THE ROLE OF PERSON-ORGANIZATION FIT AND TRUST IN THE MANAGER IN THE EFFECT OF ORGANIZATIONAL SOCIALIZATION ON ORGANIZATIONAL VIRTUOUSNESS

Hayri Cengiz

Article Details

THE ROLE OF PERSON-ORGANIZATION FIT AND TRUST IN THE MANAGER IN THE EFFECT OF ORGANIZATIONAL SOCIALIZATION ON ORGANIZATIONAL VIRTUOUSNESS

Authors:

Hayri Cengiz

Publisher:

Çanakkale Onsekiz Mart University

Main Topics:

Organizasyon

Journal:

Yönetim Bilimleri Dergisi Vol.22 Issue 54, pp.2190-2218

Document Type:

Article

Publication Date:

10/2024

Document Language:

Turkish

Document ID (Org No.):

2001329569

pISSN:

1304-5318

Keywords:

Abstract:

 Organizational socialization processes lead employees to have a positive image of the organization, to feel the support of their colleagues, and to adapt to the organization by having clear information about their career expectations. A successful socialization process increases the positive behaviors exhibited in the organization. It is seen in the literature that there are many positive organizational behaviors affected by successful organizational socialization processes. However, there are not many studies that reveal the effect of organizational socialization processes on displaying virtuous behaviors that make a difference for organizations, increase prosocial behaviors, are the pioneers of innovation and high performance, and encourage being helpful and respectful. Therefore, it is important to reveal the direct or indirect effect of organizational socialization on organizational virtuousness. Based on the Socialization Resources Theory, in order to reveal whether organizational socialization has a direct or indirect effect on organizational virtuousness, a research model was put forward by evaluating whether the variables of person-organization fit and trust in the manager could play mediating roles in these relationships. The main purpose of the study is to determine the effect of organizational socialization processes carried out for new members of the organization on committing virtuous behavior and whether person-organization fit and trust in the manager have mediating effects in this relationship. In this regard, the sample of the research was determined as private sector employees and data on 387 people was collected through surveys using the convenience sampling method. The data was analyzed with SPSS and AMOS programs, and then path analysis was conducted with observed variables to test the hypotheses. According to the results, it was concluded that person-organization fit and trust in the manager have a mediating effects on the effect of organizational socialization on organizational virtuousness, and all hypotheses were accepted. The research results showed that the total effect of the future expectations dimension of organizational socialization on organizational virtuousness was higher than other dimensions. This result indicates that newly hired individuals may engage in more virtuous behavior if they are satisfied with the career, promotion, opportunities and rewards offered in the organization.

 Organizational socialization processes lead employees to have a positive image of the organization, to feel the support of their colleagues, and to adapt to the organization by having clear information about their career expectations. A successful socialization process increases the positive behaviors exhibited in the organization. It is seen in the literature that there are many positive organizational behaviors affected by successful organizational socialization processes. However, there are not many studies that reveal the effect of organizational socialization processes on displaying virtuous behaviors that make a difference for organizations, increase prosocial behaviors, are the pioneers of innovation and high performance, and encourage being helpful and respectful. Therefore, it is important to reveal the direct or indirect effect of organizational socialization on organizational virtuousness. Based on the Socialization Resources Theory, in order to reveal whether organizational socialization has a direct or indirect effect on organizational virtuousness, a research model was put forward by evaluating whether the variables of person-organization fit and trust in the manager could play mediating roles in these relationships. The main purpose of the study is to determine the effect of organizational socialization processes carried out for new members of the organization on committing virtuous behavior and whether person-organization fit and trust in the manager have mediating effects in this relationship. In this regard, the sample of the research was determined as private sector employees and data on 387 people was collected through surveys using the convenience sampling method. The data was analyzed with SPSS and AMOS programs, and then path analysis was conducted with observed variables to test the hypotheses. According to the results, it was concluded that person-organization fit and trust in the manager have a mediating effects on the effect of organizational socialization on organizational virtuousness, and all hypotheses were accepted. The research results showed that the total effect of the future expectations dimension of organizational socialization on organizational virtuousness was higher than other dimensions. This result indicates that newly hired individuals may engage in more virtuous behavior if they are satisfied with the career, promotion, opportunities and rewards offered in the organization.

 Organizational socialization processes lead employees to have a positive image of the organization, to feel the support of their colleagues, and to adapt to the organization by having clear information about their career expectations. A successful socialization process increases the positive behaviors exhibited in the organization. It is seen in the literature that there are many positive organizational behaviors affected by successful organizational socialization processes. However, there are not many studies that reveal the effect of organizational socialization processes on displaying virtuous behaviors that make a difference for organizations, increase prosocial behaviors, are the pioneers of innovation and high performance, and encourage being helpful and respectful. Therefore, it is important to reveal the direct or indirect effect of organizational socialization on organizational virtuousness. Based on the Socialization Resources Theory, in order to reveal whether organizational socialization has a direct or indirect effect on organizational virtuousness, a research model was put forward by evaluating whether the variables of person-organization fit and trust in the manager could play mediating roles in these relationships. The main purpose of the study is to determine the effect of organizational socialization processes carried out for new members of the organization on committing virtuous behavior and whether person-organization fit and trust in the manager have mediating effects in this relationship. In this regard, the sample of the research was determined as private sector employees and data on 387 people was collected through surveys using the convenience sampling method. The data was analyzed with SPSS and AMOS programs, and then path analysis was conducted with observed variables to test the hypotheses. According to the results, it was concluded that person-organization fit and trust in the manager have a mediating effects on the effect of organizational socialization on organizational virtuousness, and all hypotheses were accepted. The research results showed that the total effect of the future expectations dimension of organizational socialization on organizational virtuousness was higher than other dimensions. This result indicates that newly hired individuals may engage in more virtuous behavior if they are satisfied with the career, promotion, opportunities and rewards offered in the organization.

 Örgütsel sosyalleşme süreçleri iş görenlerin örgüt hakkında pozitif bir imaja sahip olmalarına, çalışma arkadaşlarının desteklerini hissetmelerine ve kariyer beklentileriyle ilgili net bilgilere sahip olarak örgüte uyum sağlamalarına öncülük etmektedir. Başarılı bir sosyalleşme süreci ise örgütte sergilenen pozitif davranışları arttırmaktadır. Literatürde başarılı örgütsel sosyalleşme süreçlerinin etkilediği birçok pozitif örgütsel davranışın olduğu görülmektedir. Ancak örgütsel sosyalleşme süreçlerinin, örgütler için fark yaratıcı olarak prososyal davranışları arttıran, yenilikçiliğin ve yüksek performansın öncüsü olan, yardımsever ve saygılı olmayı teşvik eden erdemli davranışlar sergilemeye olan etkisini ortaya koyan çalışmalara pek rastlanmamıştır. Dolayısıyla örgütsel sosyalleşmenin örgütsel erdemliliğe olan doğrudan ya da dolaylı etkisini ortaya çıkarmak önemlidir. Sosyalleşme Kaynakları Teorisi temel alınarak örgütsel sosyalleşmenin örgütsel erdemlilik üzerinde doğrudan ya da dolaylı etkisinin olup olmadığını ortaya koymak amacıyla kişi örgüt uyumu ve yöneticiye güven değişkenlerinin bu ilişkilerde aracı roller üstlenebileceği değerlendirilip araştırma modeli ortaya konmuştur. Çalışmanın temel amacı örgüte yeni katılanlar için gerçekleştirilen örgütsel sosyalleşme süreçlerinin erdemli davranışlar göstermeye olan etkisini ve bu ilişkide kişi örgüt uyumu ile yöneticiye olan güvenin aracı etkiler üstlenip üstlenmediğini ortaya koymaktır. Bu doğrultuda araştırmanın örneklemi özel sektör çalışanları olarak belirlenmiş ve kolayda örnekleme yöntemi kullanılarak anketler aracılığıyla 387 kişiye ait veri toplanmıştır. Elde edilen veriler SPSS ve AMOS programlarıyla analiz edilmiş, hipotezleri test etmek amacıyla gözlenen değişkenlerle yol analizi gerçekleştirilmiştir. Elde edilen sonuçlarda örgütsel sosyalleşmenin örgütsel erdemliliğe olan etkisinde kişi örgüt uyumunun ve yöneticiye güvenin aracı etkiler gösterdiği sonucuna ulaşılmış ve tüm hipotezler kabul edilmiştir. Araştırma sonuçlarında örgütsel sosyalleşmeye ait geleceğe ilişkin beklentiler boyutunun örgütsel erdemlilik üzerindeki toplam etkisinin diğer boyutlara göre daha yüksek düzeyde olduğu görülmüştür. Bu sonuç işe yeni başlayan bireylerin örgütteki kariyer, terfi, fırsat ve sunulan ödüllerden memnun olması durumunda daha fazla erdemli davranış sergileyebileceğini işaret etmektedir. Elde edilen sonuçlar bir bütün olarak değerlendirildiğinde örgütsel sosyalleşme, kişi örgüt uyumu ve yöneticiye güven değişkenlerinin örgütlerde erdemli davranışlar sergilemeyi olumlu olarak etkilediği ortaya çıkmıştır.

Article Details

THE ROLE OF PERSON-ORGANIZATION FIT AND TRUST IN THE MANAGER IN THE EFFECT OF ORGANIZATIONAL SOCIALIZATION ON ORGANIZATIONAL VIRTUOUSNESS

Authors:

Hayri Cengiz

Publisher:

Çanakkale Onsekiz Mart University

Main Topics:

Organizasyon

Journal:

Yönetim Bilimleri Dergisi Vol.22 Issue 54, pp.2190-2218

Document Type:

Article

Publication Date:

10/2024

Document Language:

Turkish

Document ID (Org No.):

2001329569

pISSN:

1304-5318

Organizational Socialization

Organizational Virtuousness

Person-Organization Fit

Trust in the Manager.Örgütsel Sosyalleşme

Örgütsel Erdemlilik

Kişi Örgüt Uyumu

Yöneticiye Güven.

Issues

Article Details

Authors: Hayri Cengiz

Publisher: Çanakkale Onsekiz Mart University

Main Topics: Organizasyon

Journal: Yönetim Bilimleri Dergisi Vol.22 Issue 54, pp.2190-2218

Document Type: Article

Publication Date: 10/2024

Document Language: Turkish

Document ID (Org No.): 2001329569

pISSN: 1304-5318

Issues

Authors:

Hayri Cengiz

Publisher:

Çanakkale Onsekiz Mart University

Main Topics:

Organizasyon

Journal:

Yönetim Bilimleri Dergisi Vol.22 Issue 54, pp.2190-2218

Document Type:

Article

Publication Date:

10/2024

Document Language:

Turkish

Document ID (Org No.):

2001329569

pISSN:

1304-5318