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Bu çalışmanın amacı, örgütsel yalnızlık algısının örgütsel bağlılık üzerindeki etkisinin incelenmesidir. İş görenin kendini örgüt içinde yalnız hissetmesi, örgütsel bağlılığını azaltabilmektedir. Örgüte bağlılığı azalan bireyin performansının düşmesi, örgütün verimliliğini olumsuz yönde etkilemektedir. Buna karşılık, örgüt içinde iletişim kurabilen, kendini örgütün başarılı ve önemli bir üyesi olarak işgörenin örgütsel bağlılığı yüksek olmaktadır. Çalışanın örgütsel bağlılığı arttıkça, performansı ve verimlilik düzeyi de artmaktadır. Böylelikle kişi hem yalnızlık duygusundan kurtulmakta hem de örgütün verimliliğine katkı sağlamaktadır. Çalışma, sosyal mübadele teorisine dayanmaktadır. Teoriye göre bireyler sosyal ilişkilere, ödüllendirilme beklentisi ile girmektedir. Birbirleriyle etkileşim halinde olan çalışanlar kendilerini örgüt içerisinde yalnız hissetmemekte ve bu ilişkilerinden maddi faydanın yanı sıra sosyal bir fayda da sağlayabilmektedir. Kendini örgütün önemli bir parçası olarak gören çalışanın bağlılığı artmakta beklentilerinin yeterli düzeyde karşılanmadığını düşünmesi durumunda da bağlılığı zayıflayabilmektedir. Araştırmanın örneklemini kolayda örnekleme yöntemi ile ulaşılan 387 bankacılık sektörü çalışanı oluşturmaktadır. Verilerin analizinde SPSS 25 programı kullanılmıştır. Yapılan regresyon analizi sonucunda, örgütsel yalnızlığın duygusal yoksunluk boyutunun, örgütsel bağlılığın duygusal bağlılık boyutu üzerinde istatistiksel açıdan anlamlı ve negatif bir etkisinin olduğu sonucuna ulaşılmıştır. Ayrıca, örgütsel yalnızlığın duygusal yoksunluk boyutunun örgütsel bağlılığın normatif bağlılık boyutu üzerinde istatistiksel açıdan anlamlı ve negatif bir etkisi olduğu görülmektedir.
The aim of this study is to study the impact of the perception of organizational loneliness on organizational commitment. The feeling of self-sufficiency within the organization can reduce its organizational commitment. The decrease in the performance of the individual with a reduced commitment to the organization negatively affects the efficiency of the organization. In contrast, the organizational commitment of the employer, who can communicate within the organization, is high as a successful and important member of the organization. As the employee’s organizational commitment increases, the performance and efficiency levels are also increasing. Thus, the person both gets rid of the feeling of loneliness and contributes to the efficiency of the organization. The study is based on the theory of social exchange. According to theory, individuals enter social relationships with the expectation of reward. Workers who interact with each other do not feel alone within the organization and can provide material benefit from these relationships as well as a social benefit. The commitment of the employee who sees himself as an important part of the organization increases; the commitment can also weaken if he considers that his expectations are not fulfilled adequately. The sample of the study is made up of 387 employees in the banking sector, which are achieved with the easy sample method. In the analysis of data, the SPSS 25 program was used. The result of the regression analysis was the conclusion that organizational loneliness has a statistically meaningful and negative impact on the degree of emotional absence, and that organizational commitment has a statistically meaningful and negative impact on the degree of emotional commitment. Furthermore, organizational loneliness has a statistically meaningful and negative impact on the dimensions of emotional absence of organizational commitment.
The aim of this study is to examine perception of the effect of organizational loneliness on organizational commitment. An employee’s loneliness inside the organization may decrease his organizational commitment. The decreased performance of such an employee effects the organization’s productivity in the negative direction. In contrast, an employee who is able to communicate within the organization, who sees himself as a successful and important part of the organization has a higher commitment. As an employee’s level of commitment increases, his performance and productivity increase, too. This way, an individual both avoids the feeling of loneliness and contributes to the productivity of the organization. The work is based on the social exchange theory. The theory states that individuals take part in social interactions with the expectation of being rewarded. Employees who interact with each other do not feel lonely in the organization, and they can gain social as well as financial benefits from these relationships. The loyalty of the employee who sees himself as an important part of the organization increases. On the other side, if he thinks that his expectations are not met sufficiently, his loyalty may weaken. The convenience sampling method was used to make up the sample space of the research, which consists of 387 banking sector workers. The SPSS 25 Program was used for data analysis. As a result of the regression analysis, it was found that the emotional deprivation dimension of organizational loneliness has a statistically significant and negative effect on affective commitment. In addition, it is seen that the emotional deprivation dimension of organizational loneliness has a statistically significant and negative effect on the normative commitment.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Ulusal
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