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Explaining Employee Voice Behavior Through Intragroup Relationship Quality and the Role of Thriving at Work

Yıl 2019, Cilt: 9 Sayı: 1, 179 - 202, 30.06.2019
https://doi.org/10.31679/adamakademi.471734

Öz

In this study, we propose an underlying mechanism that provides a link between high-quality relationships as a group-level concept and employee voice as individual behavior. After an extent literature scanning, we employed the concept of thriving since it comprehends both hedonic and eudemonic well-being as well as his roots in social dynamics. To test this mediation link, we conducted an online survey with 462 participants and used structural equation modeling with the bootstrapping method to reveal whether thriving at work mediates the relationship. The results show that the data fit the model well, and the significant indirect effect exists, which confirms the full mediator role of thriving at work. This study has value as it shows what extent social environment impacts individual states and behaviors.

Kaynakça

  • Abid, G., Zahra, I., & Ahmed, A. (2016). Promoting thriving at work and waning turnover intention: A relational perspective. Future Business Journal, 2(2), 127-137.Afzali, A., Arash Motahari, A., & Hatami-Shirkouhi, L. (2014). Investigating the influence of perceived organizational support, psychological empowerment and organizational learning on job performance: an empirical investigation. Tehnički vjesnik, 21(3), 623-629.Allen, N. J., & Meyer, J. P. (1993). Organizational commitment: evidence of career stage effects?. Journal of business research, 26(1), 49-61.Arbuckle, J. (2008). Amos 17.0 user's guide. SPSS Inc.
  • Argyle, M., & Crossland, J. (1987). The dimensions of positive emotions. British Journal of Social Psychology, 26(2), 127-137.
  • Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international, 13(3), 209-223.
  • Baumeister, R. F., & Leary, M. R. (1995). The need to belong: the desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497.
  • Berscheid, E., & Reis, H. T. (1998). Attraction and close relationships. In Gilbert, Daniel T. (Ed); Fiske, Susan T. (Ed); Lindzey, Gardner (Ed), (1998). The 97 handbook of social psychology, Vols. 1 and 2 (4th ed.). pp. 193-281. New York, NY, US: McGraw-Hill, x, 1085 pp.
  • Bies, R. J., & Shapiro, D. L. (1988). Voice and justification: Their influence on procedural fairness judgments. Academy of management journal, 31(3), 676-685.
  • Blau, P. (1964). Power and exchange in social life. New York: J Wiley & Sons, 352.
  • Bollen, K. A. (1989). A new incremental fit index for general structural equation models. Sociological Methods & Research, 17(3), 303-316.
  • Bowling, N. A. (2010). Effects of job satisfaction and conscientiousness on extra-role behaviors. Journal of Business and Psychology, 25(1), 119-130.
  • Brueller, D., & Carmeli, A. (2011). Linking capacities of high‐quality relationships to team learning and performance in service organizations. Human Resource Management, 50(4), 455-477.
  • Cameron, K. S., & Spreitzer, G. M. (Eds.). (2011). The Oxford handbook of positive organizational scholarship. Oxford University Press.
  • Carmeli, A., & Spreitzer, G. M. (2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. The Journal of Creative Behavior, 43(3), 169-191.
  • Carmeli, A., Brueller, D., & Dutton, J. E. (2009). Learning behaviors in the workplace: The role of high‐quality interpersonal relationships and psychological safety. Systems Research and Behavioral Science, 26(1), 81-98.
  • Chen, G., & Kanfer, R. (2006). Toward a systems theory of motivated behavior in work teams. Research in organizational behavior, 27, 223-267.
  • Coleman, J. S. (1988). Social capital in the creation of human capital. American journal of sociology, 94, S95-S120.
  • Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007). Trust, trustworthiness, and trust propensity: a meta-analytic test of their unique relationships with risk taking and job performance. Journal of applied psychology, 92(4), 909.
  • Cummings, A., & Oldham, G. R. (1997). Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1), 22-38.
  • Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open?. Academy of Management journal, 50(4), 869-884.
  • Dutton, J. E. (2003). Energize your workplace: How to create and sustain high-quality connections at work (Vol. 50).
  • Dutton, J. E., & Ragins, B. R. (2007). Moving Forward: Positive Relationships at Work as a Research Frontier.
  • Dutton, J.E. and Heaphy, E.D. (2003) “The power of high quality connections.” In Cameron, K.S., Dutton, J.E., and Quinn, R.E. (Eds.) Positive Organizational Scholarship: Foundations of a New Discipline. San Francisco: Berrett-Koehler.
  • Dutton, Withey, M. J., & Cooper, W. H. (1989). Predicting exit, voice, loyalty, and neglect. Administrative Science Quarterly, 521-539.
  • Erdil O., Müceldili B. "Örgütlerde Yüksek Kaliteli İlişkilerin Oluşturulması ve Sürdürülmesi" 1. Örgütsel Davranış Kongresi, Sakarya, Kasım 2013.
  • Farrell, D., & Rusbult, C. E. (1992). Exploring the exit, voice, loyalty, and neglect typology: The influence of job satisfaction, quality of alternatives, and investment size. Employee Responsibilities and Rights Journal, 5(3), 201-218.
  • Ferris, G. R., Treadway, D. C., Kolodinsky, R. W., Hochwarter, W. A., Kacmar, C. J., Douglas, C., et al. (2005). Development and validation of the political skills inventory. Journal of Management, 31, 126–152.
  • Fredrickson, B. L. (2000). Cultivating positive emotions to optimize health and well-being. Prevention & treatment, 3(1), 1a.
  • Fuller, J. B., Barnett, T., Hester, K., Relyea, C., & Frey, L. (2007). An exploratory examination of voice behavior from an impression management perspective. Journal of Managerial Issues, 134-151.
  • Gittell, J. H. (2003). A theory of relational coordination. Positive organizational scholarship: Foundations of a new discipline, 279-295.
  • Gittell, J. H., Cameron, K., Lim, S., & Rivas, V. (2006). Relationships, layoffs, and organizational resilience: Airline industry responses to September 11. The Journal of Applied Behavioral Science, 42(3), 300-329.
  • Granovetter, M. (1983). The strength of weak ties: A network theory revisited. Sociological theory, 201-233.
  • Guzley, R. M. (1992). Organizational climate and communication climate: Predictors of commitment to the organization. Management Communication Quarterly, 5(4), 379-402
  • Hair, J. F., Anderson, R. E., Tatham, R. L., & William, C. Black.(2010). Multivariate Data Analysis.
  • Heaphy, E. D., & Dutton, J. E. (2008). Positive social interactions and the human body at work: Linking organizations and physiology. Academy of Management Review, 33(1), 137-162.
  • Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states (Vol. 25). Harvard university press.
  • Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states (Vol. 25). Harvard university press.
  • Hochschild, A. R. (1997). When work becomes home, and home becomes work. California Management Review, 39(4), 79-97.
  • Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55.
  • Huck, S. W., Cormier, W. H., & Bounds, W. G. (1974). Reading statistics and research (pp. 69-71). New York: Harper & Row.
  • Jenkins, P. K. (2010). A case study of collective thriving at work (Doctoral dissertation, Capella University).
  • Kahn, W. A. (2007). Meaningful Connections: Positive Relationships and Attachments at Work.
  • Kanter, R. M. 1988. When a thousand flowers bloom: Structural, collective, and social conditions for innovation in organizations. In B. M. Staw & L. L. Cummings (Eds.), Research in organi- zational behavior, vol. 10: 169-211. Greenwich, CT: JAI Press.
  • Koçak, Ö. E. (2016). How to Enable Thriving at Work Through Organizational Trust. International Journal of Research in Business and Social Science. In Press
  • Kram, K. E., & Isabella, L. A. (1985). Mentoring alternatives: The role of peer relationships in career development. Academy of management Journal, 28(1), 110-132.
  • LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of applied psychology, 83(6), 853.
  • Lind, E. A., Kanfer, R., & Earley, P. C. (1990). Voice, control, and procedural justice: Instrumental and noninstrumental concerns in fairness judgments. Journal of Personality and Social psychology, 59(5), 952.
  • Little, T. D., Cunningham, W. A., Shahar, G., & Widaman, K. F. (2002). To parcel or not to parcel: Exploring the question, weighing the merits. Structural equation modeling, 9(2), 151-173
  • Liu, W., Song, Z., Li, X., & Liao, Z. (2017). Why and when leaders’ affective states influence employee upward voice. Academy of Management Journal, 60(1), 238-263.
  • Liu, W., Zhu, R., & Yang, Y. (2010). I warn you because I like you: Voice behavior, employee identifications, and transformational leadership. The Leadership Quarterly, 21(1), 189-202.
  • Mael, F. A., & Ashforth, B. E. (1995). Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel psychology, 48(2), 309-333.
  • Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational Behavior, 13(2), 103-123.
  • Maslow, A. H. (1968). Toward a Psychology of Being. New York: D. Van Nostrand Company.
  • Maynes, T. D., & Podsakoff, P. M. (2014). “Speaking More Broadly: An Examination of the Nature, Antecedents, and Consequences of an Expanded Set of Employee Voice Behaviors”, Journal of Applied Psychology, vol. 99, no. 1, pp. 87-112.
  • Medsker, G. J., Williams, L. J., & Holahan, P. J. (1994). A review of current practices for evaluating causal models in organizational behavior and human resources management research. Journal of management, 20(2), 439-464.
  • Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538.
  • Mills, J., & Clark, M. S. (1982). Exchange and communal relationships. Review of personality and social psychology, 3, 121-144.
  • Oliver, A. L., & Ebers, M. (1998). Networking network studies: an analysis of conceptual configurations in the study of inter-organizational relationships. Organization studies, 19(4), 549-583.
  • Parker, C. P., Baltes, B. B., Young, S. A., Huff, J. W., Altmann, R. A., Lacost, H. A., & Roberts, J. E. (2003). Relationships between psychological climate perceptions and work outcomes: a meta‐analytic review. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(4), 389-416.
  • Pearson, C. M., Andersson, L. M., & Porath, C. L. (2000). Assessing and attacking workplace incivility. Organizational dynamics, 29(2), 123-137.
  • Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior, 33(2), 250-275.
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Çalışan Ses Davranışının Grupiçi İlişki Kalitesi ile Açıklanabilirliği ve İşte Kendini Yetiştirmenin Rolü

Yıl 2019, Cilt: 9 Sayı: 1, 179 - 202, 30.06.2019
https://doi.org/10.31679/adamakademi.471734

Öz

Bu çalışmada grup düzeyindeki bir kavram olan grup içi ilişki kalitesi ile birey düzeyindeki kavram olan çalışan ses davranışının arasında ilişki kurulmasını sağlayan bir mekanizma önerilmiştir. Literatür taramasıyla karşılaştırılan kavramlar arasında işte kendini yetiştirmenin hem hazcı ve mutçu esenlik boyutlarını kapsaması hem de köklerinin sosyal dinamiklerde olması nedeniyle kullanılması düşünülmüştür. Bu aracılık etkisini test etmek için online anket yoluyla 462 katılımcıdan veri toplanmıştır. Yapısal eşitlik modellemesi ve bootstrapping metodu kullanılarak işte kendini yetiştirmenin ilişkide aracı olup olmadığı test edilmiştir. Sonuçlar, verilerin modelle uyumlu olduğunu, anlamlı dolaylı etkinin bulunduğunu göstermiştir. Buna göre işte kendini yetiştirmenin tam aracı etkisi olduğu doğrulanmıştır. Bu çalışma, sosyal çevrenin birey hal ve davranışları üzerindeki etkiyi göstermesi açısından önemlidir.

Kaynakça

  • Abid, G., Zahra, I., & Ahmed, A. (2016). Promoting thriving at work and waning turnover intention: A relational perspective. Future Business Journal, 2(2), 127-137.Afzali, A., Arash Motahari, A., & Hatami-Shirkouhi, L. (2014). Investigating the influence of perceived organizational support, psychological empowerment and organizational learning on job performance: an empirical investigation. Tehnički vjesnik, 21(3), 623-629.Allen, N. J., & Meyer, J. P. (1993). Organizational commitment: evidence of career stage effects?. Journal of business research, 26(1), 49-61.Arbuckle, J. (2008). Amos 17.0 user's guide. SPSS Inc.
  • Argyle, M., & Crossland, J. (1987). The dimensions of positive emotions. British Journal of Social Psychology, 26(2), 127-137.
  • Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international, 13(3), 209-223.
  • Baumeister, R. F., & Leary, M. R. (1995). The need to belong: the desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497.
  • Berscheid, E., & Reis, H. T. (1998). Attraction and close relationships. In Gilbert, Daniel T. (Ed); Fiske, Susan T. (Ed); Lindzey, Gardner (Ed), (1998). The 97 handbook of social psychology, Vols. 1 and 2 (4th ed.). pp. 193-281. New York, NY, US: McGraw-Hill, x, 1085 pp.
  • Bies, R. J., & Shapiro, D. L. (1988). Voice and justification: Their influence on procedural fairness judgments. Academy of management journal, 31(3), 676-685.
  • Blau, P. (1964). Power and exchange in social life. New York: J Wiley & Sons, 352.
  • Bollen, K. A. (1989). A new incremental fit index for general structural equation models. Sociological Methods & Research, 17(3), 303-316.
  • Bowling, N. A. (2010). Effects of job satisfaction and conscientiousness on extra-role behaviors. Journal of Business and Psychology, 25(1), 119-130.
  • Brueller, D., & Carmeli, A. (2011). Linking capacities of high‐quality relationships to team learning and performance in service organizations. Human Resource Management, 50(4), 455-477.
  • Cameron, K. S., & Spreitzer, G. M. (Eds.). (2011). The Oxford handbook of positive organizational scholarship. Oxford University Press.
  • Carmeli, A., & Spreitzer, G. M. (2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. The Journal of Creative Behavior, 43(3), 169-191.
  • Carmeli, A., Brueller, D., & Dutton, J. E. (2009). Learning behaviors in the workplace: The role of high‐quality interpersonal relationships and psychological safety. Systems Research and Behavioral Science, 26(1), 81-98.
  • Chen, G., & Kanfer, R. (2006). Toward a systems theory of motivated behavior in work teams. Research in organizational behavior, 27, 223-267.
  • Coleman, J. S. (1988). Social capital in the creation of human capital. American journal of sociology, 94, S95-S120.
  • Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007). Trust, trustworthiness, and trust propensity: a meta-analytic test of their unique relationships with risk taking and job performance. Journal of applied psychology, 92(4), 909.
  • Cummings, A., & Oldham, G. R. (1997). Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1), 22-38.
  • Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open?. Academy of Management journal, 50(4), 869-884.
  • Dutton, J. E. (2003). Energize your workplace: How to create and sustain high-quality connections at work (Vol. 50).
  • Dutton, J. E., & Ragins, B. R. (2007). Moving Forward: Positive Relationships at Work as a Research Frontier.
  • Dutton, J.E. and Heaphy, E.D. (2003) “The power of high quality connections.” In Cameron, K.S., Dutton, J.E., and Quinn, R.E. (Eds.) Positive Organizational Scholarship: Foundations of a New Discipline. San Francisco: Berrett-Koehler.
  • Dutton, Withey, M. J., & Cooper, W. H. (1989). Predicting exit, voice, loyalty, and neglect. Administrative Science Quarterly, 521-539.
  • Erdil O., Müceldili B. "Örgütlerde Yüksek Kaliteli İlişkilerin Oluşturulması ve Sürdürülmesi" 1. Örgütsel Davranış Kongresi, Sakarya, Kasım 2013.
  • Farrell, D., & Rusbult, C. E. (1992). Exploring the exit, voice, loyalty, and neglect typology: The influence of job satisfaction, quality of alternatives, and investment size. Employee Responsibilities and Rights Journal, 5(3), 201-218.
  • Ferris, G. R., Treadway, D. C., Kolodinsky, R. W., Hochwarter, W. A., Kacmar, C. J., Douglas, C., et al. (2005). Development and validation of the political skills inventory. Journal of Management, 31, 126–152.
  • Fredrickson, B. L. (2000). Cultivating positive emotions to optimize health and well-being. Prevention & treatment, 3(1), 1a.
  • Fuller, J. B., Barnett, T., Hester, K., Relyea, C., & Frey, L. (2007). An exploratory examination of voice behavior from an impression management perspective. Journal of Managerial Issues, 134-151.
  • Gittell, J. H. (2003). A theory of relational coordination. Positive organizational scholarship: Foundations of a new discipline, 279-295.
  • Gittell, J. H., Cameron, K., Lim, S., & Rivas, V. (2006). Relationships, layoffs, and organizational resilience: Airline industry responses to September 11. The Journal of Applied Behavioral Science, 42(3), 300-329.
  • Granovetter, M. (1983). The strength of weak ties: A network theory revisited. Sociological theory, 201-233.
  • Guzley, R. M. (1992). Organizational climate and communication climate: Predictors of commitment to the organization. Management Communication Quarterly, 5(4), 379-402
  • Hair, J. F., Anderson, R. E., Tatham, R. L., & William, C. Black.(2010). Multivariate Data Analysis.
  • Heaphy, E. D., & Dutton, J. E. (2008). Positive social interactions and the human body at work: Linking organizations and physiology. Academy of Management Review, 33(1), 137-162.
  • Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states (Vol. 25). Harvard university press.
  • Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states (Vol. 25). Harvard university press.
  • Hochschild, A. R. (1997). When work becomes home, and home becomes work. California Management Review, 39(4), 79-97.
  • Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55.
  • Huck, S. W., Cormier, W. H., & Bounds, W. G. (1974). Reading statistics and research (pp. 69-71). New York: Harper & Row.
  • Jenkins, P. K. (2010). A case study of collective thriving at work (Doctoral dissertation, Capella University).
  • Kahn, W. A. (2007). Meaningful Connections: Positive Relationships and Attachments at Work.
  • Kanter, R. M. 1988. When a thousand flowers bloom: Structural, collective, and social conditions for innovation in organizations. In B. M. Staw & L. L. Cummings (Eds.), Research in organi- zational behavior, vol. 10: 169-211. Greenwich, CT: JAI Press.
  • Koçak, Ö. E. (2016). How to Enable Thriving at Work Through Organizational Trust. International Journal of Research in Business and Social Science. In Press
  • Kram, K. E., & Isabella, L. A. (1985). Mentoring alternatives: The role of peer relationships in career development. Academy of management Journal, 28(1), 110-132.
  • LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of applied psychology, 83(6), 853.
  • Lind, E. A., Kanfer, R., & Earley, P. C. (1990). Voice, control, and procedural justice: Instrumental and noninstrumental concerns in fairness judgments. Journal of Personality and Social psychology, 59(5), 952.
  • Little, T. D., Cunningham, W. A., Shahar, G., & Widaman, K. F. (2002). To parcel or not to parcel: Exploring the question, weighing the merits. Structural equation modeling, 9(2), 151-173
  • Liu, W., Song, Z., Li, X., & Liao, Z. (2017). Why and when leaders’ affective states influence employee upward voice. Academy of Management Journal, 60(1), 238-263.
  • Liu, W., Zhu, R., & Yang, Y. (2010). I warn you because I like you: Voice behavior, employee identifications, and transformational leadership. The Leadership Quarterly, 21(1), 189-202.
  • Mael, F. A., & Ashforth, B. E. (1995). Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel psychology, 48(2), 309-333.
  • Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational Behavior, 13(2), 103-123.
  • Maslow, A. H. (1968). Toward a Psychology of Being. New York: D. Van Nostrand Company.
  • Maynes, T. D., & Podsakoff, P. M. (2014). “Speaking More Broadly: An Examination of the Nature, Antecedents, and Consequences of an Expanded Set of Employee Voice Behaviors”, Journal of Applied Psychology, vol. 99, no. 1, pp. 87-112.
  • Medsker, G. J., Williams, L. J., & Holahan, P. J. (1994). A review of current practices for evaluating causal models in organizational behavior and human resources management research. Journal of management, 20(2), 439-464.
  • Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538.
  • Mills, J., & Clark, M. S. (1982). Exchange and communal relationships. Review of personality and social psychology, 3, 121-144.
  • Oliver, A. L., & Ebers, M. (1998). Networking network studies: an analysis of conceptual configurations in the study of inter-organizational relationships. Organization studies, 19(4), 549-583.
  • Parker, C. P., Baltes, B. B., Young, S. A., Huff, J. W., Altmann, R. A., Lacost, H. A., & Roberts, J. E. (2003). Relationships between psychological climate perceptions and work outcomes: a meta‐analytic review. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(4), 389-416.
  • Pearson, C. M., Andersson, L. M., & Porath, C. L. (2000). Assessing and attacking workplace incivility. Organizational dynamics, 29(2), 123-137.
  • Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior, 33(2), 250-275.
  • Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior research methods, instruments, & computers, 36(4), 717-731.
  • Premeaux, S. F. (2001). Breaking the Silence: Toward an Understanding of Speaking Up in the Workplace.
  • Putnam, R. (2001). Social capital: Measurement and consequences. Canadian journal of policy research, 2(1), 41-51.
  • Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes. Academy of management journal, 43(6), 1177-1194.
  • Reis, H. T. (2007). Steps toward the ripening of relationship science. Personal Relationships, 14(1), 1-23.
  • Ren, H., Yunlu, D. G., Shaffer, M., & Fodchuk, K. M. (2015). Expatriate success and thriving: The influence of job deprivation and emotional stability. Journal of World Business, 50(1), 69-78.
  • Schriesheim, C. A., Castro, S. L., & Cogliser, C. C. (1999). Leader-member exchange (LMX) research: A comprehensive review of theory, measurement, and data-analytic practices. The Leadership Quarterly, 10(1), 63-113.
  • Smidts, A., Pruyn, A. T. H., & Van Riel, C. B. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management journal, 44(5), 1051-1062.
  • Smidts, A., Pruyn, A. T. H., & Van Riel, C. B. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management journal, 44(5), 1051-1062.
  • Spreitzer, G. M., & Cameron, K. S. (2012). A path forward: Assessing progress and exploring core questions for the future of positive organizational scholarship. The Oxford handbook of positive organizational scholarship, 1034-1048.
  • Spreitzer, G., Sutcliffe, K., Dutton, J., Sonenshein, S., & Grant, A. M. (2005). A socially embedded model of thriving at work. Organization science, 16(5), 537-549.
  • Tabachnick, B. G., & Fidell, L. S. (2007). Using multivariate statistics. Allyn & Bacon/Pearson Education.
  • Ünler, E., Çalışkan, S., & Durmaz, B. V. Ses Veriyorum Ama Güvende Miyim? Yönetici Tutumunun Çalışan Sesine Etkisi. Bildiriler Kitabı, 66.
  • Van Dyne, L., Kamdar, D., & Joireman, J. (2008). In-role perceptions buffer the negative impact of low LMX on helping and enhance the positive impact of high LMX on voice. Journal of Applied Psychology, 93(6), 1195.
  • Vandewalle, D., Van Dyne, L., & Kostova, T. (1995). Psychological ownership: An empirical examination of its consequences. Group & Organization Management, 20(2), 210-226.
  • Walumbwa, F. O., Muchiri, M. K., Misati, E., Wu, C., & Meiliani, M. (2018). Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work. Journal of Organizational Behavior, 39(3), 249-261.
  • Weick, K., & Sutcliffe, K. (2001). Managing the unexpected: Assuring high performance in an age of uncertainty. San Francisco: Wiley, 1(3), 5.
  • Wheeler, A. R., Gallagher, V. C., Brouer, R. L., & Sablynski, C. J. (2007). When person-organization (mis)fit and (dis)satisfaction lead to turnover. Journal of Managerial Psychology, 22, 203– 219.
  • Wiesenfeld, B. M., Raghuram, S., & Garud, R. (2001). Organizational identification among virtual workers: The role of need for affiliation and perceived work-based social support. Journal of management, 27(2), 213-229.
  • Withey, M. J., & Cooper, W. H. (1989). Predicting exit, voice, loyalty, and neglect. Administrative Science Quarterly, 521-539.
  • Zickar, M. J., Gibby, R. E., & Jenny, T. (2004). Job attitudes of workers with two jobs. Journal of Vocational Behavior, 64, 222– 235
Toplam 80 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Makaleler
Yazarlar

Ömer Erdem Koçak 0000-0002-4649-2042

Hazel Agun

Yayımlanma Tarihi 30 Haziran 2019
Gönderilme Tarihi 17 Ekim 2018
Yayımlandığı Sayı Yıl 2019 Cilt: 9 Sayı: 1

Kaynak Göster

APA Koçak, Ö. E., & Agun, H. (2019). Explaining Employee Voice Behavior Through Intragroup Relationship Quality and the Role of Thriving at Work. Adam Academy Journal of Social Sciences, 9(1), 179-202. https://doi.org/10.31679/adamakademi.471734

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