Etik Liderliğin İşten Ayrılma Niyetine Etkisinde Algılanan Kurumsal İtibarın Rolü

Amaç – Bu çalışmada, etik liderliğin işten ayrılma niyetine etkisinde çalışanlar tarafından algılanan kurumsal itibarın aracılık rolünün tespit edilmesi amaçlanmaktadır. Yöntem – Türkiye’de faaliyet gösteren bir kamu kurumunda ampirik bir araştırma gerçekleştirilmiştir. Brown vd. (2005)’nin etik liderlik, Rosin ve Korabik (1995)’in işten ayrılma niyeti, Ponzi vd. (2011)’in kurumsal itibar ölçekleri ile toplanan veriler Kısmi En Küçük Kareler- Yapısal Eşitlik Modeli (KEKK-YEM) yöntemi ile modellenerek analiz edilmiştir. Bulgular – Etik liderliğin, işten ayrılma niyetini negatif yönde, anlamlı; algılanan kurumsal itibarı pozitif yönde, anlamlı bir şekilde etkilediği tespit edilmiştir. Kurumsal itibarın işten ayrılma niyeti üzerindeki negatif ve anlamlı bir etkisinin olduğu araştırmanın bir diğer bulgusudur. Ayrıca, etik liderliğin işten ayrılma niyetine olan etkisinde algılanan kurumsal itibarın kısmi aracılık rolünün bulunduğu tespit edilmiştir. Tartışma – Özel sektör eksenli kurgulanan çalışmalarla açıklanmaya çalışılan etik yönetimi ve çalışan ilişkisine yönelik dinamiklerin kamu kurumlarında da belirleyici olduğu izlenmektedir. Çalışanların içerisinde yer aldığı kamu kurumunun itibarına ilişkin algısında, yöneticilerin etik yaklaşımlarının belirleyici olduğuna; algılanan itibarın ise çalışanın, işe devam etme kararlarına etki ettiğine ilişkin tespitlerin alana katkı sağlayacağı düşünülmektedir.

The Role of Perceived Corporate Reputation on the Impact of Ethical Leadership to Turnover Intention

Purpose – In this study, the role of the perceived corporate reputation on the impact of ethical leadership on the intention to quit is examined. Design/methodology/approach – An empirical research was carried out in a public institution operating in Turkey. The data collected by Brown et al. (2005)'s ethical leadership, Rosin and Korabik (1995)'s turnover intention, Ponz et al. (2011)'s corporate reputation scales were analyzed by Partial Least Squares-Structural Equation Model. Findings – It has been determined that ethical leadership has a negative and significant effect on the turnover intention; affects perceived corporate reputation in a positive and meaningful way. Another finding of the study is that the perceived corporate reputation has a negative and significant effect on turnover intention. It is also found that perceived corporate reputation has a partial mediation role in the effect of the ethical leadership on the turnover intention. Discussion – Ethical management and the dynamics of the employee relationship, which are tried to be explained by private sector based studies, are also determinant from public institutions. Ethical approaches of managers have an impact on employees' perceptions of reputation At the same time, perceived reputation is decisive in the approach of employees to their work. It is thought that these findings contribute to the field.

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