Abstract:

The general purpose of this study is to examine the relationship between organizational dissent and organizational ostacism according to teacher perceptions. The relational survey model, one of the general survey model types, was used in the study. The universe of the research consists of teachers working in official kindergartens, primary schools, secondary schools and high schools in the province of Elazig in the 2021-2022 academic year. The sample of the research was determined by the quota sampling method and the research was carried out by analyzing the data obtained from 626 teachers working at various levels. Within the scope of the research, the data were collected with the Organizational Dissent Scale (ODS), the Organizational Ostacism Scale (OOS) and the personal information form prepared by the researcher. Statistical package program was used in the analysis of the data in the research. The obtained data were analyzed by performing reliability, percentage, frequencies, t-test, ANOVA test, Pearson Correlation analysis and Multiple Regression Analysis. It has been determined that there is no statistically significant difference according to the teachers' perceptions of OD, vertical and horizontal dissent, which are its sub-dimensions, according to gender, education level and branch variables. It has been determined that there is a statistically significant difference according to the teachers' perceptions of OO, the sub-dimensions of isolation and nothingization, according to gender, education level and branch variables. According to the result of Pearson Correlation analysis, there are positive and significant relationships between OD (vertical dissent, horizontal dissent) and OO (nothingization, isolation). As a result of the multiple regression analysis, it is seen that the total scores of organizational dissent and the dimensions of vertical dissent and horizontal dissent significantly predict OO perception. According to these results, it can be said that the level of organizational dissent explains about 15% of the total variance in the perception of organizational ostacism.

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