Felt accountability in organizations: An examination of antecedents and consequences

The main purpose of this study is to propose and test a model that includes the antecedents, consequences and moderator variables of felt accountability in organizations. In this context, political skill and self monitoring are suggested as the antecedents of felt accountability. On the other hand, job satisfaction, work-related tension, emotional labor and contextual performance are discussed as the consequences of felt accountability. Also, in the proposed model, it is investigated whether there is moderation effect of perceived organizational support and tightness, which is a dimension of organizational culture, in the relationships between felt accounability and consequences. In this vein, data was collected from the employees of Adana Şehir Eğitim ve Araştırma Hastanesi via survey method. And we made reliability and validity analysis, exploratory and confirmatory factor analysis, correlation analysis, t-test, ANOVA and structural equation modeling methods, which are the quantitative analysis methods. In line with the analysis, there were results that support the research hypotheses, as well as results that did not support some of our hypotheses. According to the results of the analysis, it was seen that the concept of political skill and ability to modify self-presentation (only one dimension of self-monitoring) had significant effect on felt accountability and predictec felt accountability. It was determined that felt accountability negatively affects job satisfaction, and positively affects job-related tension, emotional labor dimensions and contextual performance. In addition to these results, it was found that there was a moderation effects of perceived organizational support in the relationship between felt accountability and job satisfaction; felt accountability and contextual performance; felt accountability and histrionics. Nevertheless, it was observed that there was no moderation effects of perceived organizational support in the relationship between the other consequences (work-related tension, in-depth action, histrionics). Similarly, It has been concluded that there was no moderation effects of the tightness of the organizations in the relationship between the all consequences (job satisfaction, job-related tension, in-depth action, hidden emotions, histrionis, contextual performance). The model proposed in the study was tested with path analysis, and only one path (sensitivity to the behavior of others which is the dimension of self-monitoring) was removed from the model.Then model was tested again and the model was supported in accordance with the goodness of fit tests. Furthermore, the results are evaluated within the framework of the literature and some suggestions were provided for managers and future studies