örgütsel Politika

Aim. The aim of the study was to assess whether perceptions of organizational politics (defined as self-serving behaviours at the expense of others) influence the prospective associations between nurses’ burnout and its consequences, namely, intention to quit and neglect of work.
Background. Researchers have previously investigated relationships between nurses’ burnout, intention to quit, neglect of work and perceptions of organizational politics in different research models and from different perspectives. As far as we know, no studies have considered whether nurses’ perceptions of organizational politics moderate the influence of burnout.
Design. A cross-sectional survey using self-report questionnaires.
Method. Data were collected by questionnaire from a sample of 456 nurses from six private hospitals in Ankara, Turkey in March 2015. Four different previously designed scales were used to measure research variables (burnout, intention to quit, neglect of work and perceptions of organizational politics). Following confirmatory validity and reliability analyses of data collection instruments, descriptive statistics for each research variable were analysed. Structural regression models were created to assess relationships among variables.
Findings. Burnout resulted in intention to quit and neglect. Intention to quit partially mediated the association between burnout and neglect. Burnout gave rise to intention to quit slightly more strongly in nurses who had greater perceptions of organizational politics.
Conclusion. This study uncovers and emphasizes the moderating role of perceptions of organizational politics in consequences of burnout. This may help hospital managers and nurses to improve costs, efficiency, satisfaction and productivity.

The purpose of this study was to investigate the potential predictive effect of organizational identification on job satisfaction and to determine the moderating role of perceptions of organizational politics within this process after controlling for the latter. To that end the data were collected from 363 employees, who work at an international home appliances producing facility in Istanbul, Turkey via survey method. Collected data were analyzed through structural equation models. Findings indicated that organizational identification was a positive and organizational politics was a negative predictor of job satisfaction. Besides, organizational politics moderated organizational identification’s positive predictive effect on job satisfaction by lessening its effect size.

Bu  çalışmanın  amacı  örgütsel  özdeşleşmenin  iş  tatmini  üzerindeki  nedensel  etkisini  ve örgütsel  politika  algısının  bu  süreç  üzerindeki  düzenleyici  etkisini  araştırmaktır. Bu amaçla
İstanbul’da bir beyaz eşya üretim tesisinde çalışan 363 işgörenden anket yöntemi ile veri toplandı. Toplanan veri yapısal eşitlik modelleri kurularak analiz edildi. Elde edilen bulgulara göre örgütsel özdeşleşme iş tatmininin pozitif, örgütsel politika algısı ise negatif bir yordayıcısıdır. Ayrıca örgütsel politika algısı örgütsel özdeşleşmenin iş tatmini üzerindeki pozitif yordayıcı etkisini azaltmak suretiyle
düzenlemektedir.

The main purpose of this thesis is to examine the effect of perceptions of organizational politics on organizational cynicism. The study consists of two parts: theoretical and practical. In this study, firstly, literature review is presented in order to explain the concepts of perceptions of organizational politics and organizational cynicism. Then the practice part is given. Data collection method was determined as survey technique. Individuals who participated in the survey were determined as a voluntary basis. Perceptions of organizational politics scale and organizational cynicism scale were used as data collection tools. The data were analyzed by using SPSS 23 package program. As a result of the research conducted on 155 employees of a company operating in the automotive sector in Istanbul province, it was seen that perceptions of organizational politics had an effect on organizational cynicism. Similarly, it was found that there was a significant relationship between the sub-dimensions of perceptions of organizational politics and the sub-dimensions of organizational cynicism and it was seen that 8 of the 9 sub-hypotheses established in the analyzes conducted to determine the effect levels were accepted.

Örgütlerde politik davranışlar ve örgütsel politika algısı örgütler ve bireyler üzerinde olumsuz etkilere neden olmaktadır. Bu olumsuzluklar örgütsel politika algısını tahmin eden değişkenlerin belirlenmesi ile azaltılabilir. Bu çalışmada özel hastanelerde insan kaynakları yönetimi uygulamaları ile örgütsel politika algısı arasındaki ilişkiler araştırılmıştır. Araştırma Ankara Çankaya bölgesinde faaliyet gösteren 4 özel hastanede yardımcı sağlık personeli ve idari personel statüsünde çalışan 250 katılımcı ile gerçekleştirilmiştir. İnsan kaynakları yönetimi uygulamaları olarak iş analizi, iş tanımı ve iş gerekleri, personel seçme ve yerleştirme, performans değerleme, eğitim ve geliştirme, ödüllendirme uygulamaları belirlenmiştir. Çalışanların bu uygulamalar ile örgütsel politikaya dair değerlendirmeleri ölçülmüştür. Araştırmada toplanan veriler, bir istatistik paket programı kullanılarak frekans dağılımı, faktör analizi, korelasyon ve hiyerarşik regresyon analiz ile değerlendirilmiştir. Yapılan istatistiksel analizler sonucunda demografik değişkenlerin etkisi kontrol edildiğinde insan kaynakları yönetimi uygulamaları olarak iş analizi, iş tanımı ve iş gerekleri süreçleri ile personel seçim ve performans değerlendirme süreçlerinde adaletin örgütsel politika algısını tahmin ettiği tespit edilmiştir.

This study aims to investigate the domination perception of the teachers working in public schools and private schools which develops during their work experiences. The study is designed in phenomenological pattern. Data were collected using semi-structured interview technique which is commonly used in phenomenological pattern. The study group was gathered with maximum variation sampling of the purposive sampling methods. Within this context, depth interviews were made with 12 teachers which exhibit differences in terms of age, gender, branch, working duration variations at different stages of public schools and private schools. The data obtained were analyzed using descriptive analysis method. According to this; it is revealed that the behaviors perceived as domination showed up during the performance of organizational activities mainly by directors and that the reasons of domination and its impact on teachers were largely similar. It is understood that domination was felt more severely in relatively new directors in public schools, and in private schools without a corporate identity, and that domination in private schools affected the teachers as much to lead them to resign and to cause some psychosomatic disorders. In addition to this, directors considered to dominate were seen to care about the admiration of their superiors and the corporate profitability rather than educational purposes of the organization. It is understood that for directors to adopt a participative management mentality and to have conflict resolution ability, autonomous decision-making ability and the ability of versatile operation of communication networks are very important to ensure productivity and satisfaction of the teacher in educational organizations