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Etik İlkeler Bağlamında Kişi Örgüt Uyumunun Örgütsel Ortamda Sessizlik Davranışına Etkisi

Year 2018, Volume: 11 Issue: 2, 1 - 9, 25.04.2018
https://doi.org/10.25287/ohuiibf.305301

Abstract

Çalışanların örgüte ilişkin sorunlar hakkında fikirlerini ve
endişelerini iletmelerine engel olan örgüt
içinde sessiz kalma davranışı, çeşitli örgütsel faktörlerden
etkilenebilmektedir. Bireylerin örgütleriyle uyumlu olmaları ve örgüt içindeki
etik değerler örgütsel sessizliği etkileyen faktörler arasında yer almaktadır. Örgütte
çalışanların ve yöneticilerin doğru ve yanlışa yönelik sahip olduğu değerler, örgütsel
etik değerleri oluşturmaktadır. Kişi örgüt uyumu
ise kişi ve örgütün öznitelikleri, değer yargıları ve amaçları arasındaki uyum
ile kişinin karakteristik özellikleri ve örgüt değerleri arasındaki benzeşimi
ifade etmekte ve çalışanın nerede çalışacağına karar vermesinde önemli bir
faktör olmaktadır. Bu bağlamda çalışmada, örgütsel etik değerlerin ve
kişi-örgüt uyumunun çalışanların sessiz kalma davranışına etkisi
incelenmektedir. Araştırma, eğitim kurumunda çalışan 278 kişiden, anket yöntemi
ile toplanan verilerle gerçekleştirilmiştir. Çalışma sonucunda, örgütsel etik ilkelerin
kişi-örgüt uyumunu artırdığı ve örgütsel sessizlik davranışını azalttığı ayrıca
kişi-örgüt uyumunun da örgütsel sessizlik davranışını azalttığı sonucuna
ulaşılmıştır.

References

  • Ambrose, M. L., Arnaud, A., & Schminke, M. (2008). Individual moral development and ethical climate: The influence of person–organization fit on job attitudes. Journal of Business Ethics, 77(3), 323-333.
  • Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person–organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91(4), 786-801.
  • Aytaç, Ö. (2004). Örgütler: Sosyolojik bir perspektif. Fırat Üniversitesi Sosyal Bilimler Dergisi, 14(1), 189-217.
  • Bagheri, G., Zarei, R., & Aeen, M. N. (2012). Organizational silence: Basic concepts and its development factors. Ideal Type of Management, 1(1), 47-58.
  • Bowen, D. E., Ledford, G. E., & Nathan, B. R. (1991). Hiring for the organization, not the job. Academy of Management Executive, 4(5), 35-52.
  • Bowie, N. E., & Schneider, M. (2011). Business ethics for dummies. Indiana: Wiley Publishing.
  • Brinsfield, C. T., Edwards, M. S., & Greenberg, J. (2009). Voice and silence in organizations: Historical review and current conceptualizations. J. Greenberg, & M. S. Edwards içinde, Voice and silence in organizations (s. 3–33 ). UK: Emerald.
  • Brown, M. E., & Trevino, L. K. (2006). Ethical leadership: A review and future directions. Leadership Quarterly, 17 (6), 595–616.
  • Brown, M. E., Trevino, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117–134.
  • Cable, D. M., & Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational Behavior & Human Decision Processes, 3(67), 294-311.
  • Chatman, J. (1991). Matching people and organizations: Select and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
  • Cowton, C. J., & Thompson, P. (2000). Do codes make a difference? The case of bank lending and the environment. Journal of Business Ethics, 24, 165–179.
  • Çakıcı, A. (2007). Örgütlerde sessizlik: Sessizliğin teorik temelleri ve dinamikleri. Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 16(1), 145-162.
  • Çakıcı, A. (2010). Örgütlerde işgören sessizliği: Neden sessiz kalmayı tercih ediyoruz? Ankara: Detay Yayıncılık.
  • Çalışkan, E. N. (2010). The impact of strategic human resource management on organizational performance. Journal of Naval Science and Engineering, 6(2), 100-116.
  • Day, A. B. (2003). Ethics in environmental communication and education. Applied Environmental Education and Communication, 2, 71-72.
  • Durmuş, B., Yurtkoru, E., & Çinko, M. (2013). Sosyal bilimlerde SPSS'le veri analizi. İstanbul: Beta.
  • Edward, J. (1991). Person–Job Fit: A conceptual integration, literature review, and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283–357.
  • Ferrell, O., Fraedrich, J., & Ferrell, L. (2011). Business ethics: Ethical decision making and cases (8th Edition b.). USA.: South-Western, Cengage Learning.
  • Gül, H. (2002). Örgütsel bağlılık kaklaşımlarının mukayesesi ve değerlendirmesi. Ege Academic Review, 2(1), 37-56.
  • Hammond, S., & Slocum, J. (1996). The impact of prior firm financial performance on subsequent corporate reputation. Journal of Business Ethics, 15(2), 159–165.
  • Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states. Cambridge: MA: Harvard University Press.
  • Hunt, S., Wood, V., & Chonko, L. (1989). Corporate ethical values and organizational commitment in marketing. Journal of Marketing, 53(3), 79–90.
  • Jubb, P. (1999). Whistleblowing: A restrictive definition and interpretation. Journal of Business Ethics, 21, 77–94.
  • Jung, H. S., Namkung, Y., & Yoon, H. H. (2010). The effects of employees’ business ethical value on person–organization fit and turnover intent in the foodservice industry. International Journal of Hospitality Management, 29, 538–546.
  • Kahveci, G., & Demirtaş, Z. (2013). Okul yöneticisi ve öğretmenlerin sessizlik algıları. Eğitim ve Bilim, 38(167), 50-64.
  • Klebnikov, P. (1993, Mayıs 24). The Swedish disease. Forbes, 78–80.
  • Kohlberg, L. (1984). The psychology of moral development. San Francisco: Harper Row.
  • Kristof-Brown, A. (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 individual’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personal Psycholog, 58, 281–342.
  • Laufer, W., & Robertson, D. (1997). Corporate ethics initiatives as social control. Journal of Business Ethics, 10(16), 1029–1048.
  • Meydan, C. H., & Şeşen, H. (2011). Yapısal eşitlik modellemesi, AMOS Uygulamaları. Ankara: Detay.
  • Miller, M., Woehr, D. J., & Hudspeth, N. (2002). The meaning and measurement of work ethic: construction and initial validation of a multidimensional inventory. Journal of Vocational Behavior, 60, 451-489.
  • Milliken, F., Morrison, E., & Hewlin, P. (2003). An exploratory study of employee silence:An exploratory study of employee silence : Issues that employees don't communicate upward and why? Journal of Management Studies, 40(6), 1453-1476.
  • Morrison, E., & Milliken, F. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 705-725.
  • Mulki, J., Jaramillo, J., & Locander, W. (2008). Effect of ethical climate on turnover intention: linking attitudinal and stress theory. Journal of Business Ethics, 78, 559-574.
  • Nikmaram, S., Yamchi, H. G., Shojaii, S., Zahrani, M. A., & Alvani, S. M. (2012). Study on relationship between organizational silence and commitment in Iran. World Applied Sciences Journal, 17(10), 1271-1277.
  • O'Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
  • Özdemir, L., & Sağıroğlu, U. S. (2013). Çalışanların örgütsel ses ve sessizlik algılamalarının demografik nitelikler açısından değerlendirilmesi: kamu ve özel sektörde bir araştırma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 27(1), 257-281.
  • Özer, P. S., Özmen, Ö., & Saatçioğlu, Ö. (2004). Bilgi yönetiminin etkinliğinde kilit bir faktör olarak bilgi işçileri ve insan kaynakları yönetiminin farklılaşan özellikleri. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 6(1), 254-275.
  • Pekdemir, I., Koçoğlu, M., & Gürkan, G. Ç. (2013). Birey-örgüt uyumunun açıkça konuşma davranışı üzerindeki etkisinde algılanan yönetici desteğinin aracılık rolü: MBA öğrencilerine yönelik bir araştırma. İ. Ü. İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi, 24(75), 83-104.
  • Pinder, C., & Harlos, K. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. Research in Personnel and Human Resources Management, 20, 331-369.
  • Premeaux, S., & Bedeian, A. (2003). Breaking the Silence: The moderating effects of self- monitoring in predicting speaking up in the workplace. Journal of Management Studies, 40(6), 1537-1562.
  • Raub, S., & Robert, C. (2012). Empowerment, organizational commitment, and voice behavior in the hospitality industry: Evidence from a multinational sample. Cornell Hospitality Quarterly, 54(2), 136-148.
  • Sheehy, J. W. (1990). New work ethic is frightening. Personnel Journal, 28–36.
  • Sims, R., & Keon, T. (1997). Ethical work climate as a factor in the development of person–organization fit. Business Ethics, 16, 1095-1105.
  • Sims, R., & Kroeck, G. (1994). The influence of ethical fit on employee satisfaction, commitment and turnover. Business Ethics, 13, 939–947.
  • Trevino, L. K., Butterfield, K. D., & McCabe, D. L. (1998). The ethical context in organizations: influences on employee attitudes and behaviors. Business Ethics Quarterly, 8, 447–476.
  • Vakola, M., & Bouradas, D. (2005). Antecedents and consequences of organizational silence: An empirical investigation. Employee Relations, 27 (5), 441-458.
  • Valentine, S., Godkin, L., & Lucero, M. (2002). Ethical context, organizational commitment and person–organization fit. Journal of Business Ethics, 41(4), 349–360.
  • Van Dyne, L., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence as multidimensional constructs. Journal of Management Studies, 40, 1359-1392.
  • Vancouver, J. B., Millsap, R. E., & Peters, P. A. (1994). Multilevel analysis of organizational goal congruence. Journal of Applied Psychology, 79(5), 666-679.
  • Vidaver, C. D. (1998). Moral climate in business firm: A conceptual framework for analysis and change. Journal of Business Ethics, 17(11), 1211–1226.

The Effect of Person-Organization Fit on the Organizational Silence within the Ethical Value Context

Year 2018, Volume: 11 Issue: 2, 1 - 9, 25.04.2018
https://doi.org/10.25287/ohuiibf.305301

Abstract

Organizational silence behavior, which prevents employees to voice their
concerns on organizational problems, has been affected by various
organizational factors. Person-organization-fit and organizations’ ethical
values at organization are some of these factors that organizational silence is
affected. Organizational ethical values consist of employees’ and managers’
values about what is right and wrong. Person-organization fit has been defined
as the compatibility between individuals and organizations and is considered as
a critical factor in selecting where to work. In other words, person
organization fit can be based on the congruity between personal and
organizational beliefs or goals. Within this context, this study examines the
effect of organizational ethic values and person-organization fit on the
behavior of employees’ silence. The study is based on the data collected via
the questionnaires of 278 employees in an educational institution. As a result,
organizational ethical values increase the person-organization fit and reduce
organizational silence. Person-organization fit reduces organizational silence
as well.

References

  • Ambrose, M. L., Arnaud, A., & Schminke, M. (2008). Individual moral development and ethical climate: The influence of person–organization fit on job attitudes. Journal of Business Ethics, 77(3), 323-333.
  • Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person–organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91(4), 786-801.
  • Aytaç, Ö. (2004). Örgütler: Sosyolojik bir perspektif. Fırat Üniversitesi Sosyal Bilimler Dergisi, 14(1), 189-217.
  • Bagheri, G., Zarei, R., & Aeen, M. N. (2012). Organizational silence: Basic concepts and its development factors. Ideal Type of Management, 1(1), 47-58.
  • Bowen, D. E., Ledford, G. E., & Nathan, B. R. (1991). Hiring for the organization, not the job. Academy of Management Executive, 4(5), 35-52.
  • Bowie, N. E., & Schneider, M. (2011). Business ethics for dummies. Indiana: Wiley Publishing.
  • Brinsfield, C. T., Edwards, M. S., & Greenberg, J. (2009). Voice and silence in organizations: Historical review and current conceptualizations. J. Greenberg, & M. S. Edwards içinde, Voice and silence in organizations (s. 3–33 ). UK: Emerald.
  • Brown, M. E., & Trevino, L. K. (2006). Ethical leadership: A review and future directions. Leadership Quarterly, 17 (6), 595–616.
  • Brown, M. E., Trevino, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117–134.
  • Cable, D. M., & Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational Behavior & Human Decision Processes, 3(67), 294-311.
  • Chatman, J. (1991). Matching people and organizations: Select and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
  • Cowton, C. J., & Thompson, P. (2000). Do codes make a difference? The case of bank lending and the environment. Journal of Business Ethics, 24, 165–179.
  • Çakıcı, A. (2007). Örgütlerde sessizlik: Sessizliğin teorik temelleri ve dinamikleri. Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 16(1), 145-162.
  • Çakıcı, A. (2010). Örgütlerde işgören sessizliği: Neden sessiz kalmayı tercih ediyoruz? Ankara: Detay Yayıncılık.
  • Çalışkan, E. N. (2010). The impact of strategic human resource management on organizational performance. Journal of Naval Science and Engineering, 6(2), 100-116.
  • Day, A. B. (2003). Ethics in environmental communication and education. Applied Environmental Education and Communication, 2, 71-72.
  • Durmuş, B., Yurtkoru, E., & Çinko, M. (2013). Sosyal bilimlerde SPSS'le veri analizi. İstanbul: Beta.
  • Edward, J. (1991). Person–Job Fit: A conceptual integration, literature review, and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283–357.
  • Ferrell, O., Fraedrich, J., & Ferrell, L. (2011). Business ethics: Ethical decision making and cases (8th Edition b.). USA.: South-Western, Cengage Learning.
  • Gül, H. (2002). Örgütsel bağlılık kaklaşımlarının mukayesesi ve değerlendirmesi. Ege Academic Review, 2(1), 37-56.
  • Hammond, S., & Slocum, J. (1996). The impact of prior firm financial performance on subsequent corporate reputation. Journal of Business Ethics, 15(2), 159–165.
  • Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states. Cambridge: MA: Harvard University Press.
  • Hunt, S., Wood, V., & Chonko, L. (1989). Corporate ethical values and organizational commitment in marketing. Journal of Marketing, 53(3), 79–90.
  • Jubb, P. (1999). Whistleblowing: A restrictive definition and interpretation. Journal of Business Ethics, 21, 77–94.
  • Jung, H. S., Namkung, Y., & Yoon, H. H. (2010). The effects of employees’ business ethical value on person–organization fit and turnover intent in the foodservice industry. International Journal of Hospitality Management, 29, 538–546.
  • Kahveci, G., & Demirtaş, Z. (2013). Okul yöneticisi ve öğretmenlerin sessizlik algıları. Eğitim ve Bilim, 38(167), 50-64.
  • Klebnikov, P. (1993, Mayıs 24). The Swedish disease. Forbes, 78–80.
  • Kohlberg, L. (1984). The psychology of moral development. San Francisco: Harper Row.
  • Kristof-Brown, A. (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 individual’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personal Psycholog, 58, 281–342.
  • Laufer, W., & Robertson, D. (1997). Corporate ethics initiatives as social control. Journal of Business Ethics, 10(16), 1029–1048.
  • Meydan, C. H., & Şeşen, H. (2011). Yapısal eşitlik modellemesi, AMOS Uygulamaları. Ankara: Detay.
  • Miller, M., Woehr, D. J., & Hudspeth, N. (2002). The meaning and measurement of work ethic: construction and initial validation of a multidimensional inventory. Journal of Vocational Behavior, 60, 451-489.
  • Milliken, F., Morrison, E., & Hewlin, P. (2003). An exploratory study of employee silence:An exploratory study of employee silence : Issues that employees don't communicate upward and why? Journal of Management Studies, 40(6), 1453-1476.
  • Morrison, E., & Milliken, F. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 705-725.
  • Mulki, J., Jaramillo, J., & Locander, W. (2008). Effect of ethical climate on turnover intention: linking attitudinal and stress theory. Journal of Business Ethics, 78, 559-574.
  • Nikmaram, S., Yamchi, H. G., Shojaii, S., Zahrani, M. A., & Alvani, S. M. (2012). Study on relationship between organizational silence and commitment in Iran. World Applied Sciences Journal, 17(10), 1271-1277.
  • O'Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
  • Özdemir, L., & Sağıroğlu, U. S. (2013). Çalışanların örgütsel ses ve sessizlik algılamalarının demografik nitelikler açısından değerlendirilmesi: kamu ve özel sektörde bir araştırma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 27(1), 257-281.
  • Özer, P. S., Özmen, Ö., & Saatçioğlu, Ö. (2004). Bilgi yönetiminin etkinliğinde kilit bir faktör olarak bilgi işçileri ve insan kaynakları yönetiminin farklılaşan özellikleri. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 6(1), 254-275.
  • Pekdemir, I., Koçoğlu, M., & Gürkan, G. Ç. (2013). Birey-örgüt uyumunun açıkça konuşma davranışı üzerindeki etkisinde algılanan yönetici desteğinin aracılık rolü: MBA öğrencilerine yönelik bir araştırma. İ. Ü. İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi, 24(75), 83-104.
  • Pinder, C., & Harlos, K. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. Research in Personnel and Human Resources Management, 20, 331-369.
  • Premeaux, S., & Bedeian, A. (2003). Breaking the Silence: The moderating effects of self- monitoring in predicting speaking up in the workplace. Journal of Management Studies, 40(6), 1537-1562.
  • Raub, S., & Robert, C. (2012). Empowerment, organizational commitment, and voice behavior in the hospitality industry: Evidence from a multinational sample. Cornell Hospitality Quarterly, 54(2), 136-148.
  • Sheehy, J. W. (1990). New work ethic is frightening. Personnel Journal, 28–36.
  • Sims, R., & Keon, T. (1997). Ethical work climate as a factor in the development of person–organization fit. Business Ethics, 16, 1095-1105.
  • Sims, R., & Kroeck, G. (1994). The influence of ethical fit on employee satisfaction, commitment and turnover. Business Ethics, 13, 939–947.
  • Trevino, L. K., Butterfield, K. D., & McCabe, D. L. (1998). The ethical context in organizations: influences on employee attitudes and behaviors. Business Ethics Quarterly, 8, 447–476.
  • Vakola, M., & Bouradas, D. (2005). Antecedents and consequences of organizational silence: An empirical investigation. Employee Relations, 27 (5), 441-458.
  • Valentine, S., Godkin, L., & Lucero, M. (2002). Ethical context, organizational commitment and person–organization fit. Journal of Business Ethics, 41(4), 349–360.
  • Van Dyne, L., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence as multidimensional constructs. Journal of Management Studies, 40, 1359-1392.
  • Vancouver, J. B., Millsap, R. E., & Peters, P. A. (1994). Multilevel analysis of organizational goal congruence. Journal of Applied Psychology, 79(5), 666-679.
  • Vidaver, C. D. (1998). Moral climate in business firm: A conceptual framework for analysis and change. Journal of Business Ethics, 17(11), 1211–1226.
There are 53 citations in total.

Details

Primary Language Turkish
Subjects Economics
Journal Section Articles
Authors

Kemal Köksal 0000-0001-7653-1762

Arzu Uğurlu Kara 0000-0001-9348-6107

Cem Harun Meydan 0000-0002-3604-1117

Publication Date April 25, 2018
Submission Date April 10, 2017
Acceptance Date March 18, 2018
Published in Issue Year 2018 Volume: 11 Issue: 2

Cite

APA Köksal, K., Uğurlu Kara, A., & Meydan, C. H. (2018). Etik İlkeler Bağlamında Kişi Örgüt Uyumunun Örgütsel Ortamda Sessizlik Davranışına Etkisi. Ömer Halisdemir Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 11(2), 1-9. https://doi.org/10.25287/ohuiibf.305301

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