Research Article
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The Effect of Abusive Supervision on Intention to Quit: A Research on Bank Employees

Year 2024, Volume: 8 Issue: 1, 163 - 174, 31.03.2024

Hüseyin Karagöz

https://doi.org/10.30692/sisad.1433156

Abstract

The purpose of the research is to test the effect of abusive management on intention to leave. In this context, bank employees operating in Karaman province were selected as a sample and a face-to-face survey was conducted with 176 employees. The relevant data was analyzed with the help of SPSS 28, and a significant and positive relationship between abusive management and intention to leave was determined in the relevant sample. Abusive management scale (5 items) and turnover intention scale (3 items) were used as data collection tools in the study. The research findings are similar to the literature, and it has been determined that the increase in abusive management behaviors increases turnover intention behaviors. The opposite is also true. In other words, the decrease in the abusive management scores of organizational employees also reduces their intention to leave scores. In other words, there is a positive significant relationship between the variables that constitute the subject of the research. So the research hypothesis was accepted. In today's world, where technological advances highly affect competition in the business world, it is known that the management approaches exhibited by organizations directly affect the employees of the organization. In this regard, it is thought that the relevant research can be guiding for organizational managers.

Keywords

Abusive Supervision Intention to Quit Bank Employees

References

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İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA

Year 2024, Volume: 8 Issue: 1, 163 - 174, 31.03.2024

Hüseyin Karagöz

https://doi.org/10.30692/sisad.1433156

Abstract

Araştırmanın amacı, istismarcı yönetimin işten ayrılma niyeti üzerindeki etkisinin test edilmesidir. Bu bağlamda Karaman ilinde faaliyet gösteren banka çalışanları örneklem olarak seçilmiş, 176 çalışanla yüz yüze anket gerçekleştirilmiştir. İlgili veriler SPSS 28 yardımıyla analize tabi tutulmuş, ilgili örneklemde istismarcı yönetimin işten ayrılma niyeti üzerinde anlamlı ve pozitif yönlü ilişkisi tespit edilmiştir. Araştırmada veri toplama aracı olarak istismarcı yönetim ölçeği (5 madde) ve işten ayrılma niyeti ölçeği (3 madde) kullanılmıştır. Araştırma bulguları literatürle benzer nitelikte olup, istismarcı yönetim davranışlarındaki artışın işten ayrılma niyeti davranışlarını artırdığı tespit edilmiştir. Tersi durum da geçerlidir. Yani örgüt çalışanlarının istismarcı yönetim puanlarında yaşanan azalma, işten ayrılma niyetleri puanlarını da düşürmektedir. Yani araştırma konusunu oluşturan değişkenler arasında pozitif yönlü anlamlı ilişki söz konusudur. Yani araştırma hipotezi kabul edilmiştir. Teknolojik ilerlemelerin iş dünyasındaki rekabeti yüksek düzeyde etkilediği günümüz dünyasında örgütlerin sergileyecekleri yönetim anlayışlarının örgüt çalışanlarını doğrudan etkilediği bilinmektedir. Bu bakımdan ilgili araştırmanın örgüt yöneticilerine yol gösterici olabileceği düşünülmektedir.

Keywords

İstismarcı Yönetim İşten Ayrılma Niyeti Banka Çalışanları

References

  • ABBAS, M. W., ALİ, M. & DOST, I. (2021). Impact of Abusive Supervision on Emotional Exhaustion, Counterproductive Work Behaviours and Intention to Quit: Moderating Role of Emotional Intelligence. Multicultural Education, 7(8).
  • AHMAD, A. & OMAR, Z. (2013). Abusive Supervision and Deviant Workplace Behavior: The Mediating Role of Work-Family Conflict. The Journal of Human Resource and Adult Learning, 9(2), s.124-130.
  • ASHFORTH, B. (1997). Petty Tyranny in Organizations: A Preliminary Examination of Antecedents and Consequences. Canadian Journal of Administrative Sciences, 14, 126–140.
  • BAMBERGER, P. A. & BACHARACH, S. B. (2006). Abusive Supervision and Subordinate Problems Drinking: Taking Resistance, Stress and Subordinate Personality into Account. Human Relations, 59, s.723–752.
  • BANNISTER, B. D. & GRIFETH, R.W. (1986). Applying a Causal Analytic Framework to he Mobley, Horner, and Hollingsworth (1978) Turnover Model: A Useful Reexamination. Journal of Management, 12(3), s.433–443.
  • BASSMAN, E. & LONDON, M. (1993). Abusive Managerial Behaviour. Leadership & Organization Development Journal, 14(2), s.18-24.
  • BAYKUL, Y. (2010). Eğitimde ölçme ve değerlendirme. Ankara: Pegem Akademi Yayıncılık.
  • BURTON, J.P. & HOOBLER, J.M. (2011). Aggressive Reactions to Abusive Supervision: The Role of Interactional Justice and Narcissism. Scandinavian Journal of Psychology, 52(4), s.389-398.
  • CARNEVALE, T. (2005). The Coming Labor and Skills Shortage. Training & Development, 59(1), s.37-41.
  • DAI, Y. D., ZHUANG, W. L. & HUAN, T. C. (2019). Engage or Quit? The Moderating Role of Abusive Supervision Between Resilience, Intention to Leave And Work Engagement. Tourism Management, 70, s.69-77.
  • DAWLEY, D., HOUGHTON, J. D. & BUCKLEW, N. S. (2010). Perceived Organizational Support and Turnover Intention: The Mediating Effects of Personal Sacrifice and Job Fit. The Journal of Social Psychology, 150(3), s.238-257.
  • DENİZ, S. & ÇİMEN, M. (2019). İstismarcı Yönetim Davranışının İşten Ayrılma Niyetine Etkisi: Hastane Çalışanlarına Yönelik Bir Araştırma. Uluslararası Sağlık Yönetimi ve Stratejileri Araştırma Dergisi, 5(2), s.155-164.
  • DİRİCAN, A. H. (2020). İstismarcı Yönetim ve Psikolojik Sözleşme İhlalinin Çalışanların İşe Gömülmüşlükleri Üzerine Etkisinde Algılanan Örgütsel Desteğin Aracı Rolü. (Yayımlanmamış Doktora Tezi). Gebze Teknik Üniversitesi/Sosyal Bilimler Enstitüsü, Gebze.
  • DUFFY, M. K. & FERRIER, W. J. (2003). Birds of a Feather...?: How Supervisor-Subordinate Dissimilarity Moderates the Influence of Supervisor Behaviors on Workplace Attitudes. Group & Organization Management, 28(2), s.217 248.
  • DUFFY, M. K., GANSTER, D. C. & PAGON, M. (2002). Social Undermining in the Workplace. Academy of Management Journal, 45(2), s.331 351.
  • GEORGE, D. & MALLERY, M. (2010). SPSS for Windows Step by Step: A Simple Guide and Reference, (10a ed.) Boston: Pearson.
  • GRIFETH, R.W., HOM, P.W. & GAERTNER, S. (2000). A MetaAnalysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for he Next Millennium. Journal of Management, 26, s.463–488.
  • GÜLTEKİN, G. (2021). Örgütsel Kronizm İle İşten Ayrılma Niyeti Arasındaki İlişkinin Belirlenmesine Yönelik Bir Araştırma. (Yayımlanmamış Yüksek Lisans Tezi). Pamukkale Üniversitesi/Sosyal Bilimler Enstitüsü, Denizli.
  • HAAR, J. M., DE FLUITER, A. & BROUGHAM, D. (2016). Abusive Supervision and Turnover Intentions: The Mediating Role of Perceived Organisational Support. Journal of Management & Organization, 22(2), s.139-153.
  • HALBESLEBEN, J. R. B. & WHEELER, A. R. (2008). The Relative Roles of Engagement and Embeddedness in Predicting Job Performance and Intention to Leave. Work & Stress, 22(3), s.242–256.
  • HANISCH, K. A. & HULIN, C. L. (1991). General Attitudes and Organizational Withdrawal: An Evaluation of A Causal Model. Journal of Vocational Behavior, 39(1), s.110–128.
  • HOM, P.W., CARANIKAS-WALKER, F., PRUSSİA, G.E. & GRİFETH, R.W. (1992). A Meta-Analytical Structural Equations Analysis of a Model of Employee Turnover. Journal of Applied Psychology, 77, s.890-909.
  • HOOF, H.B.V., XU, S.T., SERRANO, A-L. & TORRES, L. (2015). Abusive Supervision- A Form of Workplace Harassment: An Exploratory Study in the Ecuadorian Hospitality Industry. European Journal of Tourism, Hospitality and Recreation, 6(1), s.103-121. https://www.tbb.org.tr/ Erişim Tarihi: 16.01.2024
  • HUGHES, L. W., AVEY, J. B. & NIXON, D. R. (2010). Relationships Between Leadership and Followers’ Quitting Intentions and Job Search Behaviors. Journal of Leadership & Organizational Studies, 17(4), s.351-362.
  • KANTEN P. (2014). İşyeri Nezaketsizliğinin Sosyal Kaytarma Davranışı ve İşten Ayrılma Niyeti Üzerinde ki Etkisinde Duygusal Tükenmenin Aracılık Rolü. Aksaray Üniversitesi İ.İ.B.F. Dergisi, 6(1), s.11-26.
  • KÖKSAL, K. & GÜRSOY, A. (2019). İstismarci Yönetimin İşten Ayrilma Niyetine Etkisinde Örgütsel Etik İlkelerin Düzenleyici ve Araci Rolü. Manisa Celal Bayar Üniversitesi Sosyal Bilimler Dergisi, 17(2), s.347-366.
  • LEE, T.W. & MOWDAY, R.T. (1987). Voluntarily Leaving an Organization: An Empirical Investigation of Steers and Mowday’s Model of Turnover. Academy of Management Journal. 30(4), s.721-743.
  • LIN W., WANG L. & CHEN S.(2013). Abusive Supervision and Employee Well-Being: The Moderating Effect of Power Distance Orientation. Applied Psychology: An International Review, 62, s.308–329.
  • LIU, S., ZHU, Q. & WEI, F. (2019). How Abusive Supervision Affects Employees’ Unethical Behaviors: A Moderated Mediation Examination of Turnover Intentions and Caring Climate. International journal of environmental research and public health, 16(21), s.4187.
  • LYU, D., JI, L., ZHENG, Q., YU, B. & FAN, Y. (2019). Abusive Supervision and Turnover Intention: Mediating Effects of Psychological Empowerment of Nurses. International Journal of Nursing Sciences, 6(2), s.198-203.
  • MACKENZIE, S. B. (2003). The Dangers of Poor Construct Conceptualization. Journal of the Academy of Marketing Science, 31(3), s.323–326.
  • MITCHELL M. S. & AMBROSE M. L. (2007). Abusive Supervision and Workplace Deviance And Themoderating Effects of Negative Reciprocity Beliefs. Journal of Applied Psychology, 92, s.1159–1168.
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There are 67 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section SOSYAL VE BEŞERİ BİLİMLER
Authors

Hüseyin Karagöz 0000-0003-4981-8156

Early Pub Date March 29, 2024
Publication Date March 31, 2024
Submission Date February 7, 2024
Acceptance Date March 5, 2024
Published in Issue Year 2024 Volume: 8 Issue: 1

Cite

APA Karagöz, H. (2024). İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. Stratejik Ve Sosyal Araştırmalar Dergisi, 8(1), 163-174. https://doi.org/10.30692/sisad.1433156
AMA Karagöz H. İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. ssad. March 2024;8(1):163-174. doi:10.30692/sisad.1433156
Chicago Karagöz, Hüseyin. “İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA”. Stratejik Ve Sosyal Araştırmalar Dergisi 8, no. 1 (March 2024): 163-74. https://doi.org/10.30692/sisad.1433156.
EndNote Karagöz H (March 1, 2024) İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. Stratejik ve Sosyal Araştırmalar Dergisi 8 1 163–174.
IEEE H. Karagöz, “İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA”, ssad, vol. 8, no. 1, pp. 163–174, 2024, doi: 10.30692/sisad.1433156.
ISNAD Karagöz, Hüseyin. “İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA”. Stratejik ve Sosyal Araştırmalar Dergisi 8/1 (March 2024), 163-174. https://doi.org/10.30692/sisad.1433156.
JAMA Karagöz H. İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. ssad. 2024;8:163–174.
MLA Karagöz, Hüseyin. “İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA”. Stratejik Ve Sosyal Araştırmalar Dergisi, vol. 8, no. 1, 2024, pp. 163-74, doi:10.30692/sisad.1433156.
Vancouver Karagöz H. İSTİSMARCI YÖNETİMİN İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ: BANKA ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA. ssad. 2024;8(1):163-74.
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