Etik Liderlik, Örgütsel Güven, İş Tatmini Ve İşten Ayrılma Niyeti İlişkisi: Bir Hastane İşletmesinde Araştırma

Bu çalışmada etik liderlik, örgütsel güven, iş tatmini ve işten ayrılma niyeti değişkenleri arasındaki ilişkileri ortaya koymak amaçlanmıştır. Araştırma verileri, bir üniversite hastanesinde çalışan 421 hemşireden elde edilmiştir. Çalışmada öncelikle geçerlililik ve güvenilirlik analizleri yapılmıştır. Aracılık etkisini, ortaya koyabilmek için Baron ve Kenny’nin dört aşamalı modeli uygulanmıştır. Yapılan korelasyon analizine göre etik liderlik, örgütsel güven ve iş tatmini arasında pozitif yönde anlamlı bir ilişki, etik liderlik, örgütsel güven ve işten ayrılma niyeti arasında ise negatif yönlü ve anlamlı bir ilişki olduğu tespit edilmiştir. Regresyon analizi sonucunda etik liderliğin örgütsel güven, iş tatmini ve işten ayrılma niyeti üzerinde anlamlı bir etkisinin olduğu, örgütsel güvenini de gene iş tatmini ve işten ayrılma niyeti üzerinde anlamlı bir etkisinin olduğu görülmektedir. Bununla birlikte araştırma bulguları etik liderliğin iş tatmini ve işten ayrılma niyeti üzerindeki etkisinde örgütsel güvenin kısmı aracılık etkisinin olduğunu da göstermektedir.

Ethical Leadership, Organizational Trust, Job Satisfaction And Intention to Leave Relationship: A Research in University Hospital

In this study, it is aimed to show the relationship between ethical leadership, organizational trust, job satisfaction, and intention to leave. The research data was obtained from 421 nurses working in a private university hospital. The reliability and validity of the measurement instrument are tested before. Baron and Kenny’s four step procedures are employed in order to test mediation effect. According to the correlation analysis, there is a significant positive correlation between ethical leadership, organizational trust, and job satisfaction. On the other hand, ethical leadership and organizational trust have a significant negative relationship with turnover intention. As a result of regression analysis, ethical leadership and organizational trust have a meaningful effect on job satisfaction and intention to leave. However, research findings show that the effect of ethical leadership is partly mediated by organizational trust in the effect on job satisfaction and intention to leave.

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