Impact of perceived supervisor and coworker support on organizational citizenship behavior

The purpose of this study is to determine the effect of perceived supervisor and coworker support on organizational citizenship behavior. In order to reveal the relationship between the variables, firstly, these concepts were explained by researching the literature and then the results of a research conducted on the subject were included and the findings were evaluated. The sample of the study consists of 325 employees working in Izmir Provincial Health Directorate. In the study, survey method and survey technique, which are among the quantitative research methods, were used. In order to measure employees' perceptions of supervisor and coworker support, perceived supervisor and coworker support scales adapted to Turkish by Giray and Şahin (2012) were used. The perceived coworker support scale consists of 9 items, and the perceived supervisor support scale consists of 11 items. In order to measure the organizational citizenship behavior, the organizational citizenship behavior scale consisting of 19 items and adapted to Turkish by Basım and Şeşen (2006) was used. Scale; There are 19 items to measure the dimensions of altruism, conscientiousness, courtesy, sportmanship and civic virtue. Employees were also asked questions about gender, age, marital status, educational status, duration of work at the institution, and total working time. According to the results of the analysis of the data obtained, it is seen that there is a significant and moderate positive relationship between perceived supervisor support and organizational citizenship behavior. It was concluded that there was a significant and moderate positive relationship between perceived coworker support and organizational citizenship behavior. In addition, it has been tested whether there is a difference between the variables of the research and the demographic variables. According to the findings, organizational citizenship behavior varies according to the total working time and the age of the employees. The conscientiousness and sportmanship dimension and the courtesy dimension of organizational citizenship behavior differ from demographic variables only by the total working time. Coworker support perceptions differ only in terms of working time in the institution. There was no difference between other variables and demographic variables. During the literature review, a limited number of studies were found on the relationship between perceived supervisor support and organizational citizenship behavior and perceived coworker support and organizational citizenship behavior. Particularly, it was seen that the perception of coworker support is one of the concepts that are not very subject to research in the literature. In this context, it is thought that addressing the relations between the variables that constitute the subject of the study and the results of the research conducted on the subject will contribute to both the literature and the organizations. Keywords: Perceived Supervisor Support, Perceived Coworker Support, Organizational Citizenship Behavior