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Yöneticilerin Paternalist Liderlik Davranışları ve Birey-Örgüt Uyumu Üzerine Bir Araştırma

Year 2022, Volume: 5 Issue: 1, 27 - 59, 12.04.2022

Abstract

Bu araştırmanın amacı yöneticilerin paternalist liderlik davranışları ile birey-örgüt uyumu arasındaki ilişkiyi ortaya koymaktır. Araştırma Aydın Kuşadası ilçesinde faaliyet gösteren 5 yıldızlı otellerde görev yapan 233 çalışan ile gerçekleştirilmiştir. Paternalist liderliğin boyutları ve birey-örgüt uyumu için faktör analizi ve güvenirlik analizi yapılmış değişkenler arasındaki ilişkiyi test etmek için korelasyon analizleri ve paternalist liderliğin birey örgüt uyumu üzerindeki etkisini belirleyebilmek için regresyon analizi yapılmıştır. Yapılan analizler sonucunda elde edilen bulgulara göre paternalist liderliğin işyerinde aile ortamı yaratmak, çalışanlarına karşı mesafeyi ve otoriteyi korumak ve sadakat beklemek boyutunun birey-örgüt uyumu üzerinde anlamlı ve pozitif yönde bir etkisi olduğu görülürken ilgi ve destek boyutunun birey-örgüt uyumu üzerinde anlamlı bir etkisi olmadığı tespit edilmiştir.

References

  • Anwar, H. (2013). Impact Of Paternalistic Leadership On Employees’ Outcome-A Study on the Banking Sector of Pakistan. IOSR Journal of Business and Management, 7(6), 109-115.
  • Aycan, Z. (2006) Paternalism: Towards Conceptual Refinement and Operationalization. In K. Yang, K. Hwang & U. Kim (Eds.), Indigenous and Cultural Psychology: Understanding People in Context. New York, NY: Springer,445-466.
  • Aycan, Z., Schyns, B., Sun. J., &Felfe J. (2013). Convergence and Divergence of Paternalistic Leadership: A Cross-Cultural İnvestigation of Prototypes. Journal of International Business Studies, 44(9), 962-969.
  • Aycan, Z. (2014). Paternalistic Leadership. Wiley Encyclopedia of Management, 1-2.
  • Ballı, Ö.Ü.E., &Ballı, Ö.Ü.A.İ.K. (2019). Karanlık Liderlik ile Örgüt Kültürü Arasındaki İlişkiler: Otel İşletmesi Çalışanlarına Yönelik Bir Araştırma. The Thırd Internatıonal Congresson Future of Tourısm: Innovation, Entrepreneurship and Sustainability (Futourism 2019), 26- 28 Eylül 2019, 164-168.
  • Barnett M. (2015). Paternalism and Global Governance. Social Philosophy & Policy Foundation, 32(1), 216- 243.
  • Becker,E.,T. (1992). Fociand Bases of Commitment: Are They Distinctions worth Making? Academy of Management Journal, 35(1), 232-244.
  • Cable, M., D., Judge, A., T. (1996). Person–Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67 (3), 294- 311.
  • Conner, D. (2013). The Effects of Career Plateaued Workers on in-group Members’ Perceptions of P-O fit. Employee Relations, 36(2), 198-212.
  • Carless, S. A. (2005). Person–Job Fit Versus Person–Organization Fit as Predictors of Organizational Attraction and Job Acceptance Intentions: A Longitudinal Study. The British Psychological Societ, 78(1), 411-429.
  • Chen, Xiao-Ping; B. Eberly, Marion; Chiang, Ting-Ju; Farh, Jiing-Lih; Cheng, Bor-Shiuan (2014), "Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance." Journal of management 40(3), 796-819.
  • Chatman, J., A. (1989). Improvıng Interactional Organizational Resarch: A model of Person-Organization Fit the Academy of Management Review, 14(3), 333-349.
  • Dahlez, K. A., Aboramadan, M., Bansal, A. (2020). Servant Leadership and Affective Commitment: The Role of Psychological Ownership and Person–Organization Fit. International Journal of Organizational Analysis, 29(2), 493-51.
  • Elçi, M., Alpkan L. ve Çekmecelioğlu, G. H. (2008). The influence of person organization fit on the employee sperception of organizational performance. 4th International Strategic Management Conference, 587- 593.
  • Erkmen, T., & Emel, E. (2013). Psikolojik Sermaye Ölçeğinin Geçerlilik ve Güvenilirlik Çalışması. Öneri Dergisi, 10(39), 23-30.
  • Farh, J. L., Cheng, B. S. (2000). A Cultural Analysis of Paternalistic Leadership in Chinese Organizations. Management and Organizations in the Chinese Context, 84-127.
  • Farooqui, S., & Nagendra, A. (2014). The Impact of Person Organization Fit on Job Satisfaction and Performance of the Employees. Procedia Economics and Finance,11, 122 – 129.
  • Greenberg, J. (1990). “Looking Fair vs. Being Fair. Managing Impressions of Organizasyional Justice”, Research in Organizational Behavior, 111-157.
  • Grobler, A. (2016). Person-Organisational Fit: A Revised Structural Configuration. The Journal of Applied Business Research, 32(5), 1419-1434.
  • Gürbüz, S. ve Şahin, F. (2018). Sosyal Bilimlerde Araştırma Yöntemleri (5. Baskı). Ankara: Seçkin Yayıncılık. Hodson, J.D., (1977). The Principle of Paternalism. American Philosophical Quarter, 14(1), 61-69.
  • Jani, M., Saiyed, R. (2017). Person-Organization Fit: Gaining Competitive Advantage Through Successful Talent Acquisition. Apeejay-Journal of Management Sciences and Technology, 4 (2), 53-60.
  • Kant, I. (1974). On the Relation of Theory to Practice in Constitutional Law. University of Pennsylvania Press, 57-74.
  • Karaatlı, M. (2006). Verilerin Düzenlenmesi ve Gösterimi, SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri, (Ed.: Şeref Kalaycı), İkinci Baskı, Ankara: Asil Yayın Dağıtım.
  • Kasekende, F., Nassima, S., Otengei, S. O. (2020). Strategic Human Resource Practices, Emotional Exhaustion and OCB: The Mediator Role of Person-Organization Fit. Journal of Organizational Effectiveness: People and Performance, 7(3), 275-295.
  • Kılınç, E. (2018). Sağlık Kurumlarında Paternalist Liderlik Modelinin İncelenmesi. Journal of Healthcare Management and Leadership, 1(1), 1-12.
  • Kunnan, A.J. (1998). “An Introduction to Structural Equation Modelling for Language Assessment Research”, Language Testing, 15(3), 295-332.
  • Krıstof, A. L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49(1), 1-49.
  • Lee, H. F., Wu, Y. W. (2011). The Relationships Between Person-Organization Fit, Psychological Climate Adjustment, Personality Traits, and Innovative Climate: Evidence from Taiwanese hightech expatriate managers in Asian coutries. African Journal of Business Management, 5(15), 6415-6428.
  • Martınez, P.G. (2003). Paternalism as a Positive Form of Leader – Subordinate Exchange: Evidence from Mexico. Management Research, 1(3), 227-242.
  • Morley, M. J. (2007). Person-Organization Fit. Journal of Managerial Psychology, 22(2),109-117.
  • Netemeyer, G. R., Boles, S. J., Mckee, O. D., & Mcmurrian, R. (1997). An Investigation Into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context. Antecedents of Organizational Citizenship Behavior, 61(3), 85-98.
  • Nosheen, S., Nawab, S., Zahid, M., M. (2020). The Role of Paternalistic Leadership Towards Indıvıdual Work Performance In Asıan Context. Pakıstan Bussınes Revıew, 22(1), 105-121.
  • Parmaksız, M., P. (2016). Paternalism, Modernization, and the Gender Regime in Turkey. Aspasia, 10(1), 40- 62.
  • Paşa, F. S., Hayat, K., Muzaffer, B. (2001). “Society, Organisations and Leadership in Turkey”, Applied Psychology: An International Review, Applied Psychologhy, 50(4) ,559-589.
Year 2022, Volume: 5 Issue: 1, 27 - 59, 12.04.2022

Abstract

References

  • Anwar, H. (2013). Impact Of Paternalistic Leadership On Employees’ Outcome-A Study on the Banking Sector of Pakistan. IOSR Journal of Business and Management, 7(6), 109-115.
  • Aycan, Z. (2006) Paternalism: Towards Conceptual Refinement and Operationalization. In K. Yang, K. Hwang & U. Kim (Eds.), Indigenous and Cultural Psychology: Understanding People in Context. New York, NY: Springer,445-466.
  • Aycan, Z., Schyns, B., Sun. J., &Felfe J. (2013). Convergence and Divergence of Paternalistic Leadership: A Cross-Cultural İnvestigation of Prototypes. Journal of International Business Studies, 44(9), 962-969.
  • Aycan, Z. (2014). Paternalistic Leadership. Wiley Encyclopedia of Management, 1-2.
  • Ballı, Ö.Ü.E., &Ballı, Ö.Ü.A.İ.K. (2019). Karanlık Liderlik ile Örgüt Kültürü Arasındaki İlişkiler: Otel İşletmesi Çalışanlarına Yönelik Bir Araştırma. The Thırd Internatıonal Congresson Future of Tourısm: Innovation, Entrepreneurship and Sustainability (Futourism 2019), 26- 28 Eylül 2019, 164-168.
  • Barnett M. (2015). Paternalism and Global Governance. Social Philosophy & Policy Foundation, 32(1), 216- 243.
  • Becker,E.,T. (1992). Fociand Bases of Commitment: Are They Distinctions worth Making? Academy of Management Journal, 35(1), 232-244.
  • Cable, M., D., Judge, A., T. (1996). Person–Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67 (3), 294- 311.
  • Conner, D. (2013). The Effects of Career Plateaued Workers on in-group Members’ Perceptions of P-O fit. Employee Relations, 36(2), 198-212.
  • Carless, S. A. (2005). Person–Job Fit Versus Person–Organization Fit as Predictors of Organizational Attraction and Job Acceptance Intentions: A Longitudinal Study. The British Psychological Societ, 78(1), 411-429.
  • Chen, Xiao-Ping; B. Eberly, Marion; Chiang, Ting-Ju; Farh, Jiing-Lih; Cheng, Bor-Shiuan (2014), "Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance." Journal of management 40(3), 796-819.
  • Chatman, J., A. (1989). Improvıng Interactional Organizational Resarch: A model of Person-Organization Fit the Academy of Management Review, 14(3), 333-349.
  • Dahlez, K. A., Aboramadan, M., Bansal, A. (2020). Servant Leadership and Affective Commitment: The Role of Psychological Ownership and Person–Organization Fit. International Journal of Organizational Analysis, 29(2), 493-51.
  • Elçi, M., Alpkan L. ve Çekmecelioğlu, G. H. (2008). The influence of person organization fit on the employee sperception of organizational performance. 4th International Strategic Management Conference, 587- 593.
  • Erkmen, T., & Emel, E. (2013). Psikolojik Sermaye Ölçeğinin Geçerlilik ve Güvenilirlik Çalışması. Öneri Dergisi, 10(39), 23-30.
  • Farh, J. L., Cheng, B. S. (2000). A Cultural Analysis of Paternalistic Leadership in Chinese Organizations. Management and Organizations in the Chinese Context, 84-127.
  • Farooqui, S., & Nagendra, A. (2014). The Impact of Person Organization Fit on Job Satisfaction and Performance of the Employees. Procedia Economics and Finance,11, 122 – 129.
  • Greenberg, J. (1990). “Looking Fair vs. Being Fair. Managing Impressions of Organizasyional Justice”, Research in Organizational Behavior, 111-157.
  • Grobler, A. (2016). Person-Organisational Fit: A Revised Structural Configuration. The Journal of Applied Business Research, 32(5), 1419-1434.
  • Gürbüz, S. ve Şahin, F. (2018). Sosyal Bilimlerde Araştırma Yöntemleri (5. Baskı). Ankara: Seçkin Yayıncılık. Hodson, J.D., (1977). The Principle of Paternalism. American Philosophical Quarter, 14(1), 61-69.
  • Jani, M., Saiyed, R. (2017). Person-Organization Fit: Gaining Competitive Advantage Through Successful Talent Acquisition. Apeejay-Journal of Management Sciences and Technology, 4 (2), 53-60.
  • Kant, I. (1974). On the Relation of Theory to Practice in Constitutional Law. University of Pennsylvania Press, 57-74.
  • Karaatlı, M. (2006). Verilerin Düzenlenmesi ve Gösterimi, SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri, (Ed.: Şeref Kalaycı), İkinci Baskı, Ankara: Asil Yayın Dağıtım.
  • Kasekende, F., Nassima, S., Otengei, S. O. (2020). Strategic Human Resource Practices, Emotional Exhaustion and OCB: The Mediator Role of Person-Organization Fit. Journal of Organizational Effectiveness: People and Performance, 7(3), 275-295.
  • Kılınç, E. (2018). Sağlık Kurumlarında Paternalist Liderlik Modelinin İncelenmesi. Journal of Healthcare Management and Leadership, 1(1), 1-12.
  • Kunnan, A.J. (1998). “An Introduction to Structural Equation Modelling for Language Assessment Research”, Language Testing, 15(3), 295-332.
  • Krıstof, A. L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49(1), 1-49.
  • Lee, H. F., Wu, Y. W. (2011). The Relationships Between Person-Organization Fit, Psychological Climate Adjustment, Personality Traits, and Innovative Climate: Evidence from Taiwanese hightech expatriate managers in Asian coutries. African Journal of Business Management, 5(15), 6415-6428.
  • Martınez, P.G. (2003). Paternalism as a Positive Form of Leader – Subordinate Exchange: Evidence from Mexico. Management Research, 1(3), 227-242.
  • Morley, M. J. (2007). Person-Organization Fit. Journal of Managerial Psychology, 22(2),109-117.
  • Netemeyer, G. R., Boles, S. J., Mckee, O. D., & Mcmurrian, R. (1997). An Investigation Into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context. Antecedents of Organizational Citizenship Behavior, 61(3), 85-98.
  • Nosheen, S., Nawab, S., Zahid, M., M. (2020). The Role of Paternalistic Leadership Towards Indıvıdual Work Performance In Asıan Context. Pakıstan Bussınes Revıew, 22(1), 105-121.
  • Parmaksız, M., P. (2016). Paternalism, Modernization, and the Gender Regime in Turkey. Aspasia, 10(1), 40- 62.
  • Paşa, F. S., Hayat, K., Muzaffer, B. (2001). “Society, Organisations and Leadership in Turkey”, Applied Psychology: An International Review, Applied Psychologhy, 50(4) ,559-589.
There are 34 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Ferdi Sevinç 0000-0001-9513-6792

Dilçe Baş 0000-0001-7271-1918

Mustafa Kesen 0000-0003-1907-7748

Publication Date April 12, 2022
Published in Issue Year 2022 Volume: 5 Issue: 1

Cite

APA Sevinç, F., Baş, D., & Kesen, M. (2022). Yöneticilerin Paternalist Liderlik Davranışları ve Birey-Örgüt Uyumu Üzerine Bir Araştırma. Haliç Üniversitesi Sosyal Bilimler Dergisi, 5(1), 27-59.