Hüseyin YILMAZ

OTANTİK LİDERLİK DAVRANIŞlNIN ÖRGÜTSEL ETİK İKLİM ÜZERİNE YANsıMALARı: KANTİTATİF BİR ÇALIŞMA

Bu araştırmanın temel amacı, son dönemde ilgiyi daha fazla üzerinde toplayan liderlik davranışlarındanotantik liderliğin örgütsel etik iklim üzerine etkilerinin çimento sektörü kapsamında incelenmesidir. Çalışmadakantitatif araştırma yöntemi kullanılarak ilişkisel tarama modeline başvurulmuştur. Çalışmada Walumbwa vearkadaşlannın (2008) geliştirdiği otantik liderlik ölçeği ile Victor ve Cullen (1998) tarafından tasarlanmışolan etik iklim ölçeğinden faydalanılmıştır. Araştırmanın evrenini. Türkiye 'de çimento sektöründe faaliyetgösteren işletmeler oluşturmaktadır. Bu kapsamda İzmir ilinde faaliyetlerini devam ettiren, sektöründeüretimden satışlara önde gelen büyük firmalar arasında yer alan ve bünyesinde 912 kişiyi istihdam eden birçimento fabrikası çalışanlanna anket uygulaması gerçekleştirilmiştir. Araştırma verilerinin analizi sürecindetoplam 131 anket değerlendirmeye alınmıştır. Araştırmanın amacı doğrultusunda yapılan analizlersonucunda; Otantik liderliğin etik iklimi %1 anlamlılık düzeyinde olumlu yönde ve güçlü bir şekilde etkilediği(/]=0,396, p

REFLECTION ON ORGANIZATIONAL ETHlCAL CLIMATE OF AUTHENTIC LEADERSHIP BEHA VIOR: A QUANTITATIVE STUDY

The main purpose of this research is to examine within the cement sector of the effects on the organizational ethical climate of the authentic leadership of the leadership behaviors, which have recently attracted more attention. In this study, by using quantitative research was used method Relational screening modeL. The study utilized the authentic leadership scale developed by Walumbwa et aL. (2008) and the ethical climate scale designed by Victor and Cullen (1998. The study of the universe consists of businesses operating in the cement sector in Turkey. Within this scope, a questionnaire was applied to the employees of a cement factory, which continues its activities in İzmir province, which is among the leading companies in the sector in terms of production sales and employs 912 people. A total of 131 questionnaires was evaluated during the analysis of the research data. As a result of the analyzes made in line with the aim of the research; Authentic leadership has beenfound to affect the ethical climate positively and strongly (fJ = 0.396, p.001) at the 1% signijicance level. In addition, the relationships between the sub-dimensions of the research variables were analyzed and it was found that the sub-dimensions of the authentic leadership and the sub-dimensions of the ethical climate were signijicantly related. The research also suggests that authentic leadership can be effective in meeting the social expectations of the society, including beliefs and politics of ethics and organizations, especially in high ethical performance exhibitions.

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