LİDERİN DESTEKLEYİCİ SESİ İLE YENİLİKÇİ İŞ DAVRANIŞI İLİŞKİSİNDE UZMANLIK İKLİMİNİN ARACILIK ROLÜ

Bu çalışmanın amacı, liderin destekleyici sesi ve yenilikçi iş davranışı ilişkisinde uzmanlık ikliminin aracılık rolünü belirlemektir. Nicel olarak tasarlanan çalışmada, alan araştırması yöntemi kullanılmıştır. Araştırmanın veri toplama tekniği ise yazılı soru sormadır. Çalışma, İzmir ilindeki özel sektörde çeşitli pozisyonlardan 154 çalışan ile gerçekleştirilmiştir. Yapılan faktör, regresyon, korelasyon ve yapısal eşitlik modeli analizlerine göre liderin destekleyici sesi ile yenilikçi iş davranışı ilişkisinde uzmanlık ikliminin tam aracılık rolü tespit edilmiştir. Söz konusu değişkenler ile aracılık testi yapılması, yazındaki boşluğu doldurması açısından, çalışmanın özgünlüğünü ortaya koymaktadır. Elde edilen bulgular doğrultusunda, yöneticilerin astlarını teşvik etmeleri ve astlarının harekete geçebilmeleri için çaba göstermeleri gerektiği düşünülmektedir. Söz konusu tutumlar uzmanlık iklimi algısını geliştirerek, çalışanların yenilikçi davranışlar göstermelerini artıracaktır. Bu bağlamda, çalışmanın sonuçlarının politika yapıcılara ve uygulamacılara fayda sağlaması beklenmektedir.

Anahtar Kelimeler:

Liderlik, Örgüt İklimi, Yenilikçi İş Davranışı

THE MEDIATOR ROLE OF THE MASTERY CLIMATE IN THE RELATIONSHIP BETWEEN THE PROMOTIVE VOICE OF THE LEADER AND INNOVATIVE WORK BEHAVIOR

The aim of this study is to determine the mediating role of the mastery climate in the relationship between promotive voice of the leader and innovative work behavior. In the quantitatively designed study, field research was used as a research method. The data collection technique was questionnaire. The study was carried out by 154 employees from various positions in the private sector in İzmir. According to the analysis of the factor, regression, correlation and structural equation model, the full mediating role of the climate of expertise has been determined in the relationship between the supportive voice of the leader and innovative business behavior. Conducting mediation testing with the mentioned variables reveals the originality of the study in terms of filling the gap in the literature. According to findings, it is thought that managers should encourage their subordinates and make efforts to enable their subordinates to take action. These attitudes will increase the employees' innovative behaviors by improving the perception of mastery climate. In this context, the results of the study are expected to support policy makers and practitioners.

Keywords:

Leadership, Organizational Climate, Innovative Work Behaviour,

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