KaydedilenlerDerginizi ekleyin

Dergiler / Istanbul Business Research / 2023 / Cilt: 52 Sayı: 1

Retaining Employees through Organizational Social Climate, Sense of Belonging and Workplace Friendship: A Research in the Financial Sector

Elif BİLGİNOĞLU
Uğur YOZGAT
Sayfa
67–85
Yayın Tarihi
2023-05-30
DOI
—
🏛️Bu makalenin bibliyografik verileri ve tam metin bağlantısı DergiPark üzerinden sağlanmıştır.
DergiPark Kaydı ↗
✨

Yapay Zeka Hızlı Bakış & Çıkarımlar

AI Insight
⚡ TL;DR(1 Cümlede Hızlı Çıkarım)

This paper highlighted the potential for employee turnover to directly / indirectly arise from the employees’ sense of belonging, social climate and workplace friendships acquired in the organization.

📌 3 Maddede Bu Makale

🎯
Amaç & Hipotez:This paper examined the impact of organizational social climate on employees’ sense of belonging, its impact on employees’ intention to leave as well as the moderating effect of workplace friendships on this relationship.
📊
Temel Bulgular & Veri:A total of 403 employees were surveyed.
💡
Sonuç & Katkı:This paper highlighted the potential for employee turnover to directly / indirectly arise from the employees’ sense of belonging, social climate and workplace friendships acquired in the organization.
🔬Tür:Uygulamalı Anket & Alan Araştırması
📍Kapsam:Genişletilmiş Akademik Örneklem
⚙️Değişkenler:Organizational Social Climate · Sense of Belonging · Workplace Friendship

Abstract

This paper examined the impact of organizational social climate on employees’ sense of belonging, its impact on employees’ intention to leave as well as the moderating effect of workplace friendships on this relationship. Using a convenient sampling method on financial sector employees working in Istanbul, Turkey, a survey was conducted. A total of 403 employees were surveyed. The findings of this study revealed that organizational social climate is positively associated with sense of belonging, while organizational social climate, sense of belonging and workplace friendship are negatively associated with intention to leave the organization. According to the findings, the workplace friendship moderates the relationship between sense of belonging and intention to leave. This paper demonstrated that social interactions in the workplace play a vitally important role in employees’ intentions to leave the organization. This contributes to conceptual understanding of the job embeddedness theory, which suggests that the relationships are one of the key factors that keep individuals in organizations. This paper highlighted the potential for employee turnover to directly / indirectly arise from the employees’ sense of belonging, social climate and workplace friendships acquired in the organization.

🔖

Bu Makaleye Atıf Yap

BİLGİNOĞLU, E., YOZGAT, U. (2023). Retaining Employees through Organizational Social Climate, Sense of Belonging and Workplace Friendship: A Research in the Financial Sector. Istanbul Business Research, Cilt: 52 Sayı: 1, 67–85. https://ajindex.com/articles/939885

📄 Tam Metin PDF Okuyucu

📄

PDF görüntüleyici hazırlanıyor...

Kaynakça (13)

  1. Ajzen, I. (1991).
  2. The theory of planned behavior, Organizational Behavior and Human Decision Processes, 50, 179-211.
  3. Allen, R.I., Lambert, E.G., Pasupuleti, S., Cluse-Tolar, T., Ventura, L.A. (2004). The impact of job characte- ristics on social and human service workers, Social Work & Society, 2, 173-188.
  4. Anderson, C.S. (1982). The search for school climate: A review of the research, Review of Educational Re- search, 52, 368-420.
  5. Asgharian, R., Yusoff, R., Mazhari, M.Y., Mardani, A., Soltan, E.K.H. (2013). Examining the effect of work- place friendships and job embeddedness on turnover intention (The case of Mashhad as a tourist destina- tion in Iran), International Journal of Business and Management Invention, 2, 17-25.
  6. Ashforth, B.E. (1985). Climate formation: Issues and extensions, The Academy of Management Review, 10, 837-847.
  7. Bagozzi, R.P. (1983). A holistic methodology for modeling consumer response to innovation, Operations Research, 31, 128-176.
  8. Bennett, J.B. (2004). Social climate research. In W.E. Craighead & C.B. Nemeroff (Eds.), The concise Corsi- ni encyclopedia of psychology and behavioral science (pp. 906-910). Hoboken: New Jersey: John Wiley & Sons, Inc. Björkqvist, K., Österman, K., Hjeit-Bäck, M. (1994). Aggression among university employees, Aggressive Behavior, 20, 173-184.
  9. Blau, G. (1989). Testing the generalizability of a career commitment measure and its impact on employee turnover, Journal of Vocational Behavior, 35, 88-103.
  10. Booker, K. (2016). Connection and commitment: How sense of belonging and classroom community influ- ence degree persistence for African American undergraduate women, International Journal of Teaching and Learning in Higher Education, 28, 218-229.
  11. Boyd, N.G., Taylor, R.R. (1998). A developmental approach to the examination of friendship in leader-follo- wer relationships, The Leadership Quarterly, 9, 1-25.
  12. Bryson, A., MacKerron, G. (2015). Are you happy while you work? The Economic Journal, 127(599), 106– 125. Bruhn, J. (2009). The group effect: Social cohesion and health outcomes. USA: Springer Science+Business Media. Cascio, W.F. (2015). Industrial–organizational psychology: Science and practice. In J.D. Wright (Eds.) Inter- national encyclopedia of the social & behavioral sciences (2nd Edition) (pp. 879-884). Oxford: Elsevier. Chadsey, J., Beyer, S. (2001). Social relationships in the workplace, Mental retardation and developmental disabilities research reviews, 7, 128–133.
  13. Chiaburu, D.S., Harrison, D.A. (200