Algılanan Örgütsel Erdemlilik ve Sosyal Sorumluluk Temelli Liderliğin Çalışan İyi Oluşu ile İlişkisinde Sosyal Sermaye Algısının Aracı Değişken Rolü

Year 2022, Volume: 2 Issue: 1, 175 - 190, 30.06.2022

Merve Karahan , Seçil Bülbül

Abstract

Çalışan iyi oluşu kavramının, bir örgüt ve/veya bireyler için ekonomik, sosyal ve psikolojik faktörler açısından önem taşıması günümüzde önemli bir araştırma konusu haline gelmiştir. Dolayısıyla, bu çalışmanın amacı, çalışan iyi oluşu kavramının algılanan örgütsel erdemlilik ve sosyal sorumluluk temelli liderlik ile ilişkisini incelemek ve ayrıca her iki ilişkide sosyal sermaye algısının aracı rolünü test etmektir. Önerilen araştırma modelini uygulamak ve analiz etmek için İstanbul/Türkiye’deki çeşitli sektörlerden 311 çalışandan çevrimiçi anket yoluyla örnekleme ulaşılmıştır. Modeli test etmek için tanımlayıcı istatistikler, faktör ve güvenirlik analizleri, korelasyon analizi ve regresyon analizi yapılmıştır. Araştırma sonuçlara göre, algılanan örgütsel erdemlilik ve çalışan iyi oluşu arasında, ayrıca sosyal sorumluluk temelli liderlik ve çalışan iyi oluşu arasında da pozitif ilişkiler bulunmuştur. Diğer bir yandan, sosyal sermayenin her iki ilişkide de aracılık rolü olduğu ortaya konmuştur. Çalışmanın uygulamaya yönelik ve teorik katkıları arasında, çalışanların iyi oluşlarını artırmak için örgüt ve lider düzeyindeki kavramlara daha fazla önem verilmesi ve örgütlerde sosyal sermaye oluşturmaya yönelik uygulamaların yapılması sayılabilmektedir.

Keywords

örgütsel erdemlilik, sosyal sorumluluk temelli liderlik, çalışan iyi oluşu, sosyal sermaye

The Mediating Role of Perceived Social Capital on the Relations of Perceived Organizational Virtuousness and Socially Responsible Leadership with Employee Well-Being

Abstract

Nowadays, employees’ well-being has become an important subject of research since the concept of employee well-being is essential in terms of economic, social, and psychological factors for an organization and/or individuals. The aim of the study is to examine the relationship of employee well-being with perceived organizational virtuousness and socially responsible leadership and to test the mediating role of perceived social capital in these relationships. To rationalize the proposed model, online survey was used to collect the data and 311 employees from various sectors in Istanbul/Turkey were reached. First, descriptive statistics and factor and reliability analyzes were performed, and then correlation and regression analyses were run to test the model. According to the results, perceived organizational virtuousness and socially responsible leadership were positively associated with employee well-being. In addition, it has been revealed that social capital has a mediating role in both relations. The recommendations for leaders and researchers are to give more importance to the concepts at the level of organization and leader to increase employees’ well-being and to carry out practices for creating social capital in organizations.

Keywords

organizational virtuousness, socially responsible leadership, employee well-being, social capital

References

• Allen, T. D., & Armstrong, J. (2006). Further examination of the link between work-family conflict and physical health: The role of health-related behaviors. American Behavioral Scientist, 49(9), 1204-1221.
• 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.
• Bhattacharya, C. B., Sen, S., & Korschun, D. (2008). Using corporate social responsibility to win the war for talent. MIT Sloan Management Review, 49(2), 37-44.
• Bourdieu, P. (1986). The forms of capital. In J. Richardson (Eds.), Handbook of theory and research for the sociology of education (ss. 241-258). New York: Greenwood.
• Bright, D. S., Cameron, K. S., & Caza, A. (2006). The amplifying and buffering effects of virtuousness in downsized organizations. Journal of Business Ethics, 64, 249-269.
• Cameron, K. (2003). Organizational virtuousness and performance. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a New Discipline (ss. 48-65). San Francisco: Berrett-Koehler.
• Cameron, K. S., & Caza, A. (2002). Organizational and leadership virtues and the role of forgiveness. Journal of Leadership and Organizational Studies, 9, 33-48.
• Cameron, K. S., & Caza, A. (2013). Virtuousness as a source of happiness in organizations. In S. A. David, I. Boniwell, & A. C. Ayers (Eds.), The Oxford handbook of happiness (ss. 676-692). Oxford: Oxford University Press.
• Cameron, K. S., Bright, D., & Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47, 766-790.
• Cilente, K. (2009). An overview of the social change model of leadership development. In S.R. Komives, & W. Wagner (Eds.), Leadership for a better world understveing the social change model of leadership development (ss.149-189). U.S.A.: Jossey Bass.
• Coleman, J. S. (1988). Social capital in the creation of human capital. American Journal of Sociology, 94, 95-120.
• Currie, D. (2001). Managing employee well-being. Oxford: Chandos Publishing.
• Daniels, K. (2000). Measures of five aspects of affective well-being at work. Human Relations, 53, 275-294.
• Diener, E. (2000). Subjective well-being: The science of happiness and a proposal for a national index. American Psychologist, 55(1), 34-43.
• Dienstbier, R. A., & Zillig, L. M. P. (2002). Toughness. In C. R. Snyder, & S. J. Lopez (Eds.), Handbook of positive psychology (ss. 515-527). New York: Oxford University Press.
• Dodge, R., Daly, A., Huyton, J., & Sanders, L. (2012). The challenge of defining wellbeing. International Journal of Wellbeing, 2(3), 222-235.
• Doh, J. P., & Stumpf, S. A. (2005). Handbook on responsible leadership and governance in global business. Cheltenham, UK: Edward Elgar.
• Doh, J. P., Stumpf, S. A., & Tymon Jr., W. G. (2011). Responsible leadership helps retain talent in India. Journal of Business Ethics, 98, 85-100.
• Dursun, S., & İştar, E. (2014). Kadın çalışanların yaşamış oldukları iş aile yaşamı çatışmasının iş ve yaşam doyumu üzerine etkisi [Effects of work-family conflict of woman on job and life satisfaction]. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 28(3), 127-137.
• Ekinci, A., & Karakus, M. (2011). Okul müdürlerinin sosyal sermaye liderliği davranıslarının öğretmenler arasındaki sosyal sermaye düzeyine etkisi [The impact of social capital leadership behaviors of school managers on the level of social capital among teachers]. Kuram ve Uygulamada Eğitim Yönetimi Dergisi, 17(4), 527-553.
• Erkmen, T., & Esen, E. (2012). Örgütsel erdemlilik ölçeğinin uyarlanması: Geçerlik ve güvenirlik çalışması [Adaptation of the organizational virtuousness scale: Validity and reliability studies]. Business and Economics Research Journal, 3, 107-121.
• Freeman, E. (1984). Strategic management: A stakeholder approach. Boston: Pitman.
• Gilbreath, B., & Benson, P. G. (2004). The contribution of supervisor behavior to employee psychological well-being. Work & Stress, 18(3), 255-266.
• Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
• He, J., Morrison, A. M., & Zhang, H. (2019). Improving millennial employee well-being and task performance in the hospitality industry: The interactive effects of HRM and responsible leadership. Sustainability, 11, 1-19.
• Higher Education Research Institute. (1996). A social change model of leadership development guidebook (Version III). Los Angeles: University of California Los Angeles, Higher Education Research Institute.
• Kalliath, P., Kalliath, T., Chan, C. (2017). Work-family conflict, family satisfaction and employee well‐being: A comparative study of Australian and Indian social workers. Human Resource Management Journal, 27(3), 366-381.
• Kalliath, T., & Kalliath, P. (2012). Changing work environments and employee wellbeing: An introduction. International Journal of Manpower, 33(7), 729-737.
• Karapinar, P. B., Camgoz, S. M., & Ekmekci, O. T. (2020). Employee wellbeing, workaholism, work-family conflict and instrumental spousal support: A moderated mediation model. Journal of Happiness Studies, 21, 2451-2471.
• Komives, S. R., & Dugan, J. P. (2010). Contemporary leadership theories. In R.A. Couto (Eds.), Handbook of political and civic leadership (ss. 111-120). Los Angeles, CA: SAGE.
• Kritsotakis, G., Koutis, A. D., Alegakis, A. K., & Philalithis, A. E. (2008). Development of the social capital questionnaire in Greece. Research in Nursing & Health, 31, 217-225.
• Küçük, E. (2019). Bilinçli farkındalık ve psikolojik sermayenin çalışanlarin iyi oluş hali üzerindeki rolü [The role of mindfulness and psychological capital on the well-being of employees] (Unpublished master thesis). Hacettepe University, Social Sciences Institute, Ankara, Turkey.
• Kuzucu, Y. (2006). Duyguları fark etmeye ve ifade etmeye yönelik bir psikoeğitim programının, üniversite öğrencilerinin duygusal farkındalık düzeylerine, duyguları ifade etme eğilimlerine, psikolojik ve öznel iyi oluşlarına etkisi [A psyco-educational program to notice and express emotions affects university students’ levels of emotional awareness, their tendencies to express emotions, their psychological and subjective well-being]. (Unpublished doctoral thesis). Ankara University Social Sciences Institution, Ankara.
• Maak, T. (2007). Responsible leadership, stakeholder engagement, and the emergence of social capital. Journal of Business Ethics, 74, 329-343.
• Maak, T., & Pless, N. M. (2006). Responsible leadership in a stakeholder society - a relational perspective. Journal of Business Ethics, 66, 99-115.
• MacIntyre, A. (2001). Ethik’in kısa tarihi: Homerik çağdan yirminci yüzyılda (H. Ünler, Trans.). İstanbul: Paradigma.
• Mamacı, M., Şişlioğlu, M. H., & Altun, S. (2020). Perakende sektörü çalışanlarında örgütsel adalet ve çalışan iyi oluşu arasındaki ilişkide güç mesafesinin düzenleyici rolü [Moderator role of power distance between organizational justice and employee wellbeing]. Uluslararası Akademik Yönetim Bilimleri Dergisi, 6, 20-41.
• Meister, J. (2021). The future of work is employee well-being. Retrieved March 26, 2022, from https://www.forbes.com/sites/jeannemeister/2021/08/04/the-future-of-work-is-worker-well-being/?sh=3731aee4aed0
• Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital, and the organizational advantage. Academy of Management Review, 23, 242-266.
• Ocak, H. (2011). Bir ahlak felsefesi problemi olarak erdem kavramına yüklenen anlamın İlkçağ’dan Ortaçağ’a evrimi [Evolution of the notion of virtue as an ethical concept from the Ancient Ages to the Medieval Ages]. Felsefe ve Sosyal Bilimler Dergisi, 11, 79-101.
• Özkul, O. (2009). Küresel bir ahlak sistemi mümkün mü? [Is a global moral system possible?]. Değerler Eğitimi Dergisi (DEM), 2(14), 26-38.
• Özmen, F., Aküzüm, C., Koçoğlu, E., Tan, Ç., & Demirkol, M. (2014). Eğitim kurumlarında sosyal sermayenin is tatmini üzerindeki etkisi [The impact of social capital on job satisfaction in education institutions]. Ekev Akademi Dergisi, 18(58), 333-346.
• Page, K. M., & Vella-Brodrick, D. A. (2009). The ‘what’, ‘why’ and ‘how’ of employee well-being: A new model. Social Indicators Research, 90(3), 441-458.
• Pastoriza, D. (2008). Antecedents and consequences of the internal social capital of organizations: An empirical study (Unpublished master thesis). IESE Business School.
• Peterson, C. (2003). Classification of positive traits in youth. Promoting Positive Child, Adolescent, and Family Development, 4, 227-255.
• Petrou, S., & Kupek, E. (2007). Social capital and its relationship with measures of health status: Evidence from the Health Survey for England 2003. Health Economics, 17, 127-143.
• Poelmans, S. A. Y., Kalliath, T., & Brough, P. (2008). Achieving work-life balance: Current theoretical and practical issues. Journal of Management and Organization, 14(3), 227-38.
• Putnam, R. D. (1995). Bowling alone: America’s declining social capital. Journal of Democracy, 6, 65-78.
• Rahimnia, F., & Sharifirad, M. (2015). Authentic leadership and employee well-being: The mediating role of attachment insecurity. Journal of Business Ethics, 132(2), 363-377.
• Rego, A., Ribeiro, N., & Cunha, M. P. (2010). Perceptions of organizational virtuousness and happiness as predictors of organizational citizenship behaviors. Journal of Business Ethics, 93, 215-235.
• Rost, J. C., & Barker, R. A. (2000). Leadership education in colleges: Toward a 21st century paradigm. Journal of Leadership Studies, 7(1), 3-12.
• Ryan, R. M., & Deci, E. L. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 52, 141-166.
• Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57(6), 1069-1081.
• Ryff, C. D., & Singer, B. (1998). The contours of positive human health. Psychological Inquiry, 9(1), 1-28.
• Schulte, P., & Vainio, H. (2010). Well-being at work: Overview and perspective. Scandinavian Journal of Work Environment and Health, 36(5), 422-429.
• Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5-14.
• Skendall, K. C. (2012). Socially responsible leadership: The role of participation in short-term service immersion programs (Unpublished doctoral thesis). University of Maryland, College Park.
• Sonnentag, S. (2015). Dynamics of well-being. Annual Review of Organizational Psychology and Organizational Behavior, 2, 261-293. Spreitzer, G., & Porath, C. (2012). Creating sustainable performance. Harvard Business Review, 90(1), 92-99.
• Staw, B. M., & Barsade, S.G. (1993). Affect and managerial performance: A test of the sadder-but-wiser versus happier-and-smarter hypotheses. Administrative Science Quarterly, 38, 304-331.
• Sutcliffe, K. M., & Vogus, T. J. (2003). Organizing for resilience. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (ss. 94-110). San Francisco: Berrett-Koehler.
• Taris, T. W., & Schaufeli, W. B. (2015). Individual well-being and performance at work: A conceptual and theoretical overview. In M. V. Veldhoven, & R. Peccei (Eds.), Well-being and performance at work (ss. 15-34). London: Psychology Press.
• Taştan, S., & Davoudi, S. M. M. (2019). The relationship between socially responsible leadership and organisational ethical climate: In search for the role of leader’s relational transparency. Int. J. Business Governance and Ethics, 13, 275-299.
• Taştan, S., & Güçel, C. (2017). The impact of employees’ perceived business ethics and ethical climate on organizational social capital. Turkish Journal of Business Ethics, 10, 47-76.
• Taştan, S., & Torun, A. (2015). Kültürel değerlerin, yerleşiklik derecesinin, güven algısının ve çevresel belirsizliğin örgütlerde sosyal sermaye yapısı ile ilişkilerinin incelenmesi: Küçük ve orta ölçekli firmalar üzerinde yapılan bir araştırma [The examination of the relations of cultural values, embeddedness, trust and environmental uncertainty with organizational social capital structure: A research among small and medium size enterprises]. Akademik Bakış Dergisi, 49, 412-439.
• Taştan, S., Küçük, B. A., & Işiaçik, S. (2020). Towards enhancing happiness at work with the lenses of positive organizational behavior: The roles of psychological capital, social capital and organizational trust. Postmodern Openings, 11, 192-225.
• Tayfur, O., & Arslan, M. (2013). The role of lack of reciprocity, supervisory support, workload, and work-family conflict on exhaustion: Evidence from physicians. Psychology, Health & Medicine, 18(5), 564-575.
• Tehrani, N., Humpage, S., Willmott, B., & Haslam, I. (2007). What’s happening with well-being at work? Change Agenda, Chartered Institute of Personnel Development, London.
• Torlak, Ö. (2008). Pazarlama ve erdemlilik: Yanlış algılar için bir açılım [Marketing and virtuous: An opening for wrong perceptions]. İş Ahlakı Dergisi, 1, 67-79.
• Tsai, W., & Ghoshal, S. (1998). Social capital and value creation: The role of intrafirm networks. Academy of Management Journal, 41(4), 464-476.
• Turgut, E. (2013). Sosyal sermaye ve bilgi paylaşımı davranışının yenilikçilik iklimine etkisi [The impacts of social capital and knowledge sharing on innovative climate] (Unpublished doctoral thesis). Gazi University, Social Sciences Institute, Ankara, Turkey.
• Vallett, C. M. (2010). Exploring the relationship between organizational virtuousness and culture in continuing higher education. The Journal of Continuing Higher Education, 58(3), 130-142.
• Wagner, W. (2006). The social change model of leadership: A brief overview. Concepts ve Connections, 15(1), 8-10.
• Wagner, W., Ostick, D. T., & Komives, S. R. (2010). Leadership for a better world understanding the social change model of leadership development. Instructor’s manual. National Clearinghouse for Leadership Programs. San Francisco, CA: Jossey-Bass.
• Waldman, D. A., & Galvin, B. M. (2008). Alternative perspectives of responsible leadership. Organizational Dynamics, 37(4), 327-341.
• Warr, P. (1987). Work, unemployment, and mental health. Oxford, UK: Clarendon Press.
• Wilks, D. C., & Neto, F. (2013). Workplace well-being, gender and age: Examining the “double jeopardy” effect. Social Indicators Research, 114(3), 875-890.
• Wright, T. A., & Cropanzano, R. (2000). Psychological well-being and job satisfaction as predictors of job performance. Journal of Occupational Health Psychology, 5, 84-94.
• Wright, T. A., Cropanzano, R., Bonett, D. G., & Diamond, W. J. (2009). The role of employee psychological cardiovascular health: When the twain shall meet. Journal of Organizational Behavior, 30, 193-208.
• Zheng, X., Zhu, W., Zhao, H., & Zhang, C. (2015). Employee well-being in organizations: Theoretical model, scale development, and cross-cultural validation. Journal of Organizational Behavior, 36, 621-644.