THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT WITH EMOTIONAL LABOR AND ORGANIZATIONAL SILENCE; AN APPLICATION ON BANK EMPLOYEES

Abstract

Along with industrial changes and transformations, changes in concepts such as employment and production in business life brought up the necessity of re-evaluation of some concepts and created new discussion grounds in terms of dialectics. In today's increasing organizational competition conditions, the effect of meeting the expectations of the employees on factors such as organizational effectiveness and productivity has led to the discussion of the concept of organizational support in terms of employees and has brought the necessity of a more detailed evaluation of the individual's place in the organization. Individuals can be directly or indirectly affected by all the variables in the working environment, and the level of support they perceive by the organization they are in can shape their intra-organizational behaviors. In this study, the relationship between the concept of organizational support and the concepts of emotional labor and organizational silence was tried to be examined; A questionnaire was applied to the participants in order to collect information for the purposes of the study. The scales determined within the scope of the research were applied to the bank employees operating in the Beyşehir district of Konya province, and the relationship between perceived organizational support and organizational silence and emotional labor was tried to be investigated. As a result of the applied analyzes in this research; it was observed that there was statistically significant relationship between perceived organizational support and emotional labor, there is an inversely significant relation between perceived organizational support and superficial behavior which is one of the sub-dimensions of emotional labor. Also, there is a directly (in the same way) significant relation between perceived organizational support and sincere behavior and there is not any significant relation between perceived organizational support and In-depth behavior which are sub-dimensions of emotional labor. For organizational silence, there was not any statistically significant relationship between perceived organizational support and organizational silence and it was observed that there is an inversely significant relation between perceived organizational support and accepting and conservative Silence which are the sub-dimensions of organizational silence. Also, there is not any significant relation between perceived organizational support and protectionist silence which is one of the sub-dimensions of organizational silence.