Büyük Ölçekli Aile İşletmelerinde Duygusal Sahipliğin Nesiller Arası Liderlik Çatışmasına Etkisi ve LiderÜye Etkileşiminin Aracı Rolü

Bu araştırmanın amacı, nesiller arası liderlik çatışmasında duygusal sahiplik ve lider-üye etkileşimi arasındaki ilişkiye yönelik algıların ortaya konulmasıdır. Nicel araştırma yöntemlerinden yararlanılan bu araştırmada model olarak, ilişkisel tarama modeli kullanılmıştır. Araştırmanın örneklemini ülkemizde sanayi ve hizmet sektöründe faaliyet gösteren, Ticaret Odası’nda kaydı bulunan, çalışan sayısının en az 150 kişi ve net işletme sermayesinin 10 milyon TL olduğu, günümüze kadar yaşamlarını sürdürmüş 79büyük ölçekli aile işletmelerini temsil eden 137 katılımcı oluşturmaktadır. Araştırma sonucuna göre Büyük ölçekli aile işletmelerinde ki duygusal sahiplik ve liderlik çatışması arasındaki ilişkiye bakıldığında duygusal sahiplik ile liderlik çatışması arasında negatif yönlü bir ilişki olduğu tespit edilmiştir. Bunun yanında lider-üye etkileşimi, liderlik çatışması ve duygusal sahiplik arasındaki ilişkiye bağlı olarak lider-üye etkileşimi ile duygusal sahipliğin birbirini etkilediği sonucuna ulaşılmıştır. Sonuç olarak büyük ölçekli aile işletmelerinde duygusal sahiplik arttıkça liderlik çatışmasının azalma gösterdiği, lider-üye etkileşimi güçlü olan işletmelerde ise duygusal sahipliğin artış gösterdiği görülmektedir.

Anahtar Kelimeler:

Aile işletmeleri, duygusal sahiplik, liderlik çatışması, lider-üye etkileşimi (LÜE)

The Mediating Role of LeaderMember Exchange On The Effect Between Emotional Ownership and Intergenerational Leadership Conflict in Large-Scale Family Businesses

The aim of this study is to reveal perceptions about the relationship between emotional ownership and leader-member exchange in transgenerational leadership conflict. In this research, which uses quantitative research methods, relational scanning model is used as a model. The sample of the study consists of 161 participants representing 79 large-scale family businesses operating in the industry and service sector in our country, registered in the Chamber of Commerce, the number of employees is at least 150, and the net working capital of which is 10 million TL.According to the research, it was determined that there is a negative relationship between emotional ownership and leadership conflict depending on the relationship emotional ownership and leadership conflict in large-scale family businesses. In addition to this, it was concluded that leader-member exchange and emotional ownership affect each other depending on the relationship between leader-member exchange, leadership conflict and emotional ownership. As a result, while emotional ownership increases in large-scale family businesses, it is seen that leadership conflict decreases, also with strong leader-member exchange, emotional ownership increasesin large-scale family companies.

Keywords:

Family businesses, emotional ownership, leadership conflict, leader-member exchange (LMX),

PDF

___

Allen, N. J. ve Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance And Normative Commitment To The Organization. Journal of Occupational Psychology, 63, 1-18.
Anderson, R. C. ve Reeb, D. M. (2003). Founding-Family Ownership and Firm Performance: Evidence Fromthe S&P 500. The Journal of Finance, 58 (3), 1301-1328.
Boyd, B.,Botero, I. ve Fediuk, T. (2014). Incumbent Decisions About Succession Transitions in Family Firms: A Conceptual Model. International Journal of Financial Studies, 2, 335-358.
Burkart, M.,Panunzi, F. ve Shleifer, A. (2003). FamilyFirms. Journal of Finance, 58 (5), 2167-2201.
Burke, C., S., Sims, D., E., Lazzara, E. H. ve Salas, E. (2007). Trust in Leadership: A Multi-Level Review and Integration. The Leadership Quarterly, 18, 606- 632.
Carver, L. ve Candela, L. (2008). Attaining Organizational Commitment Across Different Generations of Nurses. Journal of Nursing Management, 16 (8).
Certo, S. C. ve Certo S. T. (2009). Modern Management Conceptsand Skills. Prentice Hall.
Chung, H. M. ve Chan, S. T. (2012). Ownership Structure, Family Leadership, and Performance of Affiliate Firms in Large Family Business Groups.AsiaPac J Manag, 29, 303-329.
Ergeneli, A., Sağlam A. G. ve Metin, S. (2007). Psychological Empowerment and its Relationship to Trust in Immediate Managers. Journal of Business Research, 60, 41-49.
Foley, S.,Hang-Yue, N. ve Lui S. (2005). The Effects of Work Stressors, Perceived Organizational Support, and Gender on Work-Family Conflict in Hong Kong. Asia Pacific Journal of Management, 22, 237-256.
Ghee, W., Y., Ibrahim, M. D. ve Abdul-Halim, H. (2015). Family Business Succession Planning: Unleashing the Key Factors of Business Performance. Asian Academy of Management Journal, 20 (2), 103-126.
Göker, Z. A. ve Tezgin, Ü. (2006). Aile İşletmeleri ve Karar Verme Süreci, Köklü Aile İşletmelerinde Bir Uygulama. 2. Aile İşletmeleri Kongresi Kongre Kitabı, 45-57, İstanbul: İ.K.Ü. Yayınları. 14-15 Nisan.
Graen, G. B. ve Uhl-Bien, M., (1995). Relationship-Based Approach to Leadership: Development of Leader-Member Exchange (LMX) Theory of Leadership Over 25 Years: Applying a Multi-Level Multi-Domain Perspective. Leadership Quarterly, 6, 219-247.
Green, C. (2008). LeaderMember Exchange andtheUse of ModeratingConflict Management Styles. International Journal of Conflict Management, 19 (2), 92-111.
Hair Collins, M., Hair, J. H. Ve Tonette, S. R. (2009). The Older-Worker-Younger- Supervisor Dyad: A Test of the Reverse Pygmalion Effect. Human Resource Development Quarterly, 20 (1), 21-41.
Hermann, F.,Kessler, A., Nosé, L. ve Suchy, D. (2011). Conflicts in Family Firms: State of the Art and Perspectives for Future Research. Journal of Family Business Management, 1 (2), 130-153.
Janssen, O. N. ve Van Yperen, W. (2004). Employees Goal Orientations, the Quality of Leader member Exchange, and the Outcomes of Job Performance and Job Satisfaction. Academy of Management Journal, 47 (3), 368-384.
Jaswal, V. ve Chand, P. (2018). EmotionalOwnership: Development of Surveyİnstrument. IOSR Journal of Humanities and Social Science, 23 (1), 88-96.
Kellermanns, F. W. ve Eddleston, K. A. (2004), Feuding Families: When Conflict Does a Family Firm Good. Entrepreneurship Theory and Practice, 28 (3), 209-228.
Kesken, J., Şengül, A. ve Çapraz, B. (2004). Girişimcilik Ateşi Bütün Aileyi Sarmadığında... İkinci ve Üçüncü Kuşakların Aile İşletmesinde Çalışmaya Karşı Tutumları. 1. Aile İşletmeleri Kongre Kitabı (2. Baskı), 431-440, İstanbul: İ. K.Ü. Yayınları, 17-18 Nisan.
Lee, J. A. ve Lee, G. J. (2016). The Relationship Among Leader-Member Exchange (LMX), Empowerment, Job Satisfaction, Organizational Commitment, and Customer Orientation: Focused on the Jeju-Air. Journal of the Korean Society for Quality Management, 44 (4), 983-997.
Liden, R. C. ve Graen, G. (1980). Generalizability of the Vertical Dyad Linkage Model of Leadership. Academy of Management Journal, 23 (3), 451-465.
Liu, C.,Eubanks, D. L. ve Chater, N. (2015). The Weakness of Strong Ties: Sampling Bias, Social Ties, and Nepotism in Family Business Succession. The Leadership Quarterly, 26, 419–435.
Lyons, J. B. ve Schneider T. R. (2009). The Effects of Leadership Style on Stress Outcomes. The Leadership Quarterly, 20, 737-748.
Mahsud, R.,Yukl, G. ve Prussia, G. (2010). Leader Empathy, Ethical Leadership, and Relations-Oriented Behaviors as Antecedents of Leader-Member Exchange Quality. Journal of Managerial Psychology, 25, 561-577.
Nicholson, N. ve Björnberg, A. (2008). The Shape of Things to Come-Emotional Ownership and the Next Generation in theFamily Firm. Institute for Family Business, London Business School.
Nicholson, N. ve Björnberg, Å. (2012). Emotional Ownership: The Next Generation’s Relationship with the Family Firm. Family Business Review, 25 (4), 374-390.
Osborn, R., N., Hunt, J. G. ve Jauch L. R. (2002). Toward a Contextual Theory of Leadership. Leadership Quarterly, 13, 797-837.
Robbins, S. P. ve Judge, A. T. (2013). Örgütsel Davranış. Ankara: Nobel Yayın
Seo, G. D. ve Lee, J. E. (2014). The Influence of Empowerment, LMX, Psychological Ownership & Psychological Capital, Customer Orientation on Hotel Employees Behavior. Journal of Tourism&Leisure Research, 26 (9), 5- 24.
Sessa, V., Kabacoff, R., Deal, J. ve Brown, H. (2007). Research Tools for the Psychologist-Manager: Generational Differences in Leader Values and Leadership Behaviours. Psychologist-Manager Journal, 10 (1), 47-74.
Tekatan, İ. (2016). Aile İşletmelerinde Nesiller Arası Liderlik Çatışması ve Nesiller Arası Yönetim Devri, (Yayımlanmamış Yüksek Lisans Tezi), T.C. Yaşar Üniversitesi, İzmir.
Wakefield, R., L., Leidner, D. E. ve Garrison, G. (2008). A Model of Conflict, Leadership, and Performance in Virtual Teams. Information Systems Research, 19 (4), 434-455.
Williams, K. C. ve Page, R. A. (2011). Marketing to the Generations. Journal of Behavioral Studies in Business, 3 (1), 1-17.
Yelkikalan, N. (2006). 21. Yüzyılda Girişimcinin Yeni Özelliği: Duygusal Zeka. Girişimcilik ve Kalkınma Dergisi, 1 (2), 39-52.
Yelkikalan, N. ve Aydın, E. (2010). Aile İşletmelerinin Yaşamlarını Sürdürebilmesinde Sonraki Kuşakların Duygusal Sahiplik Algılamasının Rolü ve Önemi-Türkiye’deki Kıdemli İşletmeler Üzerinde Bir Araştırma. Yönetim Bilimleri Dergisi, 8 (2), 81-120.
Zellweger, T., M., Nason, R., S., &Nordqvist, M. (2012). FromLongevity of Firms to Transgenerational Entrepreneurship of Families Introducing Family Entrepreneurial Orientation. Family Business Review, 25, 136-155.
Zhu, W. (2012). Sadly, the World is Still Round (p < 0.005). J Sport Health Sci., 1, 9-11.
Zona, F. (2016). CEO Leadership and Board Decision Processes in Family- Controlled Firms: Comparing Family and Non-Family CEOs. Small Business Economics: Entrepreneurship Journal, 47 (3), 735-753.