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Paradoksal Lider Davranışı ve Proaktif Davranışların Role Dayalı Performansa Etkisinde Algılanan Motivasyon İkliminin Aracı Rolü

Year 2022, Volume: 24 Issue: 2, 347 - 377, 30.12.2022

Abstract

Hızlı teknolojik gelişmeler ve rekabetçi koşulların olduğu uluslararası pazarlarda paradoksal liderlikle birlikte hangi proaktif davranışların çalışanların üstlendikleri rollerien iyi şekilde yerine getirmeleri için etkili olabileceğine dair tartışmalar artan ölçüde ilgi görmektedir. Bu çalışmanın amacı, algılanan motivasyon ikliminin aracı olması durumunda paradoksal lider davranışı ve proaktif davranışların role dayalı performansına etkilerini ortaya koymaktır. Araştırmada örneklemi Kayseri ili imalat sanayinde faaliyet gösteren işletmelerdeki mavi ve beyaz yakalı çalışanlar oluşturmaktadır (n=693). Veriler, paradoksal liderlik, proaktif davranışlar, algılanan motivasyon iklimi ve role dayalı performans ölçeklerinden oluşan anket yardımıyla elde edilmiştir. Doğrulayıcı faktör analizi ile ölçüm modeli oluşturulduktan sonra araştırma modeli ve hipotezlerini test etmek için yapısal eşitlik modellemesi ve Preacher ve Hayes tarafın (2008) önerilen BC Önyükleme yöntemi kullanılmıştır. Araştırma bulgularına göre paradoksal liderliğin role dayalı performansı negatif ve anlamlı şekilde etkilediği ortaya konmuştur. Fakat algılanan motivasyon ikliminin ve proaktif davranış türlerinden sadece inisiyatif alma ve özerkliğin role dayalı performansı pozitif ve anlamlı şekilde etkilediği gözlenmiştir. Ayrıca çalışmada algılanan motivasyon iklimi, hem paradoksal liderliğin role dayalı performansa etkisinde hem de proaktif davranış biçimlerinden biri olarak inisiyatif alma ve özerkliğin role dayalı performansa etkisinde aracılık etmektedir. Son olarak çalışmada sonuçların ve sınırlılıkların tartışılmakta, imalat sanayi işletmeleri çalışanlarına yönelik çıkarımlar ve gelecekteki araştırmalar için yollar sunulmaktadır.

References

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The Impacts of Paradoxical Leader Behavior and Proactive Behaviors on The Role-Based Performance: The Mediating Role of Perceived Motivational Climate

Year 2022, Volume: 24 Issue: 2, 347 - 377, 30.12.2022

Abstract

In international markets with rapid technological developments and competitive conditions, discussions about which proactive behaviors with paradoxical leadership can be effective for employees to perform their roles in the best way are increasingly interesting. The purpose of this study is to reveal the effects of paradoxical leader behavior and proactive behaviors on role-based performance when the perceived motivational climate is a mediator variable. The sampling of the research consists of blue and white-collar workers in the manufacturing industry in Kayseri (n=693). Data were obtained using a questionnaire consisting of paradoxical leadership, proactive behaviors, perceived motivational climate, and role-based performance scales. After constituting the measurement model with confirmatory factor analysis, structural equation modelling and the BC Bootstrap method proposed by Preacher and Hayes (2008) were used to test the research model and hypotheses. According to research findings, it revealed that paradoxical leadership negatively and significantly affected role-based performance. However, it was observed that only initiative and autonomy as one of the types of proactive behavior and perceived motivational climate had a positive and significant effect on role-based performance. Moreover, the perceived motivational climate mediates both the effect of paradoxical leadership on role-based performance and only the effect of initiative and autonomy as a form of proactive behaviors on role-based performance. Finally, discussions of the results and limitations, implications for employees in manufacturing enterprises and avenues for future research are presented in the study.

References

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  • Akinbobola, O. I. & Dalyop, D. D. (2019). Transformational Leadership Style and Employee Engagement on Role-Based Performance among Selected Civil Servants in Jos. Asian Research Journal of Arts & Social Sciences, 8(3), 1-7.
  • Alfermann, D., Lee, M. J. & Würth, S. (2005). Perceived Leadership Behavior and Motivational Climate as Antecedents of Adolescent Athletes’ Skill Development. Athletic Insight: The Online Journal of Sport Psychology, 7(2), 14-36.
  • Álvarez, O., Castillo, I., Molina-García, V. & Tomás, I. (2019). Transformational Leadership, Task-Involving Climate, and their Implications in Male Junior Soccer Players: a Multilevel Approach. International journal of environmental research and public health, 16(19), 3649.
  • Arefin, M. S., Arif, I. & Raquib, M. (2015). High-Performance Work Systems and Proactive Behavior: The Mediating Role of Psychological Empowerment. International Journal of Business and Management, 10(3), 132-140.
  • Backhaus L., Reuber A., Vogel, D. & Vogel R. (2022) Giving Sense About Paradoxes: Paradoxical Leadership in the Public Sector, Public Management Review, 24(9), 1478-1498. Baruch, Y. (1996). Organizational Career Planning and Management Techniques and Activities in Use in High‐Tech Organizations. Career Development International, 1(1), 40-49.
  • Bateman, T. S. & Crant, J. M. (1999). Proactive Behavior: Meaning, Impact, Recommendations. Business Horizons, 42(3), 63-70.
  • Berber N, Slavi´c A. & Aleksi M. (2020). Relationship between Perceived Teamwork Effectiveness and Team Performance in Banking Sector of Serbia. Sustainability 12, 8753; doi:10.3390/su12208753.
  • Bi, Y., Zhang, J., Nie, Q. & Wang, M. (2021). Do Adaptable Employees Always Display High Performance? Dual Roles of Proactive Behavior and Self-Construal. Social Behavior and Personality: An international journal, 49(8), e10464.
  • Bledow, R. & Frese, M. (2009). A Situational Judgment Test of Personal Initiative and Its Relationship to Performance. Personnel Psychology, 62(2), 229-258.
  • Bolino, M. C., Turnley, W. H. & Anderson, H. J. (2016). The Dark Side of Proactive Behavior: When Being Proactive May Hurt Oneself, Others, or the Organization. In Proactivity at work (pp. 517-547). Routledge.
  • Bolino, M., Valcea, S. & Harvey, J. (2010). Employee, Manage Thyself: The Potentially Negative İmplications of Expecting Employees to Behave Proactively. Journal of Occupational and Organizational Psychology, 83(2), 325-345.
  • Boz, İ. T. ve Deniz, N. (2016). Yöneticilerin Çatışma Yönetim Tarzı ile Çalışanların Role Dayalı Performansı Arasındaki İlişki: Bankacılık Sektöründe Bir Araştırma. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(14), 577-596.
  • Braithwaite, R., Spray, C. M. & Warburton, V. E. (2011). Motivational Climate Interventions in Physical Education: A Meta-Analysis. Psychology of Sport and Exercise, 12(6), 628-638.
  • Brown, D. (2002). Career Choice and Development. Fourth Edition, New York: John Wiley & Sons.
  • Brunel P.C. (1999). Relationship between Achievement Goal Orientations and Perceived Motivational Climate on Intrinsic Motivation. Scand J Med Sci Sports. 9(6), 365-374.
  • Calvo, C. & Topa, G. (2019). Leadership and Motivational Climate: The Relationship with Objectives, Commitment, and Satisfaction in base Soccer Players. Behavioral Sciences, 9(29): 1-10. doi:10.3390/bs9030029.
  • Černe, M., Nerstad, C. G., Dysvik, A. & Škerlavaj, M. (2014). What Goes Around Comes Around: Knowledge Hiding, Perceived Motivational Climate, and Creativity. Academy of Management Journal, 57(1), 172-192.
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Details

Primary Language Turkish
Journal Section Issue
Authors

Burcu Maraşlıoğlu 0000-0001-8599-1314

Şevki Özgener 0000-0002-9290-0596

Publication Date December 30, 2022
Submission Date October 24, 2022
Published in Issue Year 2022 Volume: 24 Issue: 2

Cite

APA Maraşlıoğlu, B., & Özgener, Ş. (2022). Paradoksal Lider Davranışı ve Proaktif Davranışların Role Dayalı Performansa Etkisinde Algılanan Motivasyon İkliminin Aracı Rolü. Kastamonu Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 24(2), 347-377. https://doi.org/10.21180/iibfdkastamonu.1193842