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The Moderating Role of Organizational Tenure on the Effect of Psychological Contract Breach on Work Engagement

Year 2020, Volume: 35 Issue: 4, 759 - 776, 31.12.2020

Sahra Sayğan Tunçay F. Nazlı Sayğan Yağız

https://doi.org/10.24988/ije.202035407
Cited By: 1

Abstract

Organizations need work engaged employees who love their jobs, develop new ideas and can be productive in order to compete in today's conditions. Modern organizations need to shift their focus to the management of human capital, rather than focusing heavily on traditional organizational structures and economic principles. The fact that there hasn’t been reached any study searching the moderating role of organizational tenure on the effect of psychological contract breach on work engagement in local literature and the presence of limited number of studies about this research topic in international literature composes the importance of this research. The aim of this study is to investigate the moderating role of organizational tenure on the effect of psychological contract breach on work engagement. For this purpose, questionnaires were applied on 268 employees of three firms operating in the private sector in Adana. Data obtained from 259 questionnaires, which were available for use, was analyzed by simple linear regression analysis in order to test the first hypothesis, negative effect of psychological contract breach on work engagement. A hierarchical regression analysis was done to test the second hypothesis which searches the moderating role of organizational tenure on this effect. At the end of the analyses carried out, it was found that psychological contract breach effects work engagement negatively and organizational tenure has a moderating role by increasing this negative effect.

Keywords

Psychological contract breach work engagement organizational tenure

References

  • Agarwal, U. A. ve Bhargava, S. (2013). Effects of psychological contract breach on organizational outcomes: Moderating role of tenure and educational levels. Vikalpa, 38(1), 13-25.
  • Argyris, C. (1960). Understanding organizational behavior. Homewood III: The Dorsey Press Inc.
  • Bakker, A. B. ve Demerouti, E. (2008). Towards a model of work engagement. Career Develoment International, 13(3), 209-223.
  • Bakker, A. B. ve Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147-154.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P. ve Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200.
  • Bal, P. M., Cooman, R. D. ve Mol, S. T. (2013). Dynamics of psychological contracts with work engagement and turnover ıntention: The ınfluence of organizational tenure. European Journal of Work and Organizational Psychology, 22(1), 107-122.
  • Blau, P. M. (1964). Exchange and power in social life. New York, NY: Wiley.
  • Chambel M. J. ve Fontinha R. (2009) Contingencies of contingent employment: psychological contract, job ınsecurity and employability of contracted workers. Revista de Psicologia del Trabajo las Organizaciones 25(3), 207-217.
  • Collins, M. D. (2010). The effect of psychological contract fulfillment on manager turnover intentions and ıts role as a mediator in casual, limited restaurant environment. International Journal of Hospitality Management, 29 (4), 736–742.
  • Conway, N. ve Briner, R. B. (2005). Understanding psychological contracts at work: A critical evaluation of theory and research. Oxford, UK: Oxford University Press.
  • Coyle-Shapiro, J. A. M. ve Parzefall, M. (2008) Psychological contracts. İçinde: Cooper, Cary L. and Barling, Julian, (Edt) The SAGE Handbook of Organizational Behavior. London: SAGE Publications, 17-34.
  • Coyle-Shapiro, J. A.-M. (2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior, 23, 927–946.
  • Cropanzano, R., James, K. ve Konovsky, M. A. (1993). Dispositional affectivity as a predictor of work attitudes and job performance. Journal of Organizational Behavior, 14(6), 595-606.
  • Dokko, G., Wilk, S. L. ve Rothbard, N. P. (2009). Unpacking prior experience: How career history affects job performance. Organization Science, 20, 51–68.
  • English, B., Morrison, D. ve Chalon, C. (2010). Moderator effects of organizational tenure on the relationship between psychological climate and affective commitment. Journal of Management Development, 29(4), 394-408.
  • George, D. ve Mallery, M. (2010). SPSS for windows step by step: A simple guide and reference, 17.0 update (10a ed.) Boston: Pearson.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
  • Groth, M., Goldman, B. M., Gilliland, S. W. ve Bies, R. J. (2002). Commitment to legal claiming: Influences of attributions, social guidance and organizational tenure. Journal of Applied Psychology, 87(4), 781-788.
  • Helmreich, R. L., Sawin, L. L. ve Carsrud, A. L. (1986). The honeymoon effect in job performance: Temporal increases in the predictive power of achievement motivation. Journal of Applied Psychology, 71(2), 185-188.
  • Hui, C., Lee, C. ve Rousseau, D. M. (2004). Psychological contract and organizational citizenship behavior in China: Investigating generalizability and instrumentality. Journal of Applied Psychology, 89, 311–321.
  • İlhan, Ü. D. ve Kümbül-Güler, B. (2019). Y kuşağı çalışanlarının psikolojik sözleşme ihlaline ilişkin işveren hakkındaki görüşleri: Nitel bir analiz. BMIJ, 7(5), 2925-2944.
  • Jeremy Dawson, Erişim adresi http://www.jeremydawson.co.uk/slopes.htm, Erişim tarihi 05.01.2018.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
  • Kalaycı, Ş. (2014). SPSS uygulamalı çok değişkenli istatistik teknikleri. Ankara: Asil Yayınevi.
  • Kanbur, E. ve Ay, A. (2020). Psikolojik sözleşme algısının işe adanmışlık üzerindeki etkisi. Ahi Evran Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 6(2), 531-549.
  • Kim, B. C. P., Murrmann, S. K. ve Lee, G. (2009). Moderating effects of gender and organizational level between role stress and job satisfaction among hotel employees. International Journal of Hospitality Management, 28(4), 612- 619.
  • King, J. E. (2000). White-collar reactions to job insecurity and the role of the psychological contract: Implications for human resource management. Human Resource Management, 39, 79–91.
  • Klonglan, G. E., Warren, R. D., Winkelpleck, J. M. ve Paulson, S. K. (1976). Interorganizational measurement in the social services sector: Differences by hierarchical level. Administrative Science Quarterly, 21(4), 675-687.
  • Langelaan, S., Bakker, A. B., Doornen, L. J. P. ve Schaufeli, W. B. (2006). Burnout and work engagement: Do individual differences make a difference?. Personality and Individual Differences, 40(3), 521-532.
  • MacNeil, I. R. (1985). Relational contract: What we do and do not know. Wisconsin Law Review, 483-525.
  • Malik, S. Z., ve Khalid, N. (2016). Psychological contract breach, work engagement, and turnover intention: Evidence from banking industry in Pakistan. Pakistan Economic and Social Review, 54(1), 37-54.
  • Maslach, C. ve Leiter, M.P. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. San Francisco, CA: Jossey-Bass.
  • Maslach, C., Schaufeli, W.B. ve Leiter, M.P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
  • McDonald, D. J. ve Makin, P. J. (2000). The Psychological contract, organizational commitment and job satisfaction of temporary staff. Leadership & Organizational Development Journal, 21, 84–91.
  • Millward, L. J. ve Hopkins, L. J. (1998). Psychological contracts, organizational and job commitment. Journal of Applied Social Psychology, 28, 1530-1556.
  • Ng, T. W. ve Feldman, D. C. (2010). Organizational tenure and job performance. Journal of Management, 36(5), 1220-1250.
  • Parzefall, M. R. ve Hakanen, J. J. (2010). Psychological contract and its motivational and health enhancing properties. Journal of Managerial Psychology, 25, 4-21.
  • Portwood, J. D. ve Miller, E. L. (1976). Evaluating the psychological contract: its implications employee satisfaction and work behavior. İçinde: Zawaki. R. A., Warrick, D. D., Taylor, O'Connell, M. J. (Edt) Proceedings of the Annual Academy of Management Meetings, Management, Brlarcliff Manor, New York, 109-113.
  • Rai, A. ve Agarwal, U. A. (2017). Linking Workplace bullying and work engagement: The mediating role of psychological contract violation. South Asian Journal of Human Resources Management. 4(1), 1-30.
  • Rainey, H. G. (2003). Understanding and managing public organizations. Jossey-Bass Inc Pub.
  • Rayton, B. A. ve Yalabık, Z. Y. (2014). Work engagement, psychological contract breach and job satisfaction. The International Journal of Human Resource Management, 25(17), 2382-2400.
  • Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41, 574-599.
  • Robinson, S. L. ve Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525-546.
  • Robinson, S. L. ve Rouseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15, 245-259.
  • Robinson, S. L., Kraatz, M. S. ve Rousseau, D. M. (1994). Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37(1), 137-152.
  • Roehling, M. V. (1997). The origins and early development of the psychological contract construct. Management History Division: Academy of Management Proceedings '96, 202-206.
  • Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121-139.
  • Rousseau, D. M. (2004). Psychological contracts in the workplace: Understanding the ties that motivate. Academy of Management Executive (Research Briefs), 18(1), 120-125.
  • Schaufeli, W. B. ve Bakker, A. B. (2004). UWES: Utrecht work engagement scale: Preliminary manual (Version 1.1 December 2004), Erişim adresi https://www.wilmarschaufeli.nl/publications/Schaufeli/Test%20Manuals/Test_manual_UWES_English.pdf; Erişim Tarihi 05.03.2020
  • Schaufeli, W. B., Bakker, A. B. ve Rhenen W. V. (2009). How changes in job demands and resources predict burnout, work engagement and sickness absenteeism. Journal of Organizational Behavior, 30, 893-917.
  • Schaufeli, W. B., Bakker, A. B. ve Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716.
  • Schaufeli, W. B., ve Bakker, A. B. (2003). The utrecht work engagement scale (UWES) test manual. Utrecht, NL: Department of Social and Organizational Psychology.
  • Schaufeli, W. B., ve Salanova, M. (2008). Enhancing work engagement through the management of human resources. The Individual in the Changing Working Life, 380-402, Cambridge University Press, UK. Edited by: Katharina Naswall, Johnny Hellgren, Magnus Sverke.
  • Schaufeli, W.B., Salanova, M., Gonzalez-Romá, V. ve Bakker, A. B. (2002). The measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92.
  • Schein, E. H. (1965). Organizational psychology. Engelwood Cliffs, NJ: Prentice Hall.
  • Seligman, M. E. P. ve Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55, 5-14.
  • Sturges, J., Conway, N., Guest, D. ve Liefooghe, A. (2005). Managing the career deal: The psychological contract as a framework for understandingcareer management, organizational commitment and work behavior. Journal of Organizational Behavior, 26, 821–838.
  • Süral Özer, P. (2008). Kişisel özelliklerin iş doyumu, yaşam doyumu ve iş-yaşam doyumu ilişkisindeki rolü: Öz benlik değerlendirmeleri ile işin merkeziliğine yönelik bir araştırma. İzmir: Dokuz Eylül Üniversitesi Matbaası.
  • Şencan, H. (2005). Sosyal ve davranışsal ölçümlerde güvenilirlik ve geçerlilik. Ankara: Seçkin Yayıncılık.
  • Turnley W. H., Bolino M. C., Lester S. W. ve Bloodgood J. M. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management, 29, 187–206.
  • Vos, A. D., Buyens, D. ve Schalk, R. (2003). Psychological contract development during organizational socialization: Adaptation to reality and the role of reciprocity. Journal of Organizational Behavior, 24, 537-559.
  • Williams, K. Y. ve O’Reilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20(20), 77-140.
  • Wright, T. A. ve Bonett, D. G. (2002). The Moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis. Journal of Applied Psychology, 87, 1183–1190.
  • Zhao, H., Wayne, S. J. Gibkowski, B. C. ve Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60, 647-680.

PSİKOLOJİK SÖZLEŞME İHLALİNİN İŞE ANGAJE OLMA ÜZERİNDEKİ ETKİSİNDE ÖRGÜTSEL KIDEMİN DÜZENLEYİCİ ROLÜ

Year 2020, Volume: 35 Issue: 4, 759 - 776, 31.12.2020

Sahra Sayğan Tunçay F. Nazlı Sayğan Yağız

https://doi.org/10.24988/ije.202035407
Cited By: 1

Abstract

Örgütlerin günümüz koşullarında rekabet edebilmeleri için işini seven, yeni fikirler geliştirebilen ve üretken olabilen işe angaje olmuş çalışanlara ihtiyaçları vardır. Modern örgütlerin, geleneksel örgütsel yapılara ve iktisadi ilkelere yoğun bir şekilde odaklanmaktan ziyade, odaklarını beşeri sermayenin yönetimine kaydırmaları gerekmektedir. Yerel yazında psikolojik sözleşme ihlalinin işe angaje olma üzerindeki etkisinde örgütsel kıdemin düzenleyici rolünü sorgulayan herhangi bir çalışmaya rastlanmamış olması, yabancı yazında ise bu anlamda kısıtlı sayıda çalışmanın varlığı, araştırmanın önemini oluşturmaktadır. Bu çalışmanın amacı psikolojik sözleşme ihlalinin işe angaje olma üzerindeki etkisinde örgütsel kıdemin düzenleyici rolünü araştırmaktır. Bu amaçla Adana’da özel sektörde faaliyet gösteren üç işletmedeki 268 çalışan üzerinde soru formu (anket) uygulanmıştır. Kullanıma uygun elde edilen 259 anketten sağlanan veri ilk hipotez olan psikolojik sözleşme ihlalinin işe angaje olma üzerindeki negatif etkisini test edebilmek amacıyla basit doğrusal regresyon analizine tabi tutulmuştur. Bu etkide örgütsel kıdemin düzenleyici rolünü sorgulayan ikinci hipotezin test edilmesi için ise hiyerarşik regresyon analizi yapılmıştır. Gerçekleştirilen analizler neticesinde psikolojik sözleşme ihlalinin işe angaje olmayı negatif yönde etkilediği ve örgütsel kıdemin bu etkiyi arttırıcı yönde düzenleyici bir rolü olduğu bulunmuştur.

Keywords

Psikolojik Sözleşme İhlali İşe Angaje Olma Örgütsel Kıdem

References

  • Agarwal, U. A. ve Bhargava, S. (2013). Effects of psychological contract breach on organizational outcomes: Moderating role of tenure and educational levels. Vikalpa, 38(1), 13-25.
  • Argyris, C. (1960). Understanding organizational behavior. Homewood III: The Dorsey Press Inc.
  • Bakker, A. B. ve Demerouti, E. (2008). Towards a model of work engagement. Career Develoment International, 13(3), 209-223.
  • Bakker, A. B. ve Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147-154.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P. ve Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200.
  • Bal, P. M., Cooman, R. D. ve Mol, S. T. (2013). Dynamics of psychological contracts with work engagement and turnover ıntention: The ınfluence of organizational tenure. European Journal of Work and Organizational Psychology, 22(1), 107-122.
  • Blau, P. M. (1964). Exchange and power in social life. New York, NY: Wiley.
  • Chambel M. J. ve Fontinha R. (2009) Contingencies of contingent employment: psychological contract, job ınsecurity and employability of contracted workers. Revista de Psicologia del Trabajo las Organizaciones 25(3), 207-217.
  • Collins, M. D. (2010). The effect of psychological contract fulfillment on manager turnover intentions and ıts role as a mediator in casual, limited restaurant environment. International Journal of Hospitality Management, 29 (4), 736–742.
  • Conway, N. ve Briner, R. B. (2005). Understanding psychological contracts at work: A critical evaluation of theory and research. Oxford, UK: Oxford University Press.
  • Coyle-Shapiro, J. A. M. ve Parzefall, M. (2008) Psychological contracts. İçinde: Cooper, Cary L. and Barling, Julian, (Edt) The SAGE Handbook of Organizational Behavior. London: SAGE Publications, 17-34.
  • Coyle-Shapiro, J. A.-M. (2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior, 23, 927–946.
  • Cropanzano, R., James, K. ve Konovsky, M. A. (1993). Dispositional affectivity as a predictor of work attitudes and job performance. Journal of Organizational Behavior, 14(6), 595-606.
  • Dokko, G., Wilk, S. L. ve Rothbard, N. P. (2009). Unpacking prior experience: How career history affects job performance. Organization Science, 20, 51–68.
  • English, B., Morrison, D. ve Chalon, C. (2010). Moderator effects of organizational tenure on the relationship between psychological climate and affective commitment. Journal of Management Development, 29(4), 394-408.
  • George, D. ve Mallery, M. (2010). SPSS for windows step by step: A simple guide and reference, 17.0 update (10a ed.) Boston: Pearson.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
  • Groth, M., Goldman, B. M., Gilliland, S. W. ve Bies, R. J. (2002). Commitment to legal claiming: Influences of attributions, social guidance and organizational tenure. Journal of Applied Psychology, 87(4), 781-788.
  • Helmreich, R. L., Sawin, L. L. ve Carsrud, A. L. (1986). The honeymoon effect in job performance: Temporal increases in the predictive power of achievement motivation. Journal of Applied Psychology, 71(2), 185-188.
  • Hui, C., Lee, C. ve Rousseau, D. M. (2004). Psychological contract and organizational citizenship behavior in China: Investigating generalizability and instrumentality. Journal of Applied Psychology, 89, 311–321.
  • İlhan, Ü. D. ve Kümbül-Güler, B. (2019). Y kuşağı çalışanlarının psikolojik sözleşme ihlaline ilişkin işveren hakkındaki görüşleri: Nitel bir analiz. BMIJ, 7(5), 2925-2944.
  • Jeremy Dawson, Erişim adresi http://www.jeremydawson.co.uk/slopes.htm, Erişim tarihi 05.01.2018.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
  • Kalaycı, Ş. (2014). SPSS uygulamalı çok değişkenli istatistik teknikleri. Ankara: Asil Yayınevi.
  • Kanbur, E. ve Ay, A. (2020). Psikolojik sözleşme algısının işe adanmışlık üzerindeki etkisi. Ahi Evran Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 6(2), 531-549.
  • Kim, B. C. P., Murrmann, S. K. ve Lee, G. (2009). Moderating effects of gender and organizational level between role stress and job satisfaction among hotel employees. International Journal of Hospitality Management, 28(4), 612- 619.
  • King, J. E. (2000). White-collar reactions to job insecurity and the role of the psychological contract: Implications for human resource management. Human Resource Management, 39, 79–91.
  • Klonglan, G. E., Warren, R. D., Winkelpleck, J. M. ve Paulson, S. K. (1976). Interorganizational measurement in the social services sector: Differences by hierarchical level. Administrative Science Quarterly, 21(4), 675-687.
  • Langelaan, S., Bakker, A. B., Doornen, L. J. P. ve Schaufeli, W. B. (2006). Burnout and work engagement: Do individual differences make a difference?. Personality and Individual Differences, 40(3), 521-532.
  • MacNeil, I. R. (1985). Relational contract: What we do and do not know. Wisconsin Law Review, 483-525.
  • Malik, S. Z., ve Khalid, N. (2016). Psychological contract breach, work engagement, and turnover intention: Evidence from banking industry in Pakistan. Pakistan Economic and Social Review, 54(1), 37-54.
  • Maslach, C. ve Leiter, M.P. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. San Francisco, CA: Jossey-Bass.
  • Maslach, C., Schaufeli, W.B. ve Leiter, M.P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
  • McDonald, D. J. ve Makin, P. J. (2000). The Psychological contract, organizational commitment and job satisfaction of temporary staff. Leadership & Organizational Development Journal, 21, 84–91.
  • Millward, L. J. ve Hopkins, L. J. (1998). Psychological contracts, organizational and job commitment. Journal of Applied Social Psychology, 28, 1530-1556.
  • Ng, T. W. ve Feldman, D. C. (2010). Organizational tenure and job performance. Journal of Management, 36(5), 1220-1250.
  • Parzefall, M. R. ve Hakanen, J. J. (2010). Psychological contract and its motivational and health enhancing properties. Journal of Managerial Psychology, 25, 4-21.
  • Portwood, J. D. ve Miller, E. L. (1976). Evaluating the psychological contract: its implications employee satisfaction and work behavior. İçinde: Zawaki. R. A., Warrick, D. D., Taylor, O'Connell, M. J. (Edt) Proceedings of the Annual Academy of Management Meetings, Management, Brlarcliff Manor, New York, 109-113.
  • Rai, A. ve Agarwal, U. A. (2017). Linking Workplace bullying and work engagement: The mediating role of psychological contract violation. South Asian Journal of Human Resources Management. 4(1), 1-30.
  • Rainey, H. G. (2003). Understanding and managing public organizations. Jossey-Bass Inc Pub.
  • Rayton, B. A. ve Yalabık, Z. Y. (2014). Work engagement, psychological contract breach and job satisfaction. The International Journal of Human Resource Management, 25(17), 2382-2400.
  • Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41, 574-599.
  • Robinson, S. L. ve Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525-546.
  • Robinson, S. L. ve Rouseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15, 245-259.
  • Robinson, S. L., Kraatz, M. S. ve Rousseau, D. M. (1994). Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37(1), 137-152.
  • Roehling, M. V. (1997). The origins and early development of the psychological contract construct. Management History Division: Academy of Management Proceedings '96, 202-206.
  • Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121-139.
  • Rousseau, D. M. (2004). Psychological contracts in the workplace: Understanding the ties that motivate. Academy of Management Executive (Research Briefs), 18(1), 120-125.
  • Schaufeli, W. B. ve Bakker, A. B. (2004). UWES: Utrecht work engagement scale: Preliminary manual (Version 1.1 December 2004), Erişim adresi https://www.wilmarschaufeli.nl/publications/Schaufeli/Test%20Manuals/Test_manual_UWES_English.pdf; Erişim Tarihi 05.03.2020
  • Schaufeli, W. B., Bakker, A. B. ve Rhenen W. V. (2009). How changes in job demands and resources predict burnout, work engagement and sickness absenteeism. Journal of Organizational Behavior, 30, 893-917.
  • Schaufeli, W. B., Bakker, A. B. ve Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716.
  • Schaufeli, W. B., ve Bakker, A. B. (2003). The utrecht work engagement scale (UWES) test manual. Utrecht, NL: Department of Social and Organizational Psychology.
  • Schaufeli, W. B., ve Salanova, M. (2008). Enhancing work engagement through the management of human resources. The Individual in the Changing Working Life, 380-402, Cambridge University Press, UK. Edited by: Katharina Naswall, Johnny Hellgren, Magnus Sverke.
  • Schaufeli, W.B., Salanova, M., Gonzalez-Romá, V. ve Bakker, A. B. (2002). The measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92.
  • Schein, E. H. (1965). Organizational psychology. Engelwood Cliffs, NJ: Prentice Hall.
  • Seligman, M. E. P. ve Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55, 5-14.
  • Sturges, J., Conway, N., Guest, D. ve Liefooghe, A. (2005). Managing the career deal: The psychological contract as a framework for understandingcareer management, organizational commitment and work behavior. Journal of Organizational Behavior, 26, 821–838.
  • Süral Özer, P. (2008). Kişisel özelliklerin iş doyumu, yaşam doyumu ve iş-yaşam doyumu ilişkisindeki rolü: Öz benlik değerlendirmeleri ile işin merkeziliğine yönelik bir araştırma. İzmir: Dokuz Eylül Üniversitesi Matbaası.
  • Şencan, H. (2005). Sosyal ve davranışsal ölçümlerde güvenilirlik ve geçerlilik. Ankara: Seçkin Yayıncılık.
  • Turnley W. H., Bolino M. C., Lester S. W. ve Bloodgood J. M. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management, 29, 187–206.
  • Vos, A. D., Buyens, D. ve Schalk, R. (2003). Psychological contract development during organizational socialization: Adaptation to reality and the role of reciprocity. Journal of Organizational Behavior, 24, 537-559.
  • Williams, K. Y. ve O’Reilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20(20), 77-140.
  • Wright, T. A. ve Bonett, D. G. (2002). The Moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis. Journal of Applied Psychology, 87, 1183–1190.
  • Zhao, H., Wayne, S. J. Gibkowski, B. C. ve Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60, 647-680.
There are 64 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Articles
Authors

Sahra Sayğan Tunçay 0000-0002-1555-1054

F. Nazlı Sayğan Yağız 0000-0001-6780-8061

Publication Date December 31, 2020
Submission Date May 6, 2020
Acceptance Date December 30, 2020
Published in Issue Year 2020 Volume: 35 Issue: 4

Cite

APA Sayğan Tunçay, S., & Sayğan Yağız, F. N. (2020). PSİKOLOJİK SÖZLEŞME İHLALİNİN İŞE ANGAJE OLMA ÜZERİNDEKİ ETKİSİNDE ÖRGÜTSEL KIDEMİN DÜZENLEYİCİ ROLÜ. İzmir İktisat Dergisi, 35(4), 759-776. https://doi.org/10.24988/ije.202035407

Cited By

Psikolojik Sözleşme İhlali Algısının İşe Adanmışlık ve İşten Ayrılma Niyeti Üzerindeki Etkisi
ODÜ Sosyal Bilimler Araştırmaları Dergisi (ODÜSOBİAD)
https://doi.org/10.48146/odusobiad.1180714
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