Lider-üye etkileşiminin iş becerikliliği üzerindeki etkisinde örgüt temelli özsaygının aracılık rolü

Year 2024, Volume: 6 Issue: 1, 1 - 9, 30.06.2024

Nuri Karaca

https://doi.org/10.58588/aru-jfeas.1334703

Abstract

Literatürde yapılan çalışmalar ve iş talepleri-iş kaynakları teorisi ışığında bu araştırmanın amacı lider-üye etkileşiminin, örgüt temelli özsaygı aracılığı ile iş becerikliliği üzerindeki etkisini tespit etmektir. Bu kapsamda bir kamu bankasının beş ilin bağlı olduğu bir koordinatörlüğünde çalışan 297 kişi çalışmanın ana kütlesi olarak belirlenmiştir. Araştırmanın örneklemini oluşturan 240 katılımcıdan online anket yöntemi ile veriler toplanmıştır. Toplanan veriler paket programlar aracılığı ile analiz edilmiştir. Analiz sonuçlarına göre, lider-üye etkileşimi hem örgüt temelli özsaygıyı hem de iş becerikliliğini pozitif etkilemektedir. Ayrıca örgüt temelli özsaygı, lider-üye etkileşimi ile iş becerikliliği arasındaki ilişkiye aracılık etmektedir. Araştırma kapsamında elde edilen bu bulgular doğrultusunda; liderlerin, yüksek kaliteli ilişkiye sahip olduğu çalışanlara daha fazla kaynak sağlamaları, çalışanların iş taleplerinin üstesinden gelmelerine, örgüt içerisinde değerli, önemli ve yeterli hissetmelerine; böylece somut iş rolü sınırlarını ve soyut iş rolü algılarını değiştirmek için motive olmalarına neden olabilmektedir.

Keywords

Lider-Üye Etkileşimi, Örgüt Temelli Özsaygı, İş Becerikliliği

Ethical Statement

Çalışma, İnönü Üniversitesi Sosyal ve Beşeri Bilimler Bilimsel Araştırma ve Yayın Etik Kurulu tarafından değerlendirilmiş ve 27 Temmuz 2023 tarihinde E.325911-10 sayılı karar ile etik açıdan uygun bulunmuştur.

The mediating role of organization-based self-esteem in the effect of leader-member interaction on job resourcefulness

Abstract

In the light of studies in the literature and job demands-job resources theory, the aim of this research is to determine the effect of leader-member interaction on job resourcefulness through organization-based self-esteem. In this context, 297 people working in a coordination office of a public bank in five provinces were determined as the main body of the study. Data were collected from 240 participants who constituted the sample of the research by online survey method. The collected data were analyzed by means of package programs. According to the results of the analysis, leader-member interaction positively affects both organizational-based self-esteem and job resourcefulness. In addition, organizational-based self-esteem mediates the relationship between leader-member interaction and job resourcefulness. In line with these findings obtained within the scope of the research; leaders' providing more resources to employees with whom they have high quality relationships may cause employees to overcome their job demands, to feel valuable, important and sufficient within the organisation, and thus to be motivated to change their concrete job role boundaries and abstract job role perceptions.

Keywords

Leader-Member Interaction, Organization-Based Self-Esteem, Job Resourcefulness

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