Araştırma Makalesi
THE MODERATING EFFECT OF COLLECTIVE GRATITUDE ON THE OVERQUALIFICATIONTURNOVER INTENTION RELATIONSHIP
Öz
In this study, the moderator role of collective gratitude on the relationship between perceived overqualification and
turnover intention, which is one of the negative results of overqualification, was investigated. In this context, to fill
the gap in the current literature, the purpose of this study is to investigate the conditional effect of the collective
gratitude based on Person-Job Fit Theory. The sample of this study consists of 178 employees, who work in different
sectors in Istanbul. Data was gathered by using convenient sampling method between the date of March-April 2017.
The data that collected by using survey technic analyzed by using SPSS software and PROCESS that is a macro for
the test complex relations. The findings show that overqualification is a statistically significant and positive
predictor of turnover intention. This finding consistent with the past studies. However, the findings also show that
the moderator role of collective gratitude, contrary to theoretical expectations, is not significant. Managerial and
further research implications are also provided.
Anahtar Kelimeler
Collective gratitude job misprision overqualification turnover intention self-righteousness
Kaynakça
- Allen, N. J., ve Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational and Organizational Psychology, 63(1), 1-18. Akbıyık Ünsal, S. B., (2016). Algılanan Aşırı Nitelikliliğin İş Performansına Etkisi: Örgütsel Desteğin Biçimlendirici Değişken Rolü -Perceived Overqualification and Job Performance: The Moderating Effect of Perceived Organizational Support, The Journal Of International Social Research, 2016, 9, 42, 1712-1720. Akgun, A. E., Erdil, O., Keskin, H. ve Muceldilli, B. (2016). The Relationship Among Gratitude, Hope, Connections, And Innovativeness. Service Industries Journal, 36(3-4), 102-123. Akın, A. ve Ulukök, E. (2016). Fazla Nitelikliliğin Bireysel ve Örgütsel Sonuçlarının İncelenmesine Yönelik Kavramsal Bir Değerlendirme Journal of Business Research - Turk, 8(4), 71-71. doi:10.20491/isarder.2016.207 Aryee, S. ve Chay, Y. W. (2001). Workplace Justice, Citizenship Behavior, and Turnover Intentions in A Union Context: Examining the Mediating Role of Perceived Union Support and Union Instrumentality. Journal of Applied Psychology, 86(1), 154- 160. Bartlett, M. Y. ve DeSteno, D. (2006). Gratitude and Prosocial Behavior: Helping When It Costs You. Psychological Science, 17(4), 319-325. Bektaş, H. (2017). Açıklayıcı Faktör Analizi (1 ed.). İstanbul: BETA Yayıncılık. Blau, P. M. (1964). Exchange and Power inSsocial Life: Transaction Publishers. Brynin, M. ve Longhi, S. (2009). Overqualification: Major or Minor Mismatch? Economics of Education Review, 28(1), 114-121. Burris, B. H. (1983). The Human Effects of Underemployment. Social Problems, 31(1), 96- 110. Cakar, N. D. ve Yildiz, S. (2009). How Organizational Culture and Perceived Organizational Support Could Decrease Turnover Intention? İktisat İsletme ve Finans, 24(282), 82-110. Chiaburu, D. S., Chakrabarty, S., Wang, J. X.ve Li, N. (2015). Organizational Support and Citizenship Behaviors: A Comparative Cross-Cultural Meta-Analysis. Management International Review, 55(5), 707-736. Chiang, C. F. ve Hsieh, T. S. (2012). The Impacts of Perceived Organizational Support and Psychological Empowerment on Job Performance: The Mediating Effects of Organizational Citizenship Behavior. International Journal of Hospitality Management, 31(1), 180-190. Cronbach, L. J. (1951). Coefficient Alpha and The Internal Structure of Tests. Psychometrika, 16(3), 297-334. Cronley, C. ve Kim, Y. K. (2017). Intentions to Turnover: Testing the Moderated Effects of Organizational Culture, As Mediated By Job Satisfaction, Within The Salvation Army. Leadership & Organization Development Journal, 38(2), 194-209. Edwards, I. R. ve Shipp, A. I. (2007). The Relationship Between Person-Environment fit and Outcomes: An Integrative. Perspectives on Organizational Fit, 209. Edwards, J. R. (1991). Person-Job Fit: A Conceptual Integration, Literature Review, and Methodological Critique. International Review of Industrial and Organizational Psychology, 1991, 6, 283-357. Erdogan, B. ve Bauer, T. N. (2009). Perceived Overqualification and Its Outcomes: The Moderating Role of Empowerment. Journal of Applied Psychology, 94(2), 557-565. Erdogan, B., Bauer, T. N., Peiro, J. M. ve Truxillo, D. M. (2011). Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations. Industrial and Organizational Psychology-Perspectives on Science and Practice, 4(2), 215-232. Fehr, R., Fulmer, A., Awtrey, E. ve Miller, J. A. (2017). The Grateful Workplace: A Multilevel Model of Gratitude in Organizations. Academy of Management Review, 42(2), 361-381. Feldman, D. C. (1996). The Nature, Antecedents and Consequences of Underemployment. Journal of Management, 22(3), 385-407. Feldman, D. C. ve Turnley, W. H. (1995). Underemployment Among Recent Business College Graduates. Journal of Organizational Behavior, 16(S1), 691-706. Fine, S., & Nevo, B. (2008). Too Smart For Their Own Good? A Study of Perceived Cognitive Overqualification in The Workforce. The International Journal of Human Resource Management, 19(2), 346-355. Freeman, R. (1976). The Overeducated American. Academic Press. Frijda, N. H. (1993). Moods, Emotion Episodes, and Emotions. Handbook of Emotions, 381- 404. Hair, J. F., Anderson, R. E., Babin, B. J. ve Black, W. C. (2010). Multivariate Data Analysis: A Global Perspective, 7, Pearson Upper Saddle River, NJ. Hayes, A. F. (2012). PROCESS: A Versatile Computational Tool for Observed Variable Mediation, Moderation, And Conditional Process Modeling: University of Kansas, KS. Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach: Guilford Press. Henryhand, C. J. (2009). The Effect of Employee Recognition and Employee Engagement on Job Satisfaction and Intent to Leave in The Public Sector. Capella University. Hoskins, T. E. (2003). The Effects of Perceived Over Qualification On Job Satisfaction, Organizational Commitment, and Turnover: A Study Of AFIT Graduates. Retrieved from Master's thesis. Hu, J., Erdogan, B., Bauer, T. N., Jiang, K. F., Liu, S. B. ve Li, Y. H. (2015). There are Lots of Big Fish in this Pond: The Role of Peer Overqualification on Task Significance, Perceived Fit, And Performance For Overqualified Employees. Journal of Applied Psychology, 100(4), 1228-1238. Irak, D. U. (2012). İsyerinde Birey-Çevre Uyumu: Kuramsal Yaklasimlar ve Örgütsel Psikolojideki Yeri. Turk Psikoloji Yazilari, 15(30), 12-24. Johnson, G. J., & Johnson, W. R. (2000). Perceived Overqualification and Dimensions of Job Satisfaction: A Longitudinal Analysis. The Journal of Psychology, 134(5), 537-555. Johnson, S. K., Holladay, C. L., & Quinones, M. A. (2009). Organizational Citizenship Behavior in Performance Evaluations: Distributive Justice or Injustice? Journal of Business and Psychology, 24(4), 409-418. Johnson, W. R., Morrow, P. C., & Johnson, G. J. (2002). An Evaluation of A Perceived Overqualification Scale Across Work Settings. The Journal of Psychology, 136(4), 425-441. Jung, C. S., Chan, H. S., & Hsieh, C. W. (2017). Public Employees' Psychological Climates and Turnover Intention: Evidence From Korean Central Government Agencies. Public Management Review, 19(6), 880-904. Khan, L. J., & Morrow, P. C. (1991). Objective and Subjective Underemployment Relationships to Job Satisfaction. Journal of Business Research, 22(3), 211-218. Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences Of Individuals'fit At Work: A Meta‐Analysis Of Person–Job, Person–Organization, Person–Group, And Person–Supervisor Fit. Personnel Psychology, 58(2), 281-342. Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49. Lambert, N. M., Fincham, F. D., Stillman, T. F., & Dean, L. R. (2009). More gratitude, less materialism: The mediating role of life satisfaction. The Journal of Positive Psychology, 4(1), 32-42. Lee, S. H. ve Ha-Brookshire, J. (2017). Ethical Climate and Job Attitude in Fashion Retail Employees' Turnover Intention, and Perceived Organizational Sustainability Performance: A Cross-Sectional Study. Sustainability, 9(3). Liu, S., Luksyte, A., Zhou, L., Shi, J.ve Wang, M. (2015). Overqualification and counterproductive work behaviors: Examining a moderated mediation model. Journal of Organizational Behavior, 36(2), 250-271. Lobene, E. V., Meade, A. W.ve Pond, S. B. (2015). Perceived Overqualification: A Multi- Source Investigation of Psychological Predisposition and Contextual Triggers. Journal of Psychology, 149(7), 684-710. doi:10.1080/00223980.2014.967654 Lobene, E., ve Meade, A. W. (2010). Perceived overqualification: An exploration of outcomes. Paper presented at the 25th Annual Meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA. Luksyte, A. (2011). How can organizations maximize their overqualified employees potential? Examining organizationally-based strategies. (Doctor of Philosophy Dissertation), University of Houston. Luksyte, A., ve Spitzmueller, C. (2015). When are overqualified employees creative? It depends on contextual factors. Journal of Organizational Behavior. 37(5), 635- 653. Luksyte, A., Spitzmueller, C., ve Maynard, D. C. (2011). Why do overqualified incumbents deviate? Examining multiple mediators. Journal of Occupational Health Psychology, 16(3), 279-296. Mahalanobis, P. C. (1936). On the generalized distance in statistics. Proceedings of the National Institute of Sciences (Calcutta), 2, 49-55. Maynard, D. C., ve Parfyonova, N. M. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values. Journal of Occupational and Organizational Psychology, 86(3), 435-455. Maynard, D. C., Joseph, T. A., ve Maynard, A. M. (2006). Underemployment, job attitudes, and turnover intentions. Journal of Organizational Behavior, 27(4), 509-536. Maynard, D., Taylor, E., ve Hakel, M. D. (2009). Applicant overqualification: Perceptions, predictions, and policies of hiring managers. Organizational Behavior and Dynamics, 13-38. McCullough, M. E., Emmons, R. A., ve Tsang, J.-A. (2002). The grateful disposition: a conceptual and empirical topography. Journal of Personality and Social Psychology, 82(1), 112. McCullough, M. E., Kimeldorf, M. B., ve Cohen, A. D. (2008). An adaptation for altruism: The social causes, social effects, and social evolution of gratitude. Current Directions in Psychological Science, 17(4), 281-285. Mobley, W. H., Griffeth, R. W., Hand, H. H., ve Meglino, B. M. (1979). Review and Conceptual Analysis of the Employee Turnover Process. Psychological Bulletin, 86(3), 493. Müceldili, B., Erdil, O., Akgün, A. E. ve Keskin, H. (2015). Collective Gratitude: Positive Organizational Scholarship Perspective. International Business Research, 8(8). doi:10.5539/ibr.v8n8p,92 Muchinsky, P. M. ve Monahan, C. J. (1987). What is Person-Environment Congruence? Supplementary Versus Complementary Models of Fit. Journal of Vocational Behavior, 31(3), 268-277. Mucuk, İ. (2005). Modern İşletmecilik, 15. Baskı, Türkmen Kitabevi, İstanbul . Mutlu, P. (2013). The Effect of Perceived External Prestige on the Relationship Between Perceived Overqualification and both Organizational Commitment And Turnover Intention. Unpublished master’s thesis, Marmara University Social Sciences Institute, İstanbul. Olcer, F. (2015). The Investigation of The Relationship Between Organizational Justice and Turnover Intention: The Mediating Role of Organizational Commitment. Economic Computation and Economic Cybernetics Studies and Research, 49(3), 233-251. Purani, K. ve Sahadev, S. (2008). The Moderating Role of Industrial Experience In The Job Satisfaction, Intention to Leave Relationship: An Empirical Study Among Salesmen In India. Journal of Business & Industrial Marketing, 23(7), 475-485. Sharoni, G., Tziner, A., Fein, E. C., Shultz, T., Shaul, K. ve Zilberman, L. (2012). Organizational Citizenship Behavior and Turnover Intentions: Do Organizational Culture and Justice Moderate Their Relationship?, Journal of Applied Social Psychology, 42, E267-E294. Steindl-Rast, D. (2004). Gratitude as Thankfulness and as Gratefulness. In R. A. Emmons & M. E. McCullough (Eds.), The Psychology of Gratitude , New York, NY: Oxford University Press,282-290 Tett, R. P. ve Meyer, J. P. (1993). Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta‐Analytic Findings. Personnel Psychology, 46(2), 259-293. Wald, S. (2005). The Impact of Overqualification on Job Search. International Journal of Manpower, 26(2), 140-156. Wu, C.-H., Luksyte, A. ve Parker, S. K. (2015). Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy And Culture. Social Indicators Research, 121(3), 917-937.
Yıl 2017,
Cilt: 2 Sayı: 2, 40 - 61, 30.09.2017
Öz
Bu çalışmada aşırı nitelikliliğin olumsuz sonuçlarından birisi olan işten ayrılma niyeti üzerindeki etkisi ve bu etki
üzerinde kolektif şükranın moderator rolü incelenmiştir. Bu bağlamda kolektif şükranın moderator etkisi Kişi-İş
Uyumu Teorisi kapsamında irdelenerek literatürdeki boşluğun doldurulması amaçlanmıştır. Araştırmanın örneklemini
İstanbul ilinde farklı sektörlerde çalışmakta olan 178 çalışan oluşturmaktadır. Araştırmada veri toplama aracı olarak
anket tekniği kullanılmış olup, veriler 2017 yılının Mart ve Nisan aylarında toplanmıştır. Araştırmada anket
tekniğiyle toplanan veri SPSS programı ve SPSS için geliştirilmiş bir makro olan PROCESS ile analiz edilmiştir.
Araştırma bulguları göstermektedir ki ilgili literatürdeki daha önceki çalışmalarla benzer şekilde aşırı niteliklilik işten
ayrılma niyeti üzerinde istatistiksel açıdan anlamlı ve pozitif bir etkiye sahiptir. Buna ek olarak öngörülenin aksine,
aşırı nitelikliliğin işten ayrılma niyeti üzerindeki etkisinde kolektif şükranın moderator etkisinin istatistiksel açıdan
anlamlı olmaması araştırmanın bir diğer bulgusunu oluşturmaktadır. Araştırma sonucunda yönetici ve uygulayıcılar
için çeşitli öneriler sunulmuştur.
Anahtar Kelimeler
Aşırı niteliklilik işini küçük görme işten ayrılma niyeti kolektif şükran
Kaynakça
- Allen, N. J., ve Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational and Organizational Psychology, 63(1), 1-18. Akbıyık Ünsal, S. B., (2016). Algılanan Aşırı Nitelikliliğin İş Performansına Etkisi: Örgütsel Desteğin Biçimlendirici Değişken Rolü -Perceived Overqualification and Job Performance: The Moderating Effect of Perceived Organizational Support, The Journal Of International Social Research, 2016, 9, 42, 1712-1720. Akgun, A. E., Erdil, O., Keskin, H. ve Muceldilli, B. (2016). The Relationship Among Gratitude, Hope, Connections, And Innovativeness. Service Industries Journal, 36(3-4), 102-123. Akın, A. ve Ulukök, E. (2016). Fazla Nitelikliliğin Bireysel ve Örgütsel Sonuçlarının İncelenmesine Yönelik Kavramsal Bir Değerlendirme Journal of Business Research - Turk, 8(4), 71-71. doi:10.20491/isarder.2016.207 Aryee, S. ve Chay, Y. W. (2001). Workplace Justice, Citizenship Behavior, and Turnover Intentions in A Union Context: Examining the Mediating Role of Perceived Union Support and Union Instrumentality. Journal of Applied Psychology, 86(1), 154- 160. Bartlett, M. Y. ve DeSteno, D. (2006). Gratitude and Prosocial Behavior: Helping When It Costs You. Psychological Science, 17(4), 319-325. Bektaş, H. (2017). Açıklayıcı Faktör Analizi (1 ed.). İstanbul: BETA Yayıncılık. Blau, P. M. (1964). Exchange and Power inSsocial Life: Transaction Publishers. Brynin, M. ve Longhi, S. (2009). Overqualification: Major or Minor Mismatch? Economics of Education Review, 28(1), 114-121. Burris, B. H. (1983). The Human Effects of Underemployment. Social Problems, 31(1), 96- 110. Cakar, N. D. ve Yildiz, S. (2009). How Organizational Culture and Perceived Organizational Support Could Decrease Turnover Intention? İktisat İsletme ve Finans, 24(282), 82-110. Chiaburu, D. S., Chakrabarty, S., Wang, J. X.ve Li, N. (2015). Organizational Support and Citizenship Behaviors: A Comparative Cross-Cultural Meta-Analysis. Management International Review, 55(5), 707-736. Chiang, C. F. ve Hsieh, T. S. (2012). The Impacts of Perceived Organizational Support and Psychological Empowerment on Job Performance: The Mediating Effects of Organizational Citizenship Behavior. International Journal of Hospitality Management, 31(1), 180-190. Cronbach, L. J. (1951). Coefficient Alpha and The Internal Structure of Tests. Psychometrika, 16(3), 297-334. Cronley, C. ve Kim, Y. K. (2017). Intentions to Turnover: Testing the Moderated Effects of Organizational Culture, As Mediated By Job Satisfaction, Within The Salvation Army. Leadership & Organization Development Journal, 38(2), 194-209. Edwards, I. R. ve Shipp, A. I. (2007). The Relationship Between Person-Environment fit and Outcomes: An Integrative. Perspectives on Organizational Fit, 209. Edwards, J. R. (1991). Person-Job Fit: A Conceptual Integration, Literature Review, and Methodological Critique. International Review of Industrial and Organizational Psychology, 1991, 6, 283-357. Erdogan, B. ve Bauer, T. N. (2009). Perceived Overqualification and Its Outcomes: The Moderating Role of Empowerment. Journal of Applied Psychology, 94(2), 557-565. Erdogan, B., Bauer, T. N., Peiro, J. M. ve Truxillo, D. M. (2011). Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations. Industrial and Organizational Psychology-Perspectives on Science and Practice, 4(2), 215-232. Fehr, R., Fulmer, A., Awtrey, E. ve Miller, J. A. (2017). The Grateful Workplace: A Multilevel Model of Gratitude in Organizations. Academy of Management Review, 42(2), 361-381. Feldman, D. C. (1996). The Nature, Antecedents and Consequences of Underemployment. Journal of Management, 22(3), 385-407. Feldman, D. C. ve Turnley, W. H. (1995). Underemployment Among Recent Business College Graduates. Journal of Organizational Behavior, 16(S1), 691-706. Fine, S., & Nevo, B. (2008). Too Smart For Their Own Good? A Study of Perceived Cognitive Overqualification in The Workforce. The International Journal of Human Resource Management, 19(2), 346-355. Freeman, R. (1976). The Overeducated American. Academic Press. Frijda, N. H. (1993). Moods, Emotion Episodes, and Emotions. Handbook of Emotions, 381- 404. Hair, J. F., Anderson, R. E., Babin, B. J. ve Black, W. C. (2010). Multivariate Data Analysis: A Global Perspective, 7, Pearson Upper Saddle River, NJ. Hayes, A. F. (2012). PROCESS: A Versatile Computational Tool for Observed Variable Mediation, Moderation, And Conditional Process Modeling: University of Kansas, KS. Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach: Guilford Press. Henryhand, C. J. (2009). The Effect of Employee Recognition and Employee Engagement on Job Satisfaction and Intent to Leave in The Public Sector. Capella University. Hoskins, T. E. (2003). The Effects of Perceived Over Qualification On Job Satisfaction, Organizational Commitment, and Turnover: A Study Of AFIT Graduates. Retrieved from Master's thesis. Hu, J., Erdogan, B., Bauer, T. N., Jiang, K. F., Liu, S. B. ve Li, Y. H. (2015). There are Lots of Big Fish in this Pond: The Role of Peer Overqualification on Task Significance, Perceived Fit, And Performance For Overqualified Employees. Journal of Applied Psychology, 100(4), 1228-1238. Irak, D. U. (2012). İsyerinde Birey-Çevre Uyumu: Kuramsal Yaklasimlar ve Örgütsel Psikolojideki Yeri. Turk Psikoloji Yazilari, 15(30), 12-24. Johnson, G. J., & Johnson, W. R. (2000). Perceived Overqualification and Dimensions of Job Satisfaction: A Longitudinal Analysis. The Journal of Psychology, 134(5), 537-555. Johnson, S. K., Holladay, C. L., & Quinones, M. A. (2009). Organizational Citizenship Behavior in Performance Evaluations: Distributive Justice or Injustice? Journal of Business and Psychology, 24(4), 409-418. Johnson, W. R., Morrow, P. C., & Johnson, G. J. (2002). An Evaluation of A Perceived Overqualification Scale Across Work Settings. The Journal of Psychology, 136(4), 425-441. Jung, C. S., Chan, H. S., & Hsieh, C. W. (2017). Public Employees' Psychological Climates and Turnover Intention: Evidence From Korean Central Government Agencies. Public Management Review, 19(6), 880-904. Khan, L. J., & Morrow, P. C. (1991). Objective and Subjective Underemployment Relationships to Job Satisfaction. Journal of Business Research, 22(3), 211-218. Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences Of Individuals'fit At Work: A Meta‐Analysis Of Person–Job, Person–Organization, Person–Group, And Person–Supervisor Fit. Personnel Psychology, 58(2), 281-342. Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49. Lambert, N. M., Fincham, F. D., Stillman, T. F., & Dean, L. R. (2009). More gratitude, less materialism: The mediating role of life satisfaction. The Journal of Positive Psychology, 4(1), 32-42. Lee, S. H. ve Ha-Brookshire, J. (2017). Ethical Climate and Job Attitude in Fashion Retail Employees' Turnover Intention, and Perceived Organizational Sustainability Performance: A Cross-Sectional Study. Sustainability, 9(3). Liu, S., Luksyte, A., Zhou, L., Shi, J.ve Wang, M. (2015). Overqualification and counterproductive work behaviors: Examining a moderated mediation model. Journal of Organizational Behavior, 36(2), 250-271. Lobene, E. V., Meade, A. W.ve Pond, S. B. (2015). Perceived Overqualification: A Multi- Source Investigation of Psychological Predisposition and Contextual Triggers. Journal of Psychology, 149(7), 684-710. doi:10.1080/00223980.2014.967654 Lobene, E., ve Meade, A. W. (2010). Perceived overqualification: An exploration of outcomes. Paper presented at the 25th Annual Meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA. Luksyte, A. (2011). How can organizations maximize their overqualified employees potential? Examining organizationally-based strategies. (Doctor of Philosophy Dissertation), University of Houston. Luksyte, A., ve Spitzmueller, C. (2015). When are overqualified employees creative? It depends on contextual factors. Journal of Organizational Behavior. 37(5), 635- 653. Luksyte, A., Spitzmueller, C., ve Maynard, D. C. (2011). Why do overqualified incumbents deviate? Examining multiple mediators. Journal of Occupational Health Psychology, 16(3), 279-296. Mahalanobis, P. C. (1936). On the generalized distance in statistics. Proceedings of the National Institute of Sciences (Calcutta), 2, 49-55. Maynard, D. C., ve Parfyonova, N. M. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values. Journal of Occupational and Organizational Psychology, 86(3), 435-455. Maynard, D. C., Joseph, T. A., ve Maynard, A. M. (2006). Underemployment, job attitudes, and turnover intentions. Journal of Organizational Behavior, 27(4), 509-536. Maynard, D., Taylor, E., ve Hakel, M. D. (2009). Applicant overqualification: Perceptions, predictions, and policies of hiring managers. Organizational Behavior and Dynamics, 13-38. McCullough, M. E., Emmons, R. A., ve Tsang, J.-A. (2002). The grateful disposition: a conceptual and empirical topography. Journal of Personality and Social Psychology, 82(1), 112. McCullough, M. E., Kimeldorf, M. B., ve Cohen, A. D. (2008). An adaptation for altruism: The social causes, social effects, and social evolution of gratitude. Current Directions in Psychological Science, 17(4), 281-285. Mobley, W. H., Griffeth, R. W., Hand, H. H., ve Meglino, B. M. (1979). Review and Conceptual Analysis of the Employee Turnover Process. Psychological Bulletin, 86(3), 493. Müceldili, B., Erdil, O., Akgün, A. E. ve Keskin, H. (2015). Collective Gratitude: Positive Organizational Scholarship Perspective. International Business Research, 8(8). doi:10.5539/ibr.v8n8p,92 Muchinsky, P. M. ve Monahan, C. J. (1987). What is Person-Environment Congruence? Supplementary Versus Complementary Models of Fit. Journal of Vocational Behavior, 31(3), 268-277. Mucuk, İ. (2005). Modern İşletmecilik, 15. Baskı, Türkmen Kitabevi, İstanbul . Mutlu, P. (2013). The Effect of Perceived External Prestige on the Relationship Between Perceived Overqualification and both Organizational Commitment And Turnover Intention. Unpublished master’s thesis, Marmara University Social Sciences Institute, İstanbul. Olcer, F. (2015). The Investigation of The Relationship Between Organizational Justice and Turnover Intention: The Mediating Role of Organizational Commitment. Economic Computation and Economic Cybernetics Studies and Research, 49(3), 233-251. Purani, K. ve Sahadev, S. (2008). The Moderating Role of Industrial Experience In The Job Satisfaction, Intention to Leave Relationship: An Empirical Study Among Salesmen In India. Journal of Business & Industrial Marketing, 23(7), 475-485. Sharoni, G., Tziner, A., Fein, E. C., Shultz, T., Shaul, K. ve Zilberman, L. (2012). Organizational Citizenship Behavior and Turnover Intentions: Do Organizational Culture and Justice Moderate Their Relationship?, Journal of Applied Social Psychology, 42, E267-E294. Steindl-Rast, D. (2004). Gratitude as Thankfulness and as Gratefulness. In R. A. Emmons & M. E. McCullough (Eds.), The Psychology of Gratitude , New York, NY: Oxford University Press,282-290 Tett, R. P. ve Meyer, J. P. (1993). Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta‐Analytic Findings. Personnel Psychology, 46(2), 259-293. Wald, S. (2005). The Impact of Overqualification on Job Search. International Journal of Manpower, 26(2), 140-156. Wu, C.-H., Luksyte, A. ve Parker, S. K. (2015). Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy And Culture. Social Indicators Research, 121(3), 917-937.
Toplam 1 adet kaynakça vardır.
Ayrıntılar
| Bölüm | Makaleler |
|---|---|
| Yazarlar | |
| Yayımlanma Tarihi | 30 Eylül 2017 |
| Yayımlandığı Sayı | Yıl 2017 Cilt: 2 Sayı: 2 |
