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ALGILANAN KİŞİ-ÖRGÜT UYUMUNUN KİŞİLERARASI ÇATIŞMA VE İŞTEN AYRILMA NİYETİ ÜZERİNE ETKİSİ

Year 2015, Volume: 7 Issue: 1, 115 - 124, 31.01.2015

Nihal Kartaltepe Behram Esra Dinç

Abstract

Bu çalışmanın amacı; kişi-örgüt uyumunun kişilerarası çatışma ve işten ayrılma niyeti üzerindeki etkisini belirlemektir. Bu doğrultuda kişi-örgüt uyumunun alt boyutlarını oluşturan değer uyumu, gereksinim-karşılama uyumu ve talep-yeterlik uyumu ile kişilerarası çatışma ve işten ayrılma niyeti arasındaki ilişkiler ayrı ayrı değerlendirilmiştir. Araştırma hipotezleri, İstanbul il sınırları içerisinde bulunan ve değişik sektörlerde faaliyet gösteren işletmelerde çalışan toplam 104 kişiden oluşan bir örneklem üzerinde test edilmiştir. Araştırma sonuçlarına göre değer uyumunun, kişilerarası çatışma üzerinde negatif yönlü bir etkiye sahip olduğu tespit edilmiştir. Bununla beraber değer uyumu ve gereksinim-talep uyumunun, işten ayrılma niyeti üzerinde negatif yönlü etkisi olduğu sonucuna ulaşılmıştır.

Keywords

Kişi-Örgüt Uyumu Kişilerarası Çatışma İşten Ayrılma Niyeti

References

  • Barling, J., Dupré, K. E., & Kelloway, E. K. (2009). Predicting workplace aggression and violence. Annual review of psychology, 60, 671-692.
  • Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. (2008). The critical role of conflict resolution in teams: a close look at the links between conflict type, conflict management strategies,
  • psychology, 93(1), 170-188 outcomes. Journal of
  • applied Bono, J. E., Boles, T. L., Judge, T. A., & Lauver, K. J. (2002). The role of personality in task and relationship conflict. Journal of personality, 70(3), 311-344.
  • Bowen, D. E. (1982). Some unintended consequences of intention to quit.Academy of Management Review, 7(2), 205-211. Boxx, W. R., Odom, R. Y., & Dunn, M. G. (1991). Organizational values and value congruency and their impact on satisfaction, commitment, and cohesion: An empirical examination within the public sector. Public Personnel Management. 20(2), 195-205
  • Bretz Jr, R. D.,& Judge, T. A. (1994). Person–organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success.Journal of Vocational behavior, 44(1), 32-54.
  • Bright, L. (2007). Does person-organization fit mediate the relationship between public service motivation and the job performance of public employees?.Review of public personnel administration, 27(4), 361-379.
  • Cable, D. M.,& DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of applied psychology, 87(5), 875.
  • Cable, D. M.,& Edwards, J. R. (2004). Complementary and supplementary
  • integration. Journal of applied psychology, 89(5), 822. theoretical and
  • empirical Cable, D. M.,& Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational behavior and human decision processes, 67(3), 294-311
  • Carmeli, A.,& Weisberg, J. (2006). Exploring turnover intentions
  • employees. Human Resource Development International, 9(2), 191-206. professional groups
  • of Chang, W. J. A., Wang, Y. S., & Huang, T. C. (2013). Work design–related antecedents of turnover intention: A multilevel approach. Human Resource Management, 52(1), 1-26.
  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of management Review, 14(3), 333-349.
  • Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459–484.
  • Chekwa, C.,& Thomas, E. (2013). Is Interpersonal Conflict a Death Sentence to Team Building?. International Journal of Business & Public Administration, 10(2), 30-44.
  • Edwards, J. R.,& Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677.
  • Frone, M. R. (2000). Interpersonal conflict at work and psychological outcomes: testing a model among young workers. Journal of occupational health psychology, 5(2), 246.
  • Ghapanchi, A. H.,& Aurum, A. (2011). Antecedents to IT personnel's intentions to leave: A systematic literature review. Journal of Systems and Software, 84(2), 238-249.
  • Giberson, T. R., Resick, C. J., & Dickson, M. W. (2005). Embedding leader characteristics: an examination of homogeneity
  • organizations. Journal of Applied Psychology, 90(5), 1002. and values
  • in Harvey, S., Blouin, C., & Stout, D. (2006). Proactive personality as a moderator of outcomes for young workers experiencing conflict at work.Personality and individual differences, 40(5), 1063-1074.
  • Herrbach, O.,& Mignonac, K. (2007). Is ethical p–o fit really related to individual outcomes? A study of management-level employees. Business & Society, 46(3), 304-330.
  • Hoffman, B. J.,& Woehr, D. J. (2006). A quantitative review of the relationship between person–organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389- 399.
  • Huang, M. P., Cheng, B. S., & Chou, L. F. (2005). Fitting in organizational values: The mediating role of person- organization fit between CEO charismatic leadership and employee outcomes. International Journal of Manpower, 26(1), 35-49.
  • Ivancevich, J. M.,& Matteson, M. T. (1984). A type AB person- work environment interaction model for examining occupational stress and consequences. Human relations, 37(7), 491-513
  • Jehn, K. A. (1994). Enhancing effectiveness: An investigation of advantages and disadvantages of value-based intragroup conflict. International journal of conflict management, 5(3), 223- 238.
  • Jehn, K. A. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative science quarterly, 42(3), 530-557.
  • Jehn, K. A.,& Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of management journal, 44(2), 238-251.
  • Jehn, K. A., Chadwick, C., & Thatcher, S. M. (1997). To agree or not to agree: The effects of value congruence, individual demographic dissimilarity, and conflict on workgroup outcomes. International Journal of Conflict Management,8(4), 287- 305.
  • Judge, T. A.,& Ferris, G. R. (1992). The elusive criterion of fit in human resources staffing decisions. Human Resource Planning, 15, 47-67.
  • Krishnan, S. K.,& Singh, M. (2010). Outcomes of intention to quit
  • Management, 49(3), 421-437. Human
  • Resource Kristof, A. L. (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 Individuals'fit at Work: A Meta‐ Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel psychology, 58(2), 281-342. Kuean, W. L., Kaur, S., & Wong, E. S. K. (2010). Relationship Between Organizational Commitment and Intention to Quit: The Malaysian Companies Perspectives. Journal of Applied Sciences, 10(19), 2251-2260.
  • Leiter, M. (1991). The dream denied: professional burnout and the constraints of human service organizations. Canadian Psychology/Psychologie Canadienne, 32(4), 547.
  • Lovelace, K.,& Rosen, B. (1996). Differences in achieving person-organization
  • managers. Journal of Management, 22(5), 703-722 among diverse groups
  • of McCulloch, M. C.,& Turban, D. B. (2007). Using Person– Organization Fit to Select Employees for High‐Turnover Jobs. International Journal of Selection and Assessment, 15(1), 63- 71.
  • Mills H. & Schulz J., Exploring the Relationship between Task Conflict, Relationship Conflict, Organizational Commitment, Sport Management International Journal, 2009, 5(1), 5-18.
  • Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee- organization linkages: The psychology of commitment, absenteeism, and turnover (Vol. 153). New York: Academic Press
  • Moynihan, D. P.,& Pandey, S. K. (2008). The ties that bind: Social networks, person-organization value fit, and turnover intention. Journal of Public Administration Research and Theory, 18(2), 205-227.
  • O'Reilly, C. A.,& Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of applied psychology, 71(3), 492
  • Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7(6), 615-631.
  • Posner, B. Z. (1992). Person-organization values congruence: No support for individual differences as a moderating influence. Human Relations, 45(4), 351-361
  • Rahim, M. A. (2011). Managing conflict in organizations. Transaction Publishers.
  • Randall, D. M. (1990). The consequences of organizational commitment: Methodological investigation. Journal of organizational Behavior, 11(5), 361-378.
  • Sekiguchi T,. (2004). Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka Keidai Ronshu, 54(6), 179-196.
  • Shore, L. M., Newton, L. A., & Thornton, G. C. (1990). Job and organizational attitudes in relation to employee behavioral intentions. Journal of Organizational Behavior, 11(1), 57-67.
  • Spector, P. E.,& Jex, S. M. (1998). Development of four self- report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory. Journal of occupational health psychology, 3(4), 356.
  • Swann, W. B., Stein-Seroussi, A., & Giesler, R. B. (1992). Why people
  • psychology, 62(3), 392. of personality and
  • social Tett, R. P.,& Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
  • Tziner, A. (1987). Congruency issue retested using Fineman's achievement climate notion. Journal of Social Behavior & Personality. 2 (1), 67-78.
  • Van Vianen, A. E. (2000). Person‐organization fit: the match between newcomers' and recruiters' preferences for organizational cultures. Personnel Psychology, 53(1), 113-149.
  • Van Vianen, A. E., De Pater, I. E., & Van Dijk, F. (2007). Work value fit and turnover intention: same-source or different- source fit. Journal of managerial psychology, 22(2), 188-202.
  • Vancouver, J. B.,& Schmitt, N. W. (1991). An exploratory examination of person‐organization fit: Organizational goal congruence. Personnel psychology,44(2), 333-352.
  • Westerman, J. W.,& Cyr, L. A. (2004). An integrative analysis of person–organization fit theories. International Journal of Selection and Assessment,12(3), 252-261.
  • Wheeler, A. R., Gallagher, V. C., Brouer, R. L., & Sablynski, C. J. (2007). When person-organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility. Journal of Managerial Psychology,22(2), 203-219.

THE EFFECT OF PERCEIVED PERSON ORGANIZATION FIT ON INTERPERSONAL CONFLICT AND INTENT TO TURNOVER

Year 2015, Volume: 7 Issue: 1, 115 - 124, 31.01.2015

Nihal Kartaltepe Behram Esra Dinç

Abstract

The purpose of this study is to determine the effects of perceived person-organization fit on interpersonal conflict and intent to turnover. In this context we carried out analysis separately for each sub dimensions of person-organization fit consisted of value congruence, need-supply fit and demand-ability fit. The research hypotheses were tested on sample composed of 104 employee working in different firms in various sectors, Istanbul. As a result of study, it was found that value congruence dimension of person organization fit has a negative effect on interpersonal conflict. Furthermore both value congruence dimension and need-supply dimension have a negative effect on intention to turnover.

Keywords

Person Organization Fit Interpersonal Conflict Intent to Turnover

References

  • Barling, J., Dupré, K. E., & Kelloway, E. K. (2009). Predicting workplace aggression and violence. Annual review of psychology, 60, 671-692.
  • Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. (2008). The critical role of conflict resolution in teams: a close look at the links between conflict type, conflict management strategies,
  • psychology, 93(1), 170-188 outcomes. Journal of
  • applied Bono, J. E., Boles, T. L., Judge, T. A., & Lauver, K. J. (2002). The role of personality in task and relationship conflict. Journal of personality, 70(3), 311-344.
  • Bowen, D. E. (1982). Some unintended consequences of intention to quit.Academy of Management Review, 7(2), 205-211. Boxx, W. R., Odom, R. Y., & Dunn, M. G. (1991). Organizational values and value congruency and their impact on satisfaction, commitment, and cohesion: An empirical examination within the public sector. Public Personnel Management. 20(2), 195-205
  • Bretz Jr, R. D.,& Judge, T. A. (1994). Person–organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success.Journal of Vocational behavior, 44(1), 32-54.
  • Bright, L. (2007). Does person-organization fit mediate the relationship between public service motivation and the job performance of public employees?.Review of public personnel administration, 27(4), 361-379.
  • Cable, D. M.,& DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of applied psychology, 87(5), 875.
  • Cable, D. M.,& Edwards, J. R. (2004). Complementary and supplementary
  • integration. Journal of applied psychology, 89(5), 822. theoretical and
  • empirical Cable, D. M.,& Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational behavior and human decision processes, 67(3), 294-311
  • Carmeli, A.,& Weisberg, J. (2006). Exploring turnover intentions
  • employees. Human Resource Development International, 9(2), 191-206. professional groups
  • of Chang, W. J. A., Wang, Y. S., & Huang, T. C. (2013). Work design–related antecedents of turnover intention: A multilevel approach. Human Resource Management, 52(1), 1-26.
  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of management Review, 14(3), 333-349.
  • Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459–484.
  • Chekwa, C.,& Thomas, E. (2013). Is Interpersonal Conflict a Death Sentence to Team Building?. International Journal of Business & Public Administration, 10(2), 30-44.
  • Edwards, J. R.,& Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677.
  • Frone, M. R. (2000). Interpersonal conflict at work and psychological outcomes: testing a model among young workers. Journal of occupational health psychology, 5(2), 246.
  • Ghapanchi, A. H.,& Aurum, A. (2011). Antecedents to IT personnel's intentions to leave: A systematic literature review. Journal of Systems and Software, 84(2), 238-249.
  • Giberson, T. R., Resick, C. J., & Dickson, M. W. (2005). Embedding leader characteristics: an examination of homogeneity
  • organizations. Journal of Applied Psychology, 90(5), 1002. and values
  • in Harvey, S., Blouin, C., & Stout, D. (2006). Proactive personality as a moderator of outcomes for young workers experiencing conflict at work.Personality and individual differences, 40(5), 1063-1074.
  • Herrbach, O.,& Mignonac, K. (2007). Is ethical p–o fit really related to individual outcomes? A study of management-level employees. Business & Society, 46(3), 304-330.
  • Hoffman, B. J.,& Woehr, D. J. (2006). A quantitative review of the relationship between person–organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389- 399.
  • Huang, M. P., Cheng, B. S., & Chou, L. F. (2005). Fitting in organizational values: The mediating role of person- organization fit between CEO charismatic leadership and employee outcomes. International Journal of Manpower, 26(1), 35-49.
  • Ivancevich, J. M.,& Matteson, M. T. (1984). A type AB person- work environment interaction model for examining occupational stress and consequences. Human relations, 37(7), 491-513
  • Jehn, K. A. (1994). Enhancing effectiveness: An investigation of advantages and disadvantages of value-based intragroup conflict. International journal of conflict management, 5(3), 223- 238.
  • Jehn, K. A. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative science quarterly, 42(3), 530-557.
  • Jehn, K. A.,& Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of management journal, 44(2), 238-251.
  • Jehn, K. A., Chadwick, C., & Thatcher, S. M. (1997). To agree or not to agree: The effects of value congruence, individual demographic dissimilarity, and conflict on workgroup outcomes. International Journal of Conflict Management,8(4), 287- 305.
  • Judge, T. A.,& Ferris, G. R. (1992). The elusive criterion of fit in human resources staffing decisions. Human Resource Planning, 15, 47-67.
  • Krishnan, S. K.,& Singh, M. (2010). Outcomes of intention to quit
  • Management, 49(3), 421-437. Human
  • Resource Kristof, A. L. (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 Individuals'fit at Work: A Meta‐ Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel psychology, 58(2), 281-342. Kuean, W. L., Kaur, S., & Wong, E. S. K. (2010). Relationship Between Organizational Commitment and Intention to Quit: The Malaysian Companies Perspectives. Journal of Applied Sciences, 10(19), 2251-2260.
  • Leiter, M. (1991). The dream denied: professional burnout and the constraints of human service organizations. Canadian Psychology/Psychologie Canadienne, 32(4), 547.
  • Lovelace, K.,& Rosen, B. (1996). Differences in achieving person-organization
  • managers. Journal of Management, 22(5), 703-722 among diverse groups
  • of McCulloch, M. C.,& Turban, D. B. (2007). Using Person– Organization Fit to Select Employees for High‐Turnover Jobs. International Journal of Selection and Assessment, 15(1), 63- 71.
  • Mills H. & Schulz J., Exploring the Relationship between Task Conflict, Relationship Conflict, Organizational Commitment, Sport Management International Journal, 2009, 5(1), 5-18.
  • Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee- organization linkages: The psychology of commitment, absenteeism, and turnover (Vol. 153). New York: Academic Press
  • Moynihan, D. P.,& Pandey, S. K. (2008). The ties that bind: Social networks, person-organization value fit, and turnover intention. Journal of Public Administration Research and Theory, 18(2), 205-227.
  • O'Reilly, C. A.,& Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of applied psychology, 71(3), 492
  • Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7(6), 615-631.
  • Posner, B. Z. (1992). Person-organization values congruence: No support for individual differences as a moderating influence. Human Relations, 45(4), 351-361
  • Rahim, M. A. (2011). Managing conflict in organizations. Transaction Publishers.
  • Randall, D. M. (1990). The consequences of organizational commitment: Methodological investigation. Journal of organizational Behavior, 11(5), 361-378.
  • Sekiguchi T,. (2004). Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka Keidai Ronshu, 54(6), 179-196.
  • Shore, L. M., Newton, L. A., & Thornton, G. C. (1990). Job and organizational attitudes in relation to employee behavioral intentions. Journal of Organizational Behavior, 11(1), 57-67.
  • Spector, P. E.,& Jex, S. M. (1998). Development of four self- report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory. Journal of occupational health psychology, 3(4), 356.
  • Swann, W. B., Stein-Seroussi, A., & Giesler, R. B. (1992). Why people
  • psychology, 62(3), 392. of personality and
  • social Tett, R. P.,& Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
  • Tziner, A. (1987). Congruency issue retested using Fineman's achievement climate notion. Journal of Social Behavior & Personality. 2 (1), 67-78.
  • Van Vianen, A. E. (2000). Person‐organization fit: the match between newcomers' and recruiters' preferences for organizational cultures. Personnel Psychology, 53(1), 113-149.
  • Van Vianen, A. E., De Pater, I. E., & Van Dijk, F. (2007). Work value fit and turnover intention: same-source or different- source fit. Journal of managerial psychology, 22(2), 188-202.
  • Vancouver, J. B.,& Schmitt, N. W. (1991). An exploratory examination of person‐organization fit: Organizational goal congruence. Personnel psychology,44(2), 333-352.
  • Westerman, J. W.,& Cyr, L. A. (2004). An integrative analysis of person–organization fit theories. International Journal of Selection and Assessment,12(3), 252-261.
  • Wheeler, A. R., Gallagher, V. C., Brouer, R. L., & Sablynski, C. J. (2007). When person-organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility. Journal of Managerial Psychology,22(2), 203-219.
There are 60 citations in total.

Details

Other ID JA43VR35ST
Journal Section Review Article
Authors

Nihal Kartaltepe Behram

Esra Dinç

Publication Date January 31, 2015
Published in Issue Year 2015Volume: 7 Issue: 1

Cite

APA Behram, N. K., & Dinç, E. (2015). ALGILANAN KİŞİ-ÖRGÜT UYUMUNUN KİŞİLERARASI ÇATIŞMA VE İŞTEN AYRILMA NİYETİ ÜZERİNE ETKİSİ. Aksaray Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 7(1), 115-124.
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