Babacan Liderliğin Psikolojik İyi Olmaya Etkisinde İşin Anlamlılığının Aracılık Rolü
Bu makale, paternalist liderlik ile psikolojik iyi olma durumu arasında potansiyelbir arabulucu olarak, psikolojik güçlenmenin boyutlarından biri olan iş anlamlılığınıanaliz etmektedir. Çalışmada belirlenen hipoteze göre, liderlik davranışı, diğer etkilideğişkenlerin ötesinde, işyerinde psikolojik refahın tatmini için katkıda bulunabilir.Babacan liderlik davranışını ölçmek için, “Aycan” tarafından Türkiye’de geçerliliğini vegüvenilirliğini ispatlamış olan bir ölçek kullanılmıştır. Araştırma hipotezi tek ve çokluregresyon kullanılarak Baron ve Kenny aracı etki modeliyle test edilmiştir. Türkiye’deçeşitli organizasyonlar, meslekler ve endüstrilerde çalışan 77 erkek ve kadın araştırmanınörneklemini oluşturmaktadır. Yapılan analizler sonucunda; iyiliksever babacan liderlikve icracı/yetkili babacan liderlik faktörlerinin, iyi olma yapısının altında yer alan pozitifetki ve negatif etki boyutları üzerinde anlamlı etkilere sahip olduğu ve işin anlamlılığıdeğişkeninin bu etkiler üzerinde kısmi aracılık rolünün bulunduğu belirlenmiştir. Ayrıca;icracı/yetkili babacan liderliğin, iyi olma yapısının altında yer alan gerçekleşme boyutuüzerinde anlamlı bir etkiye sahip olduğu ve işin anlamlılığı değişkeninin bu etki üzerindetam aracılık rolünün bulunduğu belirlenmiştir. Araştırma sonuçları, liderlik davranışınınçalışanların refahını etkileyebileceği ve sağlıklı işyeri yaratmaya çalışan kişilerin bunugöz ardı etmemesi gerektiği konusunda ilave kanıtlar sağlamaktadır. Psikososyal çalışmakoşullarıyla ilgilenen kişiler için yöneticilerin davranışlarını, çalışanlar üzerinde etkili birdeğişken olarak ele almak gerekebilir. Bu çerçevede, gelecekteki çalışmalar için önemlibir potansiyele sahip olan yöneticilerin davranışını değerlendirmek için yeni bir modelsunulmaktadır.
Paternalistic Leadership and Psychological Well-Being: The Mediating Role of Meaningful Work
This article probes into the meaningfulness of work as a potential mediator betweenpaternalistic leadership and well-being as well as an outcome, being one of the dimensionsof psychological empowerment. This is addressed in this preparatory study. Accordingto hypothesis, leadership behavior, ahead of that of other influential variables,can contribute to the prediction of psychologic well-being at work. In order to measurepaternalistic leadership behaviour, we have used a questionnaire-based instrument whosevalidity and reliability of the instrument have already been proven by Aycan in Turkey.The research hypothesis was tested using single and multiple regression by the mediatingmodel of Baron and Kenny within a convenience sample consisting of 77 males andfemales working in a variety of organizations, occupations, and industries in Turkey. Theresults of the analyses conducted have revealed that benevolent paternalistic leadershipand executive/authorized paternalistic leadership factors have significant effects on positiveeffect and negative effect factors of well-being construct and the work meaningfulnessvariable has a mediating role on these effects. In addition, it has been exhibited thatexecutive/authorized benevolent leadership has a significant effect on fulfillment factorof well-being construct and the variable work meaningfulness has a mediating role onthis effect. Additional evidence is provided herein, with respect to the fact that leadershipbehaviour can affect employee well-being and it is suggested that the individuals thatseek creating healthier workplaces should not neglect supervision. It is argued that, forthose concerned with psychosocial working conditions, it is now sufficiently justifiableto consider supervisor behaviour as a potentially influential variable. Moreover, a newmodel is presented in the study for assessing the supervisor behavior with the potentialvalue for the future studies.
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