OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ

Abstract

Bu araştırmanın amacı, otantik liderliğin işe yabancılaşmaya olan etkisini ve lider-üye etkileşimin bu ilişkideki düzenleyici rolünün incelenmesidir. İşe yabancılaşma sorunu uzun yıllardır düşünürlerin ve araştırmacıların kafa yorduğu ve çözmeye çalıştığı bir olgudur. Bazı çalışmalar iş yabancılaşmanın sebep ve sonuçlarını incelerken, bazıları da aracı ve düzenleyici rollerini araştırmışlar. Bu çalışma açıklık, şeffaflık ve dürüstlüğü önceleyen liderlik teorilerinden otantik liderliğin işe yabancılaşmadaki etkisini anlayamaya çalışmaktadır. Bu ilişki incelenirken, lider ile üyelerin ilişkisinin niteliğini tarif eden lider-üye etkileşiminin düzenleyici rolüne bakılmaktadır. Doğu ve Güneydoğu Anadolu bölgesinden 394 çalışan ile yürütülen bu çalışmada nicel araştırma yaklaşımı benimsenmiştir. Yapılan analizler sonucunda otantik liderliğin alt boyutlarının tümünün işe yabancılaşma üzerinde negatif yönlü bir etkiye sahip olduğu görülmüştür. Ayrıca lider üye etkileşiminin otantik liderliğin alt boyutlarından ilişkilerde şeffaflık ile öz farkındalığın işe yabancılaşma üzerindeki etkisini düzenlediği sonucuna ulaşılmıştır.

Keywords

• Otantik Liderlik
• İşe Yabancılaşma
• Lider-üye Etkileşimi

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