pp: 151-167.

Does Cronyism Trigger Organizational Deviation Behavior? A Local Government Research

Year 2019, Volume: 8 Issue: 2, 1330 - 1345, 30.06.2019
https://doi.org/10.15869/itobiad.503615

Abstract

In
this study, the effect of cronyism on organizational deviation behavior was
investigated. The main purpose of the study is to reveal the correlation
between cronyism application, which has been discussed in a limited number of
studies in the literature, and organizational deviation behavior. For that
purpose, the study was applied to 197 personnel working in three district
municipalities of Kocaeli province. The SPSS program was used to analyze the
results acquired. According to the findings of the correlation and regression
analyses, it was determined that there was a positive correlation and effect
between cronyism and interpersonal deviation and organization-oriented
deviation behaviors, which are among the dimensions of organizational deviation
behavior. It is believed that the results of the study will contribute to new
researches and literature on similar issues. 

References

  • KAYNAKÇAAbdalla, F. H. - Maghrabi, S. & Raggad, G. B. (1998), ‘‘Assessing the Effect of Nepotism on Human Resource Managers Toward Nepotism A Cross Cultural Study’’, International Journal of Manpower, Vol. 19, No: 8, p. 554-570.Appelbaum S. H., Iaconi, G.D. & Matousek, A. (2007). “Positive and Negative Deviant Workplace Behaviors: Causes, Impacts and Solutions”, Corporate Governance, 7(5), 586-598.Araslı, H. & Tumer, M. (2008), “Nepotism, Favoritism and Cronyism: A Study of Their Effects on Job Stress and Job Satisfaction In The Banking Industry of North Cyprus”, Social Behavior and Personality, Vol. 36, No: 9, p. 1237-1250.Asunakutlu, T. & Avcı, U. (2010). Aile İşletmelerinde Nepotizm Algısı ve İş Tatmini İlişkisi Üzerine Bir Araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15(2):93-109.Avcı, N. (2008). Konaklama işletmelerinde örgütsel öğrenme, iş tutumları ve örgütsel sapma arasındaki ilişkinin analizi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Turizm İşletmeciliği Anabilim Dalı, Doktora Tezi, İzmir.Bennett, R. J., & Robinson, S. L. (2000). “Development of a measure of workplace deviance”. Journal of Applied Psychology, 85, 349–360.Blau P. (1964), “Exchange and Power in Social Life”, New York: Wiley.Buss A.H. (1961), “The Psychology of Aggression.” New York: Wiley.Büte, M. & Tekarslan, E. (2010). Nepotizmin Çalışanlar Üzerine Etkileri: Aile İşletmelerine Yönelik Bir Saha Araştırması. Ekonomik ve Sosyal Araştırmalar Dergisi. 6(1):1-21.Büte, M. (2011), “The Effects of Nepotism and Favoritism on Employee Behaviors and Human Research Management Practices: A Research on Turkish Public Banks”, TODAIE’s Review of Public Administration, Volume 5 No1, p. 185-208.Colbert A. E., Mount, M.K. Witt, L. A. Harter, J. K. & Barrick, M. R. (2004). “Interactive Effects of Personality and Perceptions of the Work Situation on Workplace Deviance”, Journal of Applied Psychology, 89(4), 599-609.Demir, M. (2009), “Konaklama işletmelerinde duygusal zeka, örgütsel sapma, çalışma yaşamı kalitesi ve işten ayrılma eğilimi arasındaki ilişkinin analizi”, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Turizm İşletmeciliği Anabilim Dalı Doktora Tezi, İzmir.Dunlop, D.P. & Lee, K. (2004). “Workplace Deviance, Organizational Citizenship Behavior, and Business Unit Performance: The Bad Apples Do Spoil The Whole Barrel”, Journal of Organizational Behavior, 25(1): 67-80. Gouldner A.W. (1960), “The Norm of Reciprocity: A Preliminary Statement”, American Sociological Review, 25, ss. 161-178.Gruys, M.L. & Sackett, P.R., (2003). “Investigating the Dimensionality of Counterproductive Work Behavior”, Internatıonal Journal of Selectıon and Assessment, Volume:11, Number: 1, pp: 30-43.Hollinger, R. C., & Clark, J. P. (1982), “Formal and informal social controls of employee deviance”, Sociological Quarterly, 23: 333-343.http://crony.askdefine.com/(Erişim Tarihi: 10.12.2018)İyigün, N.Ö. (2011), “Psikolojik Kontratın Örgütsel Sapma Üzerindeki Etkisinde Kişilik Özelliklerinin Rolü ve Bir Araştırma”, Marmara Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı Doktora Tezi, İstanbul. Kızıldağ, D. (2010), “Örgütlerde Problemli Davranışlar ve Davranışsal Risk Yönetimi”, Afyon Kocatepe Üniversitesi Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı Doktora Tezi, AfyonKöse, G.S. & Aksu, A. (2013). “Okullar İçin Örgütsel Sapma Ölçeği”, NWSA - Education Sciences. 8(3): 375-389.Lawrence, T.B. & Robinson, S.L. (2007). “Ain’t Misbehavin: Workplace Deviance as Organizational Resistance”, Journal of Management, 33, 378-394Lucas, M.G. & Friedrich, J. (2005). “Individual Differences in Workplace Deviance and Integrity as Predictors of Academic Dishonesty”. Ethics & Behaviour. 15(1): 15-35.Mangione, T. W., & Quinn, R. P. (1974), “Job satisfaction, counterproductive behavior, and drug use at work”. Journal of Applied Psychology, 1: 114-116.Mishra, M. & Pandey, S. (2014), “A Theoretical Model on the Determinants of Workplace Deviance among Employees in the Public Service Organizations of India”, International Journal of Business Behavior. 2(3): 1321-1337.Nadler J. (2006), “Favoritism, Cronyism and Nepatism; Markkula Center for Applied Ethics”, https://www.scu.edu/government-ethics/resources/what-is-government-ethics/favoritism-cronyism-and-nepotism/Naresh Khatri & Tsang E. WK. (2003),“Antecedents and Consequences of Cronyism in Organizations”, Journal of Business Ethics 43: 289–303.Naresh Khatri, Tsang E. WK & Begley T. M. (2006) “Cronyism: a cross-cultural analysis”, Journal of International Business Studies, 37, 61–75Robinson,S.,& Bennett,R.(1995), “A typology of deviant workplace behaviors: A multi-dimensional scaling study”, Academy of Management Journal, 38, 555-572.Shaheen S., Bashir S. & Khan A.K. (2017), “Examining Organizational Cronyism as an Antecedent of Workplace Deviance in Public Sector Organizations”, Public Personnel Management, Vol. 46(3) 308–323Sabuncuoğlu Z. & Tüz M. V. (2013), “Örgütsel Davranış”, 4.Baskı, Alfa Aktüel Yayıncılık, Bursa.Spector, P.E. & Fox, S. (2002). “An Emotion-Centered Model of Voluntary Work Behavior Some Parallels Between Counterproductive Work Behavior and Organizational Citizenship Behavior”, Human Resource Management Review, (12):269-292.Turhan, M. (2014), “Organizational Cronyism: A Scale Development and Validation from the Perspective of Teachers”, Journal of Bus Ethics, 123:295–308.Vardi, Y. & Wiener, Y.,(1996). “Misbehavior in Organizations: A Motivational Framework”. Organization Science, Volume:7, Number:2,pp: 151-167.
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Details

Primary Language Turkish
Journal Section Articles
Authors

Kültigin Akçin 0000-0002-0202-8459

Publication Date June 30, 2019
Published in Issue Year 2019 Volume: 8 Issue: 2

Cite

APA Akçin, K. (2019). Kronizm, Örgütsel Sapma Davranışını Tetikler mi? Bir Yerel Yönetim Çalışması. İnsan Ve Toplum Bilimleri Araştırmaları Dergisi, 8(2), 1330-1345. https://doi.org/10.15869/itobiad.503615

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