İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü
Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelen...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Esra KIZILOĞLU [verfasserIn] Tahir AKGEMCİ [verfasserIn] |
|---|
| Format: |
E-Artikel |
|---|---|
| Sprache: |
Englisch ; Türkisch |
| Erschienen: |
2021 |
|---|
| Schlagwörter: |
|---|
| Übergeordnetes Werk: |
In: Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi - Mehmet Akif Ersoy University, 2020, (2021), 33, Seite 97-112 |
|---|---|
| Übergeordnetes Werk: |
year:2021 ; number:33 ; pages:97-112 |
| Links: |
|---|
| DOI / URN: |
10.20875/makusobed.806885 |
|---|
| Katalog-ID: |
DOAJ043492754 |
|---|
| LEADER | 01000caa a22002652 4500 | ||
|---|---|---|---|
| 001 | DOAJ043492754 | ||
| 003 | DE-627 | ||
| 005 | 20230310180249.0 | ||
| 007 | cr uuu---uuuuu | ||
| 008 | 230227s2021 xx |||||o 00| ||eng c | ||
| 024 | 7 | |a 10.20875/makusobed.806885 |2 doi | |
| 035 | |a (DE-627)DOAJ043492754 | ||
| 035 | |a (DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f | ||
| 040 | |a DE-627 |b ger |c DE-627 |e rakwb | ||
| 041 | |a eng |a tur | ||
| 100 | 0 | |a Esra KIZILOĞLU |e verfasserin |4 aut | |
| 245 | 1 | 0 | |a İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü |
| 264 | 1 | |c 2021 | |
| 336 | |a Text |b txt |2 rdacontent | ||
| 337 | |a Computermedien |b c |2 rdamedia | ||
| 338 | |a Online-Ressource |b cr |2 rdacarrier | ||
| 520 | |a Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. | ||
| 650 | 4 | |a i̇ş yeri nezaketsizliği | |
| 650 | 4 | |a i̇ş yeri kabalığı | |
| 650 | 4 | |a bilgi paylaşma tutumu | |
| 650 | 4 | |a i̇ş doyumu | |
| 650 | 4 | |a işten ayrılma niyeti | |
| 650 | 4 | |a etik iklim | |
| 650 | 4 | |a hemşireler | |
| 650 | 4 | |a workplace incivilty | |
| 650 | 4 | |a workplace rudeness | |
| 650 | 4 | |a knowledge sharing attitude | |
| 650 | 4 | |a job satisfaction | |
| 650 | 4 | |a turnover intention | |
| 650 | 4 | |a ethical climate | |
| 650 | 4 | |a nurses | |
| 653 | 0 | |a Social Sciences | |
| 653 | 0 | |a H | |
| 700 | 0 | |a Tahir AKGEMCİ |e verfasserin |4 aut | |
| 773 | 0 | 8 | |i In |t Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi |d Mehmet Akif Ersoy University, 2020 |g (2021), 33, Seite 97-112 |w (DE-627)1760636959 |x 13091387 |7 nnns |
| 773 | 1 | 8 | |g year:2021 |g number:33 |g pages:97-112 |
| 856 | 4 | 0 | |u https://doi.org/10.20875/makusobed.806885 |z kostenfrei |
| 856 | 4 | 0 | |u https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f |z kostenfrei |
| 856 | 4 | 0 | |u https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885 |z kostenfrei |
| 856 | 4 | 2 | |u https://doaj.org/toc/1309-1387 |y Journal toc |z kostenfrei |
| 912 | |a GBV_USEFLAG_A | ||
| 912 | |a SYSFLAG_A | ||
| 912 | |a GBV_DOAJ | ||
| 912 | |a GBV_ILN_2005 | ||
| 912 | |a GBV_ILN_2009 | ||
| 912 | |a GBV_ILN_2055 | ||
| 912 | |a GBV_ILN_2111 | ||
| 951 | |a AR | ||
| 952 | |j 2021 |e 33 |h 97-112 | ||
| author_variant |
e k ek t a ta |
|---|---|
| matchkey_str |
article:13091387:2021----::eieaeszinnigpyaauuuetazrneitii |
| hierarchy_sort_str |
2021 |
| publishDate |
2021 |
| allfields |
10.20875/makusobed.806885 doi (DE-627)DOAJ043492754 (DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f DE-627 ger DE-627 rakwb eng tur Esra KIZILOĞLU verfasserin aut İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü 2021 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. i̇ş yeri nezaketsizliği i̇ş yeri kabalığı bilgi paylaşma tutumu i̇ş doyumu işten ayrılma niyeti etik iklim hemşireler workplace incivilty workplace rudeness knowledge sharing attitude job satisfaction turnover intention ethical climate nurses Social Sciences H Tahir AKGEMCİ verfasserin aut In Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Mehmet Akif Ersoy University, 2020 (2021), 33, Seite 97-112 (DE-627)1760636959 13091387 nnns year:2021 number:33 pages:97-112 https://doi.org/10.20875/makusobed.806885 kostenfrei https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f kostenfrei https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885 kostenfrei https://doaj.org/toc/1309-1387 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2055 GBV_ILN_2111 AR 2021 33 97-112 |
| spelling |
10.20875/makusobed.806885 doi (DE-627)DOAJ043492754 (DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f DE-627 ger DE-627 rakwb eng tur Esra KIZILOĞLU verfasserin aut İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü 2021 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. i̇ş yeri nezaketsizliği i̇ş yeri kabalığı bilgi paylaşma tutumu i̇ş doyumu işten ayrılma niyeti etik iklim hemşireler workplace incivilty workplace rudeness knowledge sharing attitude job satisfaction turnover intention ethical climate nurses Social Sciences H Tahir AKGEMCİ verfasserin aut In Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Mehmet Akif Ersoy University, 2020 (2021), 33, Seite 97-112 (DE-627)1760636959 13091387 nnns year:2021 number:33 pages:97-112 https://doi.org/10.20875/makusobed.806885 kostenfrei https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f kostenfrei https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885 kostenfrei https://doaj.org/toc/1309-1387 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2055 GBV_ILN_2111 AR 2021 33 97-112 |
| allfields_unstemmed |
10.20875/makusobed.806885 doi (DE-627)DOAJ043492754 (DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f DE-627 ger DE-627 rakwb eng tur Esra KIZILOĞLU verfasserin aut İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü 2021 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. i̇ş yeri nezaketsizliği i̇ş yeri kabalığı bilgi paylaşma tutumu i̇ş doyumu işten ayrılma niyeti etik iklim hemşireler workplace incivilty workplace rudeness knowledge sharing attitude job satisfaction turnover intention ethical climate nurses Social Sciences H Tahir AKGEMCİ verfasserin aut In Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Mehmet Akif Ersoy University, 2020 (2021), 33, Seite 97-112 (DE-627)1760636959 13091387 nnns year:2021 number:33 pages:97-112 https://doi.org/10.20875/makusobed.806885 kostenfrei https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f kostenfrei https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885 kostenfrei https://doaj.org/toc/1309-1387 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2055 GBV_ILN_2111 AR 2021 33 97-112 |
| allfieldsGer |
10.20875/makusobed.806885 doi (DE-627)DOAJ043492754 (DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f DE-627 ger DE-627 rakwb eng tur Esra KIZILOĞLU verfasserin aut İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü 2021 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. i̇ş yeri nezaketsizliği i̇ş yeri kabalığı bilgi paylaşma tutumu i̇ş doyumu işten ayrılma niyeti etik iklim hemşireler workplace incivilty workplace rudeness knowledge sharing attitude job satisfaction turnover intention ethical climate nurses Social Sciences H Tahir AKGEMCİ verfasserin aut In Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Mehmet Akif Ersoy University, 2020 (2021), 33, Seite 97-112 (DE-627)1760636959 13091387 nnns year:2021 number:33 pages:97-112 https://doi.org/10.20875/makusobed.806885 kostenfrei https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f kostenfrei https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885 kostenfrei https://doaj.org/toc/1309-1387 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2055 GBV_ILN_2111 AR 2021 33 97-112 |
| allfieldsSound |
10.20875/makusobed.806885 doi (DE-627)DOAJ043492754 (DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f DE-627 ger DE-627 rakwb eng tur Esra KIZILOĞLU verfasserin aut İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü 2021 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. i̇ş yeri nezaketsizliği i̇ş yeri kabalığı bilgi paylaşma tutumu i̇ş doyumu işten ayrılma niyeti etik iklim hemşireler workplace incivilty workplace rudeness knowledge sharing attitude job satisfaction turnover intention ethical climate nurses Social Sciences H Tahir AKGEMCİ verfasserin aut In Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Mehmet Akif Ersoy University, 2020 (2021), 33, Seite 97-112 (DE-627)1760636959 13091387 nnns year:2021 number:33 pages:97-112 https://doi.org/10.20875/makusobed.806885 kostenfrei https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f kostenfrei https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885 kostenfrei https://doaj.org/toc/1309-1387 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2055 GBV_ILN_2111 AR 2021 33 97-112 |
| language |
English Turkish |
| source |
In Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (2021), 33, Seite 97-112 year:2021 number:33 pages:97-112 |
| sourceStr |
In Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (2021), 33, Seite 97-112 year:2021 number:33 pages:97-112 |
| format_phy_str_mv |
Article |
| institution |
findex.gbv.de |
| topic_facet |
i̇ş yeri nezaketsizliği i̇ş yeri kabalığı bilgi paylaşma tutumu i̇ş doyumu işten ayrılma niyeti etik iklim hemşireler workplace incivilty workplace rudeness knowledge sharing attitude job satisfaction turnover intention ethical climate nurses Social Sciences H |
| isfreeaccess_bool |
true |
| container_title |
Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi |
| authorswithroles_txt_mv |
Esra KIZILOĞLU @@aut@@ Tahir AKGEMCİ @@aut@@ |
| publishDateDaySort_date |
2021-01-01T00:00:00Z |
| hierarchy_top_id |
1760636959 |
| id |
DOAJ043492754 |
| language_de |
englisch türkisch |
| fullrecord |
<?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim"><record><leader>01000caa a22002652 4500</leader><controlfield tag="001">DOAJ043492754</controlfield><controlfield tag="003">DE-627</controlfield><controlfield tag="005">20230310180249.0</controlfield><controlfield tag="007">cr uuu---uuuuu</controlfield><controlfield tag="008">230227s2021 xx |||||o 00| ||eng c</controlfield><datafield tag="024" ind1="7" ind2=" "><subfield code="a">10.20875/makusobed.806885</subfield><subfield code="2">doi</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-627)DOAJ043492754</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f</subfield></datafield><datafield tag="040" ind1=" " ind2=" "><subfield code="a">DE-627</subfield><subfield code="b">ger</subfield><subfield code="c">DE-627</subfield><subfield code="e">rakwb</subfield></datafield><datafield tag="041" ind1=" " ind2=" "><subfield code="a">eng</subfield><subfield code="a">tur</subfield></datafield><datafield tag="100" ind1="0" ind2=" "><subfield code="a">Esra KIZILOĞLU</subfield><subfield code="e">verfasserin</subfield><subfield code="4">aut</subfield></datafield><datafield tag="245" ind1="1" ind2="0"><subfield code="a">İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü</subfield></datafield><datafield tag="264" ind1=" " ind2="1"><subfield code="c">2021</subfield></datafield><datafield tag="336" ind1=" " ind2=" "><subfield code="a">Text</subfield><subfield code="b">txt</subfield><subfield code="2">rdacontent</subfield></datafield><datafield tag="337" ind1=" " ind2=" "><subfield code="a">Computermedien</subfield><subfield code="b">c</subfield><subfield code="2">rdamedia</subfield></datafield><datafield tag="338" ind1=" " ind2=" "><subfield code="a">Online-Ressource</subfield><subfield code="b">cr</subfield><subfield code="2">rdacarrier</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit.</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">i̇ş yeri nezaketsizliği</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">i̇ş yeri kabalığı</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">bilgi paylaşma tutumu</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">i̇ş doyumu</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">işten ayrılma niyeti</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">etik iklim</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">hemşireler</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">workplace incivilty</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">workplace rudeness</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">knowledge sharing attitude</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">job satisfaction</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">turnover intention</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">ethical climate</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">nurses</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">Social Sciences</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">H</subfield></datafield><datafield tag="700" ind1="0" ind2=" "><subfield code="a">Tahir AKGEMCİ</subfield><subfield code="e">verfasserin</subfield><subfield code="4">aut</subfield></datafield><datafield tag="773" ind1="0" ind2="8"><subfield code="i">In</subfield><subfield code="t">Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi</subfield><subfield code="d">Mehmet Akif Ersoy University, 2020</subfield><subfield code="g">(2021), 33, Seite 97-112</subfield><subfield code="w">(DE-627)1760636959</subfield><subfield code="x">13091387</subfield><subfield code="7">nnns</subfield></datafield><datafield tag="773" ind1="1" ind2="8"><subfield code="g">year:2021</subfield><subfield code="g">number:33</subfield><subfield code="g">pages:97-112</subfield></datafield><datafield tag="856" ind1="4" ind2="0"><subfield code="u">https://doi.org/10.20875/makusobed.806885</subfield><subfield code="z">kostenfrei</subfield></datafield><datafield tag="856" ind1="4" ind2="0"><subfield code="u">https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f</subfield><subfield code="z">kostenfrei</subfield></datafield><datafield tag="856" ind1="4" ind2="0"><subfield code="u">https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885</subfield><subfield code="z">kostenfrei</subfield></datafield><datafield tag="856" ind1="4" ind2="2"><subfield code="u">https://doaj.org/toc/1309-1387</subfield><subfield code="y">Journal toc</subfield><subfield code="z">kostenfrei</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_USEFLAG_A</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">SYSFLAG_A</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_DOAJ</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_ILN_2005</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_ILN_2009</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_ILN_2055</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_ILN_2111</subfield></datafield><datafield tag="951" ind1=" " ind2=" "><subfield code="a">AR</subfield></datafield><datafield tag="952" ind1=" " ind2=" "><subfield code="j">2021</subfield><subfield code="e">33</subfield><subfield code="h">97-112</subfield></datafield></record></collection>
|
| author |
Esra KIZILOĞLU |
| spellingShingle |
Esra KIZILOĞLU misc i̇ş yeri nezaketsizliği misc i̇ş yeri kabalığı misc bilgi paylaşma tutumu misc i̇ş doyumu misc işten ayrılma niyeti misc etik iklim misc hemşireler misc workplace incivilty misc workplace rudeness misc knowledge sharing attitude misc job satisfaction misc turnover intention misc ethical climate misc nurses misc Social Sciences misc H İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü |
| authorStr |
Esra KIZILOĞLU |
| ppnlink_with_tag_str_mv |
@@773@@(DE-627)1760636959 |
| format |
electronic Article |
| delete_txt_mv |
keep |
| author_role |
aut aut |
| collection |
DOAJ |
| remote_str |
true |
| illustrated |
Not Illustrated |
| issn |
13091387 |
| topic_title |
İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü i̇ş yeri nezaketsizliği i̇ş yeri kabalığı bilgi paylaşma tutumu i̇ş doyumu işten ayrılma niyeti etik iklim hemşireler workplace incivilty workplace rudeness knowledge sharing attitude job satisfaction turnover intention ethical climate nurses |
| topic |
misc i̇ş yeri nezaketsizliği misc i̇ş yeri kabalığı misc bilgi paylaşma tutumu misc i̇ş doyumu misc işten ayrılma niyeti misc etik iklim misc hemşireler misc workplace incivilty misc workplace rudeness misc knowledge sharing attitude misc job satisfaction misc turnover intention misc ethical climate misc nurses misc Social Sciences misc H |
| topic_unstemmed |
misc i̇ş yeri nezaketsizliği misc i̇ş yeri kabalığı misc bilgi paylaşma tutumu misc i̇ş doyumu misc işten ayrılma niyeti misc etik iklim misc hemşireler misc workplace incivilty misc workplace rudeness misc knowledge sharing attitude misc job satisfaction misc turnover intention misc ethical climate misc nurses misc Social Sciences misc H |
| topic_browse |
misc i̇ş yeri nezaketsizliği misc i̇ş yeri kabalığı misc bilgi paylaşma tutumu misc i̇ş doyumu misc işten ayrılma niyeti misc etik iklim misc hemşireler misc workplace incivilty misc workplace rudeness misc knowledge sharing attitude misc job satisfaction misc turnover intention misc ethical climate misc nurses misc Social Sciences misc H |
| format_facet |
Elektronische Aufsätze Aufsätze Elektronische Ressource |
| format_main_str_mv |
Text Zeitschrift/Artikel |
| carriertype_str_mv |
cr |
| hierarchy_parent_title |
Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi |
| hierarchy_parent_id |
1760636959 |
| hierarchy_top_title |
Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi |
| isfreeaccess_txt |
true |
| familylinks_str_mv |
(DE-627)1760636959 |
| title |
İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü |
| ctrlnum |
(DE-627)DOAJ043492754 (DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f |
| title_full |
İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü |
| author_sort |
Esra KIZILOĞLU |
| journal |
Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi |
| journalStr |
Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi |
| lang_code |
eng tur |
| isOA_bool |
true |
| recordtype |
marc |
| publishDateSort |
2021 |
| contenttype_str_mv |
txt |
| container_start_page |
97 |
| author_browse |
Esra KIZILOĞLU Tahir AKGEMCİ |
| format_se |
Elektronische Aufsätze |
| author-letter |
Esra KIZILOĞLU |
| doi_str_mv |
10.20875/makusobed.806885 |
| author2-role |
verfasserin |
| title_sort |
i̇ş yeri nezaketsizliğinin bilgi paylaşma tutumu ve i̇ş çıktıları üzerindeki etkisinde etik i̇klimin aracı rolü |
| title_auth |
İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü |
| abstract |
Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. |
| abstractGer |
Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. |
| abstract_unstemmed |
Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit. |
| collection_details |
GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_2005 GBV_ILN_2009 GBV_ILN_2055 GBV_ILN_2111 |
| container_issue |
33 |
| title_short |
İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü |
| url |
https://doi.org/10.20875/makusobed.806885 https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885 https://doaj.org/toc/1309-1387 |
| remote_bool |
true |
| author2 |
Tahir AKGEMCİ |
| author2Str |
Tahir AKGEMCİ |
| ppnlink |
1760636959 |
| mediatype_str_mv |
c |
| isOA_txt |
true |
| hochschulschrift_bool |
false |
| doi_str |
10.20875/makusobed.806885 |
| up_date |
2024-07-03T17:51:35.406Z |
| _version_ |
1803581228761219072 |
| fullrecord_marcxml |
<?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim"><record><leader>01000caa a22002652 4500</leader><controlfield tag="001">DOAJ043492754</controlfield><controlfield tag="003">DE-627</controlfield><controlfield tag="005">20230310180249.0</controlfield><controlfield tag="007">cr uuu---uuuuu</controlfield><controlfield tag="008">230227s2021 xx |||||o 00| ||eng c</controlfield><datafield tag="024" ind1="7" ind2=" "><subfield code="a">10.20875/makusobed.806885</subfield><subfield code="2">doi</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-627)DOAJ043492754</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-599)DOAJ13268ee57c1f4b588d764e448a9ab24f</subfield></datafield><datafield tag="040" ind1=" " ind2=" "><subfield code="a">DE-627</subfield><subfield code="b">ger</subfield><subfield code="c">DE-627</subfield><subfield code="e">rakwb</subfield></datafield><datafield tag="041" ind1=" " ind2=" "><subfield code="a">eng</subfield><subfield code="a">tur</subfield></datafield><datafield tag="100" ind1="0" ind2=" "><subfield code="a">Esra KIZILOĞLU</subfield><subfield code="e">verfasserin</subfield><subfield code="4">aut</subfield></datafield><datafield tag="245" ind1="1" ind2="0"><subfield code="a">İş Yeri Nezaketsizliğinin Bilgi Paylaşma Tutumu Ve İş Çıktıları Üzerindeki Etkisinde Etik İklimin Aracı Rolü</subfield></datafield><datafield tag="264" ind1=" " ind2="1"><subfield code="c">2021</subfield></datafield><datafield tag="336" ind1=" " ind2=" "><subfield code="a">Text</subfield><subfield code="b">txt</subfield><subfield code="2">rdacontent</subfield></datafield><datafield tag="337" ind1=" " ind2=" "><subfield code="a">Computermedien</subfield><subfield code="b">c</subfield><subfield code="2">rdamedia</subfield></datafield><datafield tag="338" ind1=" " ind2=" "><subfield code="a">Online-Ressource</subfield><subfield code="b">cr</subfield><subfield code="2">rdacarrier</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">Bu araştırmanın amacı hemşirelerin iş yerinde karşılaştıkları nezaketsiz davranışların bilgi paylaşma tutumları, iş doyumları, işten ayrılma niyetleri ve performansları üzerindeki etkisini ortaya koymaktır. Ayrıca değişkenler arasındaki ilişkide etik iklimin aracı role sahip olup olmadığı da incelenmiştir. Araştırmanın evrenini Konya ili devlet, özel ve üniversite hastanelerinde görev yapan 507 hemşire oluşturmaktadır. Veriler anket formu ile toplanmış ve analizlerde SPSS ve AMOS paket programları kullanılmıştır. Araştırma da iş yeri nezaketsizliği ‘‘diğer hemşirelerden görülen nezaketsizlik’’, ‘‘amir/yöneticiden görülen nezaketsizlik’’, ‘‘doktorlardan görülen nezaketsizlik’’ ve ‘‘hasta/ hasta yakınlarından görülen nezaketsizlik’’ olmak üzere 4 boyutta incelenmiştir. Analizler sonucunda iş yeri nezaketsizliği boyutlarının bilgi paylaşma tutumu üzerinde herhangi bir etkisi bulunmamıştır. Bununla birlikte, amir/yöneticiden ve doktorlardan görülen nezaketsizliğin iş doyumunu, işten ayrılma niyetini ve performansı etkilediği görülmüştür. Ayrıca iş yeri nezaketsizliği boyutlarının iş doyumu ve işten ayrılma niyeti üzerindeki etkisinde etik iklim algısının aracılık (kısmı/tam) ettiği tespit edilmiştir EXTENDED SUMMARY Research Problem The main purpose of this study is to determine the effect of workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and employee performance and to determine whether ethical climate has a mediating role in this relationship. Research Questions Does workplace incivility have an impact on knowledge sharing attitude? Does workplace incivility have an impact on job satisfaction? Does workplace incivility have an impact on employee performance? Does workplace incivility have an effect on the turnover intention? Does workplace incivility have an impact on the perceived ethical climate? What is the mediating role of ethical climate in these relationships? Literature Review Workplace incivility is rude and nonethical behaviors faced by colleagues or managers of employees in working life. Considering the studies on workplace incivility it has been found that there is little debate in the health sector. However, one of the sectors where emotional and physical violence is most experienced is the health sector. Studies have determined that nurses are the group most exposed to workplace incivility. Nurses report that they are exposed to courtesy from both their colleagues and patients and their relatives. There are some damages to the individual and the organization of exhibiting these behaviors, in which general moral rules are ignored. Harms to the individual; migraine, headache, fatigue, sleep disorders, depression, stress, and tantrums. In organizational terms, it has consequences such as job dissatisfaction, job stress, burnout, low performance and leaving the job. In addition, it is known that employees exposed to incivility show a negative attitude towards sharing information. Job satisfaction is the feeling of satisfaction and dissatisfaction felt by the employee with his job. The higher the pleasure and happiness of the employee towards his job, the higher the job satisfaction. The intention to leave is the intention of an employee to decide whether to stay in the organization they work for. It would not be good for an organization to have high turnover rates. For this reason, it is important for the organization to know the intention and behavior of employees to leave their jobs. Finally, employee performance shows to what extent the employee achieves the tasks assigned to him. In this study, the relationship and direction between incivility, knowledge sharing attitude, job satisfaction, turnover intention, employee performance and ethical climate variables were examined. The importance of the study is that there is no one else that examines the relationship between the variables of the study. In addition, it is thought that this study will contribute to the national literature due to the limited number of studies on workplace incivility and knowledge sharing attitude in our country. Methodology The research has been conducted on 507 nurses working in hospitals associated to the Ministry of Health, university hospitals and private hospitals in the central districts of Konya. In this study, Nurse Incivility Scale (NIS) which was developed for nurses was used. The validity and reliability analyzes of the scale questions have been made. The data obtained have been analyzed by Structural Equation Modeling and the findings have been reported. Results and Conclusions As a result of the analysis, there is no effect of workplace incivility on the attitude of sharing knowledge. In contrast to the literature, it has been observed that the incivility seen by the supervisors, managers and doctors positively affects job satisfaction.It has been determined that nurses ' incivility from supervisors, managers and doctors increased their intention to quit. In addition, it has been observed that the nurses' incivility from their supervisors, managers, doctors and patients and their relatives decrease their job performance. It has been observed that nurses' incivility behaviors from supervisors, managers, doctors, and patients/patient relatives reduce their positive ethical climate perceptions. It has been determined that ethical climate perception negatively affects job satisfaction. In the analyzes, it has been seen that the perception of ethical climate negatively affect the turnover intention. Besides, there is no statistically significant effect of ethical climate perception on employee performance. The model created to test the effect of mediation and the results of the analysis; It has been observed that the perceived ethical climate fully mediates the effect of the incivility attitudes seen by the supervisors or managers on job satisfaction. It has been observed that the perceived ethical climate partially mediates the effect of the incivility attitudes seen by doctors on job satisfaction. It has been observed that the perceived ethical climate fully mediates the effect of the impolite attitudes of the supervisors or managers on the intention to quit. It has been observed that the perceived ethical climate fully mediate the effect of the incivility attitudes of the doctors on the intention to quit.</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">i̇ş yeri nezaketsizliği</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">i̇ş yeri kabalığı</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">bilgi paylaşma tutumu</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">i̇ş doyumu</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">işten ayrılma niyeti</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">etik iklim</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">hemşireler</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">workplace incivilty</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">workplace rudeness</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">knowledge sharing attitude</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">job satisfaction</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">turnover intention</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">ethical climate</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">nurses</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">Social Sciences</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">H</subfield></datafield><datafield tag="700" ind1="0" ind2=" "><subfield code="a">Tahir AKGEMCİ</subfield><subfield code="e">verfasserin</subfield><subfield code="4">aut</subfield></datafield><datafield tag="773" ind1="0" ind2="8"><subfield code="i">In</subfield><subfield code="t">Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi</subfield><subfield code="d">Mehmet Akif Ersoy University, 2020</subfield><subfield code="g">(2021), 33, Seite 97-112</subfield><subfield code="w">(DE-627)1760636959</subfield><subfield code="x">13091387</subfield><subfield code="7">nnns</subfield></datafield><datafield tag="773" ind1="1" ind2="8"><subfield code="g">year:2021</subfield><subfield code="g">number:33</subfield><subfield code="g">pages:97-112</subfield></datafield><datafield tag="856" ind1="4" ind2="0"><subfield code="u">https://doi.org/10.20875/makusobed.806885</subfield><subfield code="z">kostenfrei</subfield></datafield><datafield tag="856" ind1="4" ind2="0"><subfield code="u">https://doaj.org/article/13268ee57c1f4b588d764e448a9ab24f</subfield><subfield code="z">kostenfrei</subfield></datafield><datafield tag="856" ind1="4" ind2="0"><subfield code="u">https://dergipark.org.tr/tr/pub/makusobed/issue/62580/806885</subfield><subfield code="z">kostenfrei</subfield></datafield><datafield tag="856" ind1="4" ind2="2"><subfield code="u">https://doaj.org/toc/1309-1387</subfield><subfield code="y">Journal toc</subfield><subfield code="z">kostenfrei</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_USEFLAG_A</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">SYSFLAG_A</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_DOAJ</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_ILN_2005</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_ILN_2009</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_ILN_2055</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_ILN_2111</subfield></datafield><datafield tag="951" ind1=" " ind2=" "><subfield code="a">AR</subfield></datafield><datafield tag="952" ind1=" " ind2=" "><subfield code="j">2021</subfield><subfield code="e">33</subfield><subfield code="h">97-112</subfield></datafield></record></collection>
|
| score |
7.401045 |