Örgütsel Bağlamda Uyum Metodolojisi

CICEK, ISIK; BİÇER, İsmail Hakkı; EVCİMEN, İdil

Örgütsel Bağlamda Uyum Metodolojisi

Işık ÇİÇEK, (Alanya Alaaddin Keykubat Üniversitesi, Mühendislik Fakültesi, İşletme Mühendisliği Bölümü, Antalya, Türkiye)

İdil EVCİMEN, (İstanbul Teknik Üniversitesi, İşletme Fakültesi, İşletme Mühendisliği Bölümü, İstanbul, Türkiye)

İsmail Hakkı BİÇER (İstanbul Teknik Üniversitesi, İşletme Fakültesi, İşletme Mühendisliği Bölümü, İstanbul, Türkiye)

Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi

5 0

Yıl: 2018 Cilt: 25 Sayı: 3 Sayfa Aralığı: 757 - 785 Metin Dili: Türkçe İndeks Tarihi: 12-02-2020

Örgütsel Bağlamda Uyum Metodolojisi

Öz:

Bireylerin çalıştıkları iş ve örgütlere gösterdikleri uyum ya da uyumsuzluklar bir süredirÖrgütsel Davranış ve İnsan Kaynakları Yönetimi literatürünün ara kesitinde incelenen konulardanbiri olma özelliğindedir. Uyum kavramı için yapılmış tanımlamalar, kavramsal olarak uyumu altboyutları ile ifade etmesine rağmen; uyumun nasıl ölçümleneceği ile ilgili kriterleri açıklamadaizlenen yöntemlere yönelik bir fikir birliğine ulaşılamamıştır. Literatürde çeşitli boyutlardakavramlaştırılmış olan kişi-çevre uyumu, söz konusu alt boyutlara yönelik olarak geliştirilenölçümlenebilecek operasyonel tanımlara göre farklı türlerde belirlenmekte, böylece uyum türlerineyönelik bir uyum metodolojisi gelişmektedir. Uyumu değerlendirme ile ilgili farklı yaklaşımlarınhangi durumlarda tercih edileceği de bu bağlamda net bir ifade ile ortaya konmamıştır. Buçalışmada, literatürde tanımlanan uyum türleri için geliştirilmiş operasyonel tanımlara bağlı olarakuyum bileşenleri ifade edilmiş ve uyum değerini belirleyen skorlama yöntemlerinden söz edilerekuyum metodolojisi açıklanmıştır. Uyum araştırmacılarına, hangi yaklaşımın uyumudeğerlendirmede benimsenmesi ile ilgili bütüncül bir bakış açısı sunulmuştur

Anahtar Kelime:

Konular: İşletme

Congruence Methodology in Organizational Context

Öz:

Individuals’ fit/misfit to jobs and organizations has been examined in the intersection area of organizational behavior and human resource management literature for a while. Even though descriptions for concept of congruence state congruence with sub-dimensions, approaches explaining measurement techniques for congruence do not reach a consensus. Person-organization fit conceptualized via several dimensions in the literature is determined with different types depending the operational definitions of sub-dimensions. Therefore, congruence methodology is developed depending on congruence types. It is not clearly stated that in which conditions the different approaches about evaluation of congruence will be preferred in this context. In this research, components of congruence depending on operational definitions developed for congruence types in the literature is indicated; and congruence methodology is explained by referring scoring techniques determining congruence value. A holistic viewpoint about which approaches of evaluating congruence should be adopted is presented for fit researchers

Anahtar Kelime:

Konular: İşletme

Belge Türü: Makale Makale Türü: Araştırma Makalesi Erişim Türü: Erişime Açık

Allison, P. D. (1978). Measures of Inequality. American Sociological Review. 43. 865-880. https://www.jstor.org/stable/2094626?seq=1#page_scan_tab_contents
Arıkan, S. (2009). Collective efficacy and organizational effectiveness: Antecedents and consequences. (yayımlanmamış doktora tezi). Marmara Üniversitesi Sosyal Bilimler Enstitüsü
Astakhova, M.N. (2016). Explaining the effects of perceived person-supervisor fit and personorganization fit on organizational commitment in the U.S. and Japan. Journal of Business Research. Vol 69, Iss 2. 956-963.
Astakhova, M.N, Beal, B., Camp, K. M. (2017). A cross-cultural examination of the curvilinear relationship between perceived demands-abilities fit and risk-taking propensity. Journal of Business Research.79. 41-51.
Audenart, M., Carette, P., Shore, L. M., Lange, T., Waeyenberg, V. T., Decramer, A. (2018). Leader-employee congruence of expected contributions in the employee-organization relationship. The Leadership Quarterly. 29. 414-422.
Bayl-Smith, P. H., Griffin, B. (2018). Maintenance of D-A fit through work adjustment behaviors: The moderating effect of work style fit. Journal of Vocational Behavior. 106.209-219
Behery, M. H. (2009). Person-Organization Job Fitting and Affective Commitment to the Organization: Perspectives from the UAE. Cross Cultural Management: An International Journal. Vol 16, No:2. 179-196 https://doi.org/10.1108/13527600910953928
Box G,. Draper NR. (2007). Response Surfaces, Mixtures, and Ridge Analyses. (2nd ed.), Hoboken, New Jersey: John Wiley & Sons. ISBN: 978-0-470-05357-7
Bowen, D. E., Ledford, G. E., Nathan, B. R. (1991). Hiring for the organization, not the job. Academy of Management Executive. 5 (4). 35-51. https://www.jstor.org/stable/4165035?seq=1#page_scan_tab_contents
Bretz, R. D., Ash, R. A., Dreher, G. F. (1989). Do people make the place? An examination of attraction-selection-attrition hypotheses. Personnel Psychology. 42. 561-581. http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1437&context=cahrswp
Bretz, R. D.,Jr., Judge, T.A. (1994). Person-Organization fit and the theory of work adjustment: Implications for satisfaction, tenure, career success. Journal of Vocational Behaviour. 44 (1). 32-54. https://doi.org/10.1006/jvbe.1994.1003
Burke, R. J., Deszca, E. (1982). Preferred organizational climates of Type A individuals. Journal of Vocational Behavior. 21. 50-59. https://doi.org/10.1016/0001-8791(82)90052-5
Cable, D. M., Judge, T. A. (1994). Pay preferences and job search decisions: A Person-Organization Fit Perspective. Personnel Psychology. 47. 317-348. doi: 10.1111/j.1744- 6570.1994.tb01727.x
Cable, D. M., Judge, T. A. (1996). Person-Organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Process. 67. 294-311. https://doi.org/10.1006/obhd.1996.0081
Cable, D. M., Judge, T. A. (1997). Interviews perception of person-organization fit and organizational selection decisions. Journal of Applied Psychology. 82 (4). 546-561. doi: 10.1037/0021-9010.82.4.546
Cable, D. M., DeRue, D.S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology. 87 (5). 875-884. doi: 10.1037//0021- 9010.87.5.875
Campbell, D. P., Borgen, F. (1999). Holland’s theory and the development of interest inventories. Journal of Vocational Behavior. 55. 86-101. https://doi.org/10.1006/jvbe.1999.1699
Chatman, J. A. (1989). Improving interactional organizational research: A model of personorganization fit. Academy of Management Journal.14 (3). 333-349. doi: 10.2307/258171
Chatman, J. A. (1991). Matching people and organizations: Selection and Socialization in public accounting firms. Administrative Science Quarterly. 36, 459-484. https://www.jstor.org/stable/2393204?seq=1#page_scan_tab_contents
Chen, C., Yen, C., Tsai, Frank (2014). Job crafting and job engagement: The mediating role of person-job fit. International Journal of Hospitality Management. 37. 21-28
Choi, H-M., Kim, McGinley, S. (2017). The extension of the theory of person-organization fit toward hospitality migrant worker. International Journal of Hospitality Management. 62.53-66
Chuang, A. (2001). The Perceived Importance Of Person-Job Fit and Person-Organization Fit Between and Within Interview Stages, (unpublished doctoral thesis), University of Minnesota, Graduate School
Costa, P.T., McCrae, R.R. (1995). Domains and Facets: Hierarchical Personality Assessment Using the Revised NEO Personality Inventory, Journal of Personality Assessment, 64(1). 21-50. http://dx.doi.org/10.1207/s15327752jpa6401_2
Coşkun, G. (2007). The Relationship Between Person-Organization value fit and organizational commitment (yayımlanmamış yüksek lisans tezi) Marmara Üniversitesi, Sosyal Bilimler Enstitüsü.
Çiçek, I. (2013). Iş Karakteristikleri, Örgüt ve İlişkisel Demografi Uyumunun Çalşanlara Yönelik Etkileri, (yayımlanmamış doktora tezi) İstanbul Teknik Üniversitesi, Fen Bilimleri Enstitüsü
Darrow, J. B. (2017). Person-environment fit is a formative construct. Journal of Vocational Behavior. 103. 117-131
Dawis, R. V., England, G.W., Lofquist, L. H. (1968). A Theory of Work Adjustment. Hopson B. and HayesJ. (Eds). The Theory and Practice of Vocational Guidance, Oxford: Pergamon
Dawis, R.V., Lofquist, L.H. (1984) A Psychological Theory of Work Adjustment. Minneapolis: University of Minnesota Press.
Edwards, J. R. (1991). Person-Job Fit: A conceptual integration, literature review and methodological critique. C. L. Cooper and I. T. Robertson (Eds.) International review of industrial and organizational psychology (pp.283-357), New York: John Wiles and Sons.
Edwards, J. R. (1993). Problems with the use of profile similarity indices in the study of congruence in organizational research. Personnel Psychology. 46. 641-665. doi: 10.1111/j.1744- 6570.1993.tb00889
Edwards, J. R., Parry, M. (1993). On the use of polynomial regression equations as an alternative to difference scores in organizational research. Academy of Management Journal. Vol 36, No 6. 1577-1613.
Edwards, J. R. (1994). The study of congruence in organizational behavior research: Critique and proposed alternative. Organizational Behavior and Human Decision Process. 58. 51-100. doi: 10.2307/256822
Edwards, J. R., Caplan, R. D., Harrison, R. V. (1989). Person-environment fit theory: Conceptual foundations, empirical evidence, and directions for future research. C. L. Cooper (Ed.) Theories of organizational stress (pp. 28-67). Oxford: Oxford University Press.
Erdoğan, B., Kraimer, M.L., Liden, R. C. (2004). Work value congruence and intrinsic career success: the compensatory roles of leader-member exchange and perceived organizational support. Personnel psychology. 57. 305-332. doi: 10.1111/j.1744-6570.2004.tb02493.x
Ertürk, A. (2012). The role of person-organization fit in TQM: Influence of values and value congruence on TQM orientation. Kim-Soon Ng, (Ed) Quality Management and Practices InTech, ISBN 978-953-51-0550-3
Ezer, M. (2017). Kişi-örgüt uyumunun iş performansı üzerindeki etkisini belirlemeye yönelik bir araştırma, (yayımlanmamış yüksek lisans tezi), Batman Üniversitesi, Sosyal Bilimler Enstitsü.
Fogarty, T., Reinstein, A., Heath, R., Sinason, D. (2017). Why mentoring does not always reduce turnover: The intervening roles of value congruence, organizational knowledge and supervisory satisfaction. Advances in Accounting. 38. 63-74.
George, E., Chattopadhyay, P. (2002). Do Differences Matter? Understanding Demography-Related Effects In Organization. Australian Journal of Management. 27. 47-54. doi: 10.1177/031289620202701S06
Güneşer, A. B. (2007). The Effect of Person-Organization fit on Organizational Commitment and Work Engagement: The role of person-supervisor fit, (yayımlanmamış doktora tezi) Marmara Üniversitesi, Sosyal Bilimler Enstitüsü
Heneman III, H.G. (1974). Comparisons of Self- and Superior Ratings of managerial Performance. Journal of Applied Psychology. 59 (5). 638-642. doi: 10.1037/h0037341
Henttonen, K., Janhonen, M, Johanson, J., Puumalainen, K. (2010). The demographic antecedents and performance questions of the social-network structure in work teams. Team Performance Management. Vol 16, No 7/8. 388-412. http://www.jstor.org/stable/30162559
Hodari, D., Turner, M., Sturman, M. (2017). How hotel owner-operator goal congruence and GM autonomy influence hotel performance. International Journal of Hospitality Management. Vol 61. 119-128
Hoffman, B., Woehr, D. J. (2006). A quantitative review of the relationship between personorganization fit and behavioral outcomes. Journal of Vocational Behavior. 68. 389-399. https://doi.org/10.1016/j.jvb.2005.08.003
Holland J. L. (1996). Exploring careers with a typology: what we have learned and some new directions. American Psychologist. 51(4).397-406. doi: 10.1037/0003-066X.51.4.397
Ingram, J. R.,Terril, W. (2014). Relational demography and officer occupational attitudes: The influence of workgroup context. Journal of Criminal Justice. Vol 42, Iss 4.309-320.
Ivancevich, J.M., Matteson, M. T. (1984). A Type A-B Person-Work Environment interaction model for examining occupational stress and consequences. Human Relations. 37. 491- 513. doi: 10.1177/001872678403700701
James, L. R., Joyce, W. F. , Slocum, J. W (1988). Organizations do not cognize. Academy of Management Review. 13 (1). 129-132. doi: 10.5465/AMR.1988.4306808
Judge, T. A., Cable, D. M. (1997). Applicant Personality, Organizational Culture, and Organization Attraction. Personnel Psychology. 50, 359-400. doi: 10.1111/j.1744-6570.1997.tb00912.x
Karakurum, M. (2005). The Effects of person-organization fit on employee job satisfaction, performance, and organizational commitment in a Turkish Public Organization, (yayımlanmamış yüksek lisans tezi), Orta Doğu Teknik Üniversitesi, Sosyal Bilimler Entsitüsü.
Kennedy, M. (2005). An Integrative Investigation of Person-Vocation Fit, Person-Organization Fit, and Person-Job Fit Perceptions, (yayımlanmamış doktora tezi) USA: University of North Texas
Koçel, T. (2014). İşletme Yöneticiliği. (17 baskı), İstanbul: Beta
Kristof, A.L. (1996). Person-Organization Fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology. 49.1-49. doi: 10.1111/j.1744- 6570.1996.tb01790.x
Kristof-Brown, A. L., Zimmerman, R. D., Johnson, E. N. (2005). Consequences of Inidividual’s Fit At Work: A Meta Analysis of Person-Job, Person-Organization, person-Group, and Person-Supervisor Fit. Personnel Psychology. 58. 281-342 doi: 10.1111/j.1744- 6570.2005.00672.x
Kwak, H., Puzakova, M., Rocereto, J. F. (2017). When brand anthropomorphism alters perceptions of justice: The moderating role of self-construal. International Journal of Research Vol 34. Iss 4.851-871.
Maden, C. (2010). Person-environment fit, social exchange relationships, and employee outcomes in organizations. (yayımlanmamış doktora tezi). Boğaziçi Universitesi, Sosyal Bilimler Enstitüsü.
Meglino, B. M., Ravlin, E. C. , Adkins. C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology. 74. 424-432 doi:10.1037/0021-9010.74.3.424
Moos, R. H. (1994). Work environment scale manual: Development, applications, research. (3rd ed.). Palo Alto, California: Consulting Psychologists Press, Inc.
Muchinsky, P. M., Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior. 31. 268-277 https://doi.org/10.1016/0001-8791(87)90043-1
Murray, H.A. (1938). Explorations in personality. New York: Oxford University. Nye, C.H., Prasad, J., Bradbum, J. (2018). Improving the operationalization of interest congruence using polynomial regression. Journal of Vocational Behavior.Vol 104. 154-169.
O’Reilly, C. A., Caldwell, D. F., Barnett, W. P. (1989). Work Group Demography, Social Integration, and Turnover. Administrative Science Quarterly. 34. 21-37. doi: 10.2307/2392984
O’Reilly, C., Chatman, J. A., Caldwell, D.F. (1991). People and Organizational Culture: A Profile Comparison Approach to Assessing Person-Organization Fit. Academy of Management Journal. 34,3, 487-516. doi: 10.2307/256404
Özkan, O. S. (2018). Psikolojik sermayenin bireysel performans üzerindeki etkisinde birey-örgüt uyumunun aracılık rolü. (yayımlanmamış doktora tezi), Türk Hava Kurumu Üniversitesi, Sosyal Bilimler Enstitüsü
Özsoy, S., Özsoy, G. (2013). Eğitim araştırmalarında etki büyüklüğü raporlanması. İlköğretim Online. 12.2. 334-346
Pelled, L. H., Eisenhardt, K.M., Katherine, R.Xin (1999). Exploring the black box.An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly. 44 (1). 1-28. doi: 10.2307/2667029
Peltokorpi, V., Froese, F. (2014). Expatriate personality and cultural fit: The moderating role of host country context on job satisfaction. International Business Review, Vol 23, Iss 1, 293-302.
Piasentin, K.,A., Chapman; D, S. (2006). Subjective person-organization fit: Bridging the gap between conceptualization and measurement. Journal of Vocational Behavior. 69. 202- 221 https://doi.org/10.1016/j.jvb.2006.05.001
Posner, B. Z. (1992). Person-Organization Values Congruence: No support for individual differences as a moderating influence. Human Relations. 45. 351-361. doi: 10.1177/001872679204500403
Rentsch, J. R., McEwen, A. H. (2002). Comparing Personality Characteristics, Values, Goals as Antecedents of Organizational Attractiveness. International Journal of Selection and Assessment. Vol:10 No:3. September, 225-234. doi: 10.1111/1468-2389.00212
Riordan, C. (2001). Relational Demography within groups: Past developments, contradictions, and new directions. Research in Personnel and Human Resource Management. 19. 131-174. http://www.emeraldinsight.com/doi/abs/10.1016/S0742-7301%2800%2919005-X
Rynes, S. L., Gerhart, B. (1990). Interviewer assessments of applicant fit: An exploratory investigation. Personnel Psychology. 43.13-35. doi/10.1111/j.1744-6570.1990.tb02004.x
Schneider, B. (1987). The people make the place. Personnel Psychology. 40. 437-453 doi: 10.1111/j.1744-6570.1987.tb00609.x
Saraç, M. (2014). Birey-örgüt uyumunun iş tutumları üzerine etkisi. (yayımlanmamış doktora tezi), Uludağ Üniversitesi, Sosyal Bilimler Enstitüsü
Schneider, B. (2001). Fits about fit. Applied Psychology: An international review. 50(1). 141-152. /doi/10.1111/1464-0597.00051/pdf
Sekiguchi, T. (2004). Person-Organization Fit and Person-Job Fit in Employee Selection: A Review Of The Literature. Oasha Keidai Ronshu. Vol 54, No:6, 1-35 http://www.irepository.net/il/user_contents/02/G0000031Repository/repository/keidaironshu_054_006 _179-196.pdf
Shaw, M.E. (1981). Group dynamics: The psychology of small group behavior. (3rd.ed.), NY: McGraw-Hill
Sürgevil, O. (2008). Farklılık kavramına ve farklılıkların yönetimine temel oluşturan sosyopsikolojik kuramlar. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 11 (20), 111-124. http://sbe.balikesir.edu.tr/dergi/edergi/c11s20/makale/c11s20m7.pdf
Taylor, I. M., Stebbings, J. (2018) Disentangling within-person changes and individual differences among fundamental need satisfaction, attainment of acquisitive desires, and psychological health. Journal of Research in Personality.46.623-626.
Tepeci, M. (2001). The effect of personal values, organizational culture and person-organization fit on individual outcomes in the restaurant industry. (Unpublished Doctoral dissertation), Pennsylvania State University.
Thomas, A., Buboltz, W. C., Winkelspecth (2004). Job Characteristics and Personality As Predictors Of Job Satisfaction. International Journal of Organizational Analysis. 12 (2). 205-219. doi: 10.1108/eb028993
Tisak, J., Smith, C. S. (1994b). Rejoinder to Edwards’s comments. Journal of Management. 20. 691-694. https://doi.org/10.1016/0149-2063(94)90012-4
Tonidandel, S., Avery, D., Bucholtz, B., McKay, P. (2008). An Alternative Explanation For The Asymmetrical Effects In Relational Demography Research. Personnel Psychology. 61(3) 617-633. doi: 10.1111/j.1744-6570.2008.00124.x
Tsui, A. S., O’ Reilly III, C. A. (1989). Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads. Academy of Management Journal. 32 (2), 402-423 doi: 10.2307/256368
Tsui, A.S., Egan, T.D., O’Reilly III, C.A. (1992). Being different: Relational Demography and Organizational Attachment. Administrative Science Quarterly. 37, Issue 4. 549-579. doi: 10.2307/2393472
Tuna, B. (2014). The influence of person-organization fit on contextual performance and its impact on organizational effectiveness: The moderating role of organizational climate (yayımlanmamış doktora tezi), Yeditepe Üniversitesi Sosyal Bilimler Enstitüsü
Vancouer, J. B., Schmitt, N. W. (1991). An exploratory examination of person-organization fit: Organizational Goal Congruence. Personnel Psychology. 44. 333-352. doi: 10.1111/j.1744-6570.1991.tb00962.x
Vancouer, J. B., Millsap. R. E., Peters, P, A, (1994). Multilevel analysis of Organizational Goal Congruence. Journal of Applied Psychology. 79.666-679. doi: 10.1037/0021- 9010.79.5.666
Van Vianen, A. E. M (2000). Person-Organization fit: the match between newcomers and recruiters preferences for organizational cultures. Personnel Psychology. 53 (1). 113-149 doi: 10.1111/j.1744-6570.2000.tb00196.x
Van Vianen, A. E. M., De Pater, I. E., Dijk, F. V. (2007). Work value fit and turnover intention: same-source or different-source fit. Journal of Managerial Psychology. Vol 22, No 2. 188-202. doi: 10.1108/02683940710726438
Vandenderghe, C. (1999). Organizational culture, person–culture fit, and turnover: a replication in the health care industry. Journal of Organizational behavior. Vol 20, Iss2. 175-184. doi: 10.1002/(SICI)1099-1379(199903)20:23.0.CO;2-E
Vogel, R. M.,Feldman, D. C. (2009). Integrating the levels of person-environment fit: The roles of vocational fit and group fit. Journal of Vocational Behavior. Vol 75, Iss 1, 68-81.
Vuuren, M. V., Veldkamp, B. DeJong, M. D., Seydel, E. R. (2007). The congruence of actual and perceived person-organization fit. International Journal of Human Resource Management. Vol 18, Iss 10. 1736. doi: 10.1080/09585190701570908
Waldman, D. A. , Spangler, W.D. (1989). Putting together the pieces: A closer look at the determinants of job performance. Human Performance. 2. 29-59. http://dx.doi.org/10.1207/s15327043hup0201_2
Warren, T. R. (1996). P-O fit and organizational outcomes, (unpublished doctoral thesis), Georgio Institute of Technology, Department of Psychology
Werbel, J. D., Johnson, D. J. (2001). The use of person-group fit for employment selection: A missing link in person-environment fit. Human Resource Management. Fall, Vol 40, No 3. 227-240 doi: 10.1002/hrm.1013
Wessel, J. L., Ryan, A. M., Oswald, F. L. (2008). The relationship between objective and perceived fit with academic major, adaptability, and major-related outcomes. Journal of Vocational Behavior. 72. 363-376.
Westerman, J. W. (1997). An Integrative Analysis of Person-Organization Fit Theories: Effects on Individual Attitudes and Behavior, (Unpublished Doctoral Thesis), University of Colorado. Graduate School of Business Administration.
Yang, L-Q., Levine, E., Smith, A., Ispans, D., Rossi, M. (2008). Person-environment fit or person plus environment: A meta-analysis of studies using polynomial regression analysis. Human Resource Management Review. 18. 311-321. https://doi.org/10.1016/j.hrmr.2008.07.014
Yıldırımbulut, E. (2006). The Effects of Person-Job Fit, Person-Organization Fit and Social Support on Job Stress: A Study in Call Centers, (yayımlanmamış doktora tezi), Marmara Üniversitesi, Sosyal Bilimler Enstitüsü.
Yıluzar, H. (2016). Kişi-örgüt uyumu ile işe adanmışlık ve örgütsel bağlılık ilişkisi: Sağlık sektöründe bir araştırma (yayımlanmamış yüksek lisans tezi), Akdeniz Üniversitesi, Sosyal Bilimler Enstitüsü

APA	CICEK I, EVCİMEN İ, BİÇER İ (2018). Örgütsel Bağlamda Uyum Metodolojisi. , 757 - 785.
Chicago	CICEK ISIK,EVCİMEN İdil,BİÇER İsmail Hakkı Örgütsel Bağlamda Uyum Metodolojisi. (2018): 757 - 785.
MLA	CICEK ISIK,EVCİMEN İdil,BİÇER İsmail Hakkı Örgütsel Bağlamda Uyum Metodolojisi. , 2018, ss.757 - 785.
AMA	CICEK I,EVCİMEN İ,BİÇER İ Örgütsel Bağlamda Uyum Metodolojisi. . 2018; 757 - 785.
Vancouver	CICEK I,EVCİMEN İ,BİÇER İ Örgütsel Bağlamda Uyum Metodolojisi. . 2018; 757 - 785.
IEEE	CICEK I,EVCİMEN İ,BİÇER İ "Örgütsel Bağlamda Uyum Metodolojisi." , ss.757 - 785, 2018.
ISNAD	CICEK, ISIK vd. "Örgütsel Bağlamda Uyum Metodolojisi". (2018), 757-785.

APA	CICEK I, EVCİMEN İ, BİÇER İ (2018). Örgütsel Bağlamda Uyum Metodolojisi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 25(3), 757 - 785.
Chicago	CICEK ISIK,EVCİMEN İdil,BİÇER İsmail Hakkı Örgütsel Bağlamda Uyum Metodolojisi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 25, no.3 (2018): 757 - 785.
MLA	CICEK ISIK,EVCİMEN İdil,BİÇER İsmail Hakkı Örgütsel Bağlamda Uyum Metodolojisi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, vol.25, no.3, 2018, ss.757 - 785.
AMA	CICEK I,EVCİMEN İ,BİÇER İ Örgütsel Bağlamda Uyum Metodolojisi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2018; 25(3): 757 - 785.
Vancouver	CICEK I,EVCİMEN İ,BİÇER İ Örgütsel Bağlamda Uyum Metodolojisi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2018; 25(3): 757 - 785.
IEEE	CICEK I,EVCİMEN İ,BİÇER İ "Örgütsel Bağlamda Uyum Metodolojisi." Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 25, ss.757 - 785, 2018.
ISNAD	CICEK, ISIK vd. "Örgütsel Bağlamda Uyum Metodolojisi". Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 25/3 (2018), 757-785.