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Year 2020, Volume: 8 Issue: 2, 41 - 59, 31.12.2020

Berat Çiçek , Mehmet Ali Türkmenoğlu

https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59

Abstract

References

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  • Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15(6), 801-823.
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  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
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  • Braverman, H. (1974). Labour and monopoly capital. New York: Monthly Review.
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  • Chiaburu, D. S., Diaz, I., & De Vos, A. (2013). Employee alienation: relationships with careerism and career satisfaction. Journal of Managerial Psychology, 28(1), 4-20.
  • Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies, 15(3), 227-240.
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  • Cropanzano, R., Dasborough, M. T., & Weiss, H. M. (2017). Affective events and the development of leader-member exchange. Academy of Management Review, 42(2), 233-258.
  • Çiçek, B., & Deniz, M. (2017). Liderlere ve organizasyonlara değer temelli yaklaşım: değer merkezli liderlik ve etik iklim ilişkisi üzerine bir araştırma. İşletme Araştırmaları Dergisi, 9(2), 150-168.
  • Dansereau Jr, F., Cashman, J., & Graen, G. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organizational Behavior and Human Performance, 10(2), 184-200.
  • Dansereau Jr, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), 46-78.
  • DeConinck, J. B. (2011). The effects of leader–member exchange and organizational identification on performance and turnover among salespeople. Journal of Personal Selling & Sales Management, 31(1), 21-34.
  • Demi̇rel, A. G., Ötken, A. B., & Kunday, Ö. (2012). Mobbing and work alienation: support from colleagues as a moderator. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 30(1), 1-28.
  • Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. 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.
  • Erdogan, B., & Bauer, T. N. (2014). Leader‐member exchange (LMX) theory: The relational approach to leadership. In D. Day (Ed.), The Oxford handbook of leadership and organizations (pp. 407– 433). New York, NY: Oxford University Press.
  • Erdogan, B., & Liden, R. C. (2002). Social exchanges in the workplace. Leadership, 65-114.
  • Erdogan, B., Kraimer, M. L., & Liden, R. C. (2002). Person-organization Fit And Work Attitudes: The Moderating Role Of Leader-member Exchange. In Academy of Management Proceedings (Vol. 2002, No. 1, pp. F1-F6). Briarcliff Manor, NY 10510: Academy of Management.
  • Fladerer, M. P., & Braun, S. (2020). Managers' Resources for Authentic Leadership–a Multi‐study Exploration of Positive Psychological Capacities and Ethical Organizational Climates. British Journal of Management, 31(2), 325-343.
  • Fornell, C. & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50.
  • Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). "Can you see the real me?" A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
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  • Golden, T. D., & Veiga, J. F. (2018). Self-estrangement's toll on job performance: The pivotal role of social exchange relationships with coworkers. Journal of Management, 44(4), 1573-1597.
  • Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175–208
  • 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 perspective. The Leadership Quarterly, 6(2), 219-247.
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  • Harter, S. (2002). Authenticity. In C. R. Snyder & S. J. Lopez (Ed.), Handbook of Positive Psychology (pp. 382–394). London: Oxford University Press.
  • Hirschfeld, R. R., & Feild, H. S. (2000). Work centrality and work alienation: Distinct aspects of a general commitment to work. Journal of Organizational Behavior, 21(7), 789-800.
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OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ

Year 2020, Volume: 8 Issue: 2, 41 - 59, 31.12.2020

Berat Çiçek , Mehmet Ali Türkmenoğlu

https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59

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

References

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  • Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
  • Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15(6), 801-823.
  • Bagozzi, R. P. and Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74-94.
  • Banai, M., & Reisel, W. D. (2007). The influence of supportive leadership and job characteristics on work alienation: A six-country investigation. Journal of World Business, 42(4), 463-476.
  • Banai, M., Reisel, W. D., & Probst, T. M. (2004). A managerial and personal control model: predictions of work alienation and organizational commitment in Hungary. Journal of International Management, 10(3), 375-392.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Blauner, R. (1964). Alienation and freedom: The factory worker and his industry. Chicago: University of Chicago Press.
  • Braverman, H. (1974). Labour and monopoly capital. New York: Monthly Review.
  • Brislin, R. W. (1980). Translation and content analysis of oral and written material. In: Triandis, H.C. & Berry, J.W. (Ed.), Handbook of Cross-Cultural Psychology: Methodology. (pp. 389- 444). Boston: Allyn and Bacon.
  • Cheung, C. K. (2008). Lagged harm of work restructuring and work alienation to work commitment. International Journal of Employment Studies, 16(2), 170-207.
  • Chiaburu, D. S., Diaz, I., & De Vos, A. (2013). Employee alienation: relationships with careerism and career satisfaction. Journal of Managerial Psychology, 28(1), 4-20.
  • Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies, 15(3), 227-240.
  • Cohen, L., Manion, L., & Morrison, K. (2013). Research methods in education. New York: Routledge.
  • Cropanzano, R., Dasborough, M. T., & Weiss, H. M. (2017). Affective events and the development of leader-member exchange. Academy of Management Review, 42(2), 233-258.
  • Çiçek, B., & Deniz, M. (2017). Liderlere ve organizasyonlara değer temelli yaklaşım: değer merkezli liderlik ve etik iklim ilişkisi üzerine bir araştırma. İşletme Araştırmaları Dergisi, 9(2), 150-168.
  • Dansereau Jr, F., Cashman, J., & Graen, G. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organizational Behavior and Human Performance, 10(2), 184-200.
  • Dansereau Jr, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), 46-78.
  • DeConinck, J. B. (2011). The effects of leader–member exchange and organizational identification on performance and turnover among salespeople. Journal of Personal Selling & Sales Management, 31(1), 21-34.
  • Demi̇rel, A. G., Ötken, A. B., & Kunday, Ö. (2012). Mobbing and work alienation: support from colleagues as a moderator. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 30(1), 1-28.
  • Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. 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.
  • Erdogan, B., & Bauer, T. N. (2014). Leader‐member exchange (LMX) theory: The relational approach to leadership. In D. Day (Ed.), The Oxford handbook of leadership and organizations (pp. 407– 433). New York, NY: Oxford University Press.
  • Erdogan, B., & Liden, R. C. (2002). Social exchanges in the workplace. Leadership, 65-114.
  • Erdogan, B., Kraimer, M. L., & Liden, R. C. (2002). Person-organization Fit And Work Attitudes: The Moderating Role Of Leader-member Exchange. In Academy of Management Proceedings (Vol. 2002, No. 1, pp. F1-F6). Briarcliff Manor, NY 10510: Academy of Management.
  • Fladerer, M. P., & Braun, S. (2020). Managers' Resources for Authentic Leadership–a Multi‐study Exploration of Positive Psychological Capacities and Ethical Organizational Climates. British Journal of Management, 31(2), 325-343.
  • Fornell, C. & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50.
  • Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). "Can you see the real me?" A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
  • 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.
  • Giallonardo, L. M., Wong, C. A., & Iwasiw, C. L. (2010). Authentic leadership of preceptors: predictor of new graduate nurses' work engagement and job satisfaction. Journal of Nursing Management, 18(8), 993-1003.
  • Golden, T. D., & Veiga, J. F. (2018). Self-estrangement's toll on job performance: The pivotal role of social exchange relationships with coworkers. Journal of Management, 44(4), 1573-1597.
  • Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175–208
  • 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 perspective. The Leadership Quarterly, 6(2), 219-247.
  • Hair, J. F. (2014). Multivariate Data Analysis. Harlow: Pearson.
  • Harter, S. (2002). Authenticity. In C. R. Snyder & S. J. Lopez (Ed.), Handbook of Positive Psychology (pp. 382–394). London: Oxford University Press.
  • Hirschfeld, R. R., & Feild, H. S. (2000). Work centrality and work alienation: Distinct aspects of a general commitment to work. Journal of Organizational Behavior, 21(7), 789-800.
  • İlhan, T., & Özdemir, Y. (2016). Otantiklik Ölçeğinin Türkçe’ye uyarlanması: Geçerlik ve güvenirlik çalışması. Türk Psikolojik Danışma ve Rehberlik Dergisi, 4(40), 142-153.
  • Janssen, O., & Van Yperen, N. W. (2004). Employees' goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal, 47(3), 368-384.
  • Kanungo, R.N. (1983). Work Alienation: A Pancultural Perspective, International Studies of Management and Organization, 13 (½), 119-138.
  • Kanungo, R.N. (1990). Culture and Work Alienation: Western Models and Eastern Realities, International Journal of Psychology, 25(5/6), 795-812.
  • Kesken, J., & Ayyıldız, N. A. (2008). Liderlik yaklaşımlarında yeni perspektifler: pozitif ve otantik liderlik. Ege Akademik Bakış Dergisi, 8(2), 729-754.
  • Kline, R. B. (2015). Principles and Practice of Structural Equation Modeling. New York: Guilford Publications.
  • Lee, J. (2008). Effects of leadership and leader‐member exchange on innovativeness. Journal of Managerial Psychology, 23(6), 670-687.
  • Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23(3), 451-465.
  • Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. In G. R. Ferris (Ed.), Research in personnel and human resources management, Vol. 15 (p. 47–119). Elsevier Science/JAI Press
  • Loi, R., Chan, K. W., & Lam, L. W. (2014). Leader–member exchange, organizational identification, and job satisfaction: A social identity perspective. Journal of Occupational and Organizational Psychology, 87(1), 42-61.
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There are 78 citations in total.

Details

Primary Language Turkish
Journal Section Research Article
Authors

Berat Çiçek 0000-0002-4584-5862

Mehmet Ali Türkmenoğlu 0000-0001-5668-2184

Publication Date December 31, 2020
Submission Date May 26, 2020
Acceptance Date October 11, 2020
Published in Issue Year 2020 Volume: 8 Issue: 2

Cite

APA Çiçek, B., & Türkmenoğlu, M. A. (2020). OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi, 8(2), 41-59. https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59
AMA Çiçek B, Türkmenoğlu MA. OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi. December 2020;8(2):41-59. doi:10.14514/byk.m.26515393.2020.8/2.41-59
Chicago Çiçek, Berat, and Mehmet Ali Türkmenoğlu. “OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ”. Beykoz Akademi Dergisi 8, no. 2 (December 2020): 41-59. https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59.
EndNote Çiçek B, Türkmenoğlu MA (December 1, 2020) OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi 8 2 41–59.
IEEE B. Çiçek and M. A. Türkmenoğlu, “OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ”, Beykoz Akademi Dergisi, vol. 8, no. 2, pp. 41–59, 2020, doi: 10.14514/byk.m.26515393.2020.8/2.41-59.
ISNAD Çiçek, Berat - Türkmenoğlu, Mehmet Ali. “OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ”. Beykoz Akademi Dergisi 8/2 (December 2020), 41-59. https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59.
JAMA Çiçek B, Türkmenoğlu MA. OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi. 2020;8:41–59.
MLA Çiçek, Berat and Mehmet Ali Türkmenoğlu. “OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ”. Beykoz Akademi Dergisi, vol. 8, no. 2, 2020, pp. 41-59, doi:10.14514/byk.m.26515393.2020.8/2.41-59.
Vancouver Çiçek B, Türkmenoğlu MA. OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi. 2020;8(2):41-59.
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