The Effect of Administrators' Behaviors That Involves Favoritism on Organizational Opposition

Establishment of effective organizations has been the main subject of many researches in recent years. The effectiveness of organizations is directly or indirectly related to many variables. The concepts of favoritism and organizational opposition among these variables aroused the interest of the researcher and in line with the attained sources, it was found out that no researches with regard to these two concepts have been made up until now. We can briefly define favoritism as giving someone priority or granting privilege to someone, favoring someone unjustly and without complying with law and rules, backing someone up; getting away from objectivity and taking side by comparing a certain person, group, opinion or implementation with others when it is required to select one among them. Organizational opposition is defined as uttering about some conflicts and heresy within the organization. The purpose of this research is revealing the impact of favoritism of executives on the organizational opposition. The research made by using descriptive-relational screening model which is one of the quantitative research methods. The universe of research is composed of teachers who were employed in public primary, secondary and high schools in central Siirt (a province in Turkey) in 2015-2016 school year. In the study one of the non-random sampling methods, the convenience sampling method is used. Favoritism Scale (FS) including 15 articles and Organizational Opposition Scale (OOS) which is composed of 7 sub-dimensions and 67 article are used in the research. The obtained data is organized in r. 3.3.1 program (R Core Team, 2016). Confirmatory Factor Analysis (CFA) is made in MPlus 7 program. According to results obtained from research, it is seen that there are significant differences in both organizational opposition and favoritism of executives in terms of gender, the field of study, seniority and school type but there is a significant difference only in organizational opposition with regard to independent variable of union membership. In addition while it is seen that there are positive significant and medium level relationships between favoritism of executives and organizational opposition, it is also found out that favoritism of executives is an important predictor of organizational opposition.