Analysis of the relationship between organizational commitment and counter productive work behaviour on academicians
Abstract
This study investigates the relationship between counter productive work behavior and organizational commitment which is one of the problems that organizations frequently face with in recent years. The relationship between affective commitment, normative commitment and continuance commitment from organizational commitment dimensions and abuse, production deviance, sabotage, theft and withdrawal from counter productive work behavior are examined one by one. The study has been conducted with the participation of 219 academic staff working at Dumlupınar University. In the study, a correlation analysis is performed to determine the relationship between the variables. Furthermore, Kruskal-Wallis H and Mann-Whitney U tests are conducted to determine their association with demographic variables. As a result of the analyses this study detects that affective commitment and normative commitment dimensions have negative direction and significant relationship with the withdrawal and abuse dimensions. Additionally, the negative direction and significant relationships are found between continuance commitment and withdrawal, abuse, theft dimension.
References
Akbaş Tuna, A., & Boylu Y. (2016). The Impacts Of Perceived Organizational Support And Job-Related Affective Well-Being On Counterproductive Work Behavior: A Study In Service Sector (in Turkish). İşletme Araştırmaları Dergisi, 8 (4), 505-521.
Allen, N.J., & Meyer, J.P. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1), 61-89.
Anttila, E. (2014). Components Of Organızatıonal: A Case Study Consisting Line Managers From Finnish İndustrial Company (Master thesis), University of Tampere School of Education. Retrieved from https://trepo.tuni.fi/handle/10024/96724
Balay, R. (2014). Organizational Commitment in Administrators and Teachers (in Turkish ). Pegem Akademi. Ankara, Turkey.
Becker, H.S. (1960), Notes on The Concept of Commitment. The American Journal Of Sociology, 66 (1), 32-40.
Behrem, Ü. (2017). A Study on Investigation of the Effect of Five Factor Personality Traits on Anti-Productivity Behavior Through Organizational Justice Perception (Master thesis, in Turkish). Yıldız Teknik Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul, Turkey.
Bennett, R.J. & Robinson, S.L. (2000). Development of a Measure of Workplace Deviance. Journal of Applied Psychology, 85 (3), 349-360.
Çetin, F., & Fıkırkoca, A. (2010). Can Beyond Role Positive Behaviors be Predicted with Personal and Attitude Factors? (in Turkish), Ankara Üniversitesi SBF Dergisi, 65(4), 41-66.
Demirel, Y. (2009). Conceptual Approach to the Relationship Between Organizational Commitment and Anti-Productivity Behavior (in Turkish). İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 8 (15), 115-132.
Doğan, A., & Deniz, N. (2017). The Role of Organizational Culture in How the Perceived Leadership Style Affect the Emergence of Counterproductive Work Behaviors (in Turkish). Uluslararası Sosyal Araştırmalar Dergisi, 10 (52), 1015-1024.
Doğruöz, E., & Özdemir,M. (2018). Anti-Production Business Behaviors and Organizational Commitment Relationship in Educational Organizations (in Turkish), İlköğretim Online, 17 (1), 396-413.
Gerçek, M., (2017). Investigating the Effects Of Ethical Climate and Organizational Trust on Counterproductive Work Behaviors (in Turkish). Uluslararası Sosyal Araştırmalar Dergisi, 10 (51), 953-963.
Gül, H. (2003). The Behavioural Commitment Approach And Evaluation (in Turkish). Yönetim ve Ekonomi Dergisi, 10 (1), 73-83.
Güldü, Ö. (2014). The Effects of Life Satisfaction, Emotional Intelligence, and Moral Maturity on Counter Productive Work Behaviors in Female Workers (in Turkish). Kastamonu University Journal of Economics & Administrative Sciences Faculty, 3 (2), 48-64.
Hafidz, S.W.M. (2012). Individual Differences as Antecedents of Counterproductive Work Behaviour. Asian Social Science, 8 (3), 220-226.
Hollınger, R.C., & Clark, J.P. (1983). Deterrence in the Workplace: Perceived Certainty, Perceived Severity, and Employee Theft. Social Forces, 62 (2), 398-418.
Kanten, P., & Ülker, F. (2014). The Effect of Management Style on Counterproductive Behaviors: Mediating Role of Work Alienation (in Turkish). Sosyal Bilimler Enstitüsü Dergisi, 32, 16-40.
Kaya, N., & Selçuk, S. (2007). How Does the Individual Success Drive Affect Organizational Commitment? (in Turkish). Doğuş Üniversitesi Dergisi, 8 (2), 175-190.
Kırbaşlar, M. (2013). A Study on the Investigation of Employees' Relationship with Ethical Climate Perceptions, Organizational Trust Perception and Anti-Productivity Behavior (in Turkish). Yüksek Lisans Tezi, İstanbul Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul, Turkey.
Kılıç, S. (2013), The Relationship between Perceived Ethical Organizational Climate and Anti-Productivity Business Behavior (Doctoral dissertation, in Turkish). Niğde Üniversitesi, Sosyal Bilimler Enstitüsü, Niğde, Turkey.
Lunenburg, F.C. (2012). Compliance Theory and Organizational Effectiveness. International Journal of Scholarly Academic Intellectual Diversity, 14 (1), 1-4.
McMahon, B. (2007). Organizational commitment, relationship commitment and their associatıon with attachment style and locus of control (Unpublished master dissertation). Master of Science in Psychology, Georgia Institute of Technology, Atlanta, USA.
Martinko, M.J., Gundlach, M.J., & Douglas, S.C. (2002), Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective. Internatıonal Journal of selectıons and Assessment, 10 (1/2), 36-50.
Marcus, B., & Schuler, H. (2004). Antecedents of Counterproductive Behavior At Work: A General Perspective. Journal of Applied Psychology, 89 (4), 6447-6660.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551.
Mount, M., Ilines, R., & Johnson, E. (2006). Relationship of Personality Traits and Counterproductive Work Behaviors: The Mediating Effects of Job Satisfaction, Personnel Psychology, 59 (3), 591–622.
Noordin, F., Abdul Rahim, A.R., İbrahim, A.H., & Omar, M.S. (2011). An Analysıs of Career Stages on Organizational Commitment of Australian Managers. İnternational Journal of Business and Social Science, 2 (17), 117-126.
Penney, L.M., & Spector, P.E. (2002). Narcissism and Counterproductive Work Behavior: Do Bigger Egos Mean Bigger Problems?, Internatıonal Journal of Selectıon and Assessment, 10 (1/2), 126-134.
Polatçı, S., Özçalık, F., & Cindiloğlu, M. (2014). The Effects of Person Organizational Compliance on Anti-Productivity Business Behavior and Organizational Citizenship Behavior (in Turkish). Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7 (3), 1-12.
Polatçı, S., & Özçalık, F. (2015). The Mediating Role of Positive and Negative Affectivity on the Relationship Between Perceived Organizational Justice and Counterproductive Work Behavior (in Turkish). Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17 (2), 215-234.
Robınson, S.L., & Bennett, R.J. (1995). A Typology of Devıant Workplace Behavıors: A Multıdımensıonal Scalıng Study. Academy of Management Journal, 38 (2), 555-572.
Sackett, P.R. (2002). The Structure of Counterproductive Work Behaviors: Dimensionality and Relationships with Facets of Job Performance. International Journal of Selection and Assessment, 10 (12), 5-11.
Sezici, E. (2015), The Role of Personalıty Traıts on Counterproductıve Work Behavıors (in Turkish). Uluslararası İktisadi ve İdari İncelemeler Dergisi, 7(14), 1-22.
Spector, P. E. & Fox, S. (2005). The stressor-emotion model of Counterproductive work behavior. S. Fox ve P. E. Spector, (Ed.), Counterproductive work behavior: Investigations of actors and targets içinde (151-174). Washington,
DC: APAAdded
Spector, P.E., Fox, S., Penney, L.M., Bruursema, K., Goh, A., & Kessler, S. (2006). The Dimensionality of Counterproductivity: Are All Counterproductive Behaviors Created Equal?. Journal of Vocational Behavior, 68 (3), 446–460.
Özüren, Ü., (2017). Anti-Productivity Behaviors and Results Based on Nepotism Practices in Textile Enterprises (master thesis, in Turkish). İstanbul Kültür Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul, Turkey.
Tüfekçi, U., Yıldız Bağdoğan, S., & Keser, A. (2016). Investigation of the Relationship Between Anti-Productivity Business Behaviors and Organizational Commitment (in Turkish). IV Örgütsel davranış kongresi.
Ulutürk, Ş. (2016). Organizational Culture and Organizational Commitment Relations: A Research on Bank Employees (Master thesis, in Turkish), Nişantaşı Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul, Turkey.
The Author wishes to submit the Work to SJM for publication. To enable SJM to publish the Work and to give effect to the parties’ intention set forth herein, they have agreed to cede the first right to publication and republication in the SJM Journal.
Cession
The Author hereby cedes to SJM, who accepts the cession, to the copyright in and to the paper.
The purpose of the cession is to enable SJM to publish the Work, as first publisher world-wide, and for republication in the SJM Journal, and to grant the right to others to publish the Work world-wide, for so long as such copyright subsists;
SJM shall be entitled to edit the work before publication, as it deems fit, subject to the Authors approval
The Author warrants to SJM that:
- the Author is the owner of the copyright in the Work, whether as author or as reassigned from the Author’s employee and that the Author is entitled to cede the copyright to SJM;
- the paper (or any of its part) is not submitted or accepted for publication in any other Journal;
- the Work is an original work created by the Author;
- the Author has not transferred, ceded, or assigned the copyright, or any part thereof, to any third party; or granted any third party a licence or other right to the copyright, which may affect or detract from the rights granted to SJM in terms of this agreement.
The Author hereby indemnifies the SJM as a body and its individual members, to the fullest extent permitted in law, against all or any claims which may arise consequent to the warranties set forth.
No monetary consideration shall be payable by SJM to the Author for the cession, but SJM shall clearly identify the Author as having produced the Work and ensure that due recognition is given to the Author in any publication of the Work.
Should SJM, in its sole discretion, elect not to publish the Work within 1 year after the date of this agreement, the cession shall lapse and be of no further effect. In such event the copyright shall revert to the Author and SJM shall not publish the Work, or any part thereof, without the Author’s prior written consent.