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DOI :10.26650/JECS417777   IUP :10.26650/JECS417777    Tam Metin (PDF)

İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü

Mehmet Ferhat Ozbek

Bu çalışma işyerinde arkadaşlıkların (denk durumdaki çalışanlarla arkadaşlık ve yöneticiyle arkadaşlık) iş güvencesizliği ve işten ayrılma niyeti üzerinde negatif etkisinin olabileceği modelini kurmakta ve test etmektedir. Buna ilaveten, bu çalışmada yönetici ile arkadaşlık ile iş performansı arasındaki pozitif yönlü ilişkilerin çalışma etiği düşük olan çalışanlar için geçerli olabileceğini iddia etmiştir. Bu çalışma ayrıca yönetici ile arkadaşlık ile örgütsel sapma davranışı arasındaki negatif ilişkinin çalışma etiği düşük çalışanlar için geçerli olacağını iddia etmektedir. Hipotezleri test etmek için hizmet sektöründe çalışan 313 kişiden toplanan veriler kullanılmıştır. Sonuçlara göre, denk durumdaki çalışanlarla arkadaşlık ve yöneticiyle arkadaşlık ile iş güvencesizliği ve işten ayrılma niyeti arasında negatif yönlü bir ilişki bulunmuştur. Sonuçlar, çalışma etiğinin yöneticiyle arkadaşlık ve iş performansı ilişkisinde moderatör bir değişken olduğunu göstermektedir. Çalışma etiği düşük olan çalışanlarda, yöneticiyle arkadaşlık iş performansı ile pozitif yönlü bir ilişki içerisindedir. Sonuçlar, çalışma etiğinin yöneticiyle arkadaşlık ile örgütsel sapma arasındaki ilişkide moderatör bir değişken olduğunu göstermektedir. Sonuçlara göre çalışma etiği düşük olan çalışanlar için, yöneticiyle arkadaşlık örgütsel sapma davranışı ile negatif yönlü bir ilişki içindedir. Beklenmedik bir şekilde, çalışma etiği yüksek olan çalışanlarda yöneticiyle arkadaşlık ile örgütsel sapma davranışı arasında pozitif yönlü bir ilişki bulunmuştur. 
Anahtar Kelimeler: İşyerinde arkadaşlık, iş güvencesizliği, işten ayrılma niyeti, iş performansı, örgütsel sapma davranışı, çalışma etiği, sosyal alışveriş teorisi, örgütsel sosyal sermaye
DOI :10.26650/JECS417777   IUP :10.26650/JECS417777    Tam Metin (PDF)

Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics

Mehmet Ferhat Ozbek

This study builds and tests the models that two types of workplace friendships (friendship with coworkers and friendship with the supervisor) may have a negative influence on employees’ job insecurity and turnover intention. Further, this study assumes that the positive association between workplace friendship with a supervisor and job performance is stronger for employees having a low work ethic than for those with a high work ethic. This study also assumes that the negative relationship between friendship with a supervisor and organizational deviance is stronger for employees who have a low work ethic but not for those with a high work ethic. To test these hypotheses, 313 data samples have been collected from service sector employees. According to the results, two types of workplace friendships (friendship with coworkers and friendship with a supervisor) are negatively related to job insecurity and turnover intention. The results also show that friendship with a supervisor was positively associated with job performance for employees having a low work ethic but not for those with a high work ethic. Furthermore, the results show that friendship with a supervisor was negatively associated with organizational deviance for employees having a low work ethic but not for those with a high work ethic. Surprisingly, the friendship with a supervisor is positively associated with organizational deviance for employees having a high work ethic.
Anahtar Kelimeler: Workplace friendship, job insecurity, turnover intention, job performance, organizational deviance, work ethic, social exchange theory, organizational social capital

GENİŞLETİLMİŞ ÖZET


There are important missing pieces in our understanding of the effect of workplace friendship. To move our knowledge further, we need to grasp how workplace friendship effects important employee outcomes. To achieve this goal, this study focuses on the extending our knowledge about the effect of workplace friendship on four employee outcomes (job insecurity, turnover intention, job performance, and organizational deviance) using organizational social capital perspective and social exchange theory. Specifically, the current study investigates the negative influence of two types of workplace friendships (friendship with coworkers and friendship with a supervisor) on employees’ job insecurity and turnover intention. The current study also argues that the positive association between workplace friendship with a supervisor and job performance is stronger for employees having a low work ethic than for those with a high work ethic. In addition, this study also assumes that the negative relationship between friendship with a supervisor and organizational deviance is stronger for employees who have a low work ethic but not for those with a high work ethic. I propose that when a supervisor builds a friendship with employees or supports coworkers to develop a strong friendship amongst themselves, employees can feel secure in the workplace. In response to this positive situation (job security), an employee will not intend to quit the organization, will display high performance and will show less organizational deviance. If a supervisor develops a friendship with his/her employees or supports coworkers’ friendship, employees feel happy, relaxed and secure. Thus, the supervisor expects that the employees who are feeling secure in their jobs will behave according to management’s expectations (not quitting the organization, displaying high-performance and low deviance) as a requirement of reciprocity within this positive working environment. To test hypotheses, 313 data samples have been collected from service sector employees. The employees’ mean age was 29.4 years (s.d.= 4.6). 51% of them were male. The employees’ average job tenure was 4.81 years. 34% of the employees had a high school education, 26% of them had a junior technical college education and 40% of them had a college degree. 58% of the participants were working in the marketing and sales department. Other employees were working in the finance, accounting, and the human resource management departments.

Employees filled out the scales workplace friendships, turnover intention, job insecurity, work ethic,and organizational deviance. The supervisor working with the employee only filled out the job performance scale. I used workplace friendship scale as independent variable. The two-factor model, which specified the friendship with coworkers and the friendship with a supervisor as unique constructs, fit the data well. I used 4-items job insecurity and 2 items turnover intention scale as dependent variables in this study. I also used job performance scale as one of the dependent variable. This scale was evaluated across 5 items. Further, I used 12-items organizational deviance scale as other dependent variable. I used 17 items work ethic scale as moderator variable. I also used age, education, tenure, gender, and income as control variables. According to the results, friendship with coworkers and friendship with a supervisor are negatively associated to job insecurity and turnover intention. The results also show that friendship with a supervisor was positively associated with job performance for employees having a low work ethic but not for those with a high work ethic. Furthermore, the results show that friendship with a supervisor was negatively associated with organizational deviance for employees having a low work ethic but not for those with a high work ethic. Unexpectedly, the friendship with a supervisor is positively associated with organizational deviance for employees having a high work ethic. This study revealed that workplace friendships decrease job insecurity and turnover intention. The current study also found that positive association between friendship with a supervisor and job performance is stronger for employees having a low work ethic but not for employees with a high work ethic. Further, results show that the negative association between friendship with a supervisor and organizational deviance is stronger for employees having a low work ethic but not for those with a high work ethic. In short, the benefit of workplace friendship for an employee is less job insecurity and the benefits of workplace friendships for an organization are less turnover intention, high job performance, and less organizational deviance.


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APA

Ozbek, M. (2018). İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü. Journal of Economy Culture and Society, 0(58), 153-176. https://doi.org/10.26650/JECS417777


AMA

Ozbek M. İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü. Journal of Economy Culture and Society. 2018;0(58):153-176. https://doi.org/10.26650/JECS417777


ABNT

Ozbek, M. İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü. Journal of Economy Culture and Society, [Publisher Location], v. 0, n. 58, p. 153-176, 2018.


Chicago: Author-Date Style

Ozbek, Mehmet Ferhat,. 2018. “İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü.” Journal of Economy Culture and Society 0, no. 58: 153-176. https://doi.org/10.26650/JECS417777


Chicago: Humanities Style

Ozbek, Mehmet Ferhat,. “İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü.” Journal of Economy Culture and Society 0, no. 58 (Apr. 2025): 153-176. https://doi.org/10.26650/JECS417777


Harvard: Australian Style

Ozbek, M 2018, 'İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü', Journal of Economy Culture and Society, vol. 0, no. 58, pp. 153-176, viewed 28 Apr. 2025, https://doi.org/10.26650/JECS417777


Harvard: Author-Date Style

Ozbek, M. (2018) ‘İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü’, Journal of Economy Culture and Society, 0(58), pp. 153-176. https://doi.org/10.26650/JECS417777 (28 Apr. 2025).


MLA

Ozbek, Mehmet Ferhat,. “İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü.” Journal of Economy Culture and Society, vol. 0, no. 58, 2018, pp. 153-176. [Database Container], https://doi.org/10.26650/JECS417777


Vancouver

Ozbek M. İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü. Journal of Economy Culture and Society [Internet]. 28 Apr. 2025 [cited 28 Apr. 2025];0(58):153-176. Available from: https://doi.org/10.26650/JECS417777 doi: 10.26650/JECS417777


ISNAD

Ozbek, Mehmet Ferhat. “İşyerinde Arkadaşlığa İhtiyaç Var mı? İşyerinde Arkadaşlık ve Çalışanlar Üzerindeki Sonuçlarının Teorisi: Çalışma Etiğinin Rolü”. Journal of Economy Culture and Society 0/58 (Apr. 2025): 153-176. https://doi.org/10.26650/JECS417777



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Gönderim22.04.2018
Kabul26.09.2018

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