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Diversity management and mobbing: A quantitative research in the context of social identity theory

Yıl 2024, Cilt: 7 Sayı: 1, 48 - 66, 31.03.2024

Ahmet Başaran Ayşe Çiğdem Kırel

https://doi.org/10.58308/bemarej.1423439

Öz

Diversity management is a highly contextual management paradigm, and country-specific scientific studies are needed. On the other hand, the differences that employees have may cause them to be subjected to mobbing. It is possible for organizations to prevent mobbing by designing effective diversity management policies and practices by determining the perceptions of employees. Therefore, the current study aims to examine employees' perceptions of diversity management and mobbing in terms of various demographic differences. Another aim is to explore the relationship between diversity management and mobbing. Taking Social Identity Theory as a theoretical reference point, the study adopted a quantitative research method. The sample consists of 351 employees of a company operating in the industrial sector in Kütahya. Data collected through the "Diversity Management Scale" and the "Mobbing Scale". One-way ANOVA and t-test results revealed that employees' perceptions of diversity management and mobbing differed significantly in some factors. Correlation analysis revealed a statistically significant and negative relationship between diversity management and mobbing. As a result, determined that employees' perceptions that their organizations have effective diversity management policies and practices may reduce their perceptions of mobbing. However, it has been determined that female, white-collar, single and bachelor's degree employees perceive mobbing more. This mains that mobbing emerges as a result of a categorization process between related groups within the organization in terms of gender, organizational position, marital status and educational level of employees.

Anahtar Kelimeler

Diversity Management Mobbing Social Identity Theory

Kaynakça

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Farklılıkların yönetimi ve mobbing: Sosyal kimlik kuramı bağlamında nicel bir araştırma

Yıl 2024, Cilt: 7 Sayı: 1, 48 - 66, 31.03.2024

Ahmet Başaran Ayşe Çiğdem Kırel

https://doi.org/10.58308/bemarej.1423439

Öz

Farklılıkların yönetimi oldukça bağlamsal bir yönetim paradigmasıdır ve ülkelere özgü bilimsel çalışmalara ihtiyaç bulunmaktadır. Diğer taraftan, çalışanların sahip oldukları farklılıklar, mobbinge uğramalarına neden olabilmektedir. Örgütlerin etkili farklılıkların yönetimi politika ve uygulamaları tasarlayarak mobbingi önlemeleri, çalışanların algılarının belirlenmesiyle mümkün olmaktadır. Dolayısıyla mevcut çalışma, çalışanların farklılıkların yönetimi ve mobbinge yönelik algılarının çeşitli demografik farklılıkları açısından incelenmesini amaçlamaktadır. Bir diğer amaç, farklılıkların yönetimi ve mobbing arasındaki ilişkinin keşfedilmesidir. Sosyal Kimlik Kuramı’nı kuramsal bir referans noktası olarak alan araştırmada, nicel bir araştırma yöntemi benimsenmiştir. Kütahya’da endüstri sektöründe faaliyet gösteren bir şirketin 351 çalışanı örneklemi meydana getirmiştir. Veriler, “Farklılıkların Yönetimi Ölçeği” ile “Mobbing Ölçeği” aracılığıyla toplanmıştır. Tek yönlü ANOVA ve t-testi sonuçları, çalışanların farklılıkların yönetimi ve mobbinge yönelik algılarının, kimi faktörlerde anlamlı bir şekilde farklılaştığını ortaya koymuştur. Korelasyon analizi sonucunda ise, farklılıkların yönetimi ve mobbing arasında istatistiksel olarak anlamlı ve negatif bir ilişki saptanmıştır. Sonuç olarak çalışanların, örgütlerinde etkili bir farklılıkların yönetimi politika ve uygulamaları olduğuna ilişkin algılarının, mobbinge yönelik algılarını azaltabileceği belirlenmiştir. Bununla birlikte, kadın, beyaz yakalı, bekar ve lisans mezunu çalışanların mobbingi daha fazla algıladığı tespit edilmiştir. Bu, çalışanların cinsiyetleri, örgütsel pozisyonları, medeni durumları ve eğitim seviyeleri bakımından, örgüt içerisinde ilgili gruplar arasındaki bir kategorizasyon süreci sonucunda ortaya çıktığını düşündürmektedir.

Anahtar Kelimeler

Farklılıkların Yönetimi Mobbing Sosyal Kimlik Kuramı

Kaynakça

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  • Parrotta, P., Pozzoli, D., & Pytlikova, M. (2014). Labor diversity and firm productivity. European Economic Review, 66, 144-179.
  • Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2(2), 2158244012444615.
  • Penhaligon, N. L., Louis, W. R., & Restubog, S. L. D. (2009). Emotional anguish at work: The mediating role of perceived rejection on workgroup mistreatment and affective outcomes. Journal of Occupational Health Psychology, 14(1), 34-45.
  • Pitts, D. W. (2006). Modeling the impact of diversity management. Review of Public Personnel Administration, 26(3), 245-268. doi:10.1177/0734371x05278491
  • Postigo, S., González, R., Montoya, I., & Ordoñez, A. (2013). Theoretical proposals in bullying research: a review. Anales de psicología, 29(2), 413-425.
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  • Salin, D., & Hoel, H. (2013). Workplace bullying as a gendered phenomenon. Journal of Managerial Psychology, 28(3), 235-251. doi:10.1108/02683941311321187
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  • Sischka, P. E., Schmidt, A. F., & Steffgen, G. (2020). Further evidence for criterion validity and measurement invariance of the Luxembourg Workplace Mobbing Scale. European Journal of Psychological Assessment, 36(1), 32.
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  • Vveinhardt, J. (2010). The diagnostics of mobbing as discrimination in employee relations aiming to improve the organizational climate in Lithuanian organizations. Management theory and studies for rural business and infrastructure development, 21(2), 173-184.
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  • Weber, T. J., Sadri, G., & Gentry, W. A. (2018). Examining diversity beliefs and leader performance across cultures. Cross Cultural & Strategic Management, 25(3), 382-400. doi:10.1108/ccsm-11-2016-0200
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  • Wijermans, N., Scholz, G., Neumann, M., Paolillo, R., & Templeton, A. (2023). Social identity modelling. JASSS, 26(3), 15. doi:10.18564/jasss.5188
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  • Yıldırım, H., & Uysaloglu, B. (2012). Impact of demographic factors on employee's perception of mobbing: a case study from a logistics company. Procedia-Social and Behavioral Sciences, 58, 634-644.
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Toplam 111 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Araştırma Makalesi
Yazarlar

Ahmet Başaran 0000-0001-9402-1635

Ayşe Çiğdem Kırel 0000-0003-2362-2294

Yayımlanma Tarihi 31 Mart 2024
Gönderilme Tarihi 21 Ocak 2024
Kabul Tarihi 28 Mart 2024
Yayımlandığı Sayı Yıl 2024 Cilt: 7 Sayı: 1

Kaynak Göster

APA Başaran, A., & Kırel, A. Ç. (2024). Farklılıkların yönetimi ve mobbing: Sosyal kimlik kuramı bağlamında nicel bir araştırma. Business Economics and Management Research Journal, 7(1), 48-66. https://doi.org/10.58308/bemarej.1423439
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