Dönüşümsel Liderlik, Kişi-Örgüt Uyumu ve İş Tatmini İlişkisi: Kamu Çalışanlarına Yönelik Araştırma

Amaç – Bu araştırmada dönüşümsel liderlik, kişi-örgüt uyumu ve iş tatmini değişkenleri ilişkisini ortaya koymak amaçlanmıştır. Yöntem – Araştırma verileri Ankara ilindeki bir bakanlığa ait merkez biriminde çalışan 560 katılımcıdan anket ile elde edilmiştir. Çalışmada öncelikle geçerlilik ve güvenirlik analizleri yapılmıştır. İlgili bağımsız ve bağımlı değişkenler arasındaki ilişkileri ortaya koyabilmek ve hipotezleri test edebilmek amacıyla korelasyon ve regresyon analizleri yapılmıştır. Aracılık etkisini ortaya koyabilmek için hem Baron ve Kenny, hem de Hayes’in aracılık modellerinden yararlanılmıştır. Bulgular – Yapılan korelasyon analizine göre dönüşümsel liderlik ile kişi-örgüt uyumu ve iş tatmini arasında pozitif yönde anlamlı bir ilişki olduğu tespit edilmiştir. Regresyon analizi sonucunda dönüşümsel liderliğin kişi-örgüt uyumu ve iş tatmini üzerinde anlamlı bir etkisinin olduğu, kişi-örgüt uyumunun da iş tatmini üzerinde anlamlı bir etkisinin olduğu görülmektedir. Bununla birlikte araştırma bulguları dönüşümsel liderliğin iş tatmini üzerindeki etkisinde kişi-örgüt uyumunun kısmi aracılık etkisinin olduğunu da göstermektedir. Tartışma – Bir bakanlıkta görev yapan 560 kamu çalışanından elde edilen bulgular değerlendirildiğinde merkezi ve taşra teşkilat yönetiminin çağın gerektirdiği dönüşümsel çabalarla birlikte çalışanların kişiörgüt uyumlarını dikkate almaları ve iş tatmin düzeylerini artırmaya yönelik eylemlerde bulunmaları gerektiği düşünülmektedir. Bu tarz örgütler kontrol odaklı bir yaklaşımla sürecin en başından itibaren örgütleri ile uyumlu olan veya bunun geliştirilebileceğine inandıkları kişileri seçmelidirler. İzleyeninin kişisel bir sorununa eğilen, onu öven ve ona rehberlik eden bir lider çalışanın iş tatminine yadsınmayacak düzeyde etki edebilir. Gelecek çalışmalar için kamu veya özel örgütler arasında karşılaştırmalı olarak değişkenlerin tekrar ele alınması literatüre katkı sunulması adına faydalı olabilir.

Transformational Leadership, Person-Organization Fit and Job Satisfaction Relationship: A Research on Public Servants

Purpose – It is aimed to reveal relationships among transformational leadership, person-organization fit and job satisfaction in that research. Design/methodology/approach – Research data were collected by survey from 560 participants who work at a department of a ministry in Ankara. First of all, in that study validity and reliability analyses are done. Correlation and regression analyses are done both to reveal the relationships among related dependent and independent variables and to test hypotheses. Both Baron and Kenny and Hayes mediation models are used to show mediation effect. Findings – According to correlation analysis, there is a significant positive correlation among transformational leadership, person-organization fit and job satisfaction. As a result of regression analysis, transformational leadership has a meaningful effect on person-organization fit and job satisfaction and also person-organization fit has a meaningful effect on job satisfaction. However, research findings show that the effect of transformational leadership is partly mediated by personorganization fit in the effect on job satisfaction. Discussion – When the findings which are derived from 560 public employees working in a ministry that are evaluated, it is thought that central and rural management of ministry should consider on person-organization fit of its employees and do some actions to raise their job satisfaction levels by transformational attempts of today’s necessities. These kinds of organizations should select compatible and developable -of that compatibleness- individuals as they believe from the beginning of the recruitment process with a control focused approach. A leader, who is interested in individual problems of followers, praises and guides them, that affects their levels of job satisfaction incontrovertibly. For further studies, it may be useful for enriching the literature by revisiting related variables between public and private organizations comparatively.

PDF

___

Agho, A. O., Price, J. L., and Mueller, C. W. (1992). Discriminant validity of measures of job satisfaction, positive affectivity and negative affectivity. Journal of Occupational and Organizational Psychology, 65(3), 185–196.
Aypar, S., Sökmen, A. ve Ekmekçioğlu, E.B. (2018). İş Tatmini ve İşten Ayrılma Niyeti İlişkisi: Örgütsel Özdeşleşmenin Aracılık Rolü. Gazi Üniversitesi Sosyal Bilimler Dergisi, 5(13), 116-124.
Backhaus, K. (2003). Importance of Person-Job Fit to Job Seekers, Career Development International ,8(1), 21- 26.
Baron, R. M., and Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173-1182.
Bass, B. M. (1985). Leadership: Good, Better, Best. Organizational Dynamics, 13(3), 26-40.
Bass, B. M. (1990). From Transactional To Transformational Leadership: Learning To Share The Vision. Organizational Dynamics, 18(3), 19-31.
Bass, B. M., and Avolio, B. J. (1990). The implications of transactional and transformational leadership for individual, team, and organizational development. Research in organizational change development, 4(1), 231-272.
Bass, B. M., and Avolio, B. J. (1995). MLQ Multifactor Leadership Questionnaire, Leader Form, Rater Form, and Scoring. California. Palo Alto, CA: Mind Garden.
Bıyık, Y., Şimşek, T. ve Sökmen, A. (2016). Etik İklimin İş Tatmini ve İşten Ayrılma Niyetine Etkisinde Örgütsel Bağlılığın Aracı Rolü: Bir Holdingin Yöneticilerine Yönelik Araştırma. Eurasian Academy of Sciences Social Sciences Journal, 1, 237-249.
Bogler, R. (2001). The Influence of Leadership Style on Teacher Job Satisfaction, Educational Administration Quarterly, 37(5), 662-683.
Burns, J. M. (1978). Leadership, New York: Harper and Row.
Chatman, A.J.(1989). Improving Interactional Organizational Research: A Model of Person-Organization Fit, Academy of Management Review, 14(3), 333-349.
Chatman, A.J. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms, Administrative Science Quarterly, 36(3), 459-484.
Chiang, C.F. and Wang, Y.Y. (2012). The Effects of Transactional and Transformational Leadership on Organizational Commitment in Hotels: the Mediating Effect of Trust, Journal of Hotel and Business Management, 1(1), 1-11.
Conger, J. A., and Kanungo, R. N. (1994). Charismatic leadership in organizations: Perceived behavioral attributes and their measurement. Journal of Organizational Behavior, 15(5), 439-452.
Dyne, V.L., Graham, J. W., and Dienesch, R. M.(1994). “Organizational Citizenship Behavior: Construct Redefinition, Measurement, and Validation”, Academy of Management Journal, 37(4), 765-802.
González, F., Sánchez S. M. and López-Guzmán T. (2016). The Effect of Educational Level on Job Satisfaction and Organizational Commitment: A Case Study in Hospitality, International Journal of Hospitality & Tourism Administration, 17(3), 243–259.
Hackman, J.R. and Oldham, G.R. (1976). Motivation through the design of work: test of a theory, Organizational Behavior and Human Performance, 16(3), 250-279.
Hayes, A. F. (2009). Beyond Baron and Kenny: Statistical mediation analysis in the new millennium. Communication Monographs, 76(4), 408–420.
Henderson, J.C. (2010). Sharia-Compliant Hotels. Tourism and Hospitality Research, 10(3), 246-254.
Ho, V.T., Dinh, T.L., and Vu, M.C. (2016). “Transformational and Transactional Leadership Styles and Employees’ Job Satisfaction in Vietnamese Local Companies”, International Review of Management and Business Research, 5(3), 938-950.
Hoffman, B. J., Bynum, B. H., Piccolo, R. F. ve Sutton, A. W. (2011). Person- Organization Value Congruence: How Transformational Leaders Influence Work Group Effectiveness. Academy of Management Journal, 54(4), 779-796.
Judge, T.A., Heller, D. and Klinger, R. (2008). The Dispositional Sources Of Job Satisfaction: A Comparative Test. Applied Psychology: An International Review. 57(3), 361-372.
Koç, H. (2011). The impact of managers’ leadership behaviors on job satisfaction and performance of employees. African Journal of Business Management, 5(30), 11836-11843.
Koç, H. ve Yazıcıoğlu, İ. (2011). Yöneticiye Duyulan Güven İle İş Tatmini Arasındaki İlişki: Kamu ve Özel Sektör Karşılaştırılması. Doğuş Üniversitesi Dergisi, 12/1(46-57).
Korek, S., Felfe, J. and Rothe, U.Z. (2010). Transformational Leadership and Commitment: A Multilevel Analysis of Group-Level Influences and Mediating Processes, European Journal of Work and Organizational Psychology, 19 (3), 364–387.
Kristof, A.L. (1996). Person-organization fit: an integrative review of its conceptualizations, mesaurement and implications, Personnel Psychology, 49(1), 1-49.
Kristof-Brown, A. L., Zimmerman, R. D., and Johnson, E. C. (2005). Consequences of Individuals’ Fit at Work: A Meta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit, Personnel Psychology, 58(2), 281-342.
Larson, M., and Luthans, F. (2006). Potantial Added Value of Psychological Capital in Predicting Work Attitudes, Journal of Leadership and Organizational Studies, 13(1), 45-62.
Lauver, K. J., and Kristof-Brown, A.(2001). “Distinguishing between Employees’ Perceptions of Person-Job and Person-Organization Fit”, Journal of Vocational Behavior, 59(3), 454-470.
Locke, E.A.(1976). The nature and causes job satisfaction. (Edit. M. D. Dunnette). Handbook Of Industrial and Organizational Psychology, Chicago: Rand McNally, (pp. 1297-1343).
Meglino, B. M., Ravlin, E. C., Adkins, C.L. (1989). A work values approach to corporate culture: A field test of the values congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74 (3), 424–432.
Mete, E. S., Sökmen, A. ve Bıyık, Y. (2016). The Relationship beetween Organizational Commitment, Organizational Identification, Person-Organization Fit and Job Satisfaction: A Research on IT Employees. International Review of Management and Business Research, 5(3), 870-901.
Muchinsky, P.M. and Monahan, C.J.(1987).“What is Person-Environment Congruence? Supplementary versus Complementary Models of Fit”, Journal of Vocational Behavior, 31(1), 268-277.
Mudor, H., and Tooksoon, P. (2011). Conceptual Framework On The Relationship Between Human Resource Management Practices, Job Satisfaction, And Turnover, Journal of Economics and Behavioral Studies, 2(2), 41-49.
Netemeyer, R., Boles, J., McKee, D., and McMurrian, R. (1997). An Investigation into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context. Journal of Marketing,61(3), 85-98.
O'Reilly, C. A., Chatman, J., and Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487–516.
Park, J. S., and Kim, T. H. (2009). Do Types Of Organizational Culture Matter in Nurse Job Satisfaction and Turnover Intention?, Leadership in Health Services, 22 (1), 20–38.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., and Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. The leadership quarterly, 1(2), 107-142.
Rynes, S. L., Brown, K. G. and Colbert, A. E.(2002). “Seven Common Misconceptions about Human Resource Practices: Research Findings Versus Practitioner Beliefs”, Academy of Management Executive, 16(3), 92-103.
Saleem, H. (2015). “The impact of leadership styles on job satisfaction and mediating role of perceived organizational politics”, Procedia - Social and Behavioral Sciences, 172, 563 – 569.
Schneider, B., and Snyder, R.A., (1975). some relationships between job satisfaction and organization climate. Journal of Applied Psychology, 60(3), 318–328.
Schneider, B. (1987). "The people make the place", Personnel Psychology, 40(3), 437–453.
Schneider, B., Goldstein, H. W., and Smith, D. B.(1995). The ASA framework: An update, Personnel Psychology, 48(4), 747-773.
Sekiguchi T. (2004). "Person-Organization Fit And Person-Job Fit in Employee Selection: A Review of The Literature". Osaka Keidai Ronshu, 54(6), 179-196.
Sökmen, A. ve Aksoy, E.M. (2017). Dönüşümcü Liderliğin AR-GE Performansına Etkisi: Türkiye Savunma Sanayi Sektöründe Bir Çalışma. Üçüncü Sektör Sosyal Ekonomi, 52 (1), 84-101.
Sökmen, A. ve Aydıntan, B.(2016). Kariyer Geleceği Algısının İş Tatmini ve İşten Ayrılma Niyetine Etkisi: Bir Kamu Kurumunda Araştırma. ISARDER, 8(3), 251-263.
Voon, M.,L., Lo, M.C., Ngui, K.S., Ayob, N.B. (2011). “The influence of leadership styles on employees’ job satisfaction in public sector organizations in Malaysia”, International Journal of Business, Management and Social Sciences, 2(1), 24-32.
Vroom, V.H. (1964). Work and motivation. Oxford, England: Wiley.
Wang, G., and Lee, P. D. (2009). Psychological empowerment and job satisfaction: An analysis of interactive effects. Group and Organization Management, 34(3), 1–26.
Weiss, H. M., and Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Staw, Barry M. (Ed); Cummings, L. L. (Ed). Research in Organizational Behavior, 18, 1–74.
Yazıcıoğlu, İ. ve Sökmen, A. (2007). Otel İşletmelerinin Yiyecek-İçecek Departmanlarında Görev Yapan İşgörenlerin İş Tatmin Düzeylerinin Değerlendirilmesi: Adana’da Bir Uygulama. Muğla Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, Sayı 18, 1-23.