Araştırma Makalesi
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Ahlaki Çözülmenin Etik Olmayan Örgüt Yararına Davranış Üzerindeki Etkisi: Demografik Faktörlerin Düzenleyici Rolü

Yıl 2022, Cilt 23, Sayı 2, 481 - 491, 19.04.2022
https://doi.org/10.37880/cumuiibf.1013302

Öz

Bu çalışmanın amacı ahlaki çözülmenin etik olmayan örgüt yararına davranış üzerindeki etkisinde demografik faktörlerin düzenleyici rolünü tespit etmektir. Araştırma verileri 111 banka personelinden elde edilmiştir. Araştırma hipotezlerini test etmek amacıyla SPSS Process Macro uygulaması kullanılmıştır. Araştırma verilerinden elde edilen bulgulara göre ahlaki çözülmenin etik olmayan örgüt yararına davranış üzerinde pozitif yönlü ve anlamlı bir etkisi olduğu tespit edilmiştir. Demografik değişkenlerin düzenleyci rolüne ilişkin yapılan istatiksel analizler neticesinde ahlaki çözülme ve etik olmayan örgüt yararına davranış arasındaki ilişkide medeni durumun düzenleyici bir role sahip olduğu ortaya konmuştur. Cinsiyet, yaş, eğitim durumu, iş pozisyonu, çalışma süresi ve sektörel durumun araştırma değişkenleri arasındaki ilişkide düzenleyci bir rolü olmadığı tespit edilmiştir. Araştırma sonuçları neticesinde uygulayacılara ve araştırmacılara yönelik çeşitli öneriler sunulmuştur.

Kaynakça

  • Bandura A. (1986). Social Foundations of Thought and Action: A Social Cognitive Theory. Englewood Cliffs, N.J.: Prentice-Hall.
  • Bandura, A. (1990). Perceived Self-Efficacy in The Exercise of Personal Agency. Journal Of Applied Sport Psychology, 2(2), 128-163.
  • Bandura, A. (1999). Moral Disengagement in The Perpetration Of Inhumanities. Personality and Social Psychology Review, 3(3), 193-209.
  • Barsky, A. (2011). Investigating the Effects of Moral Disengagement and Participation On Unethical Work Behavior. Journal of Business Ethics, 104(1), 59-75.
  • Blau, P. M. 1964. Exchange and Power in Social Life. John Wiley & Sons, New York
  • Chen, M., Chen, C. C., & Sheldon, O. J. (2016). Relaxing Moral Reasoning To Win: How Organizational Identification Relates to Unethical Pro-Organizational Behavior. Journal of Applied Psychology, 101(8), 1082.
  • Chernyak-Hai, L., Kim, S. K., & Tziner, A. (2019). Relationships Between Workplace Deviance Interacted With Gender and Marital Status: The Correspondence Analysis Approach. Psychological Reports, 122(4), 1494-1515.
  • Effelsberg, D., Solga, M., & Gurt, J. (2013). Transformational leadership and follower’s unethical behavior for the benefit of the company: A two-study investigation. Journal of Business Ethics, 120, 81–93.
  • Erffmeyer, R. C., Keillor, B. D., & LeClair, D. T. (1999). An Empirical Investigation of Japanese Consumer Ethics. Journal of Business Ethics, 18(1), 35-50.
  • Erbaş, E., & Perçin, N. Ş. (2017). Ahlaki Çözülme (Moral Disengagement) Ölçeği Türkçe Geçerlemesi ve Kişi-Çevre Uyumu İlişkisi. Bolu Abant İzzet Baysal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17(1), 177-190.
  • Gorjidooz, J., & Greenman, C. (2014). Marital Status, Religiosity, and Experience As A Predictor Of Ethical Awareness Among Accounting Professionals. Journal of Business & Economics Research (JBER), 12(2), 125-136.
  • Gürsoy, A., Köksal, K., & Topçu, M. K. (2021). Örgüt Yararına Ahlaki Olmayan Davranışın Belirleyicileri: Duygusal Bulaşıcılığın Düzenleyicilik Rolü. Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14(1), 163-180.
  • Kalshoven, K., Van Dijk, H., & Boon, C. (2016). Why And When Does Ethical Leadership Evoke Unethical Follower Behavior? Journal of Managerial Psychology, 31(2), 500–515.
  • Kong, D. T. (2016). The Pathway To Unethical Pro-Organizational Behavior: Organizational Identification As A Joint Function Of Work Passion and Trait Mindfulness. Personality and Individual Differences, 93, 86-91.
  • Lee, A., Schwarz, G., Newman, A., & Legood, A. (2019). Investigating When And Why Psychological Entitlement Predicts Unethical Pro-Organizational Behavior. Journal of Business Ethics, 154(1), 109-126.
  • Matherne, C. F., & Litchfield, S. R. (2012). Investigating the Relationship Between Affective Commitment and Unethical Pro-Organizational Behaviors: The Role Of Moral Identity. Journal of Leadership, Accountability and Ethics, 9, 35–46.
  • Miao, Q., Newman, A., Yu, J., & Xu, L. (2013). The Relationship Between Ethical Leadership and Unethical Pro-Organizational Behavior: Linear or Curvilinear Effects?. Journal Of Business Ethics, 116(3), 641-653.
  • Moore, C. (2008). Moral Disengagement in Processes of Organizational Corruption. Journal of Business Ethics, 80(1), 129-139.
  • Moore, C., Detert, J. R., Klebe Treviño, L., Baker, V. L., & Mayer, D. M. (2012). Why Employees Do Bad Things: Moral Disengagement and Unethical Organizational Behavior. Personnel Psychology, 65(1), 1-48.
  • Moore, C. (2015). Moral Disengagement. Current Opinion in Psychology, 6, 199-204.
  • Mumcu, A. (2017). Etik Olmayan Örgüt Yanlısı Davranışlar. Polatcı S, Özyer K (Ed.), 21.yy da Örgütsel Davranış, Beta Yayınevi 1. Baskı İstanbul 194-215.
  • Özyer, K., & Azizoğlu, Ö. (2010). Demografik Değişkenlerin Kişilerin Etik Tutumları Üzerindeki Etkileri. Ekonomik ve Sosyal Araştırmalar Dergisi, 6(2), 59-84.
  • Serwinek, P. J. (1992). Demographic & Related Differences in Ethical Views Among Small Businesses. Journal of Business Ethics, 11(7), 555-566.
  • Shu, X. (2015). Contagion Effect of Unethical Pro-Organizational Behavior Among Members Within Organization. Metallurgical and Mining Industry, 5, 235–242.
  • Simon, R. W. (2002). Revisiting the relationships among gender, marital status, and mental health. American journal of sociology, 107(4), 1065-1096.
  • Tajfel, H. V., & J. C. Turner. (1986). The Social İdentity Theory Of İntergroup Behavior. S. Worchel, W. G. Austin, (Eds.) Psychology of Intergroup Relations, 2nd ed. Nelson-Hall, Chicago, 7–24.
  • Thau, S., Derfler-Rozin, R., Pitesa, M., Mitchell, M. S., & Pillutla, M. M. (2015). Unethical For the Sake of The Group: Risk of Social Exclusion and Pro-Group Unethical Behavior. Journal of Applied Psychology, 100(1), 98–113.
  • Tian, Q., & Peterson, D. K. (2016). The Effects of Ethical Pressure and Power Distance Orientation on Unethical Pro-Organizational Behavior: The Case Of Earnings Management. Business Ethics: A European Review, 25(2), 159–171.
  • Umphress, E. E., Bingham, J. B., & Mitchell, M. S. (2010). Unethical Behavior in the Name Of The Company: The Moderating Effect Of Organizational Identification and Positive Reciprocity Beliefs on Unethical Pro-Organizational Behavior. Journal Of Applied Psychology, 95(4), 769.
  • Umphress, E. E., & Bingham, J. B. (2011). When Employees Do Bad Things For Good Reasons: Examining Unethical Pro-Organizational Behaviors. Organization Science, 22(3), 621-640.
  • Uymaz, A. O. (2020). Yöneticilerin Demokratik, Otokratik Ve Serbesiyetçi Liderlik Tarzlarının Sonucu Olarak Çalışanların Örgüt Yararına Ahlaki Olmayan Davranışları: Türk Turizm Sektörü Üzerine Bir Çalışma. İş Ahlakı Dergisi, 13 (2), 103-145.
  • Valle, M., Kacmar, K. M., & Zivnuska, S. (2017). Understanding the Effects of Political Environments on Unethical Behavior in Organizations. Journal of Business Ethics, 156, 173-188.
  • Valle, M., Kacmar, K. M., & Zivnuska, S. (2019). Understanding the Effects of Political Environments On Unethical Behavior in Organizations. Journal of Business Ethics, 156(1), 173-188.
  • Venâncio, S. F. G. (2015). Ethical leadership and unethical pro-organizational behavior: A moderated mediation model of affective commitment and authenticity at work (Master’s thesis, NOVA School of Business and Economics).
  • Wang, Y. D. ve Wang, C. C. (2015). Ethical Leadership, Moral Disengagement, and Unethical Pro- Organizational Behavior. Academy of Management Annual Meeting Proceedings.

THE EFFECT OF MORAL DISENGAGEMENT ON UNETHICAL PRO-ORGANIZATIONAL BEHAVIOR: MEDIATING ROLE OF DEMOGRAPHIC FACTORS

Yıl 2022, Cilt 23, Sayı 2, 481 - 491, 19.04.2022
https://doi.org/10.37880/cumuiibf.1013302

Öz

The purpose of this study is to determine the moderator role of demographic factors on the effect of moral disengagement on unethical pro-organizational behavior. Research data were obtained from 111 bank personnel. SPSS Process Macro application was used to test the research hypotheses. According to the findings obtained from the research data, it is determined that moral disengagement has a positive and significant effect on unethical pro-organizational behaviour. As a result of the statistical analyzes on the moderator role of demographic variables, it is revealed that marital status has a moderator role on the relationship between moral disengagement and unethical pro-organizational behavior. It is determined that gender, age, education, job position, length of employment and sector do not have a moderator role on the relationship between research variables. As a result of the research results, various suggestions for practitioners and researchers are presented.

Kaynakça

  • Bandura A. (1986). Social Foundations of Thought and Action: A Social Cognitive Theory. Englewood Cliffs, N.J.: Prentice-Hall.
  • Bandura, A. (1990). Perceived Self-Efficacy in The Exercise of Personal Agency. Journal Of Applied Sport Psychology, 2(2), 128-163.
  • Bandura, A. (1999). Moral Disengagement in The Perpetration Of Inhumanities. Personality and Social Psychology Review, 3(3), 193-209.
  • Barsky, A. (2011). Investigating the Effects of Moral Disengagement and Participation On Unethical Work Behavior. Journal of Business Ethics, 104(1), 59-75.
  • Blau, P. M. 1964. Exchange and Power in Social Life. John Wiley & Sons, New York
  • Chen, M., Chen, C. C., & Sheldon, O. J. (2016). Relaxing Moral Reasoning To Win: How Organizational Identification Relates to Unethical Pro-Organizational Behavior. Journal of Applied Psychology, 101(8), 1082.
  • Chernyak-Hai, L., Kim, S. K., & Tziner, A. (2019). Relationships Between Workplace Deviance Interacted With Gender and Marital Status: The Correspondence Analysis Approach. Psychological Reports, 122(4), 1494-1515.
  • Effelsberg, D., Solga, M., & Gurt, J. (2013). Transformational leadership and follower’s unethical behavior for the benefit of the company: A two-study investigation. Journal of Business Ethics, 120, 81–93.
  • Erffmeyer, R. C., Keillor, B. D., & LeClair, D. T. (1999). An Empirical Investigation of Japanese Consumer Ethics. Journal of Business Ethics, 18(1), 35-50.
  • Erbaş, E., & Perçin, N. Ş. (2017). Ahlaki Çözülme (Moral Disengagement) Ölçeği Türkçe Geçerlemesi ve Kişi-Çevre Uyumu İlişkisi. Bolu Abant İzzet Baysal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17(1), 177-190.
  • Gorjidooz, J., & Greenman, C. (2014). Marital Status, Religiosity, and Experience As A Predictor Of Ethical Awareness Among Accounting Professionals. Journal of Business & Economics Research (JBER), 12(2), 125-136.
  • Gürsoy, A., Köksal, K., & Topçu, M. K. (2021). Örgüt Yararına Ahlaki Olmayan Davranışın Belirleyicileri: Duygusal Bulaşıcılığın Düzenleyicilik Rolü. Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14(1), 163-180.
  • Kalshoven, K., Van Dijk, H., & Boon, C. (2016). Why And When Does Ethical Leadership Evoke Unethical Follower Behavior? Journal of Managerial Psychology, 31(2), 500–515.
  • Kong, D. T. (2016). The Pathway To Unethical Pro-Organizational Behavior: Organizational Identification As A Joint Function Of Work Passion and Trait Mindfulness. Personality and Individual Differences, 93, 86-91.
  • Lee, A., Schwarz, G., Newman, A., & Legood, A. (2019). Investigating When And Why Psychological Entitlement Predicts Unethical Pro-Organizational Behavior. Journal of Business Ethics, 154(1), 109-126.
  • Matherne, C. F., & Litchfield, S. R. (2012). Investigating the Relationship Between Affective Commitment and Unethical Pro-Organizational Behaviors: The Role Of Moral Identity. Journal of Leadership, Accountability and Ethics, 9, 35–46.
  • Miao, Q., Newman, A., Yu, J., & Xu, L. (2013). The Relationship Between Ethical Leadership and Unethical Pro-Organizational Behavior: Linear or Curvilinear Effects?. Journal Of Business Ethics, 116(3), 641-653.
  • Moore, C. (2008). Moral Disengagement in Processes of Organizational Corruption. Journal of Business Ethics, 80(1), 129-139.
  • Moore, C., Detert, J. R., Klebe Treviño, L., Baker, V. L., & Mayer, D. M. (2012). Why Employees Do Bad Things: Moral Disengagement and Unethical Organizational Behavior. Personnel Psychology, 65(1), 1-48.
  • Moore, C. (2015). Moral Disengagement. Current Opinion in Psychology, 6, 199-204.
  • Mumcu, A. (2017). Etik Olmayan Örgüt Yanlısı Davranışlar. Polatcı S, Özyer K (Ed.), 21.yy da Örgütsel Davranış, Beta Yayınevi 1. Baskı İstanbul 194-215.
  • Özyer, K., & Azizoğlu, Ö. (2010). Demografik Değişkenlerin Kişilerin Etik Tutumları Üzerindeki Etkileri. Ekonomik ve Sosyal Araştırmalar Dergisi, 6(2), 59-84.
  • Serwinek, P. J. (1992). Demographic & Related Differences in Ethical Views Among Small Businesses. Journal of Business Ethics, 11(7), 555-566.
  • Shu, X. (2015). Contagion Effect of Unethical Pro-Organizational Behavior Among Members Within Organization. Metallurgical and Mining Industry, 5, 235–242.
  • Simon, R. W. (2002). Revisiting the relationships among gender, marital status, and mental health. American journal of sociology, 107(4), 1065-1096.
  • Tajfel, H. V., & J. C. Turner. (1986). The Social İdentity Theory Of İntergroup Behavior. S. Worchel, W. G. Austin, (Eds.) Psychology of Intergroup Relations, 2nd ed. Nelson-Hall, Chicago, 7–24.
  • Thau, S., Derfler-Rozin, R., Pitesa, M., Mitchell, M. S., & Pillutla, M. M. (2015). Unethical For the Sake of The Group: Risk of Social Exclusion and Pro-Group Unethical Behavior. Journal of Applied Psychology, 100(1), 98–113.
  • Tian, Q., & Peterson, D. K. (2016). The Effects of Ethical Pressure and Power Distance Orientation on Unethical Pro-Organizational Behavior: The Case Of Earnings Management. Business Ethics: A European Review, 25(2), 159–171.
  • Umphress, E. E., Bingham, J. B., & Mitchell, M. S. (2010). Unethical Behavior in the Name Of The Company: The Moderating Effect Of Organizational Identification and Positive Reciprocity Beliefs on Unethical Pro-Organizational Behavior. Journal Of Applied Psychology, 95(4), 769.
  • Umphress, E. E., & Bingham, J. B. (2011). When Employees Do Bad Things For Good Reasons: Examining Unethical Pro-Organizational Behaviors. Organization Science, 22(3), 621-640.
  • Uymaz, A. O. (2020). Yöneticilerin Demokratik, Otokratik Ve Serbesiyetçi Liderlik Tarzlarının Sonucu Olarak Çalışanların Örgüt Yararına Ahlaki Olmayan Davranışları: Türk Turizm Sektörü Üzerine Bir Çalışma. İş Ahlakı Dergisi, 13 (2), 103-145.
  • Valle, M., Kacmar, K. M., & Zivnuska, S. (2017). Understanding the Effects of Political Environments on Unethical Behavior in Organizations. Journal of Business Ethics, 156, 173-188.
  • Valle, M., Kacmar, K. M., & Zivnuska, S. (2019). Understanding the Effects of Political Environments On Unethical Behavior in Organizations. Journal of Business Ethics, 156(1), 173-188.
  • Venâncio, S. F. G. (2015). Ethical leadership and unethical pro-organizational behavior: A moderated mediation model of affective commitment and authenticity at work (Master’s thesis, NOVA School of Business and Economics).
  • Wang, Y. D. ve Wang, C. C. (2015). Ethical Leadership, Moral Disengagement, and Unethical Pro- Organizational Behavior. Academy of Management Annual Meeting Proceedings.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Makaleler
Yazarlar

Ahmet MUMCU (Sorumlu Yazar)
TOKAT GAZİOSMANPAŞA ÜNİVERSİTESİ
0000-0001-6610-5073
Türkiye

Erken Görünüm Tarihi 15 Nisan 2022
Yayımlanma Tarihi 19 Nisan 2022
Başvuru Tarihi 22 Ekim 2021
Kabul Tarihi 19 Ocak 2022
Yayınlandığı Sayı Yıl 2022, Cilt 23, Sayı 2

Kaynak Göster

APA Mumcu, A. (2022). Ahlaki Çözülmenin Etik Olmayan Örgüt Yararına Davranış Üzerindeki Etkisi: Demografik Faktörlerin Düzenleyici Rolü . Cumhuriyet Üniversitesi İktisadi ve İdari Bilimler Dergisi , 23 (2) , 481-491 . DOI: 10.37880/cumuiibf.1013302

İrtibat
Sivas Cumhuriyet Üniversitesi İktisadi ve İdari Bilimler Dergisi,
Sivas Cumhuriyet Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dekanlığı
58140 Kampüs-SİVAS.

Tel: 0346 2191010-1710

Fax: 0346 2191202

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