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İşyerinde dışlanma ölçeğinin Türkçe’ye uyarlanması

Yıl 2023, Cilt: 9 Sayı: 2, 151 - 161, 23.06.2023

Öz

Bu çalışmada, Ferris ve arkadaşlarının (2008) geliştirdikleri İşyerinde Dışlanma Ölçeğinin iki ayrı çalışma ile (Çalışma I, N=337; Çalışma II, N=348) Türkçe’ye uyarlanması amaçlanmıştır. Bu kapsamda; İşyerinde Dışlanma Ölçeği Türkçe formunun içsel tutarlılığı, faktör yapısı, yapı geçerliliği (yakınsak geçerlilik açısından) ve ölçüt geçerliliği test edilmiştir. Elde edilen bulgular, İşyerinde Dışlanma Ölçeği Türkçe formunun iç tutarlılık düzeyinin yüksek olduğunu ve faktör yapısının orijinal ölçekle uyumlu olduğunu göstermiştir. Her iki çalışmanın bulguları da ölçeğin yapı geçerliliğini desteklemektedir. Çalışma I’in bulguları, işyerinde dışlanmanın yöneticinin çalışanı baltalama davranışı ve işten ayrılma niyeti ile pozitif yönlü; kişilerarası adalet, iş tatmini ve psikolojik iyi oluş ile negatif yönlü ilişkide olduğunu göstermektedir. Çalışma II’de ise işyerinde dışlanmanın; algılanan stres ve anksiyete ile pozitif yönlü ilişkili olduğu, örgütsel vatandaşlık davranışı ve duygusal bağlılık ile negatif yönlü ilişkili olduğu saptanmıştır. Çalışma sonucunda elde edilen bulgular genel olarak değerlendirildiğinde; İşyerinde Dışlanma Ölçeği Türkçe formunun geçerli ve güvenilir bir ölçek olduğu ve gelecek çalışmalarda kullanılabileceği söylenebilir. İşyerinde Dışlanma Ölçeğinin (Ferris vd., 2008) dünya çapında, işyerinde dışlanma olgusunun ölçümünde oldukça yaygın kullanılan bir ölçek olduğu göz önünde bulundurulduğunda, bu ölçeğin uluslararası ölçek uyarlama standartları izlenerek Türkçe'ye uyarlanmasının örgütsel davranış yazını için önemli bir katkı olduğu düşünülmektedir.

Destekleyen Kurum

Sakarya Üniversitesi Bilimsel Araştırmalar Koordinatörlüğü

Proje Numarası

2021-9-32-64

Kaynakça

  • Abaslı, K. and Özdemir M. (2019). Örgütsel dışlanma ölçeğinin geliştirilmesi: Geçerlilik ve güvenirlilik çalışması [Development of organizational ostracism scale: The validity and reliability study]. Trakya Üniversitesi Sosyal Bilimler Dergisi, 1(1), 265–282. https://doi.org/10.26468/trakyasobed.481620
  • Akkoç, İ., Çalışkan, A. and Turunç, Ö. (2012). Örgütlerde gelişim kültürü ve algılanan örgütsel desteğin iş tatmini ve iş performansına etkisi: Güvenin aracılık rolü [The effect of development culture and perceived organizational support to the job satisfaction and job performance: The mediating role of trust]. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19(1), 105–135.
  • Akyay, A. (2016). Endişe ve anksiyete ölçeği, problemlere karşı olumsuz tutum ölçeği ve bilişsel kaçınma ölçeği, Türkçe uyarlanması, geçerliliği ve güvenirliliği (Publication No. 441612) [Unpublished master’s thesis, Uskudar University]. YÖK National Thesis Center.
  • Basım, H. and Şeşen, H. (2015). Örgütsel vatandaşlık davranışı ölçeği uyarlama ve karşılaştırma çalışması [An adaptation and comparison of organizational citizenship behavior scale]. Ankara Üniversitesi SBF Dergisi, 61(4), 83–101.
  • Brayfield, A. H. and Rothe, H. F. (1951). An index of job satisfaction. Journal of Applied Psychology, 35(5), 307–311. https://doi.org/10.1037/h0055617
  • Çalışkan, A. and Pekkan, N. Ü. (2020). Örgütsel dışlanma: Bir ölçek geliştirme çalışması [Organizational ostracism: A study of scale adaptation]. Uluslararası İktisadi ve İdari Bilimler Dergisi, 6(1), 51–60. https://doi.org/10.29131/uiibd.736413
  • Cammann, C., Fichman, M., Jenkins, D. and Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Unpublished Manuscript, University of Michigan, Ann Arbor, MI.
  • Choi, Y. (2020). A study of the influence of workplace ostracism on employees' performance: moderating effect of perceived organizational support. European Journal of Management and Business Economics, 29(3), 333–345. https://doi.org/10.1108/EJMBE-09-2019-0159
  • Chung, Y. W. (2018). Workplace ostracism and workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment. Anxiety, Stress & Coping, 31(3), 304–317. https://doi.org/10.1080/10615806.2018.1424835
  • Cohen, S., Kamarck, T. and Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24(4), 385-396. https://doi.org/10.2307/2136404
  • Colquitt, J. A., Le Pine, J. A., Piccolo, R. F., Zapata, C. P. and Rich, B. L. (2012). Explaining the justice–performance relationship: Trust as exchange deepener or trust as uncertainty reducer? Journal of Applied Psychology, 97(1), 1-15. https://doi.org/10.1037/a0025208
  • Diener, E., Scollon, C. N. and Lucas, R. E. (2009). The evolving concept of subjective well-being: The multifaceted nature of happiness. In E. Diener (Ed.), Social indicators research series: Vol. 39. Assessing well-being: The collected works of Ed Diener (pp. 67–100). Springer Science + Business Media. https://doi.org/10.1007/978-90-481-2354-4_4
  • Duffy, M., Ganster, D. and Pagon, M. (2002). Social undermining in the workplace. The Academy of Management Journal, 45(2), 331–351. https://doi.org/10.2307/3069350
  • Dugas, M. J., Freeston, M. H., Provencher, M. D., Lachance, S., Ladouceur, R. and Gosselin, P. (2001). Le questionnaire sur l'Inquiétude et l'Anxiété. Validation dans des échantillons non cliniques et cliniques [The worry and anxiety questionnaire: Validation in non-clinical and clinical samples]. Journal de Thérapie Comportementale et Cognitive, 11(1), 31–36.
  • Eskin, M., Harlak, H., Demirkıran, F. and Dereboy, Ç. (2013). Algılanan stres ölçeğinin Türkçeye uyarlanması: Güvenirlik ve geçerlik analizi [The adaptation of the perceived stress scale into Turkish: A reliability and validity analysis]. New/Yeni Symposium Journal, 51(3), 132–140.
  • Ferris, D. L., Brown, D. J., Berry, J. W. and Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93, 1348 –1366. https://doi.org/10.1037/a0012743
  • Gamian-Wilk, M. and Madeja-Bien, K. (2018). Ostracism in the workplace. In P. D’Cruz, E. Noronha, L. Keashly and S. Tye-Willams (Eds), Special topics and particular occupations, professions, and sectors: Handbooks of workplace bullying, emotional abuse and harassment (pp. 1-30). Springer Nature.
  • Güçer, E., Pelit, E., Demirdağ, Ş. A. and Keleş, Y. (2017). Sosyal kaytarmanın işten ayrılma niyeti üzerindeki etkisi: Otel işletmelerinde bir araştırma [The impact of social loafing on intention to leave: A study on hotels]. İşletme Araştırmaları Dergisi, 9(2), 14–36. https://doi.org/10.20491/isarder.2017.260
  • Howard, M. C., Cogswell, J. E. and Smith, M. B. (2020). The antecedents and outcomes of workplace ostracism: A meta-analysis. Journal of Applied Psychology, 105(6), 577–596. https://doi.org/10.1037/apl0000453
  • Keser, A. and Öngen Bilir, K. (2019). İş tatmini ölçeğinin Türkçe güvenilirlik ve geçerlilik çalışması [Turkish reliability and validity study of job satisfaction scale]. Kırklareli Üniversitesi Sosyal Bilimler Dergisi, 3(3), 229–239.
  • Kirkman, B. and Rosen, B. (1999). Beyond self-management: Antecedents and consequences of team empowerment. The Academy of Management Journal, 42(1), 58–74. https://doi.org/10.2307/256874
  • Leung, A. S. M., Wu, L. Z., Chen, Y. Y. and Young, M. N. (2011). The impact of workplace ostracism in service organizations. International Journal of Hospitality Management, 30(4), 836–844. https://doi.org/10.1016/j.ijhm.2011.01.004
  • Lyu, Y. and Zhu, H. (2019). The predictive effects of workplace ostracism on employee attitudes: A job embeddedness perspective. Journal of Business Ethics, 158(4), 1083–1095. https://doi.org/10.1007/s10551-017-3741-x
  • Meyer, J. P. and Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage Publications. http://dx.doi.org/10.4135/9781452231556
  • Podsakoff, P. M., MacKenzie, S. C., Lee, J. and Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
  • Robinson, S. and Schabram, K. (2017). Workplace ostracism. In K. D. Kipling and S. A. Nida (Eds.), Ostracism, exclusion, and rejection (pp. 224–239). Routledge. https://doi.org/10.4324/9781315308470
  • Samma, M., Zhao, Y., Rasool, S. F., Han, X. and Ali, S. (2020). Exploring the relationship between innovative work behavior, job anxiety, workplace ostracism, and workplace incivility: Empirical evidence from small and medium sized enterprises (SMEs). Healthcare, 8(4), 508. https://doi.org/10.3390/healthcare8040508
  • Singh, L. B. and Srivastava, S. (2021). Linking workplace ostracism to turnover intention: a moderated mediation approach. Journal of Hospitality and Tourism Management, 46, 244–256. https://doi.org/ 10.1016/j.jhtm.2020.12.012
  • Sommer, K. L., Williams, K. D., Ciarocco, N. J. and Baumeister, R. F. (2001). When silence speaks louder than words: Explorations into the intrapsychic and interpersonal consequences of social ostracism. Basic and Applied Social Psychology, 23, 225–243. https://doi.org/10.1207/153248301753225694
  • Sousa, V. D. and Rojjanasrirat, W. (2011). Translation, adaptation and validation of instruments or scales for use in cross-cultural health care research: a clear and user-friendly guideline. Journal of evaluation in clinical practice, 17(2), 268–274. https://doi.org/10.1111/j.1365-2753.2010.01434.x
  • Telef, B. B. (2013). Psikolojik iyi oluş ölçeği: Türkçeye uyarlama, geçerlik ve güvenirlik çalışması [The adaptation of psychological well-being into Turkish: A validity and reliability study]. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 28(3), 374–384.
  • Ülbeği, İ. D., Özgen, H. M. and Özgen, H. (2014). Türkiye’de istismarcı yönetim ölçeğinin uyarlaması: Güvenirlik ve geçerlik analizi [The adaptation of abusive supervision scale into Turkish: A validity and reliability study]. Ç. Ü. Sosyal Bilimler Enstitüsü Dergisi, 23(1), 1–12.
  • Uslu, O. (2021). “Being alone is more painful than getting hurt”: The moderating role of workplace loneliness in the association between workplace ostracism and job performance. Central European Business Review, 10(1), 19–38. https://doi.org/ 10.18267/j.cebr.257
  • Wang, T., Mu, W., Li, X., Gu, X. and Duan, W. (2020). Cyber-ostracism and wellbeing: A moderated mediation model of need satisfaction and psychological stress. Current Psychology. https://doi.org/10.1007/s12144-020-00997-6.
  • Wasti, S. A. (2000). Meyer ve Allen’in üç boyutlu örgütsel bağlılık ölçeğinin geçerlilik ve güvenirlilik analizi [Validity and reliability analysis of Meyer and Allen’s three-dimensional organizational commitment scale]. In M. Ertürk (Ed.), VIII Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı (pp. 401-410), Nevşehir, Turkey.
  • Williams, K. D. (2001). Emotions and social behavior. Ostracism: The power of silence. Guilford Press.
  • Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58, 425-452. https://doi.org/10.1146/annurev.psych.58.110405.085641
  • Williams, K. D., Bernieri, F., Faulkner, S., Grahe, J. and Gada-Jain, N. (2000). The Scarlet letter study: Five days of social ostracism. Journal of Personal and Interpersonal Loss, 5, 19–63. https://doi.org/10.1080/10811440008407846
  • Wu, L., Wei, L. and Hui, C. (2011). Dispositional antecedents and consequences of workplace ostracism: An empirical examination. Frontiers of Business Research in China, 5(1), 23–44. https://doi.org/10.1007/s11782-011-0119-2
  • Yelboğa, A. (2012). Örgütsel adalet ile iş doyumu ilişkisi: Ampirik bir çalışma [The relationship between organizational justice and job satisfaction: An empirical study]. Ege Academic Review, 12(2), 171–182.
  • Zimmerman, C. A., Carter-Sowell, A. R. and Xu, X. (2016). Examining workplace ostracism experiences in academia: Understanding how differences in the faculty ranks influence inclusive climates on campus. Frontiers in Psychology, 7: 753. https://doi.org/10.3389/fpsyg.2016.00753

Turkish adaptation of the workplace ostracism scale

Yıl 2023, Cilt: 9 Sayı: 2, 151 - 161, 23.06.2023

Öz

In this study, it is aimed to adapt Ferris et al.’s (2008) workplace ostracism scale into Turkish in two separate studies (Study 1, N = 337) (Study 2, N = 348). We tested the internal consistency, factor structure and construct validity (in terms of convergent validity) and the Turkish version of WOS criterion-related validity. Results indicated that the internal consistency level of the Turkish version of WOS is high and the factor structure is compatible with the original scale. In both studies, findings supported the construct validity. In Study 1, workplace ostracism was positively related to supervisor undermining and turnover intention, and negatively related to interpersonal justice, job satisfaction and psychological well-being. In Study 2, workplace ostracism positively correlated with perceived stress and anxiety and negatively correlated with organizational citizenship behavior and affective commitment. In this respect, evidence supported the psychometric properties of the Turkish version of WOS, and the adapted Turkish version of the scale could be used in future studies. Since WOS is a widely used scale worldwide to measure workplace ostracism, adapting WOS to Turkish following international scale adaptation standards is a remarkable contribution to organizational behavior literature.

Proje Numarası

2021-9-32-64

Kaynakça

  • Abaslı, K. and Özdemir M. (2019). Örgütsel dışlanma ölçeğinin geliştirilmesi: Geçerlilik ve güvenirlilik çalışması [Development of organizational ostracism scale: The validity and reliability study]. Trakya Üniversitesi Sosyal Bilimler Dergisi, 1(1), 265–282. https://doi.org/10.26468/trakyasobed.481620
  • Akkoç, İ., Çalışkan, A. and Turunç, Ö. (2012). Örgütlerde gelişim kültürü ve algılanan örgütsel desteğin iş tatmini ve iş performansına etkisi: Güvenin aracılık rolü [The effect of development culture and perceived organizational support to the job satisfaction and job performance: The mediating role of trust]. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19(1), 105–135.
  • Akyay, A. (2016). Endişe ve anksiyete ölçeği, problemlere karşı olumsuz tutum ölçeği ve bilişsel kaçınma ölçeği, Türkçe uyarlanması, geçerliliği ve güvenirliliği (Publication No. 441612) [Unpublished master’s thesis, Uskudar University]. YÖK National Thesis Center.
  • Basım, H. and Şeşen, H. (2015). Örgütsel vatandaşlık davranışı ölçeği uyarlama ve karşılaştırma çalışması [An adaptation and comparison of organizational citizenship behavior scale]. Ankara Üniversitesi SBF Dergisi, 61(4), 83–101.
  • Brayfield, A. H. and Rothe, H. F. (1951). An index of job satisfaction. Journal of Applied Psychology, 35(5), 307–311. https://doi.org/10.1037/h0055617
  • Çalışkan, A. and Pekkan, N. Ü. (2020). Örgütsel dışlanma: Bir ölçek geliştirme çalışması [Organizational ostracism: A study of scale adaptation]. Uluslararası İktisadi ve İdari Bilimler Dergisi, 6(1), 51–60. https://doi.org/10.29131/uiibd.736413
  • Cammann, C., Fichman, M., Jenkins, D. and Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Unpublished Manuscript, University of Michigan, Ann Arbor, MI.
  • Choi, Y. (2020). A study of the influence of workplace ostracism on employees' performance: moderating effect of perceived organizational support. European Journal of Management and Business Economics, 29(3), 333–345. https://doi.org/10.1108/EJMBE-09-2019-0159
  • Chung, Y. W. (2018). Workplace ostracism and workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment. Anxiety, Stress & Coping, 31(3), 304–317. https://doi.org/10.1080/10615806.2018.1424835
  • Cohen, S., Kamarck, T. and Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24(4), 385-396. https://doi.org/10.2307/2136404
  • Colquitt, J. A., Le Pine, J. A., Piccolo, R. F., Zapata, C. P. and Rich, B. L. (2012). Explaining the justice–performance relationship: Trust as exchange deepener or trust as uncertainty reducer? Journal of Applied Psychology, 97(1), 1-15. https://doi.org/10.1037/a0025208
  • Diener, E., Scollon, C. N. and Lucas, R. E. (2009). The evolving concept of subjective well-being: The multifaceted nature of happiness. In E. Diener (Ed.), Social indicators research series: Vol. 39. Assessing well-being: The collected works of Ed Diener (pp. 67–100). Springer Science + Business Media. https://doi.org/10.1007/978-90-481-2354-4_4
  • Duffy, M., Ganster, D. and Pagon, M. (2002). Social undermining in the workplace. The Academy of Management Journal, 45(2), 331–351. https://doi.org/10.2307/3069350
  • Dugas, M. J., Freeston, M. H., Provencher, M. D., Lachance, S., Ladouceur, R. and Gosselin, P. (2001). Le questionnaire sur l'Inquiétude et l'Anxiété. Validation dans des échantillons non cliniques et cliniques [The worry and anxiety questionnaire: Validation in non-clinical and clinical samples]. Journal de Thérapie Comportementale et Cognitive, 11(1), 31–36.
  • Eskin, M., Harlak, H., Demirkıran, F. and Dereboy, Ç. (2013). Algılanan stres ölçeğinin Türkçeye uyarlanması: Güvenirlik ve geçerlik analizi [The adaptation of the perceived stress scale into Turkish: A reliability and validity analysis]. New/Yeni Symposium Journal, 51(3), 132–140.
  • Ferris, D. L., Brown, D. J., Berry, J. W. and Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93, 1348 –1366. https://doi.org/10.1037/a0012743
  • Gamian-Wilk, M. and Madeja-Bien, K. (2018). Ostracism in the workplace. In P. D’Cruz, E. Noronha, L. Keashly and S. Tye-Willams (Eds), Special topics and particular occupations, professions, and sectors: Handbooks of workplace bullying, emotional abuse and harassment (pp. 1-30). Springer Nature.
  • Güçer, E., Pelit, E., Demirdağ, Ş. A. and Keleş, Y. (2017). Sosyal kaytarmanın işten ayrılma niyeti üzerindeki etkisi: Otel işletmelerinde bir araştırma [The impact of social loafing on intention to leave: A study on hotels]. İşletme Araştırmaları Dergisi, 9(2), 14–36. https://doi.org/10.20491/isarder.2017.260
  • Howard, M. C., Cogswell, J. E. and Smith, M. B. (2020). The antecedents and outcomes of workplace ostracism: A meta-analysis. Journal of Applied Psychology, 105(6), 577–596. https://doi.org/10.1037/apl0000453
  • Keser, A. and Öngen Bilir, K. (2019). İş tatmini ölçeğinin Türkçe güvenilirlik ve geçerlilik çalışması [Turkish reliability and validity study of job satisfaction scale]. Kırklareli Üniversitesi Sosyal Bilimler Dergisi, 3(3), 229–239.
  • Kirkman, B. and Rosen, B. (1999). Beyond self-management: Antecedents and consequences of team empowerment. The Academy of Management Journal, 42(1), 58–74. https://doi.org/10.2307/256874
  • Leung, A. S. M., Wu, L. Z., Chen, Y. Y. and Young, M. N. (2011). The impact of workplace ostracism in service organizations. International Journal of Hospitality Management, 30(4), 836–844. https://doi.org/10.1016/j.ijhm.2011.01.004
  • Lyu, Y. and Zhu, H. (2019). The predictive effects of workplace ostracism on employee attitudes: A job embeddedness perspective. Journal of Business Ethics, 158(4), 1083–1095. https://doi.org/10.1007/s10551-017-3741-x
  • Meyer, J. P. and Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage Publications. http://dx.doi.org/10.4135/9781452231556
  • Podsakoff, P. M., MacKenzie, S. C., Lee, J. and Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
  • Robinson, S. and Schabram, K. (2017). Workplace ostracism. In K. D. Kipling and S. A. Nida (Eds.), Ostracism, exclusion, and rejection (pp. 224–239). Routledge. https://doi.org/10.4324/9781315308470
  • Samma, M., Zhao, Y., Rasool, S. F., Han, X. and Ali, S. (2020). Exploring the relationship between innovative work behavior, job anxiety, workplace ostracism, and workplace incivility: Empirical evidence from small and medium sized enterprises (SMEs). Healthcare, 8(4), 508. https://doi.org/10.3390/healthcare8040508
  • Singh, L. B. and Srivastava, S. (2021). Linking workplace ostracism to turnover intention: a moderated mediation approach. Journal of Hospitality and Tourism Management, 46, 244–256. https://doi.org/ 10.1016/j.jhtm.2020.12.012
  • Sommer, K. L., Williams, K. D., Ciarocco, N. J. and Baumeister, R. F. (2001). When silence speaks louder than words: Explorations into the intrapsychic and interpersonal consequences of social ostracism. Basic and Applied Social Psychology, 23, 225–243. https://doi.org/10.1207/153248301753225694
  • Sousa, V. D. and Rojjanasrirat, W. (2011). Translation, adaptation and validation of instruments or scales for use in cross-cultural health care research: a clear and user-friendly guideline. Journal of evaluation in clinical practice, 17(2), 268–274. https://doi.org/10.1111/j.1365-2753.2010.01434.x
  • Telef, B. B. (2013). Psikolojik iyi oluş ölçeği: Türkçeye uyarlama, geçerlik ve güvenirlik çalışması [The adaptation of psychological well-being into Turkish: A validity and reliability study]. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 28(3), 374–384.
  • Ülbeği, İ. D., Özgen, H. M. and Özgen, H. (2014). Türkiye’de istismarcı yönetim ölçeğinin uyarlaması: Güvenirlik ve geçerlik analizi [The adaptation of abusive supervision scale into Turkish: A validity and reliability study]. Ç. Ü. Sosyal Bilimler Enstitüsü Dergisi, 23(1), 1–12.
  • Uslu, O. (2021). “Being alone is more painful than getting hurt”: The moderating role of workplace loneliness in the association between workplace ostracism and job performance. Central European Business Review, 10(1), 19–38. https://doi.org/ 10.18267/j.cebr.257
  • Wang, T., Mu, W., Li, X., Gu, X. and Duan, W. (2020). Cyber-ostracism and wellbeing: A moderated mediation model of need satisfaction and psychological stress. Current Psychology. https://doi.org/10.1007/s12144-020-00997-6.
  • Wasti, S. A. (2000). Meyer ve Allen’in üç boyutlu örgütsel bağlılık ölçeğinin geçerlilik ve güvenirlilik analizi [Validity and reliability analysis of Meyer and Allen’s three-dimensional organizational commitment scale]. In M. Ertürk (Ed.), VIII Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı (pp. 401-410), Nevşehir, Turkey.
  • Williams, K. D. (2001). Emotions and social behavior. Ostracism: The power of silence. Guilford Press.
  • Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58, 425-452. https://doi.org/10.1146/annurev.psych.58.110405.085641
  • Williams, K. D., Bernieri, F., Faulkner, S., Grahe, J. and Gada-Jain, N. (2000). The Scarlet letter study: Five days of social ostracism. Journal of Personal and Interpersonal Loss, 5, 19–63. https://doi.org/10.1080/10811440008407846
  • Wu, L., Wei, L. and Hui, C. (2011). Dispositional antecedents and consequences of workplace ostracism: An empirical examination. Frontiers of Business Research in China, 5(1), 23–44. https://doi.org/10.1007/s11782-011-0119-2
  • Yelboğa, A. (2012). Örgütsel adalet ile iş doyumu ilişkisi: Ampirik bir çalışma [The relationship between organizational justice and job satisfaction: An empirical study]. Ege Academic Review, 12(2), 171–182.
  • Zimmerman, C. A., Carter-Sowell, A. R. and Xu, X. (2016). Examining workplace ostracism experiences in academia: Understanding how differences in the faculty ranks influence inclusive climates on campus. Frontiers in Psychology, 7: 753. https://doi.org/10.3389/fpsyg.2016.00753
Toplam 41 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular İşletme
Bölüm Makaleler
Yazarlar

Ahmet Karakiraz 0000-0003-0572-8327

Osman Uslu 0000-0002-0571-6281

Emrah Özsoy 0000-0003-2886-8824

Proje Numarası 2021-9-32-64
Erken Görünüm Tarihi 22 Haziran 2023
Yayımlanma Tarihi 23 Haziran 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 9 Sayı: 2

Kaynak Göster

APA Karakiraz, A., Uslu, O., & Özsoy, E. (2023). Turkish adaptation of the workplace ostracism scale. Gazi İktisat Ve İşletme Dergisi, 9(2), 151-161.
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Gazi İktisat ve İşletme Dergisi Creative Commons Atıf-GayriTicari 4.0 Uluslararası Lisansı ile lisanslanmıştır.