Araştırma Makalesi
BibTex RIS Kaynak Göster

Çalışma Takımlarında Hiyerarşi ve Yardım Etme Davranışı: Meşruiyet Algısının Rolü

Yıl 2022, Cilt: 17 Sayı: 67, 718 - 734, 31.07.2022
https://doi.org/10.19168/jyasar.1079906

Öz

Yapılan pek çok araştırma, çalışma hayatındaki yaygınlıklarına rağmen hiyerarşilerin örgütsel birimlerin üyeleri arasındaki iş birliği davranışını nasıl etkilediğine çok az eğilerek performans sonuçlarına odaklanmıştır. Bu boşluğu doldurma çabasında olan bu çalışma, örgütsel çalışma takımlarındaki hiyerarşi derecesi ile üyelerin yardım etme davranışı arasındaki ilişkiyi araştırmaktadır. Altmış çalışma takımından 393 üye ile yürütülen bu saha araştırmasının sonuçları, örgütsel çalışma takımlarında hiyerarşilerin yardım etme davranışı ile negatif ilişkili olduğunu ve bu ilişkinin üyelerin hiyerarşi meşruiyeti algıları tarafından düzenlendiğini göstermektedir. Daha spesifik olarak, takım üyeleri hiyerarşiyi daha az meşru (yani daha az adil ve daha az uygun) olarak algıladığında, hiyerarşi yardım etme davranışıyla daha da olumsuz ilişkilidir. Ancak takım üyeleri hiyerarşiyi daha meşru olarak algıladığında, hiyerarşinin üyelerin yardım etme davranışı üzerinde net bir etkisi bulunmamaktadır. Bu bulgular, çalışanları arasında iş birlikçi davranışı teşvik etmeye ve bu bakımdan hiyerarşilerin zararlarını ortadan kaldırmaya çalışan kuruluşlar için önemli çıkarımlar sunmaktadır.

Kaynakça

  • Adler, Nancy E., Elissa S. Epel, Grace Castellazzo and Jeannette R. Ickovics. "Relationship of subjective and objective social status with psychological and physiological functioning: Preliminary data in healthy, White women." Health Psychology 19, no.6 (2000): 586-592.
  • Aiken, Leona S., and Stephen G. West. Multiple Regression: Testing and Interpreting Interactions. London: Sage, 1991. Anderson, Cameron, and Courtney E. Brown. "The functions and dysfunctions of hierarchy." Research in Organizational Behavior 30, (2010): 55-89.
  • Anderson, Cameron, John Angus D. Hildreth, and Daron L. Sharps. "The possession of high status strengthens the status motive." Personality and Social Psychology Bulletin 46, no.12 (2020): 1712-1723. Anderson, Cameron, John Angus D. Hildreth, and Laura Howland. "Is the desire for status a fundamental human motive? A review of the empirical literature." Psychological Bulletin 141, no.3 (2015): 574-601.
  • Anderson, Cameron, and Robb Willer. "Do status hierarchies benefit groups? A bounded functionalist account of status." In The Psychology of Social Status, edited by Joey T. Cheng, Jessica L. Tracy, and Cameron Anderson, 47-70. New York, NY: Springer, 2014.
  • Anderson, Cameron, Robb Willer, Gavin J. Kilduff, and Courtney E. Brown. "The origins of deference: When do people prefer lower status?." Journal of Personality and Social Psychology 102, no.5 (2012): 1077-1088.
  • Anderson, Stella E., and Larry J. Williams. "Interpersonal, job, and individual factors related to helping processes at work." Journal of Applied Psychology 81, no.3 (1996): 282-296.
  • Becker, Thomas E. "Potential problems in the statistical control of variables in organizational research: A qualitative analysis with recommendations." Organizational Research Methods 8, no.3 (2005): 274-289.
  • Bendersky, Corinne, and Jieun Pai. "Status dynamics." Annual Review of Organizational Psychology and Organizational Behavior 5, (2018): 183-199.
  • Bendersky, Corinne, and Neha Parikh Shah. "The cost of status enhancement: Performance effects of individuals' status mobility in task groups." Organization Science 23, no.2 (2012): 308-322.
  • Bunderson, J. Stuart. "Recognizing and utilizing expertise in work groups: A status characteristics perspective." Administrative Science Quarterly 48, no.4 (2003): 557-591.
  • Choi, Jin Nam. "Multilevel and cross-level effects of workplace attitudes and group member relations on interpersonal helping behavior." Human Performance 19, no.4 (2006): 383-402.
  • Edmondson, Amy C. "The local and variegated nature of learning in organizations: A group-level perspective." Organization Science 13, no.2 (2002): 128-146.
  • Eisenberger, Robert, Stephen Armeli, Barbara Rexwinkel, Patrick D. Lynch, and Linda Rhoades. "Reciprocation of perceived organizational support." Journal of Applied Psychology 86, no.1 (2001): 42-51.
  • Fiske, Susan T., and Xuechunzi Bai. "Vertical and horizontal inequality are status and power differences: Applications to stereotyping by competence and warmth." Current Opinion in Psychology 33, (2020): 216-221.
  • French, John R., and Bertram Raven. "The bases of social power." In Group Dynamics, edited by D. Cartwright and A. Zander, 150-167. New York, NY: Harper & Row, 1959.
  • Georgesen, John, and Monica J. Harris. "Holding onto power: Effects of powerholders' positional instability and expectancies on interactions with subordinates." European Journal of Social Psychology 36, no.4 (2006): 451-468.
  • Greer, Lindred L., Bart A. de Jong, Maartje E. Schouten, and Jennifer E. Dannals. "Why and when hierarchy impacts team effectiveness: A meta-analytic integration." Journal of Applied Psychology 103, no.6 (2018): 591-613.
  • Greer, Lindred L., Lisanne Van Bunderen, and Siyu Yu. "The dysfunctions of power in teams: A review and emergent conflict perspective." Research in Organizational Behavior 37, (2017): 103-124.
  • Gruenfeld, Deborah H., and Larissa Z. Tiedens. "Organizational preferences and their consequences." In Handbook of Social Psychology, edited by Suzan. T. Fiske, Daniel T. Gilbert, and Gardner Lindzey, 1252-1287. John Wiley & Sons, Inc., 2010.
  • Gould Roger, V. Collision of Wills. How Ambiguity about Social Rank Breeds Conflicts. Chicago: University of Chicago Press, 2003.
  • Halevy, Nir, Eileen Y. Chou, and Adam D. Galinsky. "A functional model of hierarchy: Why, how, and when vertical differentiation enhances group performance." Organizational Psychology Review 1, no.1 (2011): 32-52.
  • Halevy, Nir, Eileen Y. Chou, Adam D. Galinsky, and J. Keith Murnighan. "When hierarchy wins: Evidence from the national basketball association." Social Psychological and Personality Science 3, no.4 (2012): 398-406.
  • Hays, Nicholas A., and Noah J. Goldstein. "Power and legitimacy influence conformity." Journal of Experimental Social Psychology 60, (2015): 17-26.
  • Hays, Nicholas A., and Steven L. Blader. "To give or not to give? Interactive effects of status and legitimacy on generosity." Journal of Personality and Social Psychology 112, no.1 (2017): 17-38.
  • Healy, D., M. Hogg, and D. Terry. "It's just not fair: The effects of status and legitimacy on group-based persuasion." The 35th Annual Meeting of the Society of Australasian Social Psychologists (SASP), Canberra, 20-23 April, (2006). London: Taylor and Francis.
  • Hirst, Giles, Fred Walumbwa, Samuel Aryee, Ivan Butarbutar, and Chin Jeffery Hui Chen. "A multi-level investigation of authentic leadership as an antecedent of helping behavior." Journal of Business Ethics 139, no.3 (2016): 485-499.
  • Hofstede, Geert. "The business of international business is culture." International Business Review 3, no.1 (1994): 1-14.
  • Hofstede, Geert. Culture's Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations. Sage Publications, 2001.
  • James, Lawrence R., Robert G. Demaree, and Gerrit Wolf. "Estimating within-group interrater reliability with and without response bias." Journal of Applied Psychology 69, no.1 (1984): 85-98.
  • Katzenbach, Jon R., and Douglas K. Smith. "Why teams matter." The McKinsey Quarterly 3, (1992): 3-28.
  • Keltner, Dacher, Deborah H. Gruenfeld, and Cameron Anderson. "Power, approach, and inhibition." Psychological Review 110, no.2 (2003): 265-284.
  • Kilduff, Gavin J., Robb Willer, and Cameron Anderson. "Hierarchy and its discontents: Status disagreement leads to withdrawal of contribution and lower group performance." Organization Science 27, no.2 (2016): 373-390.
  • King, Eden B., Jennifer M. George, and Michelle R. Hebl. "Linking personality to helping behaviors at work: An interactional perspective." Journal of Personality 73, no.3 (2005): 585-608.
  • Kozlowski, Steve WJ, and Daniel R. Ilgen. "Enhancing the effectiveness of work groups and teams." Psychological Science in the Public Interest 7, no.3 (2006): 77-124.
  • Ladd, Deborah, and Revecca A. Henry. "Helping coworkers and helping the organization: The role of support perceptions, exchange ideology, and conscientiousness." Journal of Applied Social Psychology 30, no.10 (2000): 2028-2049.
  • Leavitt, Harold J. Top Down: Why Hierarchies Are Here To Stay and How To Manage Them More Effectively. Boston, MA: Harvard Business School Press, 2005.
  • Maner, Jon K., and Nicole L. Mead. "The essential tension between leadership and power: When leaders sacrifice group goals for the sake of self-interest." Journal of Personality and Social Psychology 99, no.3 (2010): 482-497.
  • Mathieu, John, M. Travis Maynard, Tammy Rapp, and Lucy Gilson . "Team effectiveness 1997-2007: A review of recent advancements and a glimpse into the future." Journal of Management 34, no.3 (2008): 410-476.
  • Magee, Joe C., and Adam D. Galinsky. "Social hierarchy: The self‐reinforcing nature of power and status." Academy of Management Annals 2, no.1 (2008): 351-398.
  • McNeely, Bonnie L., and Bruce M. Meglino. "The role of dispositional and situational antecedents in prosocial organizational behavior: An examination of the intended beneficiaries of prosocial behavior." Journal of Applied Psychology 79, no.6 (1994): 836-844.
  • Mossholder, Kevin W., Hettie A. Richardson, and Randall P. Settoon. "Human resource systems and helping in organizations: A relational perspective." Academy of Management Review 36, no.1 (2011): 33-52.
  • Ng, K. Yee, and Linn Van Dyne. "Antecedents and performance consequences of helping behavior in work groups: A multilevel analysis." Group & Organization Management 30, no.5 (2005): 514-540.
  • O'Neill, Thomas A., and Eduardo Salas. "Creating high performance teamwork in organizations." Human Resource Management Review 28, no.4 (2018): 325-331.
  • Organ, Dennis W. Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington books/DC heath and com, 1988.
  • Organ, Dennis W., Philip M. Podsakoff, and Scott B. MacKenzie. Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences. Sage Publications, 2005.
  • Podsakoff, Philip M., Michael Ahearne, and Scott B. MacKenzie. "Organizational citizenship behavior and the quantity and quality of work group performance." Journal of Applied Psychology 82, no.2 (1997): 262-270.
  • Podsakoff, Philip M., Scott B. MacKenzie, Jeong-Yeon Lee, and Nathan P. Podsakoff. "Common method biases in behavioral research: A critical review of the literature and recommended remedies." Journal of Applied Psychology 88, no.5 (2003): 879-903.
  • Podsakoff, Philip M., Scott B. MacKenzie, Julie Beth Paine, and Daniel G. Bachrach. "Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research." Journal of Management 26, no.3 (2000): 513-563.
  • Podsakoff, Philip M., Scott B. MacKenzie, Robert H.Moorman, and Richard Fetter. "Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors." The Leadership Quarterly 1, no.2 (1990): 107-142.
  • Porter, Christopher OLH. "Goal orientation: Effects on backing up behavior, performance, efficacy, and commitment in teams." Journal of Applied Psychology 90, no.4 (2005): 811-818.
  • Ridgeway, Cecilia L., and Joseph Berger. "Expectations, legitimation, and dominance behavior in task groups." American Sociological Review 51, no.5 (1986): 603-617.
  • Settoon, Randall P., Nathan Bennett, and Robert C. Liden. "Social exchange in organizations: Perceived organizational support, leader–member exchange, and employee reciprocity." Journal of Applied Psychology 81, no.3 (1996): 219-227.
  • Sherman, Gary D., , Jooa J. Lee, Amy J. C. Cuddy, Jonathan Renshon, Christopher Oveis, James J. Gross, and Jennifer S. Lerner. "Leadership is associated with lower levels of stress." Proceedings of the National Academy of Sciences 109, no.44 (2012): 17903-17907.
  • Shin, Yuhyung, Jing Du, and Jin Nam Choi. "Multi-level longitudinal dynamics between procedural justice and interpersonal helping in organizational teams." Journal of Business and Psychology 30, no.3 (2015): 513-528.
  • Stewart, Greg L., and Murray R. Barrick. "Team structure and performance: Assessing the mediating role of intrateam process and the moderating role of task type." Academy of Management Journal 43, no.2 (2000): 135-148.
  • Sumanth, John J., and Daniel M. Cable. "Status and organizational entry: How organizational and individual status affect justice perceptions of hiring systems." Personnel Psychology 64, no.4 (2011): 963-1000.
  • Tajfel, Henri, and John Turner. "An integrative theory of intergroup conflict." In The Psychology of Intergroup Relations, edited by W. Austin and S. Worchel, 33-47. Monterey, CA: Brooks/Cole, 1979.
  • Tarakci, Murat, Lindred L. Greer, and Patrick JF Groenen. "When does power disparity help or hurt group performance?." Journal of Applied Psychology 101, no.3 (2016): 415-429.
  • Tyler, Tom R. "The psychology of legitimacy: A relational perspective on voluntary deference to authorities." Personality and Social Psychology Review 1, no.4 (1997): 323-345.
  • Tyler, Tom R. "Psychological perspectives on legitimacy and legitimation." Annual Review of Psychology 57, (2006): 375-400.

Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions

Yıl 2022, Cilt: 17 Sayı: 67, 718 - 734, 31.07.2022
https://doi.org/10.19168/jyasar.1079906

Öz

Despite the prevalence of hierarchies in work life, much research has focused on their performance outcomes, paying little attention to how hierarchies affect cooperative behavior among the members of organizational units. In an effort to fill this gap, the current research investigates the relationship between the degree of hierarchy and members’ helping behavior in organizational work teams. Results from a field study conducted with 393 members of 60 work teams show that, at the team-level, hierarchies are negatively associated with helping behavior in organizational work teams, and that this relationship is moderated by members’ perceptions of hierarchy legitimacy. More specifically, when team members perceive the hierarchy to be less legitimate (i.e., less fair and less proper), hierarchy is even more negatively related to helping behavior. Yet, when team members perceive the hierarchy to be more legitimate, hierarchy does not have such a clear effect on members’ helping behavior. These findings offer important implications for organizations that seek to foster cooperative behavior among their employees and abolish the detriments of hierarchies in this respect. 

Kaynakça

  • Adler, Nancy E., Elissa S. Epel, Grace Castellazzo and Jeannette R. Ickovics. "Relationship of subjective and objective social status with psychological and physiological functioning: Preliminary data in healthy, White women." Health Psychology 19, no.6 (2000): 586-592.
  • Aiken, Leona S., and Stephen G. West. Multiple Regression: Testing and Interpreting Interactions. London: Sage, 1991. Anderson, Cameron, and Courtney E. Brown. "The functions and dysfunctions of hierarchy." Research in Organizational Behavior 30, (2010): 55-89.
  • Anderson, Cameron, John Angus D. Hildreth, and Daron L. Sharps. "The possession of high status strengthens the status motive." Personality and Social Psychology Bulletin 46, no.12 (2020): 1712-1723. Anderson, Cameron, John Angus D. Hildreth, and Laura Howland. "Is the desire for status a fundamental human motive? A review of the empirical literature." Psychological Bulletin 141, no.3 (2015): 574-601.
  • Anderson, Cameron, and Robb Willer. "Do status hierarchies benefit groups? A bounded functionalist account of status." In The Psychology of Social Status, edited by Joey T. Cheng, Jessica L. Tracy, and Cameron Anderson, 47-70. New York, NY: Springer, 2014.
  • Anderson, Cameron, Robb Willer, Gavin J. Kilduff, and Courtney E. Brown. "The origins of deference: When do people prefer lower status?." Journal of Personality and Social Psychology 102, no.5 (2012): 1077-1088.
  • Anderson, Stella E., and Larry J. Williams. "Interpersonal, job, and individual factors related to helping processes at work." Journal of Applied Psychology 81, no.3 (1996): 282-296.
  • Becker, Thomas E. "Potential problems in the statistical control of variables in organizational research: A qualitative analysis with recommendations." Organizational Research Methods 8, no.3 (2005): 274-289.
  • Bendersky, Corinne, and Jieun Pai. "Status dynamics." Annual Review of Organizational Psychology and Organizational Behavior 5, (2018): 183-199.
  • Bendersky, Corinne, and Neha Parikh Shah. "The cost of status enhancement: Performance effects of individuals' status mobility in task groups." Organization Science 23, no.2 (2012): 308-322.
  • Bunderson, J. Stuart. "Recognizing and utilizing expertise in work groups: A status characteristics perspective." Administrative Science Quarterly 48, no.4 (2003): 557-591.
  • Choi, Jin Nam. "Multilevel and cross-level effects of workplace attitudes and group member relations on interpersonal helping behavior." Human Performance 19, no.4 (2006): 383-402.
  • Edmondson, Amy C. "The local and variegated nature of learning in organizations: A group-level perspective." Organization Science 13, no.2 (2002): 128-146.
  • Eisenberger, Robert, Stephen Armeli, Barbara Rexwinkel, Patrick D. Lynch, and Linda Rhoades. "Reciprocation of perceived organizational support." Journal of Applied Psychology 86, no.1 (2001): 42-51.
  • Fiske, Susan T., and Xuechunzi Bai. "Vertical and horizontal inequality are status and power differences: Applications to stereotyping by competence and warmth." Current Opinion in Psychology 33, (2020): 216-221.
  • French, John R., and Bertram Raven. "The bases of social power." In Group Dynamics, edited by D. Cartwright and A. Zander, 150-167. New York, NY: Harper & Row, 1959.
  • Georgesen, John, and Monica J. Harris. "Holding onto power: Effects of powerholders' positional instability and expectancies on interactions with subordinates." European Journal of Social Psychology 36, no.4 (2006): 451-468.
  • Greer, Lindred L., Bart A. de Jong, Maartje E. Schouten, and Jennifer E. Dannals. "Why and when hierarchy impacts team effectiveness: A meta-analytic integration." Journal of Applied Psychology 103, no.6 (2018): 591-613.
  • Greer, Lindred L., Lisanne Van Bunderen, and Siyu Yu. "The dysfunctions of power in teams: A review and emergent conflict perspective." Research in Organizational Behavior 37, (2017): 103-124.
  • Gruenfeld, Deborah H., and Larissa Z. Tiedens. "Organizational preferences and their consequences." In Handbook of Social Psychology, edited by Suzan. T. Fiske, Daniel T. Gilbert, and Gardner Lindzey, 1252-1287. John Wiley & Sons, Inc., 2010.
  • Gould Roger, V. Collision of Wills. How Ambiguity about Social Rank Breeds Conflicts. Chicago: University of Chicago Press, 2003.
  • Halevy, Nir, Eileen Y. Chou, and Adam D. Galinsky. "A functional model of hierarchy: Why, how, and when vertical differentiation enhances group performance." Organizational Psychology Review 1, no.1 (2011): 32-52.
  • Halevy, Nir, Eileen Y. Chou, Adam D. Galinsky, and J. Keith Murnighan. "When hierarchy wins: Evidence from the national basketball association." Social Psychological and Personality Science 3, no.4 (2012): 398-406.
  • Hays, Nicholas A., and Noah J. Goldstein. "Power and legitimacy influence conformity." Journal of Experimental Social Psychology 60, (2015): 17-26.
  • Hays, Nicholas A., and Steven L. Blader. "To give or not to give? Interactive effects of status and legitimacy on generosity." Journal of Personality and Social Psychology 112, no.1 (2017): 17-38.
  • Healy, D., M. Hogg, and D. Terry. "It's just not fair: The effects of status and legitimacy on group-based persuasion." The 35th Annual Meeting of the Society of Australasian Social Psychologists (SASP), Canberra, 20-23 April, (2006). London: Taylor and Francis.
  • Hirst, Giles, Fred Walumbwa, Samuel Aryee, Ivan Butarbutar, and Chin Jeffery Hui Chen. "A multi-level investigation of authentic leadership as an antecedent of helping behavior." Journal of Business Ethics 139, no.3 (2016): 485-499.
  • Hofstede, Geert. "The business of international business is culture." International Business Review 3, no.1 (1994): 1-14.
  • Hofstede, Geert. Culture's Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations. Sage Publications, 2001.
  • James, Lawrence R., Robert G. Demaree, and Gerrit Wolf. "Estimating within-group interrater reliability with and without response bias." Journal of Applied Psychology 69, no.1 (1984): 85-98.
  • Katzenbach, Jon R., and Douglas K. Smith. "Why teams matter." The McKinsey Quarterly 3, (1992): 3-28.
  • Keltner, Dacher, Deborah H. Gruenfeld, and Cameron Anderson. "Power, approach, and inhibition." Psychological Review 110, no.2 (2003): 265-284.
  • Kilduff, Gavin J., Robb Willer, and Cameron Anderson. "Hierarchy and its discontents: Status disagreement leads to withdrawal of contribution and lower group performance." Organization Science 27, no.2 (2016): 373-390.
  • King, Eden B., Jennifer M. George, and Michelle R. Hebl. "Linking personality to helping behaviors at work: An interactional perspective." Journal of Personality 73, no.3 (2005): 585-608.
  • Kozlowski, Steve WJ, and Daniel R. Ilgen. "Enhancing the effectiveness of work groups and teams." Psychological Science in the Public Interest 7, no.3 (2006): 77-124.
  • Ladd, Deborah, and Revecca A. Henry. "Helping coworkers and helping the organization: The role of support perceptions, exchange ideology, and conscientiousness." Journal of Applied Social Psychology 30, no.10 (2000): 2028-2049.
  • Leavitt, Harold J. Top Down: Why Hierarchies Are Here To Stay and How To Manage Them More Effectively. Boston, MA: Harvard Business School Press, 2005.
  • Maner, Jon K., and Nicole L. Mead. "The essential tension between leadership and power: When leaders sacrifice group goals for the sake of self-interest." Journal of Personality and Social Psychology 99, no.3 (2010): 482-497.
  • Mathieu, John, M. Travis Maynard, Tammy Rapp, and Lucy Gilson . "Team effectiveness 1997-2007: A review of recent advancements and a glimpse into the future." Journal of Management 34, no.3 (2008): 410-476.
  • Magee, Joe C., and Adam D. Galinsky. "Social hierarchy: The self‐reinforcing nature of power and status." Academy of Management Annals 2, no.1 (2008): 351-398.
  • McNeely, Bonnie L., and Bruce M. Meglino. "The role of dispositional and situational antecedents in prosocial organizational behavior: An examination of the intended beneficiaries of prosocial behavior." Journal of Applied Psychology 79, no.6 (1994): 836-844.
  • Mossholder, Kevin W., Hettie A. Richardson, and Randall P. Settoon. "Human resource systems and helping in organizations: A relational perspective." Academy of Management Review 36, no.1 (2011): 33-52.
  • Ng, K. Yee, and Linn Van Dyne. "Antecedents and performance consequences of helping behavior in work groups: A multilevel analysis." Group & Organization Management 30, no.5 (2005): 514-540.
  • O'Neill, Thomas A., and Eduardo Salas. "Creating high performance teamwork in organizations." Human Resource Management Review 28, no.4 (2018): 325-331.
  • Organ, Dennis W. Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington books/DC heath and com, 1988.
  • Organ, Dennis W., Philip M. Podsakoff, and Scott B. MacKenzie. Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences. Sage Publications, 2005.
  • Podsakoff, Philip M., Michael Ahearne, and Scott B. MacKenzie. "Organizational citizenship behavior and the quantity and quality of work group performance." Journal of Applied Psychology 82, no.2 (1997): 262-270.
  • Podsakoff, Philip M., Scott B. MacKenzie, Jeong-Yeon Lee, and Nathan P. Podsakoff. "Common method biases in behavioral research: A critical review of the literature and recommended remedies." Journal of Applied Psychology 88, no.5 (2003): 879-903.
  • Podsakoff, Philip M., Scott B. MacKenzie, Julie Beth Paine, and Daniel G. Bachrach. "Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research." Journal of Management 26, no.3 (2000): 513-563.
  • Podsakoff, Philip M., Scott B. MacKenzie, Robert H.Moorman, and Richard Fetter. "Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors." The Leadership Quarterly 1, no.2 (1990): 107-142.
  • Porter, Christopher OLH. "Goal orientation: Effects on backing up behavior, performance, efficacy, and commitment in teams." Journal of Applied Psychology 90, no.4 (2005): 811-818.
  • Ridgeway, Cecilia L., and Joseph Berger. "Expectations, legitimation, and dominance behavior in task groups." American Sociological Review 51, no.5 (1986): 603-617.
  • Settoon, Randall P., Nathan Bennett, and Robert C. Liden. "Social exchange in organizations: Perceived organizational support, leader–member exchange, and employee reciprocity." Journal of Applied Psychology 81, no.3 (1996): 219-227.
  • Sherman, Gary D., , Jooa J. Lee, Amy J. C. Cuddy, Jonathan Renshon, Christopher Oveis, James J. Gross, and Jennifer S. Lerner. "Leadership is associated with lower levels of stress." Proceedings of the National Academy of Sciences 109, no.44 (2012): 17903-17907.
  • Shin, Yuhyung, Jing Du, and Jin Nam Choi. "Multi-level longitudinal dynamics between procedural justice and interpersonal helping in organizational teams." Journal of Business and Psychology 30, no.3 (2015): 513-528.
  • Stewart, Greg L., and Murray R. Barrick. "Team structure and performance: Assessing the mediating role of intrateam process and the moderating role of task type." Academy of Management Journal 43, no.2 (2000): 135-148.
  • Sumanth, John J., and Daniel M. Cable. "Status and organizational entry: How organizational and individual status affect justice perceptions of hiring systems." Personnel Psychology 64, no.4 (2011): 963-1000.
  • Tajfel, Henri, and John Turner. "An integrative theory of intergroup conflict." In The Psychology of Intergroup Relations, edited by W. Austin and S. Worchel, 33-47. Monterey, CA: Brooks/Cole, 1979.
  • Tarakci, Murat, Lindred L. Greer, and Patrick JF Groenen. "When does power disparity help or hurt group performance?." Journal of Applied Psychology 101, no.3 (2016): 415-429.
  • Tyler, Tom R. "The psychology of legitimacy: A relational perspective on voluntary deference to authorities." Personality and Social Psychology Review 1, no.4 (1997): 323-345.
  • Tyler, Tom R. "Psychological perspectives on legitimacy and legitimation." Annual Review of Psychology 57, (2006): 375-400.
Toplam 60 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Makaleler
Yazarlar

Yeliz Gedik 0000-0003-2795-9302

Erken Görünüm Tarihi 30 Eylül 2022
Yayımlanma Tarihi 31 Temmuz 2022
Yayımlandığı Sayı Yıl 2022 Cilt: 17 Sayı: 67

Kaynak Göster

APA Gedik, Y. (2022). Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions. Yaşar Üniversitesi E-Dergisi, 17(67), 718-734. https://doi.org/10.19168/jyasar.1079906
AMA Gedik Y. Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions. Yaşar Üniversitesi E-Dergisi. Temmuz 2022;17(67):718-734. doi:10.19168/jyasar.1079906
Chicago Gedik, Yeliz. “Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions”. Yaşar Üniversitesi E-Dergisi 17, sy. 67 (Temmuz 2022): 718-34. https://doi.org/10.19168/jyasar.1079906.
EndNote Gedik Y (01 Temmuz 2022) Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions. Yaşar Üniversitesi E-Dergisi 17 67 718–734.
IEEE Y. Gedik, “Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions”, Yaşar Üniversitesi E-Dergisi, c. 17, sy. 67, ss. 718–734, 2022, doi: 10.19168/jyasar.1079906.
ISNAD Gedik, Yeliz. “Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions”. Yaşar Üniversitesi E-Dergisi 17/67 (Temmuz 2022), 718-734. https://doi.org/10.19168/jyasar.1079906.
JAMA Gedik Y. Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions. Yaşar Üniversitesi E-Dergisi. 2022;17:718–734.
MLA Gedik, Yeliz. “Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions”. Yaşar Üniversitesi E-Dergisi, c. 17, sy. 67, 2022, ss. 718-34, doi:10.19168/jyasar.1079906.
Vancouver Gedik Y. Hierarchy and Helping Behavior in Work Teams: The Role of Legitimacy Perceptions. Yaşar Üniversitesi E-Dergisi. 2022;17(67):718-34.