An Investigation of the Effects of Managers’ Nepotic Attitudes on Employee Satisfaction and Sabotage Tendency in Organizations

Nuri Avcı; Onur Yarar

Makale detayları

An Investigation of the Effects of Managers’ Nepotic Attitudes on Employee Satisfaction and Sabotage Tendency in Organizations

Yazarlar:

Nuri Avcı | Onur Yarar

Yayıncı:

Afyon Kocatepe University

Dergi:

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi Vol.25 Issue 1, pp.307-325

Belge Tipi:

Makale

Yayın Tarihi:

3/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001286104

pISSN:

1302-1265

Anahtar kelimeler:

Özet:

 The subject of nepotism and sabotage tendency; It points to an area where research is difficult and studies are shallow in the literature due to participant sensitivity. It is thought that this tendency continues in every institution, albeit at different levels. Before the research process, some cynical and entropic attitudes and behaviors were encountered in the universe and sample selection experiments. The study was conducted on human resources HR professionals, all of whom are white-collar employees, who are thought to have the lowest sabotage tendency on a social media platform. The aim of this study; The aim of this study is to examine the effects of managers nepotic attitudes and behaviors on employee satisfaction and sabotage tendency, and the direction and nature of the interaction between employee satisfaction and sabotage tendency. The research was planned in a quantitative research design and was conducted as an online survey on the Linkedin social media platform with 520 HR professionals. Information about the purpose of the study and necessary assurances were given to each participant with a message. 134 people participated in the study. Survey form; Personal information consists of the Nepotic Attitude Scale and Employee Satisfaction Scale, each consisting of one dimension and nine items, self-handicapping and corporate sabotage dimensions, and the Sabotage Tendency Scale consisting of 22 items in total. According to the results of the research; the increase in the perception of the discriminatory attitudes of the managers in the organization decreases the employee satisfaction; institutional and self-sabotage tendency causes an increase. It is seen that the decrease in employee satisfaction affects the tendency towards institutional sabotage rather than self-handicapping.

 The subject of nepotism and sabotage tendency; It points to an area where research is difficult and studies are shallow in the literature due to participant sensitivity. It is thought that this tendency continues in every institution, albeit at different levels. Before the research process, some cynical and entropic attitudes and behaviors were encountered in the universe and sample selection experiments. The study was conducted on human resources HR professionals, all of whom are white-collar employees, who are thought to have the lowest sabotage tendency on a social media platform. The aim of this study; The aim of this study is to examine the effects of managers nepotic attitudes and behaviors on employee satisfaction and sabotage tendency, and the direction and nature of the interaction between employee satisfaction and sabotage tendency. The research was planned in a quantitative research design and was conducted as an online survey on the Linkedin social media platform with 520 HR professionals. Information about the purpose of the study and necessary assurances were given to each participant with a message. 134 people participated in the study. Survey form; Personal information consists of the Nepotic Attitude Scale and Employee Satisfaction Scale, each consisting of one dimension and nine items, self-handicapping and corporate sabotage dimensions, and the Sabotage Tendency Scale consisting of 22 items in total. According to the results of the research; the increase in the perception of the discriminatory attitudes of the managers in the organization decreases the employee satisfaction; institutional and self-sabotage tendency causes an increase. It is seen that the decrease in employee satisfaction affects the tendency towards institutional sabotage rather than self-handicapping.

 The subject of nepotism and sabotage tendency; It points to an area where research is difficult and studies are shallow in the literature due to participant sensitivity. It is thought that this tendency continues in every institution, albeit at different levels. Before the research process, some cynical and entropic attitudes and behaviors were encountered in the universe and sample selection experiments. The study was conducted on human resources HR professionals, all of whom are white-collar employees, who are thought to have the lowest sabotage tendency on a social media platform. The aim of this study; The aim of this study is to examine the effects of managers nepotic attitudes and behaviors on employee satisfaction and sabotage tendency, and the direction and nature of the interaction between employee satisfaction and sabotage tendency. The research was planned in a quantitative research design and was conducted as an online survey on the Linkedin social media platform with 520 HR professionals. Information about the purpose of the study and necessary assurances were given to each participant with a message. 134 people participated in the study. Survey form; Personal information consists of the Nepotic Attitude Scale and Employee Satisfaction Scale, each consisting of one dimension and nine items, self-handicapping and corporate sabotage dimensions, and the Sabotage Tendency Scale consisting of 22 items in total. According to the results of the research; the increase in the perception of the discriminatory attitudes of the managers in the organization decreases the employee satisfaction; institutional and self-sabotage tendency causes an increase. It is seen that the decrease in employee satisfaction affects the tendency towards institutional sabotage rather than self-handicapping.

 Nepotizm ve sabotaj eğilimi konusu; katılımcı duyarlılığı nedeniyle literatürde araştırılması güç ve çalışmaların sığ olduğu bir alana işaret etmektedir. Bu eğilimin farklı düzeylerde de olsa her kurumda varlığını sürdürdüğü düşünülmektedir. Araştırma süreci öncesinde evren ve örneklem seçimi denemelerinde bazı sinik ve entropik tutum ve davranışlara muhatap olunmuştur. Çalışma bir sosyal medya platformu üzerinde tümü beyaz yakalı çalışanlardan oluşan, sabotaj eğilimin en düşük seviyede görülebileceği düşünülen insan kaynakları İK profesyonelleri üzerinde yürütülmüştür. Bu çalışmanın amacı; yöneticilerin nepotik tutum ve davranışlarının çalışan memnuniyeti ve sabotaj eğilimini üzerindeki etkilerini ve çalışan memnuniyeti ile sabotaj eğilimi arasındaki etkileşimin yönü ve niteliğini incelemektir. Araştırma nicel araştırma deseninde planlanmış ve Linkedin sosyal medya platformunda 520 İK profesyoneli ile internet üzerinden çevrim içi anket olarak yürütülmüştür. Her bir katılımcıya birer mesaj ile çalışmanın amacı hakkında bilgi ve gerekli güvenciler verilmiştir. Çalışmaya 134 kişinin katılımı sağlanmıştır. Anket formu; kişisel bilgiler, her biri tek boyut ve dokuz maddeden oluşan Nepotik Tutum Ölçeği ve Çalışan Memnuniyeti Ölçeği ile kendini sabotaj ve kurumsal sabotaj boyutlarından ve toplam 22 maddeden oluşan Sabotaj Eğilimi Ölçeğinden oluşmaktadır. Araştırma sonucuna göre; örgütte yöneticilerin ayrımcı tutumlarına ilişkin algının yükselmesi çalışan memnuniyetinde düşüşe; kurumsal ve kendine sabotaj eğiliminde ise yükselmeye neden olmaktadır. Çalışan memnuniyetindeki düşüşün kendini sabotaj eğiliminden çok kurumsal sabotaj eğilimini etkilediği görülmektedir.

Makale detayları

An Investigation of the Effects of Managers’ Nepotic Attitudes on Employee Satisfaction and Sabotage Tendency in Organizations

Yazarlar:

Nuri Avcı | Onur Yarar

Yayıncı:

Afyon Kocatepe University

Dergi:

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi Vol.25 Issue 1, pp.307-325

Belge Tipi:

Makale

Yayın Tarihi:

3/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001286104

pISSN:

1302-1265

Manager nepotic attitudes

employee satisfaction

self- sabotage

extroverted sabotage

Yönetici ayrımcı tutumu

çalışan memnuniyeti

kendini sabotaj

dışa dönük sabotaj

Sayı

Makale detayları

Yazarlar: Nuri Avcı | Onur Yarar

Yayıncı: Afyon Kocatepe University

Dergi: Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi Vol.25 Issue 1, pp.307-325

Belge Tipi: Makale

Yayın Tarihi: 3/2023

Belge Dili: Türkçe

Document ID (Org No.): 2001286104

pISSN: 1302-1265

Sayı

Yazarlar:

Nuri Avcı | Onur Yarar

Yayıncı:

Afyon Kocatepe University

Dergi:

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi Vol.25 Issue 1, pp.307-325

Belge Tipi:

Makale

Yayın Tarihi:

3/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001286104

pISSN:

1302-1265