Psikolojik Sermayenin Değişime Direnç Tutumu Üzerindeki Etkisinde Algılanan İletişim Kalitesi ve Algılanan Örgütsel Desteğin Düzenleyici Rolü
Bozgan Fendoğlu, Sena
Ambargo SüresiAcik erisim
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Within the framework of technological, social and economic developments the importance of change has increased in the organizational environment as well as in every field. In today's world, where change is seen as an inevitable reality, the success of organizations has begun to vary depending on how much they adapt to these changes. Therefore, it has become a necessity for organizations to prevent the resistance to change attitude, which is one of the biggest obstacles to change. It is known that employees' resistance to change attitude is affected by both individual and organizational factors. In this framework, within the scope of this study, it is aimed to gain a holistic perspective by considering both individual and organizational factors that are thought to affect the resistance to change attitude. In this context, the moderator effect of perceived communication quality and organizational support in the effect of psychological capital shaped by positive psychological trend on resistance to change will be investigated. The data of the research were collected from one hundred and ninety-three employees working in a defense industry company operating in Turkey by questionnaire method. The analysis of the model within the scope of the study was carried out with the PROCESS Macro developed by Hayes (2018). When the findings obtained within the scope of the main model of the study were examined, it was seen that the effect of psychological capital, which was considered as an individual factor, on the resistance to change attitude was not statistically significant. It had been observed that the direct effect of perceived organizational communication quality and organizational support, which are the moderator variables of the study and which are considered under organizational factors, on the resistance to change attitude was strong and negative. When the moderator effects of organizational factors on the relationship between psychological capital and resistance to change are examined, it has been determined that perceived organizational support has a moderating effect at the border of significance and perceived organizational communication quality did not have a moderating role in the said relationship. In other words, the findings showed that the main effects of organizational factors on resistance to change, rather than their moderator effects, were very strong. In the hierarchical regression analysis tested in the additional analysis section of the study, although it was seen that psychological capital predicted resistance to change negatively, it was seen that the effect of psychological capital on resistance to change became insignificance with the inclusion of organizational factors in the analysis. Thus, once again, it has been seen that the effect of organizational factors on the resistance to change attitude are stronger than individual factor.