Author :
Abstract
Workplace ostracism is defined as individuals being excluded or ignored by other employees. Organizational commitment, on the other hand, is the individual's identification with the organization and intra-organizational activities and their sincere commitment to them and therefore willingness to make a superior effort. The main purpose of the study is to examine the relationship between workplace ostracism and organizational commitment and to reveal how employees' perceptions of workplace ostracism have an effect on their organizational commitment. For this purpose, a survey-based research was conducted with the total participation in Trabzon University. Within the scope of this study, a survey-based field study was conducted on 148 academicians. As a result of this research, it was determined that the perception of workplace exclusion had negative effects on affective commitment, continuance commitment and normative commitment, which represent organizational commitment.
Keywords
Abstract
Workplace ostracism is defined as individuals being excluded or ignored by other employees. Organizational commitment, on the other hand, is the individual's identification with the organization and intra-organizational activities and their sincere commitment to them and therefore willingness to make a superior effort. The main purpose of the study is to examine the relationship between workplace ostracism and organizational commitment and to reveal how employees' perceptions of workplace ostracism have an effect on their organizational commitment. For this purpose, a survey-based research was conducted with the total participation in Trabzon University. Within the scope of this study, a survey-based field study was conducted on 148 academicians. As a result of this research, it was determined that the perception of workplace exclusion had negative effects on affective commitment, continuance commitment and normative commitment, which represent organizational commitment.
Keywords
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