Etik Liderliğin İş Tatmini ve İşten Ayrılma Niyetine Etkisinde Algılanan Örgütsel Desteğin Aracı Rolü: Kamu Sektöründe Bir Araştırma

Amaç – Bu çalışmada etik liderlik (EL), algılanan örgütsel destek (AÖD), iş tatmini (İT) ve işten ayrılma niyeti (İAN) değişkenleri arasındaki ilişkileri ortaya koymak amaçlanmıştır. Yöntem – Araştırmada nicel araştırma yöntemlerinden ilişkisel tarama yöntemi kullanılmıştır. Verilerin toplanması için oluşturulan anket formunda etik liderlik, algılanan örgütsel destek, iş tatmini ve işten ayrılma niyeti ölçekleri kullanılmıştır. Araştırma verileri Ankara’da bir bakanlıkta çalışan 289 kamu personelinden elde edilmiştir. Çalışmada ilk olarak güvenirlik ve geçerlilik analizleri yapılmıştır. Söz konusu bağımlı ve bağımsız değişkenler arasındaki ilişkileri ortaya koyabilmek, ayrıca hipotezleri test edebilmek için korelasyon ve regresyon analizleri gerçekleştirilmiştir. Aracılık etkisini ortaya koyabilmek için Baron ve Kenny (1986) ve Hayes’in (2009) dört aşamalı modeli uygulanmıştır. Bulgular – Gerçekleştirilen korelasyon analizine göre etik liderlik ile algılanan örgütsel destek ve iş tatmini arasında pozitif yönde anlamlı bir ilişki olduğu belirlenmiştir. Diğer taraftan etik liderlik ve algılanan örgütsel destek ile işten ayrılma niyeti arasında negatif yönde anlamlı bir ilişki olduğu tespit edilmiştir. Regresyon analizi sonuçlarına göre etik liderlik ve algılanan örgütsel desteğin iş tatmini ve işten ayrılma niyetine anlamlı bir etkisi bulunmuştur. Analiz bulguları etik liderliğin iş tatmini ve işten ayrılma niyeti üzerindeki etkisinde algılanan örgütsel desteğin kısmi aracılık etkisinin olduğunu da göstermektedir. Tartışma – Bir bakanlıkta görev yapan 289 kamu çalışanından elde edilen bulgular değerlendirildiğinde kurumun etik ilke ve standartlar bağlamında davranması, çalışanlarını maddi ve manevi anlamda destekleyerek iş tatmin ve işten ayrılma niyeti düzeylerini göz önünde bulundurması ve bunları geliştirmeye dönük birtakım hareket tarzları sergilemesi gerektiği düşünülmektedir. Gelecek çalışmalar için farklı kültürlerden oluşan kamu veya özel örgütler arasında karşılaştırmalı olarak değişkenlerin tekrar ele alınması literatüre katkı sunulması adına faydalı olabilecektir.

Mediation Role of Perceived Organizational Support on Ethical Leadership’s Effect on Job Satisfaction and Turnover Intention: A Study on Public Sector

Purpose – In this study, it is aimed to show the effect of ethical leadership (EL) and perceived organizational support (POC) on job satisfaction (JS) and turnover intention (TI). Design/methodology/approach – The relational screening method from the quantitative method was used in the research. Ethical leadership, perceived organizational support, job satisfaction and turnover intention scales were used in the questionnaire form to collect data. A quantitative research data are obtained from 289 public employees working in a ministry of Ankara. Firstly, the validity and reliability of the measurement instrument are tested. Correlation and series of regression analyses are applied for investigating relationships and testing research hypotheses. Baron and Kenny’s (1986) and Hayes’s (2009) four step procedures are practiced in order to test mediator effect. Findings – Significant positive correlation between ethical leadership, perceived organizational support, and job satisfaction are found up to correlation analysis. Besides, both ethical leadership and perceived organizational support have significant negative relationships with turnover intention. According to regression analysis, both ethical leadership and perceived organizational support meaningfully affect job satisfaction and turnover intention. Analyses exhibit that the effect of ethical leadership is partially mediated by perceived organizational support on job satisfaction and turnover intention variables. Discussion – When the findings which derived from 289 public workers in a ministry that are evaluated: it is obviously thought organization should behave in a manner of ethical principles and standards, support their employees in the direction of both material and spiritual ways by focusing on their satisfaction and turnover intention levels and thus, do something to develop these attitudes and behaviors. For further studies, it may be functional to enrich the literature whether there is a comparative revisiting of these variables on public or private organizations composed of different cultures.

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