Victims had lower levels of job satisfaction and most of them intended to leave the job
📌 3 Key Takeaways
🎯
Objective & Hypothesis:This paper aims to explore the relations between the perceived causes and dimensions of mobbing and two important organizational consequences, job satisfaction and turnover intention.
📊
Key Findings & Data:The study employed survey design to collect data from 248 white collar employees working for SME’s operating in the agriculture industry in Antalya, Turkey.
💡
Conclusion & Impact:Victims had lower levels of job satisfaction and most of them intended to leave the job
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Mobbing · perceived causes of mobbing · job satisfaction
Abstract
This paper aims to explore the relations between the perceived causes and dimensions of mobbing and two important organizational consequences, job satisfaction and turnover intention. The study employed survey design to collect data from 248 white collar employees working for SME’s operating in the agriculture industry in Antalya, Turkey. Leymann Inventory of Psychological Terrorization was used for data collection. More than half of the respondents had been subjected to some kind of mobbing during the previous year, for at least six months duration, most frequently from peers and generally due to organizational factors. Victims had lower levels of job satisfaction and most of them intended to leave the job
AKAR, N. Y., ANAFARTA, N., SARVAN, F. (2011). Causes, Dimensions and Organizational Consequences of Mobbing: An Empirical Study. Ege Akademik Bakış Dergisi, Cilt: 11 - Sayı: 1, 179–191. https://ajindex.com/articles/752085
Antalya Büyükşehir Belediyesi (2009) h t t p: / / w w w. a n t a l y a. c o m. t r / t r / e k o n o m i / t a r i m. cfm?tanitimId=905, (11.08.2009).
Aycan, Z. and Kanungo, R.N. (2000) “Toplumsal Kültürün Kurumsal Kültür ve İnsan Kaynakları Uygulamaları Üzerine Etkileri” (Social Culture’s Effects on Institutional Culture and Human Resources Practices), Aycan Z. (ed.) Akademisyenler ve Profesyoneller Bakış Açısıyla Türkiye’de Yönetim, Liderlik ve İnsan Kaynakları Uygulamaları, Ankara, Türk Psikologlar Derneği Yayınları, 21: 25-53.
Aytaç, S., Bayram, N. and Bilgel, N. (2005) “Çalışma Yaşamında Yeni Bir Baskı Aracı: Mobbing” (A New Pressure Instrument in Working Life: Mobbing), İstanbul, 13. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı: 333-337.
Aytolun, Z. (2009) “Meğer Mobbing’e Uğramışım ” (Although I Have Been Mobbed), Cumhuriyet PAZAR, 23(1206/3rd May): 1-3.
Baykal, A.N. (2005) Yutucu Rekabet: Kanuni Devrindeki Mobbing’den Günümüze (Absortive Competition: From the Mobbing of Kanuni’s Period to Present), İstanbul, Sistem Yayıncılık. Çözümlenmesine İlişkin Çalışmalar” (Studies about Conflict Solution in the Organizations in Turkey), Aycan Z. (ed.) “Workplace Bullying: A Systematic Review of Risk Factors and Outcomes”, Theoretical Issues in Ergonomics Science, 7(3): 311-327.
Mor Barak, M.E., Nissly, J.A. and Levin, A. (2001) “Antecedents to Retention and Turnover among Child Welfare, Social Work, and Other Human Service Employees: What Can We Learn from Past Research? A Review and Metanalysis”, Social Service Review, 75(4): 625-661.
Morrison, R.L. and Nolan, T. (2007) “Negative Relationships in the Workplace: A Qualitative Study”, Qualitative Research in Accounting and Management, 4(3): 203-221.
Özarallı, N. and Torun, A. (2007) “Çalışanlara Uygulanan Zorbalığın Mağdurların Kişilik Özellikleri, Negatif Duygular ve İşten Ayrılma Niyetleriyle İlişkisi Üzerine Bir Araştırma” (A Research on Victims’ Personality Characteristics, Negative Emotions and Turnover Intentions Relation with Bullying to Implement to Workers), Sakarya, 15. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı: 939-947.
Özen, Ş. (1996) Bürokratik Kültür 1: Yönetsel Değerlerin Toplumsal Temelleri (Bureaucratic Culture 1: Foundations of Social of Managerial Values), Ankara, Türkiye ve Orta Doğu Amme İdaresi Enstitüsü (TODAİ), 272. Quine, L. (2001) “Workplace Bullying in Nurses”, Journal of Health Psychology, 6(1): 73-84.