Bu çalışmada, çalışanların psikolojik dayanıklılık düzeylerinin örgütsel vatandaşlık davranışı ve boyutları ile ilişkisinde iş doyumunun aracılık (tam/kısmi) rolü incelenmiştir. Araştırmanın örneklemi, havacılık sektöründe faaliyetlerini sürdüren bir işletmede görev yapan 263 çalışandan oluşmaktadır. Araştırmanın verileri anket tekniği kullanılarak toplanmıştır. Araştırmada; Psikolojik Dayanıklılık Ölçeği, Örgütsel Vatandaşlık Davranışı Ölçeği ve İş Doyumu Ölçeği kullanılmıştır. Araştırmada değişkenler arasındaki ilişkiyi ölçmek için korelasyon analizi, nedenselliği ölçmek için regresyon analizi ve aracılık rolünü ölçmek için ise hiyerarşik regresyon analizinden yararlanılmıştır. Araştırmanın bulgularına göre; psikolojik dayanıklılık ile örgütsel vatandaşlık davranışı ve iş doyumu arasında pozitif ve anlamlı bir ilişki olduğu görülmüştür. Psikolojik dayanıklılığın örgütsel vatandaşlık davranışı ile ilişkisinde iş doyumunun kısmi aracılık etkisi olduğu saptanmıştır. Ayrıca, psikolojik dayanıklılığın örgütsel vatandaşlık davranışı alt boyutlarından vicdanlılık ve nezaket üzerindeki etkisinde iş doyumunun tam aracılık etkisi, diğerkâmlık, centilmenlik ve sivil erdem üzerindeki etkisinde iş doyumunun kısmi aracılık etkisi olduğu vurgulanmaktadır.
Intensive technology use and its innovation-oriented structure have created a revolutionary transformation in business communications. As the business environment evolves from a physical to a virtual context, cyberbullying has grown (Vranjes, Baillien, Vandebosch, Erreygers, & De Witte, 2017). On one hand, cyberbullying has been simply described as a form of bullying behavior in a cyber environment (Campbell, 2005). On the other hand, cyberbullying in the workplace has been perceived as a psychosocial threat arising from the cyber world (Jon-Chao, Chien-Hou, Ming-Yueh, Ru-Ping, & Yi-Ling, 2014). The negative effects of workplace bullying on the individual are also similar to cyberbullying, being as a new form of bullying (Privitera & Campbell, 2009). In recent years, there has been an increased awareness on cyberbullying. Reflecting the concerns of parents, the media, and society, much of the research has focused on cyberbullying between children and adolescents while workplace cyberbullying has not been sufficiently addressed (Coyne et al., 2017; West et al., 2014). In order to better understand and conceptualize workplace cyberbullying, it is believed that more research is needed in this developing field. In this context, this study reviews the literature related to the Workplace Cyberbullying Measure developed by Farley, Coyne, Axtell, and Sprigg (2016). Then, cyberbullying in the workplace has been measured with the Turkish adaptation of this measure by testing its psychometric properties. Method In this study, it is aimed to examine the validity and reliability of the Workplace Cyberbullying Measure (WCM) developed by Farley et al. (2016), which is thought as a short, ABSTRACT Workplace Cyberbullying Measure is a scale which is developed for determining the cyberbullying experiences of employees in the workplace as a result of using information technology in the last six months. The scale consists of 17 items and two factors as Work-Related Cyberbullying and Person-Related Cyberbullying. In this study, the validity and reliability testing of the Workplace Cyberbullying Measure was performed by conducting its Turkish adaptation. The study was carried out by using two samples comprising of participants from the banking sector. Item analysis, exploratory factor analysis, confirmatory factor analysis, and internal consistency analysis were utilized to test the psychometric properties of the scale. As a result of the analyses for testing the factor structure of the scale, it was found that the scale has a structure which overlaps the two-dimensional structure of the original scale. In order to test the relationships of the scale with other structures, correlation analysis was performed. In this context, two other measurement tools measuring the emotional exhaustion and job satisfaction structures were used. The findings show that workplace cyberbullying and its factors have a positive and significant relationship with emotional exhaustion as well as a negative and significant relationship with job satisfaction. I...
The aim of this research is to examine whether or not perceived internal status has a mediating role on the relationship between perceived psychological empowerment and loneliness at workplace and its subdimensions. The sample of the research is constituted by 219 employees who are affiliated to the public institutions in the body of governorship of one of our province. For gathering the data, questionnaire technique was used. Correlation analysis and regression analysis were utilized for determining the relationships between variables of the research and testing the hypotheses. According to the findings, it can be seen that perceived psychological empowerment has positive relationship with perceived internal status and negative relationship with loneliness at workplace. It is determined in this research that perceived internal status has a full mediating role on the relationship between perceived psychological empowerment and loneliness at workplace. This mediating role shapes as partial mediating role on lack of social companionship side while there isn't observed any mediating role on emotional deprivation side as subdimensions of loneliness at workplace.
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