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Çalışmanın amacı algılanan örgütsel destek ile çalışmaya tutkunluk arasındaki ilişkide örgütsel güvenin aracı rolünü incelemektir. Bu amaç doğrultusunda 228 öğretim elemanına kolayda örnekleme yöntemi ile ölçekler ve kişisel bilgi formu uygulanmıştır. Çalışmada algılanan örgütsel desteği ölçmek için tek boyuttan oluşan algılanan örgütsel destek ölçeğinden; (AÖD-Ö) örgütsel güvenin ölçümünde de örgütsel güven ölçeğinden (ÖG-Ö) yararlanılmıştır. ÖG-Ö örgüte güven ve yöneticiye güven olmak üzere iki alt boyuttan oluşmaktadır. Çalışmaya tutkunluğun ölçümünde ise yoğunlaşma, dinçlik ve adanmışlık alt boyutlarından oluşan çalışmaya tutkunluk ölçeği (ÇT-Ö) kullanılmıştır. Çalışmada kullanılan ölçeklerin geçerlik ve güvenirlik analizleri yapılmıştır. Bu çerçevede keşfedici faktör analizi, doğrulayıcı faktör analizi ve Cronbach Alpha katsayısından yararlanılmıştır. Çalışma verilerinden elde edilen bulgular ile araştırmanın kavramsal modeli sınanmıştır. Yapısal eşitlik modellemesi sonuçlarına göre algılanan örgütsel desteğin çalışmaya tutkunluğun yoğunlaşma, adanmışlık ve dinçlik alt boyutları üzerinde pozitif yönde etkisi bulunmaktadır. Ayrıca algılanan örgütsel desteğin çalışmaya tutkunluğun dinçlik boyutu üzerindeki etkisinde örgüte güven ve yöneticiye güvenin kısmi aracı etkisi bulunmaktadır.
The purpose of the study is to explore the role of the instrument of organizational trust in the relationship between the recognized organizational support and the passion for work. For this purpose, 228 teachers have been applied scales and personal information forms with the easy sample method. For the purpose of measuring the organizational support identified in the study, the organizational support measurement is made up of a single dimension; the organizational trust measurement is also used by the organizational trust measurement (OG-Ö). It consists of two sub-dimensions: trust in the organization and trust in the manager. In the measurement of the passion for work, the scale of passion for work (CT-Ö) was used, consisting of the subdimensions of concentration, devotion and dedication. The validity and reliability of the scales used in the study were analyzed. In this framework, the detective factor analysis, the verifying factor analysis and the Cronbach Alpha ratio were used. The findings obtained from the study data and the conceptual model of the research has been tested. According to the results of structural equality modeling, the organizational support perceived has a positive impact on the subdimensions of focus, dedication and devotion to the work. In addition, the influence of organizational support perceived on the work of passion on the scale of passion has a partial instrumental effect of trust in the organization and trust in the manager.
The aim of the study is to examine the mediator role of organizational trust in the relationship between perceived organizational support and work engagement. In accordance with this purpose, personal information form and scales conducted to 228 academicians by convenience sampling method. In order to measure perceived organizational trust, perceived organizational trust scale (POT-S) was used. Besides, organizational trust scale (OT-S) was applied to measure organizational trust. That scale consists of two sub-dimensions: trust in the organization and trust in the manager. Moreover to measure work engagement, work engagement scale (WE-S) that composed of three sub-dimensions; absorption, vigor and dedication was used. Validity and reliability analyzes of these scales utilized in the study. In this context, exploratory factor analysis, confirmatory factor analysis and Cronbach’s Alpha coefficient were used. The conceptual model of the research was tested with the findings obtained from the study data. According to the results of the structural equation modeling, perceived organizational support has a positive effect on the absorption, dedication and vigor sub-dimensions of work engagement. In addition, the effect of perceived organizational support on the vigor dimension of work engagement has a partial mediator effect on trust in the organization and trust in the manager
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Uluslararası
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