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Bu çalışmada, örgütsel muhalefetin işten ayrılma niyeti üzerindeki etkisi incelenmiştir. İlgili yazın incelendiğinde, örgütsel muhalefet ve işten ayrılma niyeti kavramlarına yönelik çalışmalar daha önce pek fazla ele alınmaması, bu araştırmanın motivasyon kaynağı olmuştur. Araştırmanın örneklemini otomotiv sektöründe faaliyet gösteren bir özel işletmede çalışan beyaz yakalı çalışanlar oluşturmaktadır. Yapılan araştırmanın sonucuna göre, örgütsel muhalefet ile işten ayrılma niyeti arasında doğrusal ve pozitif yönlü düşük etki olduğu görülmüştür. Aynı zamanda, araştırmanın bulguları örgütsel muhalefetin alt boyutlarından olan gizli muhalefet ile işten ayrılma niyeti arasında doğrusal ve pozitif yönlü bir etki olmasına karşın açık muhalefet ile işten ayrılma niyeti arasında doğrusal ve negatif yönlü etki olduğunu göstermektedir. Ayrıca örgütsel muhalefetin alt boyutu olan dışsal muhalefetin işten ayrılma niyeti üzerinde bir etkisi olmadığı araştırmanın bir diğer sonucudur.
In this study, the impact of organizational opposition on the intention of leaving the job was studied. When the relevant summer was studied, the work on the concepts of organizational opposition and the intention to leave the job has not been much discussed before, this research has been the source of motivation. The sample of the research is made by white-held employees working in a private enterprise that operates in the automotive industry. The study found that there was a low linear and positive impact between organizational opposition and the intention to leave the job. At the same time, the findings of the research show that there is a linear and positive effect between the secret opposition and the intention to leave the job, which is from the lower dimensions of organizational opposition, and the intention to leave the job, though there is a linear and negative effect between the open opposition and the intention to leave the job. It is also another conclusion of the study that the external opposition, which is the lower dimension of organizational opposition, has no influence on the intention of leaving the job.
A study of the relevant literature reveals that the concepts of organizational dissent and intention to leave have not been considered with any frequency, which was the source of motivation for this research. This study examines the effects of organizational dissent on intention to leave. The sample consists of white collar individuals working in the automotive sector. According to the results, there is a linear and positive effect of organizational dissent on intention to leave. In addition, this study shows a linear and positive effect of latent dissent, which is a subdimension of organizational dissent on intention to leave. Despite this, there is a linear and negative effect of articulated dissent which is a subdimension of organizational dissent on intention to leave. However, another result suggests that displaced dissent, which is a subdimension of organizational dissent, does not significantly affect the intention to leave.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Ulusal
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