Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma

Örgütler rekabetin yoğun olduğu bir çevrede faaliyette bulunurken, çalışanları örgütsel amaçlara yönlendirebilecek liderlere ihtiyaç duymaktadır. Bu ihtiyaç doğrultusunda lider-üye etkileşimi kavramı, liderin çalışanları amaçlara yönlendirecek ilişki ve etkileşimin düzeyine ve kalitesine odaklanmaktadır. Liderlerin çalışanlara gösterdiği davranış ve tutumlar, çalışanların örgütsel adalet, iş tatmini algıları üzerinde değişiklik yaratabilmekte ve işten ayrılma niyetine etki edebilmektedir. Bu çalışmanın amacı lider-üye etkileşiminin iş tatmini ve işten ayrılma niyeti üzerine etkisinde örgütsel adaletin aracılığının test edilmesidir. Veriler anket tekniği yoluyla toplanılmış ve Baron ve Kenny’nin (1986) aracılık modeli çerçevesinde oluşturulan model Yapısal Eşitlik Modeliyle test edilmiştir. Geliştirilen modelde içsel iş tatmininin işten ayrılma niyeti üzerine etkisi hariç tüm yollar anlamlı çıkmıştır. Çalışmada lider-üye etkileşiminin işten ayrılma niyetini olumsuz, örgütsel adaleti ise olumlu etkilediği bulunmuştur. Lider üye etkileşiminin işten ayrılma niyeti üzerine etkisinde örgütsel adaletin kısmi aracılık etkisi vardır.

THE MEDIATING ROLE OF ORGANIZATIONAL JUSTICE AND JOB SATISFACTION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON INTENTION TO LEAVE: AN APPLICATION IN HATAY

While organizations are active in a competitive environment, they need leaders who can direct employees to organizational goals. In line with this need, the concept of leader-member interaction focuses on the level and quality of the relationship and interaction leading the employees to the goals. The behaviors and attitudes of the leaders towards the employees can change the perceptions of employees about organizational justice, job satisfaction and can affect the intention to leave. The aim of this study is to test the mediation of organizational justice in the effect of leader-member exchange on job satisfaction and intention to leave. Data were gathered by questionnaire and mediation effect, created by Baron and Kenny (1986), models were tested by Structural Equation Model. In the study, all the ways have been meaningful except for the effect of internal job satisfaction on the intention to leave the job. It was found that the leader-member exchange affected the intention to leave the job negatively and the organizational justice positively. The partial mediation effect of organizational justice has been found in the effect of the leader-member exchange on the intention to leave.

Keywords:

Leader-Member Exchange, Organizational Justice,

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