20021

Akademisyenlerin Örgütsel Destek ve Lider-Üye Etkileflimi Alg›lar›n›n Tutumsal Sonuçlar›

Bu çal›flma, sosyal mübadele teorisi kapsam›nda ele al›nan iki kavram olan alg›lanan örgütsel destek ve lider-üye etkilefliminin tutumsal sonuçlar›n› incelemektedir. Çal›flman›n amac› akademisyenler taraf›ndan alg›lanan örgütsel deste¤in ve lider-üye etkilefliminin; ifl tatmini, örgütsel özdefllefl- me, örgütsel güven ve iflten ayr›lma niyeti üzerindeki etkisini belirleyebil- mektir. Bu amaç kapsam›nda, Bat› Karadeniz Bölgesi’ndeki iki farkl› dev- let üniversitesinde görev yapmakta olan 364 akademik personelden anket yoluyla elde edilen veriler ile bir araflt›rma gerçeklefltirilmifltir. Çal›flma- n›n amac›na uygun olarak oluflturulan hipotezler, yap›sal eflitlik modelle- mesi kapsam›nda yol analizi yard›m› ile test edilmifltir. Çal›flman›n sonu- cunda hem alg›lanan örgütsel deste¤in hem de lider-üye etkilefliminin ça- l›flan tutumlar› üzerinde etkisi bulundu¤u tespit edilmifltir. Buna göre, akademisyenlerin üniversitelerinden alg›lad›¤› deste¤in artmas› ifl tatmi- ninde, örgütsel özdeflleflmede ve örgüte duyulan güvende art›fla, buna kar- fl›l›k iflten ayr›lma niyetinde azalmaya neden olmaktad›r. Yine, lider-üye etkilefliminin kuvvetlenmesinin ifl tatminini, örgüt ile özdeflleflmeyi ve ör- güte duyulan güveni art›rd›¤›, iflten ayr›lma niyetini azaltt›¤› saptanm›flt›r.

The Attitudinal Consequences of Perceived Organizational Support and Leader-Member Exchange for Academic Staff

This study examines the attitudinal consequences of perceived organiza- tional support and leader-member exchange, which are two concepts addressed within the scope of social exchange theory. The aim of the study is to determine the effects of organizational support and leader- member exchange perceived by academics on their job satisfaction, orga- nizational identification, organizational trust, and intent to leave. To achieve this aim, a survey was conducted with 364 academic staff working in two different state universities in the Western Black Sea Region. The hypotheses were tested with the structural equation modeling path analy- sis. The results indicate that both perceived organizational support and leader-member exchange influence employee attitudes. Academics’ per- ception of high level of support by their universities was found to lead to increased job satisfaction, organizational identification and trust in the organization, and decreased intention to leave. Furthermore, strengthen- ing leader-member exchange was found to increase academics’ job satis- faction, identification with the organization and trust in the organization, and to reduce their intention to leave.

PDF

___

Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5), 491–509.
Aubé, C., Rousseau, V., & Morin, E. M. (2007). Perceived organizational support and organizational commitment: The moderating effect of locus of control and work autonomy. Journal of Managerial Psychology, 22(5), 479–495.
Baflaran, Ü., Büyüky›lmaz, O., & Çevik, E. ‹. (2011). ‹çsel pazarlaman›n alg›lanan hizmet kalitesi üzerindeki etkisinde ifl tatmininin arac›l›k rolü. Dokuz Eylül Üniversitesi ‹flletme Fakültesi Dergisi, 12(2), 201–225.
Bauer, T. N., & Green, S. G. (1996). Development of leader-member exchange: A longitudinal test. Academy of Management Journal, 39(6), 1538–1567.
Blau, P. M. (1964). Exchange and power in social life. Piscataway, NJ: Transaction Publishers. Bolat, O. ‹. (2011). Lider üye etkileflimi ve tükenmifllik iliflkisi. “‹flGüç” Endüstri ‹liflkileri ve ‹nsan Kaynaklar› Dergisi, 13(2), 63–80.
Breevaart, K., Bakker, A. B., Demerouti, E., & van den Heuvel, M. (2015). Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754–770.
Büyüky›lmaz, O. (2013). Akademik personel aç›s›ndan psikolojik sözleflme ihlali ile iflten ayr›lma niyeti aras›ndaki iliflkilerin analizi. Doktora tezi, Bülent Ecevit Üniversitesi Sosyal Bilimler Enstitüsü, Zonguldak.
Büyüky›lmaz, O., & Fidan, Y. (2017). Alg›lanan örgütsel deste¤in örgütsel vatandafll›k davran›fl› üzerindeki etkisinde örgütsel güvenin arac›l›k rolü. Business & Management Studies: An International Journal, 5(3), 500–524.
Byrne, B. M. (2016). Structural equation modeling with AMOS: Basic con- cepts, applications, and programming (3rd ed.). New York, NY: Routledge.
Cammann, C., Fichman, M., Jenkins, G. D., & Klesh, J. R. (1983). The Michigan Organizational Assessment Survey: Conceptualization and instrumentation. In S. E. Seashore, E. E. Lawler, P. H. Mirvis, & C. Cammann (Eds.), Assessing organizational change: A guide to methods, measures and practices (pp. 71–138). New York, NY: Wiley Interstice.
Coyle-Shapiro, J. A. M., & Conway, N. (2005). Exchange relationships: Examining psychological contracts and perceived organizational sup- port. Journal of Applied Psychology, 90(4), 774–781.
Dawley, D., Houghton, J. D., & Bucklew, N. S. (2010). Perceived organi- zational support and turnover intention: The mediating effects of per- sonal sacrifice and job fit. The Journal of Social Psychology, 150(3), 238–257.
Deluga, R. J. (1998). Leader-member exchange quality and effectiveness ratings: The role of subordinate-supervisor conscientiousness similari- ty. Group & Organization Management, 23(2), 189–216.
Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. The Academy of Management Review, 11(3), 618–634.
Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management, 38(6), 1715–1759.
Edwards, M. R., & Peccei, R. (2010). Perceived organizational support, organizational identification, and employee outcomes: Testing a simul- taneous multifoci model. Journal of Personnel Psychology, 9(1), 17–26.
Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812–820.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived orga- nizational support and employee diligence, commitment, and innova- tion. Journal of Applied Psychology, 75(1), 51–59.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., & Steiger-Mueller, M. (2010). Leader- member exchange and affective organizational commitment: The con- tribution of supervisor’s organizational embodiment. Journal of Applied Psychology, 95(6), 1085–1103.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation mod- els with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.
Gaudet, M.-C., & Tremblay, M. (2017). Initiating structure leadership and employee behaviors: The role of perceived organizational support, affec- tive commitment and leader–member exchange. European Management Journal, 35(5), 663–675.
Genç, M. Ö. (2010). The influence of organizational culture, leader–member exchange (LMX) and employees’ attitudes toward change on information systems implementations in Turkey. Doktora tezi, Yeditepe Üniversitesi Sosyal Bilimler Enstitüsü, ‹stanbul.
Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827–844.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary state- ment. American Sociological Review, 25(2), 161–178.
Graen, G. (1969). Instrumentality theory of work motivation: Some experi- mental results and suggested modifications. Journal of Applied Psychology, 53(2), 1–25.
Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. In B. M. Staw & L. L. Cummings (Eds.), Research in orga- nizational behavior (Vol. 9, pp. 175–208). Greenwich, CT: JAI Press.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspec- tive. The Leadership Quarterly, 6(2), 219–247.
Greguras, G. J., & Ford, J. M. (2006). An examination of the multidimen- sionality of supervisor and subordinate perceptions of leader-member exchange. Journal of Occupational and Organizational Psychology, 79(3), 433–465.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis (7th ed.). Harlow: Pearson New International Edition.
Hameed, Z., Khan, I. U., Sheikh, Z., Islam, T., Rasheed, M. I., & Naeem, R. M. (2019). Organizational justice and knowledge sharing behavior: The role of psychological ownership and perceived organizational sup- port. Personnel Review, 48(3), 748–773.
Ilg›n, B. (2010). Örgütsel vatandafll›k davran›fllar›n›n oluflumunda ve sosyal kaytarma ile iliflkisinde, duygusal zeka ve lider üye etkilefliminin rolü. Doktora tezi, Hacettepe Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
Ilies, R., Nahrgang, J. D., & Morgeson, F. P. (2007). Leader-member exchange and citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 92(1), 269–277.
Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and affective organizational commitment: Moderating influ- ence of perceived organizational competence. Journal of Organizational Behavior, 37(4), 558–583.
Kline, R. B. (2016). Principles and practice of structural equation modeling (4th ed.). New York, NY: The Guilford Press.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-ana- lytic evaluation of organizational support theory. Journal of Management, 43(6), 1854–1884.
Kuvaas, B., & Buch, R. (2018). Leader-member exchange relationships and follower outcomes: The mediating role of perceiving goals as invari- able. Human Resource Management, 57(1), 235–248.
Le, P. B., & Lei, H. (2019). Determinants of innovation capability: The roles of transformational leadership, knowledge sharing and perceived organizational support. Journal of Knowledge Management, 23(3), 527–547.
Lee, A., Thomas, G., Martin, R., & Guillaume, Y. (2019). Leader-member exchange (LMX) ambivalence and task performance: The cross- domain buffering role of social support. Journal of Management, 45(5), 1927–1957.
Li, L., Zhu, Y., & Park, C. (2018). Leader–member exchange, sales per- formance, job satisfaction, and organizational commitment affect turnover intention. Social Behavior and Personality, 46(11), 1909–1922.
Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-mem- ber exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43–72.
Liden, R. C., Wayne, S. J., & Stilwell, D. (1993). A longitudinal study on the early development of leader-member exchanges. Journal of Applied Psychology, 78(4), 662–674.
Mabasa, F. D., & Ngirande, H. (2015). Perceived organisational support influences on job satisfaction and organisational commitment among junior academic staff Members. Journal of Psychology in Africa, 25(4), 364–366.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103–123.
Maertz Jr., C. P., Griffeth, R. W., Campbell, N. S., & Allen, D. G. (2007). The effects of perceived organizational support and perceived supervi- sor support on employee turnover. Journal of Organizational Behavior, 28(8), 1059–1075.
Marchand, C., & Vandenberghe, C. (2014). Job scope and affective com- mitments: The moderating role of perceived organizational support and leader-member exchange. Relations Industrielles / Industrial Relations, 69(3), 621–644.
Meydan, C. H., & fieflen, H. (2011). Yap›sal eflitlik modellemesi: AMOS uygulamalar›. Ankara: Detay Yay›nc›l›k.
Miao, R. (2010). Perceived organizational support, job satisfaction and employee performance: An chinese empirical study. Journal of Service Science and Management, 3(2), 257–264.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory (3rd ed.). New York, NY: McGraw-Hill Inc.
Özdevecio¤lu, M. (2003). Alg›lanan örgütsel destek ile örgütsel ba¤l›l›k aras›ndaki iliflkilerin belirlenmesine yönelik bir araflt›rma. Dokuz Eylül Üniversitesi ‹kitisadi ve ‹dari Bilimler Fakültesi Dergisi, 18(2), 113–130.
Panaccio, A., & Vandenberghe, C. (2009). Perceived organizational sup- port, organizational commitment and psychological well-being: A lon- gitudinal study. Journal of Vocational Behavior, 75(2), 224–236.
Polatç›, S., Karaca, M., & Bayram, A. (2018). Lider üye etkilefliminin ifl tat- mini ve tükenmifllik üzerine etkileri: Ö¤retmenler üzerine bir araflt›rma. “‹flGüç” Endüstri ‹liflkileri ve ‹nsan Kaynaklar› Dergisi, 20(3), 91–103.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational sup- port. Journal of Applied Psychology, 86(5), 825–836.
Riggle, R. J., Edmondson, D. R., & Hansen, J. D. (2009). A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research. Journal of Business Research, 62(10), 1027–1030.
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41(4), 574–599.
Rusbult, C. E., Farrell, D., Rogers, G., & Mainous, A. G. (1988). Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction. Academy of Management Journal, 31(3), 599–627.
Scandura, T. A., & Graen, G. B. (1984). Moderating effects of initial leader-member exchange status on the effects of a leadership interven- tion. Journal of Applied Psychology, 69(3), 428–436.
Schumacker, R. E., & Lomax, R. G. (2010). A beginner’s guide to structural equation modeling (3rd ed.). New York, NY: Routledge.
Sekaran, U., & Bougie, R. (2016). Research methods fo business a skill-build- ing approach (7th ed.). Chichester: Wiley.
Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219–227.
Shantz, A., Alfes, K., & Latham, G. P. (2016). The buffering effect of per- ceived organizational support on the relationship between work engagement and behavioral outcomes. Human Resource Management, 55(1), 25–38.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behav- ior: Comparison of affective commitment and continuance commit- ment with perceived organizational support. Journal of Applied Psychology, 78(5), 774–780.
Shukla, A., & Rai, H. (2015). Linking perceived organizational support to organizational trust and commitment: Moderating role of psychologi- cal capital. Global Business Review, 16(6), 981–996.
Sökmen, A., & Benk, O. (2019). Alg›lanan örgütsel destek, ifl tatmini ve di¤ergaml›k iliflkisi: Akademisyenler üzerine bir araflt›rma. ‹flletme Araflt›rmalar› Dergisi, 11(3), 2231–2241.
Tokgöz, E., & Seymen, O. A. (2013). Örgütsel güven, örgütsel özdeflleflme ve örgütsel vatandafll›k davran›fl› aras›ndaki iliflki: Bir devlet has- tanesinde araflt›rma. Öneri Dergisi, 10(39), 61–76.
Wang, P. Q., Kim, P. B., & Milne, S. (2017). Leader-member exchange (LMX) and its work outcomes: The moderating role of gender. Journal of Hospitality Marketing & Management, 26(2), 125–143.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organization- al support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82–111.
Zhong, L., Wayne, S. J., & Liden, R. C. (2016). Job engagement, perceived organizational support, high-performance human resource practices, and cultural value orientations: A cross-level investigation. Journal of Organizational Behavior, 37(6), 823–844