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THE EFFECT OF ABUSIVE SUPERVISION ON EMPLOYEE ALTRUISM: THE MODERATING ROLE OF PSYCHOLOGICAL CONTRACT BREACH

Yıl 2023, Cilt: 8 Sayı: 1, 5 - 29, 20.06.2023

Arzu Uğurlu Kara Kemal Köksal

Öz

Altruistic behaviors are shown to benefit others without any self-interest as prosocial behavior. Altruistic behaviors have contributions to social life as well as organizational life. Determining which factors affect altruism in organizational environments is essential for organizational effectiveness. Another issue in ensuring this effectiveness is the abusive supervision perceptions within the organization. Employees may face rude and undesirable words and behaviors from the manager in the workplace. These behaviors increase the employees' stress and cause negative work attitudes and behaviors. While abusive management causes an increase in the perception of injustice, deviant work behavior, job dissatisfaction, and work-family conflict, it causes a decrease in perceptions of job performance, commitment, and support. A psychological contract or breach of psychological contract may change management and employee relations balance. This research examined the relationship between abusive supervision perception and altruistic behavior and the moderator role of psychological contract violation perception in this relationship. Data were collected from 294 people working in the manufacturing sector by convenience sampling method. Correlation and regression analysis were performed for hypothesis testing. According to the results, it is seen that abusive supervision affects altruism negatively and significantly. The abusive supervision perception explains 24% of the negative change in employee altruism. The perception of psychological contract violation increases the negative relationship between abusive supervision and altruism. As a result, the findings show that the perception of abusive supervision reduces altruistic behaviors. The employees' high perception of psychological contract violation increases the negative effect of abusive supervision on altruism.

Anahtar Kelimeler

Abusive supervision Altruism Psychological contract breach Moderating effect

Kaynakça

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  • Ai-Hua, H., Yang, L., & Guo-Tao, G. (2018). Abusive supervision and employee silence: The mediating effect of perceptions of organizational politics and the moderating effect of LMX. International Interdisciplinary Business-Economics Advancement Journal, 3(1), 19-27.
  • Argyris, C. (1962). Understanding organizational behavior. homewood, IL: Dorsey Press.
  • Bateman, T. S. & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee "Citizenship." Academy Of Management Journal, 26, 587- 595.
  • Batson, C. Daniel, & Nadia Y. Ahmad. (2009). Empathy-Induced altruism: A threat to the collective good. Ss. 1–23 İçinde altruism and prosocial behavior in groups. C. 26, Advances in group processes, Editör S. R. Thye ve E. J. Lawler. Emerald Group Publishing Limited.
  • Batson, C., Ahmad, N., & Stocks, E.L. (2011). Four forms of prosaically motivation: egoism, altruism, collectivism, and principlism, in dunning, d. and dunning, D. (Eds), Social motivation, psychology press.
  • Blagg, R. D. (2011). Exploring religiousness, community & altruism: Implications for health. The Claremont Graduate University.
  • Blau, P. M. (1964). Exchange and power in social life. John Wiley & Sons
  • Bolino, Mark C., William H. Turnley, J. Bruce Gilstrap, & Mark M. Suazo. (2010). Citizenship under pressure: What's a 'Good soldier' to do?. Journal Of Organizational Behavior, 31(6), 835–855.
  • Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance. J. Appl. Psychol. 93, 1104–1117.
  • Cameron, K.S., Bright, D., & Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766-790.
  • Carlson, D. S., Ferguson, M., Perrewé, P. L., & Whitten, D. (2011). The fallout from abusive supervision: An examination of subordinates and their partners. Personnel Psychology, 64, 937-996.
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  • Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31, 874–900.
  • Daouk-Öyry, L., Anouze, A. L., Otaki, F., Dumit, N. Y., & Osman, I. (2014). The JOINT model of nurse absenteeism and turnover: A systematic review. Int. J. Nurs. Stud. 51, 93–110.
  • Detert, J. R., Trevino, L. K., Burris, E. R., & Andiappan, M. (2007). Managerial modes of influence and counterproductivity in organizations: a longitudinal business-unit-level ınvestigation. Journal of Applied Psychology, 92(4), 993–1005.
  • Eisenberger, R., Lynch, P., Aselage, J., & Rohdieck, S. (2004). Who takes the most revenge? individual differences in negative reciprocity norm endorsement. Pers. Soc. Psychol. Bull. 30, 787–799.
  • Fletcher, J. A., & Martin Z. (2007). The evolution of altruism: Game theory in multilevel selection and ınclusive fitness. Journal of Theoretical Biology 245(1), 26–36.
  • Folger, R., & Cropanzano, R. (2001). Fairness theory : Justice as accountability advances in organizational justice Edited By. Ss. 3–55 İçinde Advances in organizational justice, Editör J. Greenberg ve R. Cropanzano. Stanford University.
  • Frazier, M. L., & Tupper, C. (2016). Supervisor prosocial motivation, employee thriving, and helping behavior: A trickle-down model of psychological safety. Group & Organization Management, 1-33.
  • Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of Management Review, 32(2), 393-417.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161–178.
  • Hair, J., William B., Barry B., & Anderson. R. (2010). Multivariate data analysis: A global perspective. C. 7th., Pearson Prentice Hall.
  • Hanisch, K. A., & Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. J. Vocat. Behav. 37, 60–78.
  • Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18, 252-263.
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  • Johnson, J. L., & O'Leary-Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24, 627–647.
  • Jones, D. A. (2009). Getting even with one's supervisor and one's organization: relationships among types of ınjustice, desires for revenge, and counterproductive work behaviors. Journal of organizational behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(4), 525–542.
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İstismarcı Yönetimin Çalışan Özgeciliğine Etkisi: Psikolojik Sözleşme İhlalinin Düzenleyici Etkisi

Yıl 2023, Cilt: 8 Sayı: 1, 5 - 29, 20.06.2023

Arzu Uğurlu Kara Kemal Köksal

Öz

Özgeci davranışlar, prososyal bir davranış olarak çıkar gözetmeden diğerlerinin yararına gösterilmektedir. Özgeci davranışların sosyal yaşama olduğu kadar örgütsel yaşama da katkıları bulunmaktadır. Özgeciliği örgütsel ortamlarda hangi unsurların etkilediğinin belirlenmesi örgütsel etkinlik için önemlidir. Bu etkinliğin sağlanmasındaki bir diğer husus da örgüt içerisindeki istismarcı yönetim algılarıdır. Çalışanlar aktif yaşamlarının büyük bir kısmının geçtiği işyerinde yöneticinin kaba ve istenmeyen söz ve davranışlarıyla karşılaşabilmektedir. Bu çalışanların stresini artırmakta, olumsuz iş tutum ve davranışlarına neden olabilmektedir. İstismarcı yönetim adaletsizlik algısında, aykırı iş davranışı, iş tatminsizliği, iş-aile çatışmasında artışa neden olurken, iş performansı, örgütsel bağlılık ve örgütsel destek algılarında azalışa neden olmaktadır. Psikolojik sözleşme veya psikolojik sözleşme ihlali yönetim ile çalışanlar arasındaki ilişkilerin dengesini değiştirebilmektedir. Bu araştırmada; istismarcı yönetim algısı ile özgeci davranış arasındaki ilişki ve bu ilişkide psikolojik sözleşme ihlali algısının düzenleyici rolü incelenmiştir. Araştırma verileri imalat sektöründe çalışan 294 kişiden kolayda örnekleme yöntemiyle toplanmıştır. Hipotez testi için korelasyon ve regresyon analizi yapılmıştır. Sonuçlara göre istismarcı yönetimin özgeciliği negatif ve anlamlı bir şekilde etkilediği görülmektedir. İstismarcı yönetim algısı çalışan özgeciliği üzerindeki negatif değişimin %24’ünü açıklamaktadır. Ayrıca psikolojik sözleşme ihlali algısı istismarcı yönetim ile özgecilik arasındaki negatif ilişkiyi artırmaktadır. Bulgular istismarcı yönetim algısının özgeci davranışları azalttığı yönündedir ve çalışanların psikolojik sözleşme ihlal algılarının yüksek olması istismarcı yönetimin özgecilik üzerindeki negatif etkisini artırmaktadır.

Anahtar Kelimeler

İstismarcı yönetim Özgecilik Psikolojik sözleşme ihlali Düzenleyici etki

Kaynakça

  • Aquino, K., Tripp, T. M., & Bies, R. J. (2001). How employees respond to personal offense: the effects of blame attribution, victim status, and offender status on revenge and reconciliation in the workplace. Journal of Applied Psychology, 86(1), 52-59.
  • Ai-Hua, H., Yang, L., & Guo-Tao, G. (2018). Abusive supervision and employee silence: The mediating effect of perceptions of organizational politics and the moderating effect of LMX. International Interdisciplinary Business-Economics Advancement Journal, 3(1), 19-27.
  • Argyris, C. (1962). Understanding organizational behavior. homewood, IL: Dorsey Press.
  • Bateman, T. S. & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee "Citizenship." Academy Of Management Journal, 26, 587- 595.
  • Batson, C. Daniel, & Nadia Y. Ahmad. (2009). Empathy-Induced altruism: A threat to the collective good. Ss. 1–23 İçinde altruism and prosocial behavior in groups. C. 26, Advances in group processes, Editör S. R. Thye ve E. J. Lawler. Emerald Group Publishing Limited.
  • Batson, C., Ahmad, N., & Stocks, E.L. (2011). Four forms of prosaically motivation: egoism, altruism, collectivism, and principlism, in dunning, d. and dunning, D. (Eds), Social motivation, psychology press.
  • Blagg, R. D. (2011). Exploring religiousness, community & altruism: Implications for health. The Claremont Graduate University.
  • Blau, P. M. (1964). Exchange and power in social life. John Wiley & Sons
  • Bolino, Mark C., William H. Turnley, J. Bruce Gilstrap, & Mark M. Suazo. (2010). Citizenship under pressure: What's a 'Good soldier' to do?. Journal Of Organizational Behavior, 31(6), 835–855.
  • Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance. J. Appl. Psychol. 93, 1104–1117.
  • Cameron, K.S., Bright, D., & Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766-790.
  • Carlson, D. S., Ferguson, M., Perrewé, P. L., & Whitten, D. (2011). The fallout from abusive supervision: An examination of subordinates and their partners. Personnel Psychology, 64, 937-996.
  • Charmaz, K. (2006). Constructing grounded theory: A practical guide through qualitative analysis, Sage Publications. Conway, N., & Briner, R. B. (2005). Understanding psychological contracts at work. A critical evaluation of theory and research. Oxford University Press.
  • Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31, 874–900.
  • Daouk-Öyry, L., Anouze, A. L., Otaki, F., Dumit, N. Y., & Osman, I. (2014). The JOINT model of nurse absenteeism and turnover: A systematic review. Int. J. Nurs. Stud. 51, 93–110.
  • Detert, J. R., Trevino, L. K., Burris, E. R., & Andiappan, M. (2007). Managerial modes of influence and counterproductivity in organizations: a longitudinal business-unit-level ınvestigation. Journal of Applied Psychology, 92(4), 993–1005.
  • Eisenberger, R., Lynch, P., Aselage, J., & Rohdieck, S. (2004). Who takes the most revenge? individual differences in negative reciprocity norm endorsement. Pers. Soc. Psychol. Bull. 30, 787–799.
  • Fletcher, J. A., & Martin Z. (2007). The evolution of altruism: Game theory in multilevel selection and ınclusive fitness. Journal of Theoretical Biology 245(1), 26–36.
  • Folger, R., & Cropanzano, R. (2001). Fairness theory : Justice as accountability advances in organizational justice Edited By. Ss. 3–55 İçinde Advances in organizational justice, Editör J. Greenberg ve R. Cropanzano. Stanford University.
  • Frazier, M. L., & Tupper, C. (2016). Supervisor prosocial motivation, employee thriving, and helping behavior: A trickle-down model of psychological safety. Group & Organization Management, 1-33.
  • Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of Management Review, 32(2), 393-417.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161–178.
  • Hair, J., William B., Barry B., & Anderson. R. (2010). Multivariate data analysis: A global perspective. C. 7th., Pearson Prentice Hall.
  • Hanisch, K. A., & Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. J. Vocat. Behav. 37, 60–78.
  • Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18, 252-263.
  • Harrison, D. A., Newman, D. A., & Roth, P. L. (2006). How important are job attitudes? meta-analytical comparisons of ıntegrative behavioral outcomes and time sequences. Academy of Management Journal, 49, 305–325.
  • Hu, Li‐Tze, & Bentler, P. M. (1999). Cutoff criteria for fit ındexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55.
  • Johnson, J. L., & O'Leary-Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24, 627–647.
  • Jones, D. A. (2009). Getting even with one's supervisor and one's organization: relationships among types of ınjustice, desires for revenge, and counterproductive work behaviors. Journal of organizational behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(4), 525–542.
  • Karadağ, E., & Mutafçılar, I. (2009). Prososyal davranış ekseninde özgecilik üzerine teorik bir çözümleme. Felsefe ve Sosyal Bilimler Dergisi, 8, 41-70.
  • Keashly, L. (1998). Emotional abuse in the workplace: conceptual and empirical ıssues. Journal of Emotional Abuse, 1, 85–117.
  • Kellerman, B. (2004). Bad leadership: what it is, how it happens, why it matters. boston, Harvard Business School Press. Kernan, M. C., Watson, S., Chen, F. F., & Kim, T. G. (2011). How cultural values affect the impact of abusive supervision on worker attitudes. Cross Cultural Management, 18, 464-484.
  • Köksal, K., & Gürsoy, A. (2019). İstismarcı yönetimin işten ayrılma niyetine etkisinde örgütsel etik ilkelerin düzenleyici ve aracı rolü. CBÜ Sosyal Bilimler Dergisi 17(2), 347–66.
  • Kwon, Y. S. (2001). The relationship of hrm practices, trust, and justice with organizational commitment during organizational changes in the korean public sector: An application of the psychological contract model. Unpublished Dissertation. State University of New York.
  • Levinson, H., Price, C. R., Munden, K. J., Mandl, H. J., & Solley, C. M. (1962). Men, management and mental health. Cambridge, Harvard University Press.
  • Lian, H., Ferris, D. L., & Brown, D. J. (2012b). Does taking the good with the bad make things worse? How abusive supervision and leader-member exchange ınteract to ımpact need satisfaction and organizational deviance. Organizational Behavior and Human Decision Processes, 117, 41-52.
  • Lind, E. A., & Van Den Bos, K. (2002). When fairness works: Toward a general theory of uncertainty management. Research in Organizational Behavior, 24, 181–223
  • Liu, X., & Liu, J. (2014). The influences about abusive supervision based on organizational politics. Economical Science, 12(5), 118-128
  • Mackey, J. D., Rachel E. F., Jeremy R. B., & Mark J. M. (2017). Abusive supervision: A meta-analysis and empirical review. Journal of Management, 43(6), 1940–65.
  • Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior, 34(S1), 120–137.
  • Masatoğlu, M. (2020). Dharma kavramı ve purushārthalar. Dini Araştırmalar, 23(57), 195-208.
  • Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity Beliefs. Journal of Applied Psychology, 92, 1159-1168.
  • Morrison. E. W.. & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226-257.
  • Neuman, J. H., & Baron, R. A. (1998). Workplace violence and workplace aggression: Evidence concerning specific forms, Potential Causes, and Preferred Targets. Journal of Management, 24(3), 391–419.
  • Onatır, M. (2008). Öğretmenlerde özgecilik ile değer tercihleri arasındaki ilişki. Yüksek Lisans Tezi, Yeditepe Üniversitesi, İstanbul
  • Organ, D. (1988). Organizational citizenship behavior: The good soldier syndrome, Lexington Books.
  • Organ, D.W., Podsakoff, P.M., & Mackenzie, S.B. (2006). Organizational citizenship behavior: Its nature, antecedents, and consequences, Sage, Thousand Oaks.
  • Park, H., Hoobler, J. M., Wu, J., Liden, R. C., Hu, J., & Wilson, M. S. (2017). Abusive supervision and employee deviance: A multifocal justice perspective. Journal of Business Ethics, 1–9.
  • Philippe R., Roland, J., Chrisjohn, D., & Cynthia F. G. (1981). The altruistic personality and the self-report altruism scale. Personality and Individual Differences 2(4), 293–302.
  • Podsakoff, P. M., & Mackenzie, S. B. (1997). Impact of organizational citizenship behavior on organizational performance: A review and suggestion for future research. Human Performance, 10(2), 133-151.
  • Podsakoff, P. M., Mackenzie, S. B. Lee, J.Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.
  • Restubog, S. L. D., Scott, K. L., & Zagenczyk, T. J. (2011). When distress hits home: The role of contextual factors and psychological distress in predicting employees' responses to abusive supervision. Journal of Applied Psychology, 96(4), 713–729.
  • Robinson, S.L., & Bennett, Rj. (1995). A Typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572. Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation: a longitudinal study. Journal of Organizational Behavior, 21(5), 525–546.
  • Rousseau, D. M. (1995). Psychological contracts in organizations: understanding written and unwritten agreements. Thousand Oaks, CA: Sage.
  • Rousseau, D. M., & Schalk, R. (Eds.). (2000). Psychological contracts in employment: cross-national perspectives. Thousand Oaks, CA: Sage Publications. Rousseau, D. M. (2001). Schema, promise and mutuality: The building blocks of the psychological contract. Journal of Occupational and Organizational Psychology, 74, 511-541.
  • Rousseau, D. M. (2004). Psychological contracts in the workplace: understanding the ties that motivate. Academy of Management Executive, 18(1), 120-127.
  • Sangkaman, S. (1995). The ımpact of the psychological contract on organizational commitment. unpublished dissertation. United States International University.
  • Smith, C. A., Organ, D. W., & J. P. (1983). near. organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 653-663.
  • Smith, A. (1995). An analysis of altruism: A concept of caring. Journal of Advanced Nursing, 22(4), 785–90. Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446–460.
  • Spindler, G. S. (1994). Psychological contracts in the workplace—A lawyer's view. Hum. Res. Manag. 33, 325–333. Sturges, J., Conway, N., Guest, D., & Liefooghe, A. (2005). Managing the career deal: the psychological contract as a framework for understanding career management, organizational commitment and work behavior. Journal of Organizational Behavior, 26, 821–838.
  • Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178-190. Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moderators of the relationship between abusive supervision and subordinates' resistance. Journal of Applied Psychology, 85(5), 974–983.
  • Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004). Moderators of the relationships between coworkers 'Organizational citizenship behavior and fellow employees' attitudes. Journal of Applied Psychology, 89(3), 455–465. Tepper, B. J., Henle, C. A., Lambert, L. S., Giacalone, R. A., & Duffy, M. K. (2008). Abusive supervision and subordinates' organization deviance. Journal of Applied Psychology, 93, 721–732.
  • Thau, S., Bennett, R. J., Mitchell, M. S., & Marrs, M. B. (2008). How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective. Organizational Behavior and Human Decision Processes, 108(1), 79–92.
  • Ülbeği, İ. D., Özgen, H. M., & Özgen, H. (2014). Türkiye’de istismarcı yönetim ölçeğinin uyarlaması: güvenirlik ve geçerlik analizi. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 23(1), 1–12.
  • Vander Elst, T., De Cuyper, N., Baillien, E., Niesen, W., & De Witte, H. (2016). Perceived control and psychological contract breach as explanations of the relationships between job ınsecurity, job strain and coping reactions: towards a theoretical integration. Stress and Health, 32(2), 100–116.
  • Wang, H., Sui, Y., Luthans, F., Wang, D., & Wu, Y. (2014). Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), 5–21. Webster, V., Paula B., & Kathleen. D. (2016). Fight, flight or freeze: Common responses for follower coping with toxic leadership. Stress and Health, 32(4), 346–54.
  • Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In B. M. Staw & L. L. Cummings (Eds.). Research in Organizational Behavior: An Annual Series of Analytical Essays And Critical Reviews (Vol. 18, Pp. 1–74). CT: Jai Press
  • Wheeler, A. R., Halbesleben, J. R., & Whitman, M. W. (2013). The interactive effects of abusive supervision and entitlement on emotional exhaustion and co‐worker abuse. Journal of Occupational and Organizational Psychology, 86(4), 477-496. Witt, P., & Boleman, C. (2009). Adapted self-report altruism scale. University of Minnesotta, 3.
  • Xu, E., Huang, X., Lam, C. K., & Miao, Q. (2012). Abusive Supervision and work behaviors: The mediating role of LMX. Journal of Organizational Behavior, 33, 531-543.
  • Zhang, Y,, & Liao, Z. (2015). Consequences of abusive supervision: A meta-analytic review. Asia Pacific Journal of Management, 32(4), 959–87.
  • Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: a meta-analysis. Personnel Psychology, 60, 647–680.
  • Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 86, 1068-1076.
Toplam 72 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makalesi
Yazarlar

Arzu Uğurlu Kara 0000-0001-9348-6107

Kemal Köksal 0000-0001-7653-1762

Yayımlanma Tarihi 20 Haziran 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 8 Sayı: 1

Kaynak Göster

APA Uğurlu Kara, A., & Köksal, K. (2023). İstismarcı Yönetimin Çalışan Özgeciliğine Etkisi: Psikolojik Sözleşme İhlalinin Düzenleyici Etkisi. Aurum Sosyal Bilimler Dergisi, 8(1), 5-29.
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