Liderlik ve yetenek geliştirme programlarının performansa etkisi: Perakende satış temsilcileri üzerine bir araştırma

Bu çalışmanın amacı, liderlik davranışlarının ve yetenek geliştirme programlarının satış temsilcilerinin algılanan (öznel) ve nesnel performansına etkisini incelemektir. Aynı zamanda performansın görev ve görev dışı boyutu ile nesnel performans arasındaki ilişki de incelenmektedir. Veri toplama süreci aralarında üç ay olan iki farklı dönemde gerçekleştirilmiştir. Türkiye’de faaliyet gösteren bir moda perakendesi firmasında çalışan 269 çalışan, ilgili yetenek geliştirme eğitiminde başarılı olmuş ve araştırmanın sonraki aşamalarında değerlendirmeye katılmıştır. Araştırmada; çalışanların kendini değerlendirdiği, yöneticilerin çalışanları değerlendirdiği ve çalışanların yöneticileri değerlendirdiği çeşitli anketler bilgisayar destekli sistemler aracılığı ile uygulanmıştır. Araştırma sonuçlarına göre, hem görev ve ilişki odaklı liderlik davranışları hem de eğitim faaliyetleri performansı olumlu yönde etkilemektedir. Söz konusu nesnel performans olduğunda ise bu etki sadece eğitim faaliyetleri için geçerlidir. Ayrıca nesnel performans ile görev performansı arasında orta, nesnel performans ile bağlamsal performans arasında zayıf bir korelasyon tespit edilmiştir. Uygulayıcılar çalışanların nesnel performansını olumlu etkilemek için eğitim ve gelişim faaliyetlerine güvenebilirler. Çalışanların örgütsel vatandaşlık davranışlarında olumlu gelişmeler, ilişki odaklı liderlik davranışları ile sağlanabilir. Çalışma, liderlik davranışlarının ve eğitim değerlendirme seviyelerinin tamamının, farklı performans türleriyle ilişkisini tek bir araştırma içinde değerlendirerek sık rastlanmayan bir katkı ortaya koymayı hedeflemektedir.

The effect of leadership and talent development programs on performance: A research on retail sales representatives

This study aims to examine the effects of leadership behaviours and talent development programs on the perceived (subjective) and objective performance of sales representatives. At the same time, the relationship between the task and non-task dimension of performance and objective performance is also examined. The data collection process was carried out in two different periods, three months apart. A total of 269 sales employees of a fashion retail firm operating in Turkey who have successfully related talent development training participated in the study. In the research, various surveys in which employees rate themselves, supervisors rate employees and employees rate supervisors were applied through computer-based systems. According to the research findings, both task-oriented and relationship-oriented leadership behaviours and training activities positively affect performance. However, when it comes to objective performance, this effect is only valid for training activities. In addition, a moderate correlation was found between objective performance and task performance, and a weak correlation with objective performance and contextual performance. Therefore, practitioners can rely on training and development activities to positively influence the objective performance of employees. In addition, positive developments in employees' organizational citizenship behaviours can be achieved through relationship-oriented leadership behaviours. The study aims to reveal a unique contribution by evaluating the relationship of leadership behaviours and all levels of training evaluation with different types of performance in a single study.

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