Örgüt İkliminin İşyeri Nezaketsizliği Üzerine Etkisinde Makyavelist Kişilik Özelliklerinin Düzenleyici Rolü

Abstract

The aim of this study is to determine the moderate role of machiavelism among personality traits in the effect of bank employees supportive and moderate organizational climate on workplace incivility.Research Hypotheses: H1: The climate of the supportive organization has a negative and significant impact on workplace incivility.H2: Machiavellian personality plays a regulatory role between the climate of the supporting orgnazition and the incivility of the workplace.Method: The data used in the study conducted on private and public bank employees working in Kayseri and Eskişehir city center between November-March 2018 were collected by survey method. In this sense, the support and moderation dimension of the Organizational Climate Scale, developed by Robert Stringer (2002) to measure supportive and moderate organizational climate, was measured by Cortina et al. (2001) and the Machiavellicism Scale, developed by Dahling, Whitaker and Levy (2009) to measure machiavelist personality traits.In order to measure the construct validity of scales, explanatory (EFA) and confirmatory factor analysis (CFA) were used. This analysis was used separately for each scale. In this way, it was determined that the scale have goodness of fit values. Firstly, descriptive statistics were made and then hierarchical regression analysis was conducted to determine the role of machiavelist personality traits in the relationship between supportive and moderate organizational climate and workplace incivility.Findings: Correlation analysis was performed to determine the relationship between the variables. According to the results of thes analysis, a significant and negative relationship was found between supportive and moderate organizational climate and workplace incivility (r= -0.40 and p<0.01) and machiavelist personality trait (r= 0.06 and p<0.05). There was a positive relationship between machiavelism and workplace incivility (r= 0.22; p<0.01). As a result of the hierarchical regression analysis, all stages of the model are statistically significant. In the first group, there is no interaction term, and it is seen that the supportive and moderate organizational climate (F (1,183) = 34,809; p= .000) makes a significant contribution to the regression model. In the second