200106

Otantik Liderlik ve Örgütsel Bağlılık İlişkisinde Algılanan Örgütsel Desteğin Aracı Rolü

Bu çalışmada, pozitif psikoloji ve örgüt alanındaki yansıması olan pozitif örgütsel davranıştan etkilenerek, pozitif örgütsel davranış yaklaşımının önemli kavramalrından biri olan otantik liderliğe ve bu liderlik tarzının örgütsel bağlılık üzerindeki etkisine odaklanılmıştır. Çalışmaya ait araştırma modelinde çalışanların örgütsel destek algılarının, otantik liderlik ile örgütsel bağlılık arasındaki ilişkide aracı etkisi yaratıp yaratmadığı araştırılmıştır. Çalışmaya ait saha araştırması İstanbul bölgesinde hizmet sektöründe çalışan 255 beyaz yakalı personel üzerinde gerçekleştirilmiş olup araştırmaya ait analizler SPSS 20.0 programı ile gerçekleştirilmiştir. Analizler sonucunda, hipotezlerde öngörüldüğü gibi atontik liderlik davranışının çalışanların örgütsel bağlılıkları üzerinde pozitif etkisi olduğu ve bu ilişkide algılanan örgütsel desteğin aracı etkisi yarattığı görülmüştür.

Anahtar Kelimeler:

Otantik Liderlik, Algılanan Örgütsel Destek, Örgütsel Bağlılık

Mediator Effect of Perceived Organizational Support in the Relationship between Authentic Leadership and Organizational Commitment

In this study, being inspired from the principles of positive psychology and its organizational projection, positive organizational behavior, a significant positive organizational behavior concept namely authentic leadership and its effects on organizational commitment of organizational members has been handled in details. With the research model, it is aimed to understand whether organizational support perceptions of organizational members act as a mediator in the relationship between authentic leadership behaviors of the leader and organizational commitments of the followers. The field study related to the investigation model has been conducted in İstanbul on 255 white collar employees mostly working in service industry. Statistical anaysis of the study is conducted with SPSS 20.0. Results of the study confirmed the fact that organizational support perceptions of followers have a mediating effect in the authentic leadership and organizational commitment relationship.

Keywords:

Authentic Leadership, Perceived Organizational Support, Organizational Commitment,

PDF

___

Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Aube, C., Rousseau, V., & Morin, E. M. (2007). Perceived organizational support and organizational commitment: The moderating effect of locus of control and work autonomy. Journal of Managerial Psychology, 22(5), 479-495.
Avolio B.J., Walumbwa F.O. & Weber T.J. (2009) Leadership: current theories, research, and future directions. Annual Review of Psychology, 60, 421–449.
Avolio, B. J., & Gardner, W. L. 2005. Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16: 315-338.
Avolio, B. J., Wernsing, T., & Gardner, W. L. (2018). Revisiting the Development and Validation of the Authentic Leadership Questionnaire: Analytical Clarifications. Journal of Management, 44(2), 399-411.
Bandura, C. T., & Kavussanu, M. (2018). Authentic leadership in sport: Its relationship with athletes’ enjoyment and commitment and the mediating role of autonomy and trust. International Journal of Sports Science & Coaching, 13(6), 968–977.
Biswas, S., & Bhatnagar, J. (2013). Mediator analysis of employee engagement: role of perceived organizational support, PO fit, organizational commitment and job satisfaction. Vikalpa, 38(1), 27-40.
Cameron, K. S., Dutton, J. E., & Quinn, R. E. (2003). Foundations of positive organizational scholarship. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 3–13). San Francisco7 Berrett-Koehler.
Choi, H. G., & Ahn, S. H. (2016). Influence of nurse managers' authentic leadership on nurses' organizational commitment and job satisfaction: focused on the mediating effects of empowerment. Journal of Korean Academy of Nursing, 46(1), 100-108.
Deci, E. L., & Ryan, R. M. 2000. The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11: 227-268.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied psychology, 71(3), 500.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565.
Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1120-1145.
Gardner, W. L., Fischer, D., & Hunt, J. G. 2009. Emotional labour and leadership: A threat to authenticity? The Leadership Quarterly, 20: 466-482.
Gatling, A., Kang, H. J. A., & Kim, J. S. (2016). The effects of authentic leadership and organizational commitment on turnover intention. Leadership & Organization Development Journal, 37(2), 181-199.
George, B., Sims, P., McLean, A. N., & Mayer, D. (2007). Discovering your authentic leadership. Harvard business review, 85(2), 129.
George, W. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. San Francisco: Jossey-Bass.
Grandey, A., Foo, S. C., Groth, M., & Goodwin, R. E. (2012). Free to be you and me: A climate of authenticity alleviates burnout from emotional labor. Journal of Occupational Health Psychology, 17, 1–14.
Guerrero, S., Lapalme, M. È., & Séguin, M. (2015). Board chair authentic leadership and nonexecutives’ motivation and commitment. Journal of Leadership & Organizational Studies, 22(1), 88-101.
Guerrero, S., Lapalme, M. È., & Séguin, M. (2015). Board chair authentic leadership and nonexecutives’ motivation and commitment. Journal of Leadership & Organizational Studies, 22(1), 88-101.
Gül, H., & Beyşenova, A. (2018). Kadınların Kariyer Engelleri ile Örgütsel Bağlılıkları Arasındaki İlişkiler: Kırgızistan’daki Hizmet Sektörü Üzerine Bir Araştırma. Manas Journal of Social Studies, 7(4), 139-166.
Hannah, S. T., Walumbwa, F. O., & Fry, L. W. 2011. Leadership in action teams: Team leader and members’ authenticity, authenticity strength, and team outcomes. Personnel Psychology, 64: 771-802.
Harris, K. J., & Kacmar, K. M. (2018). Is more always better? An examination of the nonlinear effects of perceived organizational support on individual outcomes. The Journal of Social Psychology, 158(2), 187-200.
Harter, S. (2002). Authenticity. In C. S. Snyder, & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 382–394). Oxford: Oxford University Press.
Ilies, R., Morgeson, F. P., & Nahrgang, J. D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader–follower outcomes. The Leadership Quarterly, 16(3), 373-394.
Jensen, S. M., & Luthans, F. (2006). Relationship between entrepreneurs' psychological capital and their authentic leadership. Journal of Managerial Issues, 18, 254–273.
Journal of Applied Psychology, 87, 565–573.
Kalay, E., Brender-Ilan, Y., & Kantor, J. (2018). Authentic leadership outcomes in detail-oriented occupations: Commitment, role-stress, and intentions to leave. Journal of Management & Organization, 1-18.
Kerse, G., & Karabey, C. N. (2017). Algılanan örgütsel desteğin örgütsel özdeşleşmeye etkisi: Örgütsel sinizmin aracı rolü. MANAS Sosyal Araştırmalar Dergisi, 6(4), 375-398.
Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence. Journal of Organizational Behavior, 37(4), 558-583.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884.
Leroy, H., Anseel, F., Gardner, W. L., & Sels, L. (2015). Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study. Journal of Management, 41(6), 1677-1697.
Leroy, H., Palanski, Y., & Simons, T. 2012. Authentic leadership and behavioral integrity as drivers of follower commitment and performance. Journal of Business Ethics, 107: 255-264.
Luthans, F., & Avolio, B. (2003). Authentic leadership: A positive development approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 241–261). San Francisco, CA7 Berrett-Koehler.
Lyubovnikova, J., Legood, A., Turner, N., & Mamakouka, A. (2017). How authentic leadership influences team performance: The mediating role of team reflexivity. Journal of Business Ethics, 141(1), 59-70.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(3), 299-326.
Meyer, J. P., Stanley, D. J., Herscovitch, L. and Topolnytsky, L. (2002), “Affective, Continuance, and Normative commitment to the Organization: A Meta-analysis of Antecedents, correlates, and consequences”, Journal of Vocational Behavior, Vol. 61 No. 1, pp. 20-52.
Panaccio, A., & Vandenberghe, C. (2009). Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study. Journal of Vocational Behavior, 75(2), 224-236.
Peus, C., Wesche, J. S., Streicher, B., Braun, S., & Frey, D. (2012). Authentic leadership: An empirical test of its antecedents, consequences, and mediating mechanisms. Journal of Business Ethics, 107(3), 331-348.
Read, E. A., & Laschinger, H. K. (2015). The influence of authentic leadership and empowerment on nurses’ relational social capital, mental health and job satisfaction over the first year of practice. Journal of Advanced Nursing, 71(7), 1611-1623.
Regan, S., Laschinger, H. K., & Wong, C. A. (2016). The influence of empowerment, authentic leadership, and professional practice environments on nurses’ perceived interprofessional collaboration. Journal of Nursing Management, 24(1), E54-E61.
Rego, A., Sousa, F., Marques, C., & Pina e Cunha, M. (2012). Authentic leadership promoting employees’ psychological capital and creativity. Journal of Business Research, 65(3), 429–437.
Rego, P., Lopes, M. P., & Nascimento, J. L. (2016). Authentic leadership and organizational commitment: The mediating role of positive psychological capital. Journal of Industrial Engineering and Management, 9(1), 129-151.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of Applied Psychology, 87(4), 698.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825.
Schoenewolf, G. (1990). Emotional contagion: Behavioral induction in individuals and groups. Modern Psychoanalysis, 15, 49–61.
Schoenewolf, G. (1990). Emotional contagion: Behavioral induction in individuals and groups. Modern Psychoanalysis, 15(1), 49-61.
Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689.
Shapira-Lishchinsky, O., & Tsemach, S. (2014). Psychological empowerment as a mediator between teachers’ perceptions of authentic leadership and their withdrawal and citizenship behaviors. Educational Administration Quarterly, 50(4), 675-712.
Stinglhamber, F., & Vandenberghe, C. (2003). Organizations and supervisors as sources of support and targets of commitment: A longitudinal study. Journal of Organizational Behavior, 24, 251–270.
Swain, A. K., Cao, Q. R., & Gardner, W. L. (2018). Six Sigma success: Looking through authentic leadership and behavioral integrity theoretical lenses. Operations Research Perspectives, 5, 120-132.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and analysis of a multidimensional theory-based measure. Journal of Management, 34: 89-126.
Walumbwa, F. O., Luthans, F., Avey, J., & Oke, A. (2011). Authentically leading groups: The mediating role of collective psychological capital and trust. The Journal of Organizational Behavior, 32: 4-24.
Whitehead, G. (2009). Adolescent leadership development: Building a case for an authenticity framework. Educational Management Administration and Leadership, 37, 847–872.
Wong C. & Cummings G. (2009) Authentic leadership: a new theory for nursing or back to basics? Journal of Health Organization and Management, 23 (5), 522–538.
Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of Advanced Nursing, 69(4), 947-959.
Xiong, K., Lin, W., Li, J. C., & Wang, L. (2016). Employee trust in supervisors and affective commitment: The moderating role of authentic leadership. Psychological Reports, 118(3), 829-848.
Yousef, D. A. (2017). Organizational commitment, job satisfaction and attitudes toward organizational change: A study in the local government. International Journal of Public Administration, 40(1), 77-88.