Research Article
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THE MODERATOR ROLE OF FEEDBACK SEEKING BEHAVIOUR ON THE INFLUENCE OF POWER MOTIVATION ON LIKING OF WORK

Year 2018, Volume: 9 Issue: 21, 102 - 113, 29.07.2018
https://doi.org/10.21076/vizyoner.428349

Abstract

The purpose of the study is to investigate the
moderator role of feedback seeking motive in the relationship between need of
power and liking of work. In the literature, besides many factors, it is
observed that work liking of employees is related with basic motivation
resources and feedback seeking motives. The feedback seeking which provide
information on existing performance in the workplace, it is highly related to
liking of work as it influences the reduction of uncertainties. Besides, it is
known that liking of work positively affected by fulfilling the need of power
which characterizes the individual's willingness to be active. From this point
of view in the study, it is focused on the affect of need of power on the relationship
between liking of work and the role of feedback seeking motives. For this
purpose, the study is carried out by reaching to 219 nurses, who are working in
private hospitals. A questionnaire consisting of 3 different scales is used to
measure participants’ basic motivation resources, liking of work and feedback
seeking behaviors. The data obtained as a result of the questionnaire are
analyzed by SPSS and AMOS programs, and then the results are evaluated. As a
result, it is determined that the indifference level of nurses to feedbacks has
a moderator role in the effect of power motivation on the liking of work.
Accordingly, it is found that need for power effect on liking of work increases
with an increase in the level of individuals’ indifference level to the sign of
feedback. On the other hand, it is determined that, the levels of defensive
motive to feedback do not have any influence on the effect of need for power on
the liking of work.

References

  • Antalyalı, Ö.L. ve Bolat, Ö. (2017). ‘Öğrenilmiş İhtiyaçlar Bağlamında Temel Motivasyon Kaynakları (TMK) Ölçeğinin Geliştirilmesi, Güvenilirlik ve Geçerlik Analizi’, AİBÜ Sosyal Bilimler Enstitüsü Dergisi, 17(1), 83-114.
  • Alderfer, C.P. (1972). ‘Existence, relatedness, and growth: Human needs in organizational settings’, New York: Free Press.
  • Anseel, F. and Lievens, F. (2006). “A Within-Person Perspective On Feedback Seeking About Task Performance”, Psychologica Belgica 46(4), 283-300.
  • Ashford S.J. (1986). ‘Feedback-Seeking In Individual Adaptation: A Resource Perspective’, Academy of Management Journal, 29(3), 465-487.
  • Ashford S.J. and Cummings, L.L. (1983). ‘Feedback as an Individual Resource: Personal Strategies of Creating Information’, Organizational Behavior and Human Performance, 32, 370-398.
  • Baker, N. Perreault, D. Reid, A.and Blanchard, C.M. (2013). ‘Feedback and Organizations: Feedback is Good, Feedback-Friendly Culture is Better’, Canadian Psychology, 54(4), 260–268.
  • Blau, G. (2003). ‘Testing For a Four-dimensional Structure of Occupational Commitment’, Journal of Occupational and Organizational Psychology, 76, 469–488.
  • Butler, D.L. and Winne P.H. (1995). ‘Feedback and Self-Regulated Learning: A Theoretical Synthesis’, Review of Educational Research.
  • Cacioppo, J. T., & Petty, R. E. (1982). ‘The need for cognition’, Journal of Personality and Social Psychology, 42(1), 116-131.
  • Castellan, Jr.N.J., and Swaine, M. (1977). ‘Long-Term Feedback and Differential Feedback Effects In Nonmetric Multiple-Cue Probability Learning’, Behavioral Science, 22, 116-128.
  • Cohen, A. (1995). ‘An Examination of the Relationship Between Work Commitment and Nonwork Domains’, Human Relations, 48(3), 239-263.
  • Çetin, F., Basım, N. ve Karataş, M. (2011). ‘Çalışanların Problem Çözme Becerilerinde Örgütsel Adalet Algısı ve İş Tatmininin Rolü’, Yömnetim ve Ekonomi, 18(1), 71-85.
  • Daft, R. L. (2008). ‘Management’, Ohio: Thomson South-Western.
  • Dahling J.J., Chau S.L. and O’Malley, A. (2012). ‘Correlates and Consequences of Feedback Orientation in Organizations’, Journal of Management 38(2), 531-546.
  • Dahling, J.J. and Whitaker, B.G. (2016). ‘When can Feedback-Seeking Behavior Result in a Better Performance Rating? Investigating the Moderating Role of Political Skill’, Human Performance, 1-16.
  • Deci, E.L. and Ryan R.M. (2000). ‘The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior’, Psychological Inquiry, 11(4), 227-268.
  • Dede, M. ve Çınar, S. (2008). ‘Dahiliye Yoğun Bakım Hemşirelerinin Karşılaştıkları Güçlükler ve İş Doyumlarının Belirlenmesi’, Maltepe Üniversitesi Hemşirelik Bilim ve Sanatı Dergisi, 1(1) 3-14.
  • Ekşi, G. (2012). ‘Mikroöğretimde Daha Etkili Bir Geribildirim İçin Gözlem ve Dönüt Formunun Uygulanması’, Eğitim ve Bilim 37(164)
  • Elloy, D.F. Everett, J.E. and Flynn, W.R. (1995). ‘Multidimensional Mapping of the Correlates of Job Involvement’, Canadian Journal of Behavioural Science, 27(1), 79-91.
  • Emmons, R. A. (1997). ‘Motives and life goals. R. Hogan, J. Johnson, & S. Briggs içinde, Handbook of personality psychology (s. 485-512)’, San Diego, CA: Academic Press.
  • Gabriel1, A.S. Frantz, N.B. Levy, P.E. and Hilliard, A.W (2014). ‘The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator’, Journal of Occupational and Organizational Psychology 87, 487–506
  • George, J.M. and Jones, G.R. (2012). ‘Understanding and Managing Organizational Behavior (6. Ed.)’: Prentice Hall.
  • Erdemli, Ç., Sümer, H.C. ve Bilgiç, R. (2007). ‘Performans Yönetiminde Yazılı Geribildirim ve Yazılı artı Sözlü Geribildirim Yöntemlerinin Karşılaştırması’, Türk Psikoloji Dergisi, 22 (60), 71-85.
  • Hattie, J.and Timperley, H. (2007). ‘The Power of Feedback’, Review of Educational Research Vol. 77, No. 1, pp. 81-112
  • Herzberg, F., Mausner, B., and Snyderman, B. B. (1959). ‘The motivation to work’, New York: John Wiley.
  • Hsu, H.Y., Chen, S.H., Yu H.Y. and Lou J.H. (2010). ‘Job stress, achievement motivation and occupational burnout among male nurses’, Journal of Advanced Nursing 66(7), 1592–1601.
  • Kaya, H. (2008). ‘Kamu ve Özel Sektör Kuruluşlarının Örgütsel Kültürünün Analizi ve Kurum Kültürünün Çalışanların Örgütsel Bağlılığına Etkisi: Görgül Bir Araştırma’, Maliye Dergisi, 155,119-143.
  • Koestner R. Zuckerman M. and Koestner J. (1987). ‘Praise, Involvement, and Intrinsic Motivation’, Journal of Personality and Social Psychology, 53(2), 383-390.
  • Lam, C.F., DeRue, D.S., Karam, E.P. and Hollenbeck, J.R. (2011). ‘The Impact of Feedback Frequency on Learning and Task Performance: Challenging the ‘‘More is Better’’ Assumption’, Organizational Behavior and Human Decision Processes, 116, 217–228.
  • Linderbaum, B.A. and Levy, P.E. (2010). ‘The Development and Validation of the Feedback Orientation Scale (FOS)’, Journal of Management, 36(6), 1372-1405.
  • Lizzio, A. and Wilson, K. (2008). ‘Feedback on Assessment: Students’ Perceptions of Quality and Effectiveness’, Assessment & Evaluation in Higher Education, 33(3), 263-275.
  • Maslow, A. H. (1954). ‘Motivation and personality’, New York: McGraw-Hill.
  • McClelland, D.C. (1961). ‘The Achieving Society’, New York: Van Nostrand Reinhold.
  • McClelland, D.C. (1965). ‘Achievement and entrepreneurship: A longitudinal study’, Journal of Personality and Organizational Behavior, 1(4), 389-392.
  • McClelland, D.C. (1971). ‘Assessing human motivation’. New York: General Learning Press.
  • McClelland, D.C. (1975). ‘Power: The inner experience’, New York: Irvington.
  • McClelland, D.C. (1985). ‘Human motivation’, Glenview, IL: Scott Foresman.
  • McClelland, D.C. and Burnham D.H. (2003). ‘Power is the Great Motivator’, (Harward Busines Rewiev)
  • McShane, S.L. and Von Glinow, M.A. (2010). ‘Organizational behavior (5 b.)’, New York: McGraw-Hill.
  • Mory, E.H. (2003). ‘Feedbac Research Revisited’, (Içinde ‘Handbook of research for educational communications and technology-2003), section 29.
  • Nakai, Y. and O'Malley, A.L. (2015). ‘Feedback to Know, to Show, or Both? A Profile Approach to the Feedback Process’, Learning and Individual Differences, 43, 1–10.
  • Nelson, M.M. and Schunn, C.D. (2009). ‘The Nature of Feedback: How Different Types of Peer Feedback Affect Writing Performance’, Instr Sicience, 37: 375–401.
  • İnfal, S. ve Bodur, S. (2011). ‘Hemşirelerin Önem Verdikleri Motivasyon Araçları’ İ.U.F.N. Hem. Dergisi, 19(2), 77-82.
  • Orpen, C. (1997). ‘The Interactive Effects of Communication Quality and Job Involvement on Managerial Job Satisfaction and Work Motivation’, The Journal of Psychology 13(5) 5 19-522.
  • Özabacı, N ve Acat, B. (2005), ‘Öğretmen Adaylarının Kendi Özellikleri İle İdeal Öğretmen Özelliklerine Dönük Algılarının Karşılaştırılması’, Kuram ve Uygulamada Eğitim Yönetimi, 42, 211-236.
  • Özkan, Ö., Koçyiğit, Z. ve Şen, Ü. (2013). ‘Özel Hastanelerde Çalışan Hemşirelerin Algılanan İş ve Gelir Güvencesizliği ile Çalışma Koşulları’, Cumhuriyet Hemşirelik Dergisi, 2(1):15-25.
  • Permken, S. ve Dağıstanlı, Ö. (2012). ‘Kimler bilişim teknolojileri öğretmeni olmalı? Meslek kişiliği Yaklaşımı’, e-Journal of New World Sciences Academy, 7(4), 1045-1053.
  • Powell, F.A. (2008). ‘A Theory of Cognitive Dissonance, An Examination and Re-statement of Festinger's Theory’, psc.isr.umich.edu. Rosen, C.C., Levy, P.E. and Hall, R.J. (2006). ‘Placing Perceptions of Politics in the Context of the Feedback Environment, Employee Attitudes, and Job Performance’, Journal of Applied Psychology, 91(1), 211–220.
  • Royle, M. T., & Hall, A. T. (2012). ‘The relationship between Mcclelland’s theory of needs, feeling individually accountable, and informal accountability for others’. International Journal Of Management And Marketing Research, 5(1), 21-42.
  • Schlett, C. and Ziegler, R. (2014). ‘Job Emotionsa and Job Cognitions as Determinants of Job Satisfaction: The Moderating Role of Individual Differences in Need For Affect’, Journal of Vocational Behavior, 84: 74–89.
  • Sığrı, Ü. (2007). ‘İş Görenlerin Örgütsel Bağlılıklarının Meyer ve Allen Tipolojisiyle Analizi: Kamu ve Özel Sektörde Karşılaştırmalı Bir Araştırma’, Anadolu Üniversitesi Sosyal Bilimler Dergisi, 7(2): 261-278.
  • Steelman, L.A., Levy, P.E. and Snell, A.F. (2004). ‘The Feedback Environment Scale: Construct Definition, Measurement, and Validation’, Educational and Psychological Measurement, 64(1), 165-184.
  • Tayfur, Ö. (2006). ‘Antecedents of Feedback Seeking Behaviors A Thesis Submitted To The Graduate School of Social Sciences’, Middle East Technical University, Master Thesis.
  • Türk, U. ve Yıldız, G. (2015). ‘ERP Uygulamalarının Çalışma Yaşamı Kalitesine Etkisi: Nitel Bir Araştırma’, Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 44, 139-148.
  • Van Velsor, E. and Leslie, J.B. (1995). ‘Why executives derail: Perspective across time and culture’, Academy of Management Executive, 9, 62-72.
  • Veroff, J. (1992). ‘Power motivation. C. P. Smith içinde, Motivation and personality: Handbook of thematic content analysis (s. 278-285)’, New York: Cambridge University Press.
  • Winter, D.G. (1973). ‘The power motive’. New York: Free Press.
  • Whitaker, B.G., Dahling, J.J.and Levy, P. (2007). ‘The Development of a Feedback Environment and Role Clarity Model of Job Performance’, Journal of Management, 33(4), 570-591.
  • Yamaguchi, I. (2003). ‘The Relationships Among İndividual Differences, Needs and Equity Sensitivity’, Journal of Managerial Psychology, 18(4), 324-344.
  • Yener, E. ve Öksüz, S. (2007). ‘Özel Hastanelerin Karşılaştığı Finansal Sorunların Tespiti ve Çözüm Önerileri’, Ömer Halisdemir Üniversitesi, İktisadi İdari Bilimler Fakültesi Dergisi, 10(2): 222-246.
  • Yelboğa, A. (2009). ‘Validity and Reliability ofthe Turkish Version of the Job Satisfaction Survey (JSS’, World Applied Sciences Journal, 6(8): 1066-1078.

GÜÇ MOTİVASYONUNUN İŞ SEVGİSİNE ETKİSİNDE GERİBİLDİRİM ARAMA DAVRANIŞININ DÜZENLEYİCİ ROLÜ

Year 2018, Volume: 9 Issue: 21, 102 - 113, 29.07.2018
https://doi.org/10.21076/vizyoner.428349

Abstract



Bu çalışmanın amacı, güç motivasonuyla iş sevgisi
ilişkisinde geribildirim arama motivasyonlarının düzenleyici rolünün
araştırılmasıdır. Alanda yapılan çalışmalarda, çalışanların iş sevgisinin
birçok etmenin yanında temel motivasyon kaynakları ve geribildirim arama
motivasyonlarıyla ilişkili olduğu görülmüştür. İşyerinde var olan performansla
ilgili bilgilere erişimi sağlayan geribildirim arama, belirsizliklerin
azalmasında etkili olduğundan iş sevgisiyle oldukça ilişkilidir. Bunun yanında,
bireyin etkin olma isteğini niteleyen güç ihtiyacının karşılanması sonucunda iş
sevgisinin pozitif yönde etkilendiği bilinmektedir. Buradan hareketle bu çalışmada,
bireylerin güç motivasyonlarının iş sevgisine etkisi ve geribildirim arama
motivasyonlarının bu ilişkideki rolüne odaklanılmıştır. Bu amaçla çalışma, özel
hastanelerde çalışan 219 hemşireye ulaşılarak gerçekleştirilmiştir.
Katılımcıların temel motivasyon kaynakları, iş sevgileri ve geribildirim arama
davranışlarını ölçmek amacıyla 3 farklı ölçekten oluşan anket kullanılmıştır.
Anket sonucunda elde edilen veriler SPSS ve AMOS programlarıyla analiz edilerek
değerlendirmeye tabi tutulmuştur. Analiz sonucunda hemşirelerin geribildirime
kayıtsızlık düzeyinin, güç motivasyonunun iş sevgisine etkisinde düzenleyici
rolü olduğu saptanmıştır. Buna göre bireyin geribildirime kayıtsızlık düzeyi
arttıkça güç ihtiyacının iş sevgisine etkisinin artış gösterdiği tespit
edilmiştir. Buna karşın geribildirime defansif yaklaşma düzeylerinin, güç
motivasyonunun iş sevgisine etkisinde herhangi bir etkisinin olmadığı
görülmüştür.

References

  • Antalyalı, Ö.L. ve Bolat, Ö. (2017). ‘Öğrenilmiş İhtiyaçlar Bağlamında Temel Motivasyon Kaynakları (TMK) Ölçeğinin Geliştirilmesi, Güvenilirlik ve Geçerlik Analizi’, AİBÜ Sosyal Bilimler Enstitüsü Dergisi, 17(1), 83-114.
  • Alderfer, C.P. (1972). ‘Existence, relatedness, and growth: Human needs in organizational settings’, New York: Free Press.
  • Anseel, F. and Lievens, F. (2006). “A Within-Person Perspective On Feedback Seeking About Task Performance”, Psychologica Belgica 46(4), 283-300.
  • Ashford S.J. (1986). ‘Feedback-Seeking In Individual Adaptation: A Resource Perspective’, Academy of Management Journal, 29(3), 465-487.
  • Ashford S.J. and Cummings, L.L. (1983). ‘Feedback as an Individual Resource: Personal Strategies of Creating Information’, Organizational Behavior and Human Performance, 32, 370-398.
  • Baker, N. Perreault, D. Reid, A.and Blanchard, C.M. (2013). ‘Feedback and Organizations: Feedback is Good, Feedback-Friendly Culture is Better’, Canadian Psychology, 54(4), 260–268.
  • Blau, G. (2003). ‘Testing For a Four-dimensional Structure of Occupational Commitment’, Journal of Occupational and Organizational Psychology, 76, 469–488.
  • Butler, D.L. and Winne P.H. (1995). ‘Feedback and Self-Regulated Learning: A Theoretical Synthesis’, Review of Educational Research.
  • Cacioppo, J. T., & Petty, R. E. (1982). ‘The need for cognition’, Journal of Personality and Social Psychology, 42(1), 116-131.
  • Castellan, Jr.N.J., and Swaine, M. (1977). ‘Long-Term Feedback and Differential Feedback Effects In Nonmetric Multiple-Cue Probability Learning’, Behavioral Science, 22, 116-128.
  • Cohen, A. (1995). ‘An Examination of the Relationship Between Work Commitment and Nonwork Domains’, Human Relations, 48(3), 239-263.
  • Çetin, F., Basım, N. ve Karataş, M. (2011). ‘Çalışanların Problem Çözme Becerilerinde Örgütsel Adalet Algısı ve İş Tatmininin Rolü’, Yömnetim ve Ekonomi, 18(1), 71-85.
  • Daft, R. L. (2008). ‘Management’, Ohio: Thomson South-Western.
  • Dahling J.J., Chau S.L. and O’Malley, A. (2012). ‘Correlates and Consequences of Feedback Orientation in Organizations’, Journal of Management 38(2), 531-546.
  • Dahling, J.J. and Whitaker, B.G. (2016). ‘When can Feedback-Seeking Behavior Result in a Better Performance Rating? Investigating the Moderating Role of Political Skill’, Human Performance, 1-16.
  • Deci, E.L. and Ryan R.M. (2000). ‘The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior’, Psychological Inquiry, 11(4), 227-268.
  • Dede, M. ve Çınar, S. (2008). ‘Dahiliye Yoğun Bakım Hemşirelerinin Karşılaştıkları Güçlükler ve İş Doyumlarının Belirlenmesi’, Maltepe Üniversitesi Hemşirelik Bilim ve Sanatı Dergisi, 1(1) 3-14.
  • Ekşi, G. (2012). ‘Mikroöğretimde Daha Etkili Bir Geribildirim İçin Gözlem ve Dönüt Formunun Uygulanması’, Eğitim ve Bilim 37(164)
  • Elloy, D.F. Everett, J.E. and Flynn, W.R. (1995). ‘Multidimensional Mapping of the Correlates of Job Involvement’, Canadian Journal of Behavioural Science, 27(1), 79-91.
  • Emmons, R. A. (1997). ‘Motives and life goals. R. Hogan, J. Johnson, & S. Briggs içinde, Handbook of personality psychology (s. 485-512)’, San Diego, CA: Academic Press.
  • Gabriel1, A.S. Frantz, N.B. Levy, P.E. and Hilliard, A.W (2014). ‘The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator’, Journal of Occupational and Organizational Psychology 87, 487–506
  • George, J.M. and Jones, G.R. (2012). ‘Understanding and Managing Organizational Behavior (6. Ed.)’: Prentice Hall.
  • Erdemli, Ç., Sümer, H.C. ve Bilgiç, R. (2007). ‘Performans Yönetiminde Yazılı Geribildirim ve Yazılı artı Sözlü Geribildirim Yöntemlerinin Karşılaştırması’, Türk Psikoloji Dergisi, 22 (60), 71-85.
  • Hattie, J.and Timperley, H. (2007). ‘The Power of Feedback’, Review of Educational Research Vol. 77, No. 1, pp. 81-112
  • Herzberg, F., Mausner, B., and Snyderman, B. B. (1959). ‘The motivation to work’, New York: John Wiley.
  • Hsu, H.Y., Chen, S.H., Yu H.Y. and Lou J.H. (2010). ‘Job stress, achievement motivation and occupational burnout among male nurses’, Journal of Advanced Nursing 66(7), 1592–1601.
  • Kaya, H. (2008). ‘Kamu ve Özel Sektör Kuruluşlarının Örgütsel Kültürünün Analizi ve Kurum Kültürünün Çalışanların Örgütsel Bağlılığına Etkisi: Görgül Bir Araştırma’, Maliye Dergisi, 155,119-143.
  • Koestner R. Zuckerman M. and Koestner J. (1987). ‘Praise, Involvement, and Intrinsic Motivation’, Journal of Personality and Social Psychology, 53(2), 383-390.
  • Lam, C.F., DeRue, D.S., Karam, E.P. and Hollenbeck, J.R. (2011). ‘The Impact of Feedback Frequency on Learning and Task Performance: Challenging the ‘‘More is Better’’ Assumption’, Organizational Behavior and Human Decision Processes, 116, 217–228.
  • Linderbaum, B.A. and Levy, P.E. (2010). ‘The Development and Validation of the Feedback Orientation Scale (FOS)’, Journal of Management, 36(6), 1372-1405.
  • Lizzio, A. and Wilson, K. (2008). ‘Feedback on Assessment: Students’ Perceptions of Quality and Effectiveness’, Assessment & Evaluation in Higher Education, 33(3), 263-275.
  • Maslow, A. H. (1954). ‘Motivation and personality’, New York: McGraw-Hill.
  • McClelland, D.C. (1961). ‘The Achieving Society’, New York: Van Nostrand Reinhold.
  • McClelland, D.C. (1965). ‘Achievement and entrepreneurship: A longitudinal study’, Journal of Personality and Organizational Behavior, 1(4), 389-392.
  • McClelland, D.C. (1971). ‘Assessing human motivation’. New York: General Learning Press.
  • McClelland, D.C. (1975). ‘Power: The inner experience’, New York: Irvington.
  • McClelland, D.C. (1985). ‘Human motivation’, Glenview, IL: Scott Foresman.
  • McClelland, D.C. and Burnham D.H. (2003). ‘Power is the Great Motivator’, (Harward Busines Rewiev)
  • McShane, S.L. and Von Glinow, M.A. (2010). ‘Organizational behavior (5 b.)’, New York: McGraw-Hill.
  • Mory, E.H. (2003). ‘Feedbac Research Revisited’, (Içinde ‘Handbook of research for educational communications and technology-2003), section 29.
  • Nakai, Y. and O'Malley, A.L. (2015). ‘Feedback to Know, to Show, or Both? A Profile Approach to the Feedback Process’, Learning and Individual Differences, 43, 1–10.
  • Nelson, M.M. and Schunn, C.D. (2009). ‘The Nature of Feedback: How Different Types of Peer Feedback Affect Writing Performance’, Instr Sicience, 37: 375–401.
  • İnfal, S. ve Bodur, S. (2011). ‘Hemşirelerin Önem Verdikleri Motivasyon Araçları’ İ.U.F.N. Hem. Dergisi, 19(2), 77-82.
  • Orpen, C. (1997). ‘The Interactive Effects of Communication Quality and Job Involvement on Managerial Job Satisfaction and Work Motivation’, The Journal of Psychology 13(5) 5 19-522.
  • Özabacı, N ve Acat, B. (2005), ‘Öğretmen Adaylarının Kendi Özellikleri İle İdeal Öğretmen Özelliklerine Dönük Algılarının Karşılaştırılması’, Kuram ve Uygulamada Eğitim Yönetimi, 42, 211-236.
  • Özkan, Ö., Koçyiğit, Z. ve Şen, Ü. (2013). ‘Özel Hastanelerde Çalışan Hemşirelerin Algılanan İş ve Gelir Güvencesizliği ile Çalışma Koşulları’, Cumhuriyet Hemşirelik Dergisi, 2(1):15-25.
  • Permken, S. ve Dağıstanlı, Ö. (2012). ‘Kimler bilişim teknolojileri öğretmeni olmalı? Meslek kişiliği Yaklaşımı’, e-Journal of New World Sciences Academy, 7(4), 1045-1053.
  • Powell, F.A. (2008). ‘A Theory of Cognitive Dissonance, An Examination and Re-statement of Festinger's Theory’, psc.isr.umich.edu. Rosen, C.C., Levy, P.E. and Hall, R.J. (2006). ‘Placing Perceptions of Politics in the Context of the Feedback Environment, Employee Attitudes, and Job Performance’, Journal of Applied Psychology, 91(1), 211–220.
  • Royle, M. T., & Hall, A. T. (2012). ‘The relationship between Mcclelland’s theory of needs, feeling individually accountable, and informal accountability for others’. International Journal Of Management And Marketing Research, 5(1), 21-42.
  • Schlett, C. and Ziegler, R. (2014). ‘Job Emotionsa and Job Cognitions as Determinants of Job Satisfaction: The Moderating Role of Individual Differences in Need For Affect’, Journal of Vocational Behavior, 84: 74–89.
  • Sığrı, Ü. (2007). ‘İş Görenlerin Örgütsel Bağlılıklarının Meyer ve Allen Tipolojisiyle Analizi: Kamu ve Özel Sektörde Karşılaştırmalı Bir Araştırma’, Anadolu Üniversitesi Sosyal Bilimler Dergisi, 7(2): 261-278.
  • Steelman, L.A., Levy, P.E. and Snell, A.F. (2004). ‘The Feedback Environment Scale: Construct Definition, Measurement, and Validation’, Educational and Psychological Measurement, 64(1), 165-184.
  • Tayfur, Ö. (2006). ‘Antecedents of Feedback Seeking Behaviors A Thesis Submitted To The Graduate School of Social Sciences’, Middle East Technical University, Master Thesis.
  • Türk, U. ve Yıldız, G. (2015). ‘ERP Uygulamalarının Çalışma Yaşamı Kalitesine Etkisi: Nitel Bir Araştırma’, Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 44, 139-148.
  • Van Velsor, E. and Leslie, J.B. (1995). ‘Why executives derail: Perspective across time and culture’, Academy of Management Executive, 9, 62-72.
  • Veroff, J. (1992). ‘Power motivation. C. P. Smith içinde, Motivation and personality: Handbook of thematic content analysis (s. 278-285)’, New York: Cambridge University Press.
  • Winter, D.G. (1973). ‘The power motive’. New York: Free Press.
  • Whitaker, B.G., Dahling, J.J.and Levy, P. (2007). ‘The Development of a Feedback Environment and Role Clarity Model of Job Performance’, Journal of Management, 33(4), 570-591.
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There are 61 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Research Articles
Authors

Sevil Aslan 0000-0003-4128-310X

Ömer Lütfi Antalyalı 0000-0002-9600-9581

Publication Date July 29, 2018
Submission Date May 29, 2018
Published in Issue Year 2018 Volume: 9 Issue: 21

Cite

APA Aslan, S., & Antalyalı, Ö. L. (2018). GÜÇ MOTİVASYONUNUN İŞ SEVGİSİNE ETKİSİNDE GERİBİLDİRİM ARAMA DAVRANIŞININ DÜZENLEYİCİ ROLÜ. Süleyman Demirel Üniversitesi Vizyoner Dergisi, 9(21), 102-113. https://doi.org/10.21076/vizyoner.428349

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