DÖNÜŞÜMCÜ LİDERLİK VE ÖRGÜTSEL BAĞLILIK İLİŞKİSİNDE LİDERE OLAN GÜVENİN ARACI ROLÜ ÜZERİNE BİR ARAŞTIRMA

Örgütsel bağlılığın çalışan tutum ve performansını işletme amaçlarına katkı sağlayacak şekilde etkilediği bilinmektedir. Dönüşümcü liderliğin çalışan bağlılığını artırmadaki olumlu etkileri birçok araştırmacı tarafından ortaya konmuştur. Bu çalışma, dönüşümcü liderliğin, örgütsel bağlılığın alt boyutları olan devam bağlılığı, duygusal bağlılık ve normatif bağlılık üzerindeki etkisinde, lidere olan güven değişkeninin aracı rolünü tespit etmeyi amaçlamaktadır. Çalışmanın örneklemini İstanbul Dudullu Organize Sanayi Bölgesinde çalışan, 315 personel oluşturmakta olup, veriler anket yöntemi ile elde edilmiştir. Çalışmada verilerin analizi için SPSS 25.0 ve AMOS 24.0 kullanılmıştır. Yapılan analizler sonrasında, dönüşümcü liderliğin duygusal bağlılık üzerinde anlamlı bir etkisinin olmadığı ancak devam bağlılığı ve normatif bağlılığı anlamlı ve pozitif etkilediği sonucuna ulaşılmıştır. Ayrıca dönüşümcü liderlik ve devam bağlılığı ilişkisinde lidere olan güvenin aracı rolünün olduğu tespit edilmiştir. Bu sonuçlar doğrultusunda liderlerin, dönüşümcü liderlik davranışları göstererek ve çalışanlarda güven duygusu oluşturarak, çalışanların örgütteki varlığını devam ettirme isteklerini artırabilecekleri ifade edilebilir.

A STUDY ON THE MEDIATING ROLE OF TRUST FOR THE LEADER IN THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL COMMITMENT

It is known that organizational commitment affects employee attitudes and performance in a way that contributes to business objectives. The positive effects of transformational leadership in increasing employee commitment have been demonstrated by many researchers. The aim of this study is to determine the mediating role of the trust for the leader on the effect of transformational leadership on continuance commitment, affective commitment and normative commitment, which are the sub-dimensions of organizational commitment. The sample of the study consists of 315 personnel working in Istanbul Dudullu Organized Industrial Zone and the data were obtained by survey method. SPSS 25.0 and AMOS 24.0 were used for data analysis. After the analysis, it was concluded that transformational leadership did not have a significant effect on affective commitment, but it had a significant and positive effect on continuance commitment and normative commitment. In addition, it has been found that trust for the leader has a mediating role in the relationship between transformational leadership and continuance commitment. In line with these results, it can be stated that leaders can increase willingness of employees to continue their existence in the organization by showing transformational leadership behaviors and creating a sense of trust in them.

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