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Konaklama İşletmelerinde İnsan Kaynakları Çalışanlarına Göre Sapkın Çalışan Davranışları ve Psikolojik İyi Oluş

Year 2023, Volume: 7 Issue: 3, 2381 - 2410, 18.09.2023
https://doi.org/10.25295/fsecon.1336885

Abstract

Bu çalışmada konaklama endüstrisindeki insan kaynakları (İK) çalışanları açısından işgörenlerin sapkın davranışları ve psikolojik iyi oluşunun incelenmesi amaçlanmıştır. Araştırmada hem nicel hem de nitel yöntem uygulanmıştır. Nicel veriler için sapkın davranış ölçeğinden yararlanılmıştır. Nitel veri toplamak için araştırmacılar tarafından yarı yapılandırılmış görüşme formları oluşturulmuştur. Araştırmanın nitel kısmına 12 İK çalışanı gönüllü olarak katılırken, nicel kısmına 207 İK çalışanı katılmıştır. Araştırma sonucuna göre; İK çalışanları işgören davranışlarından en fazla hırsızlık sapkın davranışını ifade etmiştir. Sapkın çalışan davranışının en temel nedenin kişilik sorunları olduğu ve sapkın çalışan davranışının önlenmesi için işgörenlerin eğitim verilmesi gerektiğini belirtmiştir. İşgörenlerin iyilik halinin geliştirilmesi içinde en fazla doğum günü kutlamaları ile ayın personeli seçimi faaliyetlerinin yapıldığı anlaşılmıştır. İK çalışanlarının sapkın çalışan davranışları puanları ile İK çalışanlarının görüşleri incelendiğinde ise hem nicel hem de nitel bulgular işgörenler arasında kavgaya yönelik ilişki olduğunu ortaya koymaktadır.

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Deviant Employee Behaviors and Psychological Well-Being According to Human Resources Employees in Hospitality Business

Year 2023, Volume: 7 Issue: 3, 2381 - 2410, 18.09.2023
https://doi.org/10.25295/fsecon.1336885

Abstract

This study aims to examine the employees' deviant behaviors and psychological well-being in terms of human resources (HR) employees in the hospitality industry. Both quantitative and qualitative methods were used in the research. The deviant behavior scale was used for quantitative data. Semi-structured interview forms were created by the researchers to collect qualitative data. While 12 HR employees voluntarily participated in the qualitative part of the research, 207 HR employees participated in the quantitative part. According to the research result, HR employees expressed the most theft-deviant behavior among employee behaviors. He stated that the main reason for deviant employee behavior is personality problems and that employees should be trained to prevent deviant employee behavior. To improve the well-being of the employees, it was understood that the birthday celebrations and the selection of the personnel of the month activities were carried out the most. When the deviant behavior scores of HR employees and the opinions of HR employees are examined, both quantitative and qualitative findings reveal that there is a significant relationship among employees who are more inclined to fight with deviant behavior.

References

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  • Alias, M., Rasdi, R. M., Ismail, M. & Samah, B. A. (2013). Human Resource Development International Influences of Individual-Related Factors and Job Satisfaction on Workplace Deviant Behaviour Among Support Personnel in Malaysian Public Service Organizations, Human Resource Development International, 16(5), 538-557. Doi: 10.1080/13678868.2013.812315.
  • Alias, M., Wai, C. K., Ahmad, Z. & Azim, A. M. (2018). Workplace Deviant Behavior Among Malaysia Hotel Employees. Does Organizational Factors Matter?. International Journal of Engineering & Technology, 7, 960-964.
  • Anderson. N., Ones. D. S., Sinangil. H. K. & Viswesvaran. C. (2001). Handbook of Industrial. Work & Organizational Psychology. Sage Publications.
  • Aubé, C., Rousseau, V., Mama, C. & Morin, E. M. (2009). Counterproductive Behaviors and Psychological Well-Being: The Moderating Effect of Task Interdependence. Journal of Business and Psychology, 24, 351-361.
  • Baum. T. (2007). Human Resources in Tourism: Still Waiting for Change. Tourism Management, 28(6), 1383-1399.
  • Berry, C. M., Ones, D. S. & Sackett, P. R. (2007). Interpersonal Deviance, Organizational Deviance, and Their Common Correlates: A Review and Metaanalysis. Journal of Applied Psychology, 92(2), 410.
  • Boddy, C. R. (2014). Corporate Psychopaths, Conflict, Employee Affective Well-Being and Counterproductive Work Behaviour. Journal of Business Ethics, 121(1), 107-121.
  • Bolton, L. R., Becker, L. K. & Barber, L. K. (2010). Big Five Trait Predictors of Differential Counterproductive Work Behavior Dimensions. Personality and Individual Differences, 49(5), 537-541.
  • Bowling, N. A. & Gruys, M. L. (2010). Overlooked Issues in The Conceptualization and Measurement of Counterproductive Work Behavior. Human Resource Management Review, 20(1), 54-61.
  • Bilgen, Ö. B. & Doğan, N. (2017). Puanlayıcılar Arası Güvenirlik Belirleme Tekniklerinin Karşılaştırılması. Journal of Measurement and Evaluation in Education and Psychology, 8(1), 63-78.
  • Bunk, J. A., Karabin, J. & Lear, T. (2011). Understanding Why Workers Engage in Rude Behaviors: A Social Interactionist Perspective. Current Psychology, 30, 74-80.
  • Chen, C. T. & King, B. (2018). Shaping The Organizational Citizenship Behavior or Workplace Deviance: Key Determining Factors in The Hospitality Workforce. Journal of Hospitality and Tourism Management, 35, 1-8.
  • Chen, Y., Zhang, F., Wang, Y. & Zheng, J. (2020). Work-Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being Among Construction Professionals: A Sequential Mediation Model. International Journal of Environmental Research and Public Health, 17(18), 6883, 1-20.
  • Choi, Y., Yoon, D. J., Lee, J. D. & Lee, J. Y. E. (2023). Relationship Conflict and Counterproductive Work Behavior: The Roles of Affective Well-Being and Emotional Intelligence. Review of Managerial Science, 1-20.
  • Crede, M., Chernyshenko, O. S., Stark, S., Dalal, R. S. & Bashshur, M. (2007). Job Satisfaction as Mediator: An Assessment of Job Satisfaction's Position Within the Nomological Network. Journal of Occupational and Organizational Psychology, 80(3), 515-538.
  • Cullen. M. J. & Sackett. P. R. (2003). Personality and Counterproductive Workplace Behavior. M. R. Barrick & M. A. Ryan (Ed.), Personality and Work. San Francisco USA: Jossey Bass Published.
  • Dagenais-Desmarais. V. & Savoie. A. (2012). What Is Psychological Well-Being. Really? A Grassroots Approach from The Organizational Sciences. Journal of Happiness Studies, 13(4), 659-684.
  • Dar, N. & Rahman, W. (2022). Interactional Justice and Deviant Workplace Behavior: The Mediating Role of Perceived Supervisor Support in Hotel Industry of KP-Pakistan. Journal of Entrepreneurship, Management, and Innovation, 4(1), 149-166.
  • Demir, M. (2009). Konaklama İşletmelerinde Duygusal Zekâ, Örgütsel Sapma, Çalışma Yaşamı Kalitesi ve İşten Ayrılma Eğilimi Arasındaki İlişkinin Analizi. Yayımlanmamış Doktora Tezi, Dokuz Eylül Üniversitesi, Sosyal Bilimler Enstitüsü, İzmir.
  • Demir, M. (2011). Effects of Organizational Justice, Trust and Commitment on Employees’ Deviant Behavior. Anatolia-An International Journal of Tourism and Hospitality Research, 22(2), 204-221.
  • Devonish, D. (2013). Workplace Bullying, Employee Performance and Behaviors: The Mediating Role of Psychological Well-Being. Employee Relations, 35(6), 630-647.
  • de Jonge, J. & Peeters, M. C. (2009). Convergence of Self-Reports and Coworker Reports of Counterproductive Work Behavior: A Cross-Sectional Multi-Source Survey Among Health Care Workers. International Journal of Nursing Studies, 46(5), 699-707.
  • Douglas, S. C. & Martinko, M. J. (2001). Exploring the Role of Individual Differences in the Prediction of Workplace Aggression. Journal of Applied Psychology, 86(4), 547-559.
  • Dunlop, P. D. & Lee, K. (2004). Workplace Deviance, Organizational Citizenship Behavior, and Business Unit Performance: The Bad Apples Do Spoil the Whole Barrel. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(1), 67-80.
  • Enz. C. A. & Siguaw. J. A. (2000). Best Practices in Human Resources. Cornell Hotel and Restaurant Administration Quarterly, 41(1), 48-61.
  • Evwierhurhoma, E. D. & Oga, K. C. (2020). Employee Work Self-Estrangement and Employee Deviant Behaviour in The Hotel Industry Within South-South, Nigeria. www. accexgate. com, 1(4), 235-247.
  • Fida, R., Paciello, M., Tramontano, C., Fontaine, R. F., Barbaranelli, C. & Farnese, M. L. (2015). An Integrative Approach to Understanding Counterproductive Work Behavior: The Roles of Stressors, Negative Emotions, and Moral Disengagement. Journal of Business Ethics, 130, 131-144.
  • Fine. S., Horowitz. I., Weigler. H. & Basis. L. (2010). Is Good Character Good Enough? The Effects of Situational Variables on The Relationship Between Integrity and Counterproductive Work Behaviors. Human Resource Management Review, 20, 73-84.
  • Fox, S., Spector, P. E. & Miles, D. (2001). Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions. Journal of Vocational Behavior, 59(3), 291-309.
  • Ghosh, A. & Shum, C. (2019). Why Do Employees Break Rules? Understanding Organizational Rule-Breaking Behaviors in Hospitality. International Journal of Hospitality Management, 81, 1-10.
  • Greenberg. L. & Barling. J. (1999). Predicting Employee Aggression Against Coworkers. Subordinates and Supervisors: The Roles of Person Behaviors and Perceived Workplace Factors. Journal of Organizational Behavior, 20, 897-913.
  • Greenberg, J. (2002). Who Stole the Money, and When? Individual and Situational Determinants of Employee Theft. Organizational Behavior and Human Decision Processes, 89(1), 985-1003.
  • Gruys, M. L. & Sackett, P. R. (2003). Investigating The Dimensionality of Counterproductive Work Behavior. International Journal of Selection and Assessment, 11(1), 30-42.
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There are 80 citations in total.

Details

Primary Language Turkish
Subjects Labor Economics and Industrial Relations
Journal Section Articles
Authors

Aydın Çivilidağ 0000-0002-6142-0928

Şerife Durmaz 0000-0003-2739-9827

Kardelen Devrim Doruköz 0000-0003-3775-7843

Publication Date September 18, 2023
Published in Issue Year 2023 Volume: 7 Issue: 3

Cite

APA Çivilidağ, A., Durmaz, Ş., & Doruköz, K. D. (2023). Konaklama İşletmelerinde İnsan Kaynakları Çalışanlarına Göre Sapkın Çalışan Davranışları ve Psikolojik İyi Oluş. Fiscaoeconomia, 7(3), 2381-2410. https://doi.org/10.25295/fsecon.1336885

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