The relationship between school principals' management philosophy and teachers' perceptions of organizational dissent

This research aims to examine the relationship between school principals' management philosophies and teachers' perceptions of organizational dissent. The population of this research, in which the relational survey model was used, consists of 8101 teachers working in public primary, secondary and high schools in Pamukkale and Merkezefendi districts of Denizli. The sample of the research consists of 444 teachers working in schools that are selected randomly with the disproportionate cluster sampling technique. Research data was collected using the "Organizational Dissent Scale" developed by Kassing (1998) and adapted into Turkish by Ergun and Celik (2018) and the "Management Philosophy Scale" developed by Tanriogen (2018). According to the perception of the teachers, it was determined that the school principals have the Y theory philosophy, they have articulated dissent at the level of "Very Agree", and general organizational dissent, latent and displaced dissent at the level of "Moderate Agree". There is a low-level negative relationship between the X theory philosophy and articulated dissent. A low-level positive relationship was found between the Y theory philosophy and articulated dissent, and a low-level negative relationship with latent dissent. There is no significant relationship between teachers' perception of general organizational dissent and management philosophy, there is no significant relationship between displaced dissent and management philoshopy. According to simple and multiple linear regression analyses, the X and Y theory philosophies that school principals possess separately predict their articulated dissent and latent dissent behaviors. However, they do not predict displaced dissent and general organizational dissent behaviors. In addition, it has been concluded that the X and Y theory philosophies of school principals do not predict organizational dissent and the sub-dimensions of organizational dissent (articulated, latent and displaced dissent) together.