Workplace bullying/mobbing and its effects on intention to leave the organization

İSYERI ZORBALIGI VE ÖRGÜTTEN AYRILMA ISTEGINE ETKILERIIsyeri zorbagi, etik olarak kabul edilemeyecek olan iletisim ve davranis tarzlarini içeren bir psikolojik terör yöntemi olarak tanimlanmaktadir (Leymann, 1996). Yapilan arastirmalar, is yeri zorbaliginin üretkenlik ve verimliligin azalmasi, is kazalari, örgüte karisi duyulan baglilik ve güvenin zarar görmesi, ise devamsizlik ve isten ayrilma gibi örgütsel düzeydeki sorunlara neden oldugunu ortaya koymustur. Bu çalisma ile isyeri zorbaliginin detayli olarak arastirilmasi hedeflenmistir. Bu amaçla, is yeri zorbaliginin görülme sikligi ve kaynagi, demografik degiskenlerin zorbaligin alt boyutlari ile iliskisi arastirilmitir. Ayrica, demografik degiskenler ile isyeri zorbaliginin alt boyutlarinin isten ayrilmaya ve kendi isi yapmaya olan egilimi tahmin edebilirligi arastirilmistir. Arastirma sonuçlarina göre, isyeri zorbaliginin Türkiye’de görülme sikligi %48’dir. Kisinin mesleki becerilerinin küçük görülmesi, is fazlaligi ve kisisel özelliklere yönelik saldirilarin genel olarak kullanilan zorbalik yöntemleridir. Isyeri zorbaliginin alt boyutlarinin isten ayrilma ve kendi isini yapma istegi arasindaki iliski incelendiginde, kisinin mesleki becerilerinin küçük görülmesinin hem isten ayrilma hem de kendi isini yapma istegini anlamli duzeyde tahmin ettigi ortaya çikmistir. Ayrica, cinsiyet ve çalisilan sektör türünün de bu iliskileri etkileyebilecegi bulunmustur. Isyeri zorbaligini önlemek için örgütlerce alinabilecek önlemler ile demografik degiskenler disinda kalan örgüt kültürü ve iklimi gibi isten ayrilmaya etki edebilecek faktörlerin arastirilmasinin anlamli olacagi düsünülmektedir. WORKPLACE BULLYING/MOBBING AND ITS EFFECTS ON INTENTION TO LEAVE THE ORGANIZATIONBullying or mobbing is defined as “psychological terror” involving ethically unacceptable communication styles and behaviors(Leymann, 1996). Previous research findings indicate that workplace bullying yields to severe organizational problems, such as declines in productivity, problems in efficiency, work related accidents, decrease in organizational commitment and organizational trust, absenteeism and turnover. This study is aimed to examine the bullying phenomena in depth. For this purpose, prevalence and source of mobbing, relationship between demographic variables and mobbing dimensions were examined. Additionally, effects of demographic variables and dimensions of mobbing on intention to leave and intention to have own business were analyzed. Results indicate that the prevalence rate of workplace mobbing was 48 per cent. Undermining professional skills, work overload, and attacks on personal attributes were generally used bullying methods. When the predictor values of demographic variables and bullying dimensions on intention to leave, and intention to have own business were examined, it was found out that only undermining professional skills significantly predicts intention to leave and intention to have own business. Besides, it was found out that sex and the sector of the organization could have impacts on these relationships. It was thought that future research should consider organizational precautions, which could handle workplace bullying, and factors other than demographic variables, such as organizational culture and climate