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Yıl 2015, Cilt: 16 Sayı: 1, 81 - 101, 24.04.2015

Türkmen Akbaş , Aysun Çetin

Öz

Today one of the most important issues in organizational life is how employee identification with organization is to be ensured and what factors there are affecting this identification. In this study, influence of job-satisfaction level of employees and personorganization fit level upon their organizational identification have been searched by quantitative methods at an industrial sector that had been rarely studied. Therefore, the data have been obtained from 401 employees belonging to nine large-scale companies in furniture production sector in Kayseri by means of a questionnaire form. T-test, variance analysis, correlation and regression analyses have been employed in data analysis. It has been found out that employee job satisfaction and person-organization fit positively and significantly affect organizational identification levels. It has also been found out that as long as the work durations of the employees in the sector or the firm increase the organizational identification increases in parallel, and that the level of organizational identification of middle-level managers is higher than the level of organizational identification of administrative office personnel and all other blue collars

Anahtar Kelimeler

Organizational Identification JobSatisfaction Person-Organization Fit

Kaynakça

  • AKBAŞ, T.T., (2011), “Algılanan Kişi-Örgüt Uyumunun Örgütsel Vatandaşlık Davranışları Üzerindeki Etkisi: Görgül Bir Araştırma”, Yönetim Bilimleri Dergisi, Vol. 9, No.1, 53-81.
  • AKGÜL, A. ve ÇEVİK, O. (2005),İstatistiksel Analiz Teknikleri, SPSS‟te İşletme Yönetimi Uygulamaları,2. Baskı, Ankara: Emek Ofset Ltd. Şti.
  • ALARCON, G.M., LYONS, J.B. (2011), “The Realtionship of Engagement and Job Satisfaction in Working Samples”, TheJournal of Psychology, Vol. 145, No. 5, 463- 480.
  • ASHFORTH, B.E., MAEL, F. (1989), “Social Identity Theoryand TheOrganization”, The Academy of Management Review, Vol. 14, No. 1, 20-39.
  • AŞAN, Ö. ve ERENLER, E. (2008), “İş Tatmini ve Yaşam Tatmini İlişkisi”, SüleymanDemirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Vol. 13, No. 2, 203-216
  • AYDOĞDU, S., ASIKGIL, B. (2011), “An Empirical Study of the Relationship Among Job Satisfaction, Organizational Commitment and Turnover Intention”, International Review of Management and Marketing, Vol. 1, No. 3, 43-53.
  • BARLI, Ö. (2012), Davranış Bilimleri ve Örgütlerde Davranış, Genişletilmiş ve Geliştirilmiş 5. Baskı, Aktif Yayınevi, İstanbul
  • BOWEN, D.E., LEDFORD, G.E., NATHAN, B.R. (1991), “Hiring for the Organization Not theJob”, Academy of Management Executive, Vol. 5, No. 4, 35-51.
  • CABLE, D.M., JUDGE, T.A. (1994), “Pay PreferencesandJobSearchDecisions: A Person- Organization Fit Perspective”, PersonnelPsychology, Vol. 47, 317-348.
  • CHATMAN, J.A. (1989), “ImprovingInteractionalOrganizationalResearch: A Model of Person-Organization Fit”, Academy of Management Review, Vol. 14, No. 3,333- 349. CURRIVAN, D.B. (1999), “The Causal Order of JobSatisfaction
  • andOrganizationalCommitment in Models of EmployeeTurnover”, Human
  • Resources Management Review, Vol. 9, No. 4,495-524.
  • ÇAKINBERK A., DERİN, N., DEMİREL, E.T. (2011), “Örgütsel Özdeşleşmenin Örgütsel Bağlılıkla Biçimlenmesi: Malatya veTunceli Özel Eğitim Kurumları Örneği”,İşletme Araştırmaları Dergisi, Vol. 3, No. 1,89-121.
  • ÇEKMECELİOĞLU, G.H. (2005), “Örgüt İkliminin İş Tatmini ve İşten Ayrılma Niyeti Üzerindeki Etkisi: Bir araştırma”, C.Ü. İktisadi ve İdari Bilimler Dergisi, Vol. 6, No. 2,23-39.
  • DE CLERCQ, S., FONTAINE, J.R.J., ANSEEL, F. (2008), “InSearch of a Comprehensive Value Model forAssessingSupplementaryPerson-Organization Fit”, TheJournal of Psychology, Vol. 142, No. 3,277-302. DUTTON, J., DUKERICH, J., HARQUAIL, C.V. (1994), “OrganizationalImagesandMembershipCommitment”, AdministrativeScienceQuarterly,Vol. 34,239-263.
  • EDWARDS, J.R., CABLE, D.M. (2009), “The Value of Value Congruence”, Journal of AppliedPsychology, Vol. 94, No. 3,654-677. EFRATY, D., SIRGY, M.J., CLAIBORNE, C.B. (1991), “TheEffects of
  • PersonalAlienation on OrganizationalIdentification: A Quality-of-Work-Life
  • Model”, Journal of Business andPsychology, Vol. 6, No. 1,57-78.
  • ELÇİ, M., ALPKAN L., ÇEKMECELİOĞLU, G. H. (2008), “TheInfluence of Person Organization Fit On theEmployee‟sPerception of OrganizationalPerformance”, 4th International Strategic Management Conference, Sarajevo, Bosnia-Herzegovnia, June, 19-21,587-593.
  • ERDİL, O., KESKİN, H., İMAMOĞLU, S.Z., ERAT, S. (2004), “Yönetim Tarzı ve Çalışma Koşulları, Arkadaşlık Ortamı ve Takdir Edilme Duygusu İle İş Tatmini Arasındaki İlişkiler: Tekstil Sektöründe Bir Uygulama”, Doğuş Üniversitesi Dergisi, Vol. 5, No. 1,17-26.
  • FROESE, F.J., XIAO, S. (2012), “Work Values, Job Satisfaction, and Organizational Commitment in China”, The International Journal of Human Resources Management, Vol. 23, No.10, 2144-2162.
  • GEORGE, J.M., JONES, G.R. (2005),UnderstandingandManagingOrganizationalBehavior, Fourthedition, PearsonPrenticeHall, New Jersey. HACKMAN J.R., OLDHAM, G.R.
  • (1980),WorkRedesign, (Addison
  • Wesley‟sOrganizationDevelopmentseries, Ed. Edgar H. Schein, Richard Beckhard),
  • Addison-Wesley Publishing CompanyInc, Copywright, USA.
  • HAİR, J. F.; BUSH, R.P. ve ORTİNAU, D.J. (2000),Marketing Research A PracticalApproachforthe New Millenium, 5th Edition, PrenticeHall.
  • HALL, D.T., SCHNEIDER, B., NYGREN, H.T. (1970), “PersonalFactors in OrganizationalIdentification”, AdministrativeScienceQuarterly, Vol. 15, No. 2,176- 190.
  • İPLİK, F.N., KILIÇ, K.C., YALÇIN, A. (2011), “The Simulatneous Effects of Person- organization and Person-Job Fit on Turkish Hotel Managers”, International Journal of Contemporary Hospitality Management, Vol.23, No.5, 644-661.
  • İŞCAN, Ö.F., KARABEY, C.N. (2009),Örgütsel Özdeşleşme, Ed. Keser, A., Yılmaz, G., Yürür S., Çalışma Yaşamında Davranış, Umuttepe Yayınları, Kocaeli.
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İŞ TATMİNİ VE KİŞİ-ÖRGÜT UYUMUNUN ÖRGÜTSEL ÖZDEŞLEŞMEYE ETKİSİ

Yıl 2015, Cilt: 16 Sayı: 1, 81 - 101, 24.04.2015

Türkmen Akbaş , Aysun Çetin

Öz

Günümüzde örgütsel yaşamdaki en önemli sorulardan birisi, çalışanların örgütle özdeşleşmesinin nasıl sağlanacağı ve bunu etkileyen faktörlerin neler olduğudur. Bu araştırmada, çalışanların iş tatmini ve kişi-örgüt uyumu düzeylerinin örgütsel özdeşleşmeleri üzerindeki etkisi, daha önce çalışılmamış olan mobilya sanayi sektöründe nicel yöntemlerle araştırılmıştır. Bunun için, Kayseri'de mobilya sanayi sektöründeki 9 büyük ölçekli işletmenin 401 çalışanından anket yöntemi ile veriler elde edilmiştir. Verilerin değerlendirilmesinde, tek yönlü t-testi, varyans analizi, korelasyon ve regresyon analizlerinden yararlanılmıştır.  Araştırmanın sonucuna göre, çalışanların iş tatmini ve kişi-örgüt uyumu düzeylerinin, örgütsel özdeşleşme düzeylerini pozitif ve anlamlı olarak etkilediği bulunmuştur. Ayrıca çalışanların sektördeki ve işletmedeki çalışma süreleri arttıkça örgütsel özdeşlemelerinin arttığı ve orta kademe yöneticilerin örgütsel özdeşleşme düzeylerinin işçi ve idari personele göre daha yüksek olduğu bulunmuştu

Anahtar Kelimeler

Örgütsel Özdeşleşme İş Tatmini Kişi-Örgüt Uyumu

Kaynakça

  • AKBAŞ, T.T., (2011), “Algılanan Kişi-Örgüt Uyumunun Örgütsel Vatandaşlık Davranışları Üzerindeki Etkisi: Görgül Bir Araştırma”, Yönetim Bilimleri Dergisi, Vol. 9, No.1, 53-81.
  • AKGÜL, A. ve ÇEVİK, O. (2005),İstatistiksel Analiz Teknikleri, SPSS‟te İşletme Yönetimi Uygulamaları,2. Baskı, Ankara: Emek Ofset Ltd. Şti.
  • ALARCON, G.M., LYONS, J.B. (2011), “The Realtionship of Engagement and Job Satisfaction in Working Samples”, TheJournal of Psychology, Vol. 145, No. 5, 463- 480.
  • ASHFORTH, B.E., MAEL, F. (1989), “Social Identity Theoryand TheOrganization”, The Academy of Management Review, Vol. 14, No. 1, 20-39.
  • AŞAN, Ö. ve ERENLER, E. (2008), “İş Tatmini ve Yaşam Tatmini İlişkisi”, SüleymanDemirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Vol. 13, No. 2, 203-216
  • AYDOĞDU, S., ASIKGIL, B. (2011), “An Empirical Study of the Relationship Among Job Satisfaction, Organizational Commitment and Turnover Intention”, International Review of Management and Marketing, Vol. 1, No. 3, 43-53.
  • BARLI, Ö. (2012), Davranış Bilimleri ve Örgütlerde Davranış, Genişletilmiş ve Geliştirilmiş 5. Baskı, Aktif Yayınevi, İstanbul
  • BOWEN, D.E., LEDFORD, G.E., NATHAN, B.R. (1991), “Hiring for the Organization Not theJob”, Academy of Management Executive, Vol. 5, No. 4, 35-51.
  • CABLE, D.M., JUDGE, T.A. (1994), “Pay PreferencesandJobSearchDecisions: A Person- Organization Fit Perspective”, PersonnelPsychology, Vol. 47, 317-348.
  • CHATMAN, J.A. (1989), “ImprovingInteractionalOrganizationalResearch: A Model of Person-Organization Fit”, Academy of Management Review, Vol. 14, No. 3,333- 349. CURRIVAN, D.B. (1999), “The Causal Order of JobSatisfaction
  • andOrganizationalCommitment in Models of EmployeeTurnover”, Human
  • Resources Management Review, Vol. 9, No. 4,495-524.
  • ÇAKINBERK A., DERİN, N., DEMİREL, E.T. (2011), “Örgütsel Özdeşleşmenin Örgütsel Bağlılıkla Biçimlenmesi: Malatya veTunceli Özel Eğitim Kurumları Örneği”,İşletme Araştırmaları Dergisi, Vol. 3, No. 1,89-121.
  • ÇEKMECELİOĞLU, G.H. (2005), “Örgüt İkliminin İş Tatmini ve İşten Ayrılma Niyeti Üzerindeki Etkisi: Bir araştırma”, C.Ü. İktisadi ve İdari Bilimler Dergisi, Vol. 6, No. 2,23-39.
  • DE CLERCQ, S., FONTAINE, J.R.J., ANSEEL, F. (2008), “InSearch of a Comprehensive Value Model forAssessingSupplementaryPerson-Organization Fit”, TheJournal of Psychology, Vol. 142, No. 3,277-302. DUTTON, J., DUKERICH, J., HARQUAIL, C.V. (1994), “OrganizationalImagesandMembershipCommitment”, AdministrativeScienceQuarterly,Vol. 34,239-263.
  • EDWARDS, J.R., CABLE, D.M. (2009), “The Value of Value Congruence”, Journal of AppliedPsychology, Vol. 94, No. 3,654-677. EFRATY, D., SIRGY, M.J., CLAIBORNE, C.B. (1991), “TheEffects of
  • PersonalAlienation on OrganizationalIdentification: A Quality-of-Work-Life
  • Model”, Journal of Business andPsychology, Vol. 6, No. 1,57-78.
  • ELÇİ, M., ALPKAN L., ÇEKMECELİOĞLU, G. H. (2008), “TheInfluence of Person Organization Fit On theEmployee‟sPerception of OrganizationalPerformance”, 4th International Strategic Management Conference, Sarajevo, Bosnia-Herzegovnia, June, 19-21,587-593.
  • ERDİL, O., KESKİN, H., İMAMOĞLU, S.Z., ERAT, S. (2004), “Yönetim Tarzı ve Çalışma Koşulları, Arkadaşlık Ortamı ve Takdir Edilme Duygusu İle İş Tatmini Arasındaki İlişkiler: Tekstil Sektöründe Bir Uygulama”, Doğuş Üniversitesi Dergisi, Vol. 5, No. 1,17-26.
  • FROESE, F.J., XIAO, S. (2012), “Work Values, Job Satisfaction, and Organizational Commitment in China”, The International Journal of Human Resources Management, Vol. 23, No.10, 2144-2162.
  • GEORGE, J.M., JONES, G.R. (2005),UnderstandingandManagingOrganizationalBehavior, Fourthedition, PearsonPrenticeHall, New Jersey. HACKMAN J.R., OLDHAM, G.R.
  • (1980),WorkRedesign, (Addison
  • Wesley‟sOrganizationDevelopmentseries, Ed. Edgar H. Schein, Richard Beckhard),
  • Addison-Wesley Publishing CompanyInc, Copywright, USA.
  • HAİR, J. F.; BUSH, R.P. ve ORTİNAU, D.J. (2000),Marketing Research A PracticalApproachforthe New Millenium, 5th Edition, PrenticeHall.
  • HALL, D.T., SCHNEIDER, B., NYGREN, H.T. (1970), “PersonalFactors in OrganizationalIdentification”, AdministrativeScienceQuarterly, Vol. 15, No. 2,176- 190.
  • İPLİK, F.N., KILIÇ, K.C., YALÇIN, A. (2011), “The Simulatneous Effects of Person- organization and Person-Job Fit on Turkish Hotel Managers”, International Journal of Contemporary Hospitality Management, Vol.23, No.5, 644-661.
  • İŞCAN, Ö.F., KARABEY, C.N. (2009),Örgütsel Özdeşleşme, Ed. Keser, A., Yılmaz, G., Yürür S., Çalışma Yaşamında Davranış, Umuttepe Yayınları, Kocaeli.
  • İŞCAN, Ö.F. (2006), “Dönüştürücü/Etkileşimci Liderlik Algısı ve Örgütsel Özdeşleşme İlişkisinde Bireysel Farklılıkların Rolü”Akdeniz Üniversitesi İ.İ.B.F. Dergisi, Vol. 11,160-177.
  • JUNG, H.S., YOON, H.H. (2013), “The Effects of Organizational Service Orientation on Person-organization Fit and Turnover Intent”, The Service Industries Journal, Vol. 33, No.1, 7-29.
  • KIM, T., ARYEE, S., LOI, R., KIM, S. (2013), “Person-organization Fit and Employee Outcomes: Test of a Social Exchange Model”, The International Human Resource Management, Vol. 24, No.19, 3719-3737.
  • KÖK B.S. (2006), “İş Tatmini ve Örgütsel Bağlılığın İncelenmesine Yönelik Bir Araştırma”, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, Vol. 20, No. 1,291-317.
  • KREINER, G.E., ASHFORTH, B.E. (2004), “EvidenceToward an Expanded Model of OrganizationalIdentification”, Journal of Organizational Behavior, Vol. 25, No. 1,1- 27.
  • KRISTOF-BROWN, A.L. (1996), “Person-Organization Fit: An IntegrativeReview of ItsConceptualizations, Measurement, andImplications”, PersonnelPsychology, Vol. 49, No. 1,1-49.
  • KURTULUŞ, K. (2004),Pazarlama Araştırmaları, Genişletilmiş ve Gözden Geçirilmiş 7. Basım, Literatür Yayınları:114, İstanbul.
  • MADEN, C., KABASAKAL, H. (2014), “The Simultaneous Effects of Fit with Organizations, Jobs and Supervisors on Major Employee Outcomes in Turkish Banks: Does Organizational Support Matter?”, The International Journal of Human Resource Management, Vol. 25, No. 3, 341-366.
  • MAEL, F., ASHFORTH, B.E. (1992), “AlumniandTheir Alma Mater: A Partial Test of theReformulated OrganizationalBehavior, Vol. 13, No. 2,103-123. of
  • OrganizationalIdentification”, Journal of
  • MORRIS, M.G., VENKATESH, V., (2010), “Job Charactersitics and Job Satisfaction: Understanding the Role of Enterprise Resource Planning System Implementation” MIS Quarterly, Vol. 34, No. 1, 143-161. MOUNT, M.K., MUCHINSKY, P.M. CongruenceandEmployeeJobSatisfaction: A Test of Holland‟sTheory”, Journal of VocationalBehavior, Vol. 13,84-100. (1978), “Person-Environment
  • MOURA, G.R., ABRAMS, D., RETTER, C., GUNNARSDOTTIR, S., ANDO, K. (2009). “Identification IdentificationandJobSatisfactionCombinetoPredictTurnoverIntention”, EuropeanJournal of SocialPsychology, Vol. 39, No. 4,540-557. How
  • MOWDAY, R.T., STEERS, R.M., PORTER, L.W. (1979), “TheMeasurement of OrganizationalCommitment”, Journal of VocationalBehavior, Vol. 14 No. 2,224- 247. MUCHINSKY, P.M.
  • (2008),PsychologyAppliedtoWork: An Ninth
  • IntroductiontoIndustrialandOrganizationalPsychology,
  • Ed.,HypergraphicPress, Inc., Summerfield, North Carolina.
  • MUDOR, H., TOOKSOON, P., (2011), “Conceptual Framework on the Relationship Between Human Resource Management Practices, Job Satisfaction, and Turnover”, Journal of Economics and Behavioral Studies, Vol. 2, No. 2, 41-49.
  • O‟REILLY III, C.A., CHATMAN, J., CALDWELL, D.F. (1991), “People andOrganizationalCulture: A Profile ComparisonApproachtoAssessingPerson- Organization Fit”, Academy of Management Journal, Vol. 34 No. 3,487-516.
  • ÖZGEN, H., YALÇIN, A. (2010),İnsan Kaynakları Yönetimi - Stratejik Bir Yaklaşım, Nobel Kitabevi, Adana.
  • PARVIN, M.M., KABIR, M.M.N. (2011), “FactorsAffectingEmployeeJobSatisfaction of PharmaceuticalSector”, AustralianJournal of Business and Management Research, Vol. 1, No. 9,113-123.
  • PIASENTIN, K.A. (2007), How do EmployeesConceptualize Fit? Development of a MultidimensionalMeasure of SubjectivePerson-Organization Fit, PhD. Thesis, DepartmentofPsychology, University of Calgary, Alberta, Canada.
  • PIASENTIN, K.A., CHAPMAN, D.S. (2006), “SubjectivePerson-OrganizationFit: BridgingtheGapBetweenConceptualizationandMeasurement”, VocationalBehavior, Vol. 69,202-221. Journal of
  • RIKETTA, M. (2005), “OrganizationalIdentification: A Meta-analysis”, Journal of VocationalBehavior, Vol. 66, No. 2,358-384.
  • ROBBINS, S.P., JUDGE, T.A. (2012), Örgütsel Davranış, Çev.: İ. Erdem (Ed.), Nobel Yayınları, İstanbul. RYNES, S.L., BROWN, K.G., COLBERT, Human Resource Practices: CommonMisconceptionsAbout ReesearchFidingsVersusPractitionerBeliefs”, Academy of Management Executive, Vol. 16, No. 3,92-103. SAKS, A.M.,
  • ASHFORTH, B.E. (1997), “A
  • Longitudinal investigation of
  • theRelationshipBetweenJob Information Sources, ApplicantPerceptions of Fit,
  • andWorkOutcomes”, PersonnelPsychology, Vol. 50, No. 2,395-426.
  • SCHAPPE, S.P. (1998), “UnderstandingEmployeeJobSatisfaction: TheImportanceof ProceduralandDistributiveJustice”, Journal of Business andPsychology, Vol. 12, No. 4,493-503.
  • SCHNEIDER, B. (1987), “The People MakeThePlace”, PersonnelPsychology, Vol. 40, No. 1,437-453. SCHWEPKER, C.H. (2001),
  • “EthicalClimate‟sRelationshiptoJobSatisfaction,
  • OrganizationalCommitment, andTurnoverIntention in theSalesforce”, Journal of
  • Business Research, Vol. 54, 39-52.
  • ŞİMŞEK, M.Ş., AKGEMCİ, T., ÇELİK, A. (2014),Davranış Bilimlerine Giriş ve Örgütlerde Davranış, 6.Baskı, Eğitim Kitabevi, Ankara.
  • TAŞ, Y., (2011), “İş Tatmini ve Bilgi Paylaşımı Düzeyinin Duygusal Bağlılığa Etkisi: Kocaeli Üniversitesi Araştırma ve Uygulama Hastanesinde Bir Araştırma”, Kocaeli Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, Vol. 21, 117-131.
  • TINAZ, P. (2013), Çalışma Yaşamından Örnek Olaylar, Genişletilmiş 3. Baskı, Beta Yayınları, İstanbul.
  • TURUNÇ, Ö., ÇELİK, M. (2010), “Çalışanların Algıladıkları Örgütsel Destek ve İş Stresinin Örgütsel Özdeşleşme ve İş Performansına Etkisi”,Yönetim ve Ekonomi,Vol. 17, No.2,183-206.
  • C.Ü. İktisadi ve İdari Bilimler Dergisi, Cilt 16, Sayı 1, 2015 101
  • TURGUT, H. VE MERT, İ.S. (2014), "Çalışanların İş Doyumlarının Yaşam Doyumları Üzerindeki Etkisi: Kamu ve özel Sektörde Bir Alan Araştırması",Süleyman Demirel Üniversitesiİktisadi ve İdari BilimlerFakültesi Dergisi, Vol. 19, No.4,77-91.
  • TÜZÜN, İ.K. (2006), Örgütsel Güven, Örgütsel Kimlik ve Örgütsel Özdeşleşme İlişkisi; Uygulamalı Bir Çalışma, Yayınlanmamış Doktora Tezi, Gazi Üniversitesi, Sosyal Bilimler Enstitüsü, Ankara.
  • TÜZÜN, İ.K., ÇAĞLAR, İ. (2008), “Örgütsel Özdeşleşme Kavramı ve İletişim Etkinliği İlişkisi", Journalof YasarUniversity, Vol. 3, No. 9,1011-1027.
  • VALENTINE, S., GODKIN, L., FLEISCHMAN, G.M., KIDWELL, R., (2011), “Corporate Ethical Values, Job Satisfaction and Turnover Intention: The Impact of Work Context on Work Response”, Journal of Business Ethics, Vol.98, No. 3, 353- 372.
  • WEİSS, H.M. (2002), “Deconstructing Job Satisfaction: Separating Evaluations, Beliefs and Affective Experiences”,Human Resource Management Review, Vol. 12, No. 2, 173-194.
  • VERBOS, A.K., GERARD, J.A., FORSHEY, P.R., HARDING, C.S., MILLER, J.S. (2007), EthicsandEthicalOrganizational Identity”, Journal of Business Ethics, Vol. 76, No. 1,17-33. Enacting a LivingCode of
  • VILELA, B.B. GONZALEZ, J.A.V., FERRIN, P.F.(2008),“Person-Organization fit, OCB andPerformanceAppraisal: EvidencefromMatchedSupervisor-Salesperson Data Set in a Spanish Context”, Industrial Marketing Management, Vol. 37, No. 8,1005- 1019.
  • VIANEN, A.E.M, SHEN, C., CHUANG, A. (2011), “Person-organization and Person- supervisor Fits: Employee Commitments in a Chinese Context”, Journal of Organizational Behavior, Vol. 32, No. 6, 906-926. VONDEY, M. (2010),
  • “TheRelationshipAmongServantLeadership,
  • OrganizationalCitizenshipBehavior,
  • andOrganizationalIdentification”, International Journal of LeadershipStudies, Vol.
  • 6, No. 1,3-27. Person-organizationFit,
  • WEGGE, J., VAN DICK, R., FISHER, G.K., WECKING, C., MOLTZEN, K. (2006), “WorkMotivation, CentreWork”, HealthandOrganizations, Vol. 20, No. 1, 60-83. andWell-being in Call Work,
  • WorkandStress: An International Journal of
  • YANIV, E., FARKAS, R. (2005), “The Impact of Person-Organization Fit on the Corporate Brand Perception of Employees and of Customers”, Journal of Change Management, Vol. 5, No. 4, 447-461.
Toplam 82 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Türkmen Akbaş

Aysun Çetin

Yayımlanma Tarihi 24 Nisan 2015
Gönderilme Tarihi 29 Eylül 2014
Yayımlandığı Sayı Yıl 2015Cilt: 16 Sayı: 1

Kaynak Göster

APA Akbaş, T., & Çetin, A. (2015). İŞ TATMİNİ VE KİŞİ-ÖRGÜT UYUMUNUN ÖRGÜTSEL ÖZDEŞLEŞMEYE ETKİSİ. Cumhuriyet Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 16(1), 81-101.
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Cumhuriyet Üniversitesi İktisadi ve İdari Bilimler Dergisi Creative Commons Atıf-GayriTicari 4.0 Uluslararası Lisansı (CC BY NC) ile lisanslanmıştır.