The aim of this study is to manifest the degree of the predictive role that the self-efficacy levels of employees and organizational support have on the formation of organizational dissent trends. A structural equation model covering the variables relevant to the subject based on the theoretical basis obtained as a result of the executed literature search has been established and the adaptive values regarding the model have been studied. A survey study has been carried out among the employees working in hotel operations in Istanbul, one of the metropolitan provinces of Turkey. According to the empiric findings obtained as a result of the survey the support provided by administrators to employees has an impact on the self-efficacy levels and articulated type of organizational dissent (articulated, antagonistic, displaced and hidden). At the same time faith in self-efficacy which is significantly affected by organizational support has a linear impact on the articulated dissension trends of employees. At the same time the self-efficacy level of employees undertakes a mediating variable role in the interaction of organizational support and articulated dissent. The strategic importance of the participatory management approach of organizational support as well as the versatile development of employees is emphasized with this study which is resolved with a structural equation model using a combination of three variables for the first time.
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Published by Human Resource Management Academic Research Society (www.hrmars.com)
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