Research Article
BibTex RIS Cite

THE ROLE OF TRANSFORMATIONAL LEADERSHIP ON IMPROVING THE JOB PERFORMANCE: THE MEDIATING ROLE OF LEADER MEMBER EXCHANGE AND ORGANIZATIONAL COMMITMENT

Year 2018, Volume: 5 Issue: 8, 104 - 140, 21.06.2018

Abdullah Çalışkan

Abstract

The purpose of this study is to identify the impact of four dimensions of transformational
leadership on the job performance of employees and to determine the mediating
role of leader member exchange and organizational commitment on this impact. The
relationship between these variables was analyzed by statistical methods such
as correlation and regression analysis, and hierarchical regression analysis
was used in testing the mediation effect. Sobel tests were then conducted to
confirm the mediation tests. In this study, employees of enterprises operating
in space and aviation industry sector in Ankara were dealt. It was tried to
determine the relations between the variables with the data gathered from 628
employees by using the questionnaire prepared in this study. As a result of the
study, it was determined that the four dimensions of transformational
leadership are affecting job performance positively and influential leader
member exchange and organizational commitment has a partial intermediary role
in the relationship between transformational leadership and job performance.

Keywords

Transformational Leadership Job Performance Leader Member Exchange Organizational Commitment

References

  • Akal, Z., (2003). Performans Kavramları ve Performans Yönetimi, MPM, Ankara.
  • Allen, D., Shore, L.M. ve Griffeth, R.W. (2003). “The Role of Perceived Organizational Support and Supportive Human Resource Practices in The Turnover Process”. Journal of Management, 29: 99-118.
  • Allen, N. J. D. ve Grisaffe, B. (2001). Employee Commitment To the Organization And Customer Reactions: Mapping The Linkages, human Resource Management Review, V. 11, S. 3, s. 209-236.
  • Allen, N.J. ve Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization, Journal of Occupational Psychology, Vol. 63, 1-18.
  • Amabıle, T. R., Conti, H. Coon, J. L., ve Herron, M. (1996). "Assessing The Work Environment for Creativity", Academy of Management Journal, 39, p. 1154- 1184.
  • Amonphaisal, K., C. ve Ussahawanitchakit, P., (2008). “Roles of human resource practices and organizational justice in affective commitment and job performance of accountants in Thai firms”, Review of Business Research, Vol. 8, No.2, 47-58.
  • Arshadi, N. ve Hayavi, G., (2013). “The effect of perceived organizational support on affective commitment and job performance: mediating role of OBSE”, Procedia -Social and Behavioral Sciences, Vol. 84, 739-743.Aubrey, K., ve Chelladurai, P. (2001). Perceived transformational leadership, organizational commitment, and citizenship behavior: A case study in intercollegiate athletics. Journal of Sport Management, 15, 135-159.
  • Avcı, U. ve Turunç, Ö. (2012). Dönüşümcü Liderlik ve Örgüte Güvenin Kariyer Memnuniyetine Etkisi: Lider-Üye Etkileşiminin Aracılık Rolü, Uluslararası Alanya İşletme Fakültesi Dergisi, C:4, S:2, s.45-55.
  • Avolio, B.J., Zhu, W., Koh, W. ve Bhatia, P. (2004). “Transformational leadership and organizational commitment: mediating role of psychological empowerment and moderating role of structural distance”, Journal of Organizational Behavior, Vol. 25, 951-968.
  • Barbuto, J. E. (2005). Motivation and transactional, charismatic, and transformational leadership: A test of antecedents. Journal of Leadership and Organizational Studies, 11(4), 26-40.
  • Bass, B. M. (1990). From Transactional to Transformational Leadership: Learning to Share The Vision. Organizational Dynamics, 19, 3–23.
  • Bass, B. M. ve Avolıo, B.J. (1993). Leadership: Theory and research perspectives and directions. Transformational Leadership: A response to eritiques. In. M.M. Chemers (Ed). San Diego, CA: Academic Pres.
  • Bass, B. M. ve Steidlmeier, P. (1999). Ethics, Character and Authentic Transformational Leadership Behaviour. Leadership Quarterly. 10 (2): 181-216.
  • Bass, B. M., ve Avolio, B. J. (1993). Transformational leadership: A response to critiques. In J. G. Hunt, B. R. Baliga, H. P. Dachler, ve C. A. Schriesheim (Eds.), Emerging leadership vistas (pp. 29_40). Lexington, MA: D. C. Health.
  • Bass, B. M., ve Avolio, B. J. (1993). Transformational leadership: A response to critiques. In M. M. Chemers ve R. Ayman (Eds.), Leadership theory and research: Perspectives and directions (pp. 49–80). San Diego, CA: Academic Press.
  • Bass, B. M.; 1990; “From Transactional to Transformational Leadership: Learning to Share the Vision”, Organizational Dynamics, 18(3),.pp. 9-31.
  • Bass, B.M. (1985). Leadership and Performance Beyond Expectations. New York.
  • Bass, B.M. (1988). The Multifactor Leadership Questionnaire. Binghamton NY: Center for Leadership Studies. State University of New York at Binghmton. 165.
  • Bass, B.M. ve Avolio, B.J. (Eds.). (1994). Improving organizational effectiveness through transformational leadership. Thousand Oaks, CA: Sage Publications.
  • Bass, Bernard M.; 1997; “Personel Selling and Transactional/Transformational Leadership”, Jurnal of Personal Selling & Sales Management, 17(3), pp. 19-28.
  • Bass, Bernard M.; 1999;. “Two Decades of Research and Development in Transformational Leadership”, European Journal of Work and Organizational Psychology, 8(1), pp. 9-32.
  • Bauer, T.N. ve Green, S.G. (1996). "Development of Leader-Member Exchange: A Longitudinal Test", Academy of Management Journal, 39(6), p. 1538-1567.
  • Becker, T. E. (1992). Foci and Bases of Commitment: Are They Distinctions Worth Making?, Academy of Management Journal, Vol. 35, No. 1, s. 232-244.
  • Bergman, M. E., (2006). “The relationship between affective and normative commitment: review and research agenda”, Journal of Organizational Behavior, Vol. 27, No.5, 645-663.
  • Berson, Y. ve B., J. Avolio. 2004, “Transformational Leadership and the Dissemination of Organizational Goals: A Case Study of Atelecommunnication Firm”, Lincoln, NE 68588, United states.
  • Bettencourt, L. A. (2004). “Change-Oriented Organizational Citizenship Behaviors: The Direct and Moderating İnfluence of Goal Orientation”, Journal of Retailing, 80(3), ss.165-180.
  • Blau, P. (1964). Exchange and Power in Social Life, New York: Wiley.
  • Breland, J. W., Treadway, D. C., Duke, A. B. ve Adams, G. L., (2007). “The Interactive Effect of Leader-Member Exchange and Political Skill on Subjective Carrier Success”,Journal of Leadership & Organizational Studies, 13 (3), 1-14.
  • Brett, J. F.,Cron, W. L. ve Slocum, J. W. (1995). “Economic dependency on work: a moderator of the relationship between organizational commitment and performance”, Academy of Management Journal, Vol. 38, No.1, 261-271.
  • Brown, B. B., 2003, Employees’ Organizational Commitment and Their Perception of Supervisors’ Relations-Oriented and Task-Oriented Leadership Behaviors, Doctor of Philosophy, The Faculty of the Virginia Polytechnic Institute, State University.
  • Burns, J. M. (1978) Leadership. New York: Harper & Row.
  • Chang, P-C . ve Chen, S-J. (2011). “Crossing the level of employee’s performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations”, The International Journal of Human Resource Management, Vol. 22, No.4, 883-901.
  • Chemers, M. M. (2000). Leadership research and theory: A functional integration. Group Dynamics, 4, 37–43.
  • Chen, Z. X., Francesco, A. M. (2003). The Relationship Between The Three Components Of Commitment And Employee Performance İn China. Journal of Vocational Behavior, 62, s. 490-516.
  • Cheng, Y. ve Stockdale, M. S. (2003). The Validity of the Three-Component Model of Organizational Commitment in Chinese Context, Journal of Vocational Behavior, Article in Press.
  • Chiu , S. (2004). The Linkage of Job Performance to Goal Setting , Work Motivation, Team Building, and Organizational Commitment in the High-Tech Industry in Taiwan , H Wayne Huizenga School of Business and Entrepreneurship Nova Southeastern University, Doctor of Business Administration (yayınlanmamıs doktora tezi).
  • Coyle-Shapiro, J.A-M. ve Conway, N. (2005). Exchange Relationships: Examining Psychological Contracts and Perceived Organizational Support, Journal of Applied Psycholog, 90(4). 774–781.
  • Cummings, L.L. ve Schwab, D.P. (1973). Performance in Organisations: Determinants And Appraisa, Glenview: Scott, Foresman and Company.
  • Çalışkan, A., ve Hazır, K., (2012). Psikolojik Güçlendirmenin İş Tatminine Etkisinde Örgütsel Bağlılığın Aracılık Rolü, Çağ Üniversitesi Sosyal Bilimler Dergisi, 9(2), s. 49-77.
  • Çetin, Ş., Korkmaz, M. ve Çakmakçı, C. (2012). Dönüşümsel ve Etkileşimsel Liderlik ile Lider-Üye Etkileşiminin Öğretmenlerin Örgütsel Vatandaşlık Davranışı Üzerindeki Etkisi, Kuram ve Uygulamada Eğitim Yönetimi, 18(1), ss.7-36.
  • Çöl, G. ve Gül H. (2005). Kişisel Özelliklerin Örgütsel Bağlılık Üzerine Etkileri ve Kamu Üniversitelerinde Bir Uygulama, Atatürk Üniversitesi İ.İ.B.F Dergisi, Cilt: 19. Sayı:1, s. 291-306.
  • Dansereau, F., Graen, G.B. ve Haga, W. A. (1975). "Vertical Dyad Linkage Approach To Leadership in Formal Organizations: A Longitudinal Investigation of The Managerial Role-Making Process", Organizational Behavior and Human Performance, 13, p. 46–78.
  • Drummond, H., (2000). Introduction to Organizational Behavior, New York, Oxford University Press.
  • Duckett, H. ve Macfarlane, E. (2003). Emotional Intelligence and Transformational Leadership in Retailing. Leadership & Organization Development Journal, 24 (6): 309-317.
  • Dvır, T., Eden D., Avolıo B. J. ve Boas, S. (2002). “Impact of Transformational Leadership on Foolewer Development and Performance: A Field Experiment”, Academy of Management Journal, 45(4), pp. 735-744.
  • Eisenbach, R., Watson, K. ve Pillai, R. (1999). Transformational Leadership in The Context of Organizational Change. Journal Of Organizational Change, 12 (2): 80-88.
  • Elorza, U., Aritzeta, A., ve Ayestaran, S. (2011). Exploring the black box in Spanish firms: the effect of the actual and perceived system on employees’ commitment and organizational performance. International Journal of Human Resource Management, 22(7), 1401-1422.
  • Erdheim, J., Wang, M., ve Zickar, M. (2006). Linking the Big Five Personality Constructs to Organizational Commitment , Personality and Individual Differences, (41), 959-970.
  • Erdogan, B., Liden, R. C. ve Kraimer, M. L. (2006).The Academy of Management Journal Vol. 49, No. 2 pp. 395-406.
  • Erkmen, T, Bozkurt, S. (2011). Örgüt Kültürü ve Örgütsel Bağlılık İlişkisinin İncelenmesine Yönelik Bir Araştırma, Marmara Üniversitesi İİBF Dergisi, C. XXXI, S. II, s. 197-228.
  • Ertan, H. (2008). Örgütsel Bağlılık, İş Motivasyonu, İş Performansı Arasındaki İlişki: Antalya’da Beş Yıldızlı Otel İşletmelerinde Bir İnceleme. Doktora Tezi, Afyonkarahisar Kocatepe Üniversitesi Sosyal Bilimler Enstitüsü, Afyonkarahisar, ss.3-44.
  • Farahani, M., Taghadosi, M. ve Behboudi, M. (2011). “An exploration of the relationship between transformational leadership and organizational commitment: The moderating effect of emotional intelligence: Case study in Iran”, International Business Research, Vol. 4 No. 4, 211-217.
  • Fey, F. C. ve Björkman I. (2000). “The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia”, Stockholm School of Economics in St. Petersburg working paper.
  • Gao, F.Y. ve Bai, S. (2011). “The effects of transformational leadership on organizational commitment of family employees in Chinese family business”, 2011 International Conference on Economics, Trade and Development IPEDR 7.
  • Gellatly, I. R., Meyer, J. P. ve Luchak, A. A., (2006). Combined Effects of The Three Commitment Components on Focal and Discreationary Behaviors : A Test of Meyer and Herscovitch’s Propositions, Journal of Vocational Behavior, 69 (2), s. 331-345.
  • Gerstner, C.R. ve Day, D.V. (1997). "Meta-Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues", Journal of Applied Psychology, 82(6), p. 827-844.
  • Goodman, S. A. ve Svyantek, D. J. (1999). “Person-organization fit and contextual performance: Do shared values matter?”, Journal of Vocational Behavior, Vol.55.
  • Graen, G. B., Liden, R. C. ve Hoel, W. (1982). “Role of Leadership in The Employee Withdrawal Process”, Journal of Applied Psychology, 67(6), ss.868-872.
  • Graen, G. B., ve 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. Leadership Quarterly, 6(2), 219–247.
  • Graen, G.B. ve Cashman, J.F. (1975). "A Role-Making Model of Leadership in Formal Organizations: A Developmental Approach", Kent: Kent State University Press, p. 143–165.
  • Greenberg, J. ve Barron, R. (2000). Behaviour in Organizations. Prentice Hall, New Jersey.
  • Greiman B.C. (2009) “Transformational Agricultural Education: A Synthesis Of The Literature”, University of Minnesota Journal of Agricultural Education, 50(4): 50 – 62.
  • Hartog, D. N. ve M. J. Van. (1997). “Transactional Versus Transformational Leadership: An Analysis of The MLQ”, Journal of Occupational and Organizational Psychology, Vol. 70, No. 1, 18-32.
  • Hartog, D., Deanne N., House, R. J., Hanges, P. J., Ruiz-Quintanilla, S. A. ve Dorfman, P. W. (1999). Culture Spesific and Cross-Culturally Generalizable Implicit Leadership Theories: Are Attributes of Charismatic / Transformational Leadership Universally Endorsed?. Leadership Quarterly, 10 (2): 219-257.
  • Henderson, D. J., Liden, R. C., Glibkowski, B. C., ve Chaudhry, A. (2009). LMX differentiation: A multilevel review and examination of its antecedents and outcomes. The Leadership Quarterly, 20, 517-534.
  • Herold, David M. (1977). Two-Way Influence Processes in Leader-Follower Dyads, The Academy of Management Journal, Vol.20, No.2,224-237.
  • Hinkin, T. R. ve Tracey, J. B. (1999). The Relevance of Charisma For Transformational Leadership In Stable Organization. Journal of Organization Change Management, 12 (2): 105-119.
  • Hogan, R., ve Shelton, D. (1998). A socioanalytic perspective on job performance. Human Performance, 11, 129−144.
  • Hunton, J. E. ve Norman, C. S., (2010). “The impact of alternative telework arrangements on organizational commitment: insights from a longitudinal field experiment”, Journal Of Information Systems, Vol. 24, No.1, 67-90.
  • Ismail, A., Mohamed, H.B., Sulaiman, A.Z., Mohamed, M.H. ve Yusuf, M.H. (2011). “An empirical study of the relationship between transformational leadership, empowerment and organizational commitment”, Business and Economics Research Journal, Vol. 2 No. 1, 89-107.
  • Jabnoun, N. ve Rasasi, A. J. A. (2005). Transformational Leadership and Service Quality in UAE Hospitals. Managing Service Quality, 15 (1): 70-81.
  • Janssen, O. ve W. V. Yperen (2004). Employees’ Goal Orientations, The Quality of Leader-Member Exchange, and The Outcomes of Job Performance and Job Satisfaction, Academy of Management Journal, Vol.47, No.3, 368-384.
  • Joo, B.K. (2010). “Organizational commitment for knowledge workers: The roles of perceived organizational learning culture, leader-member exchange quality, and turnover intention”, Human Resources Development Quarterly, Vol. 21 No. 1, 69-85.
  • Kanter, R. M. (1993). Men and Women of the Coorporation. New York: Basic Books.
  • Kashefi, M. A., Adel, R. M., Abad, H. R. G., Aliklayeh, M. B. H., Moghaddam, H. K. ve Nadimi, G., (2013). “Organizational commitment and its effects on organizational performance”, Institute of Interdisciplinary Business Research, Vol. 4, No.12, 501-510.
  • Kelloway, E. K., Barling, J. K., Elizabeth, C. J. ve Gatlen, B. (2003). Remote Transformational Leadership. Leadership & Organization Development Journal. 24 (3): 163-171.
  • Ketchland, A. (1998). The Existence Of Multiple Measures Of Organizational Commitment and Experience-Related Differences in A Public Accounting Setting, Behavioral Research in Accounting, 10, s. 112-115.
  • Kim, S., (2004). “Individual-level factors and organizational performance in government organizations”, Journal of Public Administration Research and Theory, Vol. 15, No.2, 245-261.
  • Kirkman, B. L. ve Rosen, B. (1999). “Beyond Self-Management: Antecedents and Consequences of Team Empowerment”, Academy of Management Journal, 42(1), s. 58–74.
  • Kreitner, R. ve Kinicki, A. (2001). Organizational Behavior, New York: McGraw Hill.
  • Krishnan, V. R. (2004). “Impact of transformational leadership on followers' influence strategies”, Leadership and Organization Development Journal, 25(1), ss.58-72.
  • Krishnan, V. R. (2005). “Leader-Member Exchange, Transformational Leadership, and Value System”, Electronic Journal of Business Ethics and Organization Studies, 10(1), ss.14-21.
  • Krishnan, V. R. (2009). Transformational Leadership and Outcomes: Role of Relationship Duration. Leadership & Organization Development Journal, 26 (6): 442-457.
  • Kuokkanen, L., Leino-Kilpi, H. ve Katajisto, J. (2003). Nurse Empowerment, Job-Related Satiffaction, and Organizational Commitment, Journal of Nursing Care Quality, Vol. 18, No 3, September-July.
  • Landy, F. J., ve Farr, J. L., (1983). The Measurement of Work Performance, Orlando, Fl: Academic Pres.
  • Lang, J. W. B., Zettler, I., Ewen, C., ve Hülsheger, U. (2012). Implicit motives, explicit traits, and task and contextual performance at work. Journal of Applied Psychology, 97, 1201-1217.
  • Laschinger, H. K. S., Finegan, J. E., Shamian, J. ve Wilk, P. (2004). A Longitudinal Analysis Of The Impact Of Workplace Empowerment On Work Satisfaction. Journal Of Organizational Behavior, 25, 4, s. 527-545.
  • Leung, M.; Chen, D. ve Yu, J., (2008). “Demystifying moderate variables of the interrelationships among affective commitment, job performance, and job satisfaction of construction professionals”, Journal Of Construction Engineering And Management, December, 963-971.
  • Liao, S., Hu, D. ve Chung, H. (2009). “The relationship between leader-member relations, job satisfaction and organizational commitment in international tourist hotels in Taiwan”, The International Journal of Human Resource Management, Vol. 20 No. 8, 1810-1826.
  • Liden, R. ve Graen, G. (1980). “Generalizability of the Vertical Dyad Linkage Model of Leadership”, Academy of Management Journal, 23 ( 3), ss. 451- 465.
  • Liden, Robert C. ve Maslyn, John M. (1998). “Multidimensionality of Leader-Member Exchange: An Empirical Assessment Through Scale Development”, Journal of Management, 24 (1), ss. 43-72.
  • Lievens, F. Conway J. M. ve De Corte, W. (2008). The relative ımportance of task, citizenship and counterproductive performance to job performance ratings: do rater source and team-based culture matter?, Journal Of Occupational And Organizational Psychology, 81, 11–27.
  • Lo, M. C., Ramayah, T., Win, H. W. ve Songan, P. (2010). The relationship between leadership styles and organizational commitment in Malaysia: Role of leadermember exchange, Asia Pacific Business Review, Vol. 16, No. 1-2, s. 79-103.
  • Loi, R., Hang-Yue, N. ve Foley, S. (2006). “Linking Employees’ Justice Perceptions to Organizational Commitment and Intention To Leave: The Mediating Role of Perceived Organizational Support”. Journal of Occupational and Organizational Psychology, 79:101–120.
  • Maslyn, J. M. ve Uhl-Bien, M. (2001). “Leader-Member Exchange and Its Dimensions: Effects of Self-Effort and Other’s Effort on Relationship Quality”, Journal of Applied Psychology, 86 (4), ss. 697-708.
  • McShane, S.L. ve Von Glinow, M.A. (2009). Organizational Behavior, New York: McGraw Hill Edition.
  • Meyer, J. P. ve Allen, N. J. (1991). A Three-Component Conceptualization of Organizational Commitment, Human Resource Management Review, 1(1), s. 61-89.
  • Meyer, J. P. ve Allen, N. J. (1997). Commitment in the Workplace Theory Research and Application, Sage Publications, California.
  • Meyer, John P., Stanley, David J., Herscovitch, Lynne, Topolnytsky, Laryssa (2002). “Affective, Continuence, and Normative Commitment to the Organization: A Meta-Analysis of Antecedents, Corralates, and Consequences”. Journal of Vocational Behavior 61: 20-52.
  • Motowidlo, S. J., (2003). Job Performance. Inw. Borman, Ilgen, D. ve Klimoski, R. (Der.), Handbook of Psychology: Industrial and Organizational Psychology, 12,Hoboken, Nj: John Wiley and Sons.
  • Mowday, R. T., Porter, L. W. Ve Steers, R. M. (1979). The Measurement of Organizational Commitment, Journal of Vocational Behavior, C. 14, s. 224-247.
  • Murphy, K. R. ve J. N. Cleveland; 1995). Understanding Performance Appraisal, Social, Organizational and Goal Based Perspectives, Sage Pub. London.
  • Nijhof, W. J., De Margrie, M. J. ve Beukhof, G. (1998). Employee Commitment İn Changing Organizations: An Exploration, Journal of European Industrial Training, 22 (6), 243-248.
  • Northouse, P.G. (2001). Leadership Theory and Practice. Thousand Oaks, California: Sage, 118.
  • Obeng, K. ve Ugboro, I. (2003). Organizational commitment among public transit employees: an assessment study, Journal of the Transportation Research Forum, Vol. 57, No. 2, s. 83-98.
  • Omar, Z., Zainal, A., Omar, F., ve Khairudin, R. (2009). The influence of leadership behaviour on organisational citizenship behaviour in selfmanaged work teams in Malaysia. SA Journal of Human Resource Management, 7(1).
  • Owen, H., Hodgson, V. ve Gazzard, N., (2004). The leadership Manual: Your complete practical guide for effective leadership. Great Britain: Biddles.
  • Palmer, B., Walls, M., Burgess, Z. ve Stough, C. (2001). “Emotional intelligence and effective leadership”, Leadership and Organization Development Journal, 22(1), ss.5-10.
  • Phillips, A. S. ve Bedeian, A. G., (1994). “Leader-Follower Exchange Quality: The Role of Personal and Interpersonal Attributes”, Academy of Management Journal, 37 (4), 990-1001.
  • Pillai, R., Schrıesheım C.A., Wıllıams E.S. (1999). “Fairness Perceptions And Trust As Mediators For Transformational And Transactional Leadership: A Two-Sample Study”, Journal Of Management, 25 (6), ss.897-933.
  • Popper, M., Mayseless O. ve Castelnovo O. (2000). "Transformational Leadership and Attachment", Leadership Quarterly, Summer 2000, Vol.11, Issue 2, Academic Search Elite, 22.11.2001, s.1/15.
  • Ramachandran, S. ve Krishnan, V.R. (2009). “Effect of transformational leadership on follower’s affective and normative commitment: Culture as moderator”, Great Lakes Herald, Vol. 3 No. 1, 23-38.
  • Rhoades, L., ve Eisenberger, R. (2002). “Perceived Organizational Support: A Review of The Literature”. Journal of Applied Psychology, 87:698–714.
  • Riaz, T., Akram, M.U. ve Ijaz, H. (2011). “Impact of transformational leadership style on affective employees’ commitment: An empirical study of banking sector in Islamabad (Pakistan)”, The Journal of Commerce, Vol. 3 No. 1, 43-51.
  • Roca-Puig, V., Beltran-Martin, I., Escrig-Tena, A. B. ve Bou-Llusar, J. C. (2007). “Organizational commitment to employees and organizational performance”, Personnel Review, Vol. 36, No.6, 867-886.
  • Rowden, R. W. (2000). The Relationship Between Charismatic Leadership Behaviors and Organizational Commitment, Leadership Organizational Development Journal, 21(1), s. 30-35.
  • Scott, S. G., ve Bruce, R. A. (1994). "Determinants of Innovative Behavior: A Path Model of Individual Innovation in The Workplace", Academy of Management Journal, 37(3), p. 580–607.
  • Scott, S., ve Bruce, R. (1994). “The İnfluence Of Leadership, İndividual Attributes, And Climate On İnnovative Behavior: A Model Of İndividual İnnovation İn The Workplace”, Academy Of Management Journal, 37, 580-607.
  • Sekaran, U. (1992). Research Methods For Business, Canada: John Wiley ve Sons, Inc.
  • Shah, T.A., Nisar, M., Rehman, K. ve Rehman, I. (2011). “Influence of transformational leadership on employees outcomes: Mediating role of empowerment”, African Journal of Business Management, Vol. 5 No.21, 8558-8566.
  • Shiva, M. ve Suar, D. (2010). “Leadership, LMX, Commitment and NGO effectiveness: Transformational leadership, leader-member exchange, organizational commitment, organizational effectiveness and programme outcomes in nongovernmental organizations”, International Journal of Rural Management, Vol. 6 No. 1, 117–150.
  • Shore, L. M. ve Martin, H. J. (1989). Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions, Human Relations, 7.
  • Sigler, T. H. ve Pearson, C. M. (2000). “Creating An Empowering Culture: Examining The Relationship Between Organizational Culture and Perceptions of Empowerment”, Journal of Quality Management, 5, s. 27–52.
  • Smith, Brien N., Ray V. Montagno ve Tatiana N. Kuzmenko (2004). “Transformational and Servant Leadership: Content and Contextual Comparisons”, Journal of Leadership & Organizational Studies, 10(4): 80–91.
  • Smith, Mike ve Cooper Cary; 1994; “Leadership and Stress”, Leadership & Organization Development Journal, 15(2), pp. 3-7.
  • Sonnentag, S. ve Frese, M. (2002). Performance Concepts and Performance Theory. In S. Sonnentag (Ed.) Psychological Management of Individual Performance, John Wiley ve Sons, Ltd. s. 4-25.
  • Sosik J.J., Potosky D., Junk D.I., “ Adaptive Self-Regulation: Meeting Others’ Expectations of Leadership and Performance”, The Journal of social psycology, 2002, 142(2), 211-232.
  • Sparrowe, R. T., ve Liden, R. C. (1997). Process and structure in leadermember exchange. Academy of Management Review, 22, 522–552.
  • Spoelstra, S. (2009). Transformational leadership: Scientific concept or management concept. The Academy of Management Proceedings, 2009.
  • Srithongrung, A. (2011). “The causal relationships among transformational leadership, organizational commitment, and employee effectiveness”, International Journal of Public Administration, Vol. 34 No. 6, 376-388.
  • Stahl, M.J., Mc Nichols, C.W., ve Manley, T.R. (1979). Cosmopolitan- local orientations as predictors of scientific productivity, organizational productivity and job satisfaction for scientists and engineers. IEEE Transactions on Engineering Management. EM-26(2), 39-43.
  • Steers, M. R. (1977). Antecedents and Outcomes of Organizational Commitment, Administrative Science Quarterly, 22, s. 46-56.
  • Stone, G., Russel, R. F. ve Patterson, K. (2004). “Transformational Versus Servant Leadership: A Difference in Leader Focus”, The Leadership and Organizational Development Journal, Vol: 25, No:4, s. 349-361.
  • Suliman, A. M., Iles, P. A. (2000). The Multi-Dimensional Nature of Organizational Commitment in a Non-Western Context, Journal of Management Development, Vol: 19, No: 1, s. 71-82.
  • Swaıles, S. (2002). Organizational commitment: a critique of the construct and measures, International Journal of Management Reviews, Vol. 4, Iss. 2, 155-178.
  • Tayyah, S. ve Tariq, N. (2001). Development of an Indigenous Organizational Commitment Questionnaire, Pakistan Journal of Psychological Research, ProQuest Psychology Journals, 16, s. 31-44.
  • Tierney P, Farmer, S.M. ve Graen, G.B. (1999). “An Examination of Leadership and Employee Creativity: The Relevance of Traits and Relationships”, Personnel Psychology, 52:591–620.
  • Tims, M., Bakker, A.B. ve Xanthopoulou, D. (2011). “Do transformational leaders enhance their followers’ daily work engagement?”, The Leadership Quarterly, Vol. 22, 121-131.
  • Truckenbrodt, Y. (2000). The relationship between leader-member exchange and commitment and organizational citizenhip behavior (Yayımlanmamış Doktora Tezi). Nova Southern University, Fort Lauderdale-Davie, FL, USA.
  • Tse, H.M. ve Lam, W. (2008). “Transformational leadership and turnover: The role of LMX and organizational commitment”, Academy of Management Proceedings, 1-6.
  • W. J. Nijhof, M. J. De Margrie, G. Beukhof, Employee Commitment İn Changing Organizations: An Exploration, Journal of European Industrial Training, 22 (6), 243-248 (1998).
  • Waldman, D. A., Bass B. B. ve Eınsteın W. O.; (1987). “Leadership and Outcomes of Performance Appraisal Processes”, Journal of Occupational Psychology, 60, pp. 177-186.
  • Walumbwa, F. A., Avolıo B., J. ve Weichun Z. (2008). “How Transformational Leadership Weaves Its Influence on Indıvıdual Job Performance: The Rol of Identification and Efficacy Beliefs”, Personnel Psychology, 61, pp. 793-825.
  • Wang, H., Law, K. S., Hackett, R. D., Wang, D., ve Chen, Z. X. (2005). Leader-member exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behavior. Academy of Management Journal, 48, 420–432.
  • Wang, P. ve Walumbwa, F.O. (2007). “Family-friendly programs, organizational commitment, and work withdrawal: The moderating role of transformational leadership”, Personnel Psychology, Vol. 60, 397-427.
  • Wiener, Y. ve Wardi, Y., (1980). Relationships Between Job, Organization, and Career Commitments and Work Outcomes: an Integrative Approach, Organizational Behavior and Human Performance, 26 (1), 81-96.
  • Wiener, Y., (1982). Commitment in Organizations: A Normative View, Academy of Management Review, Vol:7, No:3, 418-428.
  • Yammarino, F. ve Dubinsky, A. J. (1994). "Transformational Leadership Theory: Using Levels of Analysis to Determine Boundary Conditions", Personnel Psychology, 47, s.787-811.
  • Yavuz, E. (2009). “İşgörenlerin dönüşümcü liderlik ve örgütsel bağlılık ile ilgili tutumlarına yönelik bir araştırma”. İşletme Araştırmaları Dergisi, Cilt. 1 Sayı. 2, 51-69.
  • Yıldırım, M. H. ve Demirel, Y. (2009). Örgütsel Güven ile Örgütsel Bağlılık Arasındaki İlişkinin İncelenmesi: Otomotiv Yan Sanayi Çalışanlarına Yönelik Bir Araştırma, 17. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 21-23 Mayıs, Eskişehir: Eskişehir Osmangazi Üniversitesi, s. 585-589.
  • Yousef, D. A. (2003). Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non-western country, Journal of Managerial Psychology, Vol. 15, No. 1, 6-28.
  • Yozgat, U. ve Şişman, A. F. (2007). Yeniden Yapılanma Süreci ve Bunun Çalışanların İş Tatmini ve Örgüte Bağlılıkları Üzerindeki Etkisi Bir Kamu Kurumunda Araştırma, 15. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 25-27 Mayıs, Sakarya: Sakarya Üniversitesi, s. 745-752.
  • Yukl, G. (1999). An Evaulation of Conseptual Weakness in Transformational and Charismatic Leadership Theories. Leadership Quarterly, 10 (2): 285-305.
  • Yukl, G. (2002). Leadership in Organizations, NJ: Prentice-Hall, Upper Saddle River.
  • Zacharatos, A., Barling J. ve E. Kelloway K. (2000). "Development and Effects of Transformational Leadership in Adolescents", Leadership Quarterly, Summer 2000, Vol.11, Issue 2, Academic Search Elite, 22.11.2001, s. 1/12.

Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü

Year 2018, Volume: 5 Issue: 8, 104 - 140, 21.06.2018

Abdullah Çalışkan

Abstract

Bu çalışmanın amacı dönüşümcü liderliğin dört boyutunun, çalışanların
iş performansına etkisi ve bu etkide lider üye etkileşimi ile örgütsel
bağlılığın aracılık rolünün tespit edilmesidir. Söz konusu değişkenler
arasındaki ilişki; faktör analizi, regresyon analizi ve sobel testleri gibi istatistiksel
yöntemler ile analiz edilmiştir. Çalışmada Ankara ilinde faaliyet gösteren ve
uzay ve havacılık sanayi sektöründe yer alan özel işletmeler ele alınmıştır. Bu
konuda hazırlanan anket formu ile 628 çalışandan toplanan veriler kullanılarak
çalışmada yer alan değişkenler arasındaki ilişkiler belirlenmeye çalışılmıştır.
Çalışma sonucunda, dönüşümcü liderliğin dört boyutunun da iş performansını
olumlu yönde etkilediği ve lider üye etkileşimi ile örgütsel bağlılığın bu
ilişkide aracılık rolünün olduğu belirlenmiştir.

Keywords

Dönüşümcü Liderlik İş Performansı Lider Üye Etkileşimi Örgütsel Bağlılık

References

  • Akal, Z., (2003). Performans Kavramları ve Performans Yönetimi, MPM, Ankara.
  • Allen, D., Shore, L.M. ve Griffeth, R.W. (2003). “The Role of Perceived Organizational Support and Supportive Human Resource Practices in The Turnover Process”. Journal of Management, 29: 99-118.
  • Allen, N. J. D. ve Grisaffe, B. (2001). Employee Commitment To the Organization And Customer Reactions: Mapping The Linkages, human Resource Management Review, V. 11, S. 3, s. 209-236.
  • Allen, N.J. ve Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization, Journal of Occupational Psychology, Vol. 63, 1-18.
  • Amabıle, T. R., Conti, H. Coon, J. L., ve Herron, M. (1996). "Assessing The Work Environment for Creativity", Academy of Management Journal, 39, p. 1154- 1184.
  • Amonphaisal, K., C. ve Ussahawanitchakit, P., (2008). “Roles of human resource practices and organizational justice in affective commitment and job performance of accountants in Thai firms”, Review of Business Research, Vol. 8, No.2, 47-58.
  • Arshadi, N. ve Hayavi, G., (2013). “The effect of perceived organizational support on affective commitment and job performance: mediating role of OBSE”, Procedia -Social and Behavioral Sciences, Vol. 84, 739-743.Aubrey, K., ve Chelladurai, P. (2001). Perceived transformational leadership, organizational commitment, and citizenship behavior: A case study in intercollegiate athletics. Journal of Sport Management, 15, 135-159.
  • Avcı, U. ve Turunç, Ö. (2012). Dönüşümcü Liderlik ve Örgüte Güvenin Kariyer Memnuniyetine Etkisi: Lider-Üye Etkileşiminin Aracılık Rolü, Uluslararası Alanya İşletme Fakültesi Dergisi, C:4, S:2, s.45-55.
  • Avolio, B.J., Zhu, W., Koh, W. ve Bhatia, P. (2004). “Transformational leadership and organizational commitment: mediating role of psychological empowerment and moderating role of structural distance”, Journal of Organizational Behavior, Vol. 25, 951-968.
  • Barbuto, J. E. (2005). Motivation and transactional, charismatic, and transformational leadership: A test of antecedents. Journal of Leadership and Organizational Studies, 11(4), 26-40.
  • Bass, B. M. (1990). From Transactional to Transformational Leadership: Learning to Share The Vision. Organizational Dynamics, 19, 3–23.
  • Bass, B. M. ve Avolıo, B.J. (1993). Leadership: Theory and research perspectives and directions. Transformational Leadership: A response to eritiques. In. M.M. Chemers (Ed). San Diego, CA: Academic Pres.
  • Bass, B. M. ve Steidlmeier, P. (1999). Ethics, Character and Authentic Transformational Leadership Behaviour. Leadership Quarterly. 10 (2): 181-216.
  • Bass, B. M., ve Avolio, B. J. (1993). Transformational leadership: A response to critiques. In J. G. Hunt, B. R. Baliga, H. P. Dachler, ve C. A. Schriesheim (Eds.), Emerging leadership vistas (pp. 29_40). Lexington, MA: D. C. Health.
  • Bass, B. M., ve Avolio, B. J. (1993). Transformational leadership: A response to critiques. In M. M. Chemers ve R. Ayman (Eds.), Leadership theory and research: Perspectives and directions (pp. 49–80). San Diego, CA: Academic Press.
  • Bass, B. M.; 1990; “From Transactional to Transformational Leadership: Learning to Share the Vision”, Organizational Dynamics, 18(3),.pp. 9-31.
  • Bass, B.M. (1985). Leadership and Performance Beyond Expectations. New York.
  • Bass, B.M. (1988). The Multifactor Leadership Questionnaire. Binghamton NY: Center for Leadership Studies. State University of New York at Binghmton. 165.
  • Bass, B.M. ve Avolio, B.J. (Eds.). (1994). Improving organizational effectiveness through transformational leadership. Thousand Oaks, CA: Sage Publications.
  • Bass, Bernard M.; 1997; “Personel Selling and Transactional/Transformational Leadership”, Jurnal of Personal Selling & Sales Management, 17(3), pp. 19-28.
  • Bass, Bernard M.; 1999;. “Two Decades of Research and Development in Transformational Leadership”, European Journal of Work and Organizational Psychology, 8(1), pp. 9-32.
  • Bauer, T.N. ve Green, S.G. (1996). "Development of Leader-Member Exchange: A Longitudinal Test", Academy of Management Journal, 39(6), p. 1538-1567.
  • Becker, T. E. (1992). Foci and Bases of Commitment: Are They Distinctions Worth Making?, Academy of Management Journal, Vol. 35, No. 1, s. 232-244.
  • Bergman, M. E., (2006). “The relationship between affective and normative commitment: review and research agenda”, Journal of Organizational Behavior, Vol. 27, No.5, 645-663.
  • Berson, Y. ve B., J. Avolio. 2004, “Transformational Leadership and the Dissemination of Organizational Goals: A Case Study of Atelecommunnication Firm”, Lincoln, NE 68588, United states.
  • Bettencourt, L. A. (2004). “Change-Oriented Organizational Citizenship Behaviors: The Direct and Moderating İnfluence of Goal Orientation”, Journal of Retailing, 80(3), ss.165-180.
  • Blau, P. (1964). Exchange and Power in Social Life, New York: Wiley.
  • Breland, J. W., Treadway, D. C., Duke, A. B. ve Adams, G. L., (2007). “The Interactive Effect of Leader-Member Exchange and Political Skill on Subjective Carrier Success”,Journal of Leadership & Organizational Studies, 13 (3), 1-14.
  • Brett, J. F.,Cron, W. L. ve Slocum, J. W. (1995). “Economic dependency on work: a moderator of the relationship between organizational commitment and performance”, Academy of Management Journal, Vol. 38, No.1, 261-271.
  • Brown, B. B., 2003, Employees’ Organizational Commitment and Their Perception of Supervisors’ Relations-Oriented and Task-Oriented Leadership Behaviors, Doctor of Philosophy, The Faculty of the Virginia Polytechnic Institute, State University.
  • Burns, J. M. (1978) Leadership. New York: Harper & Row.
  • Chang, P-C . ve Chen, S-J. (2011). “Crossing the level of employee’s performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations”, The International Journal of Human Resource Management, Vol. 22, No.4, 883-901.
  • Chemers, M. M. (2000). Leadership research and theory: A functional integration. Group Dynamics, 4, 37–43.
  • Chen, Z. X., Francesco, A. M. (2003). The Relationship Between The Three Components Of Commitment And Employee Performance İn China. Journal of Vocational Behavior, 62, s. 490-516.
  • Cheng, Y. ve Stockdale, M. S. (2003). The Validity of the Three-Component Model of Organizational Commitment in Chinese Context, Journal of Vocational Behavior, Article in Press.
  • Chiu , S. (2004). The Linkage of Job Performance to Goal Setting , Work Motivation, Team Building, and Organizational Commitment in the High-Tech Industry in Taiwan , H Wayne Huizenga School of Business and Entrepreneurship Nova Southeastern University, Doctor of Business Administration (yayınlanmamıs doktora tezi).
  • Coyle-Shapiro, J.A-M. ve Conway, N. (2005). Exchange Relationships: Examining Psychological Contracts and Perceived Organizational Support, Journal of Applied Psycholog, 90(4). 774–781.
  • Cummings, L.L. ve Schwab, D.P. (1973). Performance in Organisations: Determinants And Appraisa, Glenview: Scott, Foresman and Company.
  • Çalışkan, A., ve Hazır, K., (2012). Psikolojik Güçlendirmenin İş Tatminine Etkisinde Örgütsel Bağlılığın Aracılık Rolü, Çağ Üniversitesi Sosyal Bilimler Dergisi, 9(2), s. 49-77.
  • Çetin, Ş., Korkmaz, M. ve Çakmakçı, C. (2012). Dönüşümsel ve Etkileşimsel Liderlik ile Lider-Üye Etkileşiminin Öğretmenlerin Örgütsel Vatandaşlık Davranışı Üzerindeki Etkisi, Kuram ve Uygulamada Eğitim Yönetimi, 18(1), ss.7-36.
  • Çöl, G. ve Gül H. (2005). Kişisel Özelliklerin Örgütsel Bağlılık Üzerine Etkileri ve Kamu Üniversitelerinde Bir Uygulama, Atatürk Üniversitesi İ.İ.B.F Dergisi, Cilt: 19. Sayı:1, s. 291-306.
  • Dansereau, F., Graen, G.B. ve Haga, W. A. (1975). "Vertical Dyad Linkage Approach To Leadership in Formal Organizations: A Longitudinal Investigation of The Managerial Role-Making Process", Organizational Behavior and Human Performance, 13, p. 46–78.
  • Drummond, H., (2000). Introduction to Organizational Behavior, New York, Oxford University Press.
  • Duckett, H. ve Macfarlane, E. (2003). Emotional Intelligence and Transformational Leadership in Retailing. Leadership & Organization Development Journal, 24 (6): 309-317.
  • Dvır, T., Eden D., Avolıo B. J. ve Boas, S. (2002). “Impact of Transformational Leadership on Foolewer Development and Performance: A Field Experiment”, Academy of Management Journal, 45(4), pp. 735-744.
  • Eisenbach, R., Watson, K. ve Pillai, R. (1999). Transformational Leadership in The Context of Organizational Change. Journal Of Organizational Change, 12 (2): 80-88.
  • Elorza, U., Aritzeta, A., ve Ayestaran, S. (2011). Exploring the black box in Spanish firms: the effect of the actual and perceived system on employees’ commitment and organizational performance. International Journal of Human Resource Management, 22(7), 1401-1422.
  • Erdheim, J., Wang, M., ve Zickar, M. (2006). Linking the Big Five Personality Constructs to Organizational Commitment , Personality and Individual Differences, (41), 959-970.
  • Erdogan, B., Liden, R. C. ve Kraimer, M. L. (2006).The Academy of Management Journal Vol. 49, No. 2 pp. 395-406.
  • Erkmen, T, Bozkurt, S. (2011). Örgüt Kültürü ve Örgütsel Bağlılık İlişkisinin İncelenmesine Yönelik Bir Araştırma, Marmara Üniversitesi İİBF Dergisi, C. XXXI, S. II, s. 197-228.
  • Ertan, H. (2008). Örgütsel Bağlılık, İş Motivasyonu, İş Performansı Arasındaki İlişki: Antalya’da Beş Yıldızlı Otel İşletmelerinde Bir İnceleme. Doktora Tezi, Afyonkarahisar Kocatepe Üniversitesi Sosyal Bilimler Enstitüsü, Afyonkarahisar, ss.3-44.
  • Farahani, M., Taghadosi, M. ve Behboudi, M. (2011). “An exploration of the relationship between transformational leadership and organizational commitment: The moderating effect of emotional intelligence: Case study in Iran”, International Business Research, Vol. 4 No. 4, 211-217.
  • Fey, F. C. ve Björkman I. (2000). “The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia”, Stockholm School of Economics in St. Petersburg working paper.
  • Gao, F.Y. ve Bai, S. (2011). “The effects of transformational leadership on organizational commitment of family employees in Chinese family business”, 2011 International Conference on Economics, Trade and Development IPEDR 7.
  • Gellatly, I. R., Meyer, J. P. ve Luchak, A. A., (2006). Combined Effects of The Three Commitment Components on Focal and Discreationary Behaviors : A Test of Meyer and Herscovitch’s Propositions, Journal of Vocational Behavior, 69 (2), s. 331-345.
  • Gerstner, C.R. ve Day, D.V. (1997). "Meta-Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues", Journal of Applied Psychology, 82(6), p. 827-844.
  • Goodman, S. A. ve Svyantek, D. J. (1999). “Person-organization fit and contextual performance: Do shared values matter?”, Journal of Vocational Behavior, Vol.55.
  • Graen, G. B., Liden, R. C. ve Hoel, W. (1982). “Role of Leadership in The Employee Withdrawal Process”, Journal of Applied Psychology, 67(6), ss.868-872.
  • Graen, G. B., ve 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. Leadership Quarterly, 6(2), 219–247.
  • Graen, G.B. ve Cashman, J.F. (1975). "A Role-Making Model of Leadership in Formal Organizations: A Developmental Approach", Kent: Kent State University Press, p. 143–165.
  • Greenberg, J. ve Barron, R. (2000). Behaviour in Organizations. Prentice Hall, New Jersey.
  • Greiman B.C. (2009) “Transformational Agricultural Education: A Synthesis Of The Literature”, University of Minnesota Journal of Agricultural Education, 50(4): 50 – 62.
  • Hartog, D. N. ve M. J. Van. (1997). “Transactional Versus Transformational Leadership: An Analysis of The MLQ”, Journal of Occupational and Organizational Psychology, Vol. 70, No. 1, 18-32.
  • Hartog, D., Deanne N., House, R. J., Hanges, P. J., Ruiz-Quintanilla, S. A. ve Dorfman, P. W. (1999). Culture Spesific and Cross-Culturally Generalizable Implicit Leadership Theories: Are Attributes of Charismatic / Transformational Leadership Universally Endorsed?. Leadership Quarterly, 10 (2): 219-257.
  • Henderson, D. J., Liden, R. C., Glibkowski, B. C., ve Chaudhry, A. (2009). LMX differentiation: A multilevel review and examination of its antecedents and outcomes. The Leadership Quarterly, 20, 517-534.
  • Herold, David M. (1977). Two-Way Influence Processes in Leader-Follower Dyads, The Academy of Management Journal, Vol.20, No.2,224-237.
  • Hinkin, T. R. ve Tracey, J. B. (1999). The Relevance of Charisma For Transformational Leadership In Stable Organization. Journal of Organization Change Management, 12 (2): 105-119.
  • Hogan, R., ve Shelton, D. (1998). A socioanalytic perspective on job performance. Human Performance, 11, 129−144.
  • Hunton, J. E. ve Norman, C. S., (2010). “The impact of alternative telework arrangements on organizational commitment: insights from a longitudinal field experiment”, Journal Of Information Systems, Vol. 24, No.1, 67-90.
  • Ismail, A., Mohamed, H.B., Sulaiman, A.Z., Mohamed, M.H. ve Yusuf, M.H. (2011). “An empirical study of the relationship between transformational leadership, empowerment and organizational commitment”, Business and Economics Research Journal, Vol. 2 No. 1, 89-107.
  • Jabnoun, N. ve Rasasi, A. J. A. (2005). Transformational Leadership and Service Quality in UAE Hospitals. Managing Service Quality, 15 (1): 70-81.
  • Janssen, O. ve W. V. Yperen (2004). Employees’ Goal Orientations, The Quality of Leader-Member Exchange, and The Outcomes of Job Performance and Job Satisfaction, Academy of Management Journal, Vol.47, No.3, 368-384.
  • Joo, B.K. (2010). “Organizational commitment for knowledge workers: The roles of perceived organizational learning culture, leader-member exchange quality, and turnover intention”, Human Resources Development Quarterly, Vol. 21 No. 1, 69-85.
  • Kanter, R. M. (1993). Men and Women of the Coorporation. New York: Basic Books.
  • Kashefi, M. A., Adel, R. M., Abad, H. R. G., Aliklayeh, M. B. H., Moghaddam, H. K. ve Nadimi, G., (2013). “Organizational commitment and its effects on organizational performance”, Institute of Interdisciplinary Business Research, Vol. 4, No.12, 501-510.
  • Kelloway, E. K., Barling, J. K., Elizabeth, C. J. ve Gatlen, B. (2003). Remote Transformational Leadership. Leadership & Organization Development Journal. 24 (3): 163-171.
  • Ketchland, A. (1998). The Existence Of Multiple Measures Of Organizational Commitment and Experience-Related Differences in A Public Accounting Setting, Behavioral Research in Accounting, 10, s. 112-115.
  • Kim, S., (2004). “Individual-level factors and organizational performance in government organizations”, Journal of Public Administration Research and Theory, Vol. 15, No.2, 245-261.
  • Kirkman, B. L. ve Rosen, B. (1999). “Beyond Self-Management: Antecedents and Consequences of Team Empowerment”, Academy of Management Journal, 42(1), s. 58–74.
  • Kreitner, R. ve Kinicki, A. (2001). Organizational Behavior, New York: McGraw Hill.
  • Krishnan, V. R. (2004). “Impact of transformational leadership on followers' influence strategies”, Leadership and Organization Development Journal, 25(1), ss.58-72.
  • Krishnan, V. R. (2005). “Leader-Member Exchange, Transformational Leadership, and Value System”, Electronic Journal of Business Ethics and Organization Studies, 10(1), ss.14-21.
  • Krishnan, V. R. (2009). Transformational Leadership and Outcomes: Role of Relationship Duration. Leadership & Organization Development Journal, 26 (6): 442-457.
  • Kuokkanen, L., Leino-Kilpi, H. ve Katajisto, J. (2003). Nurse Empowerment, Job-Related Satiffaction, and Organizational Commitment, Journal of Nursing Care Quality, Vol. 18, No 3, September-July.
  • Landy, F. J., ve Farr, J. L., (1983). The Measurement of Work Performance, Orlando, Fl: Academic Pres.
  • Lang, J. W. B., Zettler, I., Ewen, C., ve Hülsheger, U. (2012). Implicit motives, explicit traits, and task and contextual performance at work. Journal of Applied Psychology, 97, 1201-1217.
  • Laschinger, H. K. S., Finegan, J. E., Shamian, J. ve Wilk, P. (2004). A Longitudinal Analysis Of The Impact Of Workplace Empowerment On Work Satisfaction. Journal Of Organizational Behavior, 25, 4, s. 527-545.
  • Leung, M.; Chen, D. ve Yu, J., (2008). “Demystifying moderate variables of the interrelationships among affective commitment, job performance, and job satisfaction of construction professionals”, Journal Of Construction Engineering And Management, December, 963-971.
  • Liao, S., Hu, D. ve Chung, H. (2009). “The relationship between leader-member relations, job satisfaction and organizational commitment in international tourist hotels in Taiwan”, The International Journal of Human Resource Management, Vol. 20 No. 8, 1810-1826.
  • Liden, R. ve Graen, G. (1980). “Generalizability of the Vertical Dyad Linkage Model of Leadership”, Academy of Management Journal, 23 ( 3), ss. 451- 465.
  • Liden, Robert C. ve Maslyn, John M. (1998). “Multidimensionality of Leader-Member Exchange: An Empirical Assessment Through Scale Development”, Journal of Management, 24 (1), ss. 43-72.
  • Lievens, F. Conway J. M. ve De Corte, W. (2008). The relative ımportance of task, citizenship and counterproductive performance to job performance ratings: do rater source and team-based culture matter?, Journal Of Occupational And Organizational Psychology, 81, 11–27.
  • Lo, M. C., Ramayah, T., Win, H. W. ve Songan, P. (2010). The relationship between leadership styles and organizational commitment in Malaysia: Role of leadermember exchange, Asia Pacific Business Review, Vol. 16, No. 1-2, s. 79-103.
  • Loi, R., Hang-Yue, N. ve Foley, S. (2006). “Linking Employees’ Justice Perceptions to Organizational Commitment and Intention To Leave: The Mediating Role of Perceived Organizational Support”. Journal of Occupational and Organizational Psychology, 79:101–120.
  • Maslyn, J. M. ve Uhl-Bien, M. (2001). “Leader-Member Exchange and Its Dimensions: Effects of Self-Effort and Other’s Effort on Relationship Quality”, Journal of Applied Psychology, 86 (4), ss. 697-708.
  • McShane, S.L. ve Von Glinow, M.A. (2009). Organizational Behavior, New York: McGraw Hill Edition.
  • Meyer, J. P. ve Allen, N. J. (1991). A Three-Component Conceptualization of Organizational Commitment, Human Resource Management Review, 1(1), s. 61-89.
  • Meyer, J. P. ve Allen, N. J. (1997). Commitment in the Workplace Theory Research and Application, Sage Publications, California.
  • Meyer, John P., Stanley, David J., Herscovitch, Lynne, Topolnytsky, Laryssa (2002). “Affective, Continuence, and Normative Commitment to the Organization: A Meta-Analysis of Antecedents, Corralates, and Consequences”. Journal of Vocational Behavior 61: 20-52.
  • Motowidlo, S. J., (2003). Job Performance. Inw. Borman, Ilgen, D. ve Klimoski, R. (Der.), Handbook of Psychology: Industrial and Organizational Psychology, 12,Hoboken, Nj: John Wiley and Sons.
  • Mowday, R. T., Porter, L. W. Ve Steers, R. M. (1979). The Measurement of Organizational Commitment, Journal of Vocational Behavior, C. 14, s. 224-247.
  • Murphy, K. R. ve J. N. Cleveland; 1995). Understanding Performance Appraisal, Social, Organizational and Goal Based Perspectives, Sage Pub. London.
  • Nijhof, W. J., De Margrie, M. J. ve Beukhof, G. (1998). Employee Commitment İn Changing Organizations: An Exploration, Journal of European Industrial Training, 22 (6), 243-248.
  • Northouse, P.G. (2001). Leadership Theory and Practice. Thousand Oaks, California: Sage, 118.
  • Obeng, K. ve Ugboro, I. (2003). Organizational commitment among public transit employees: an assessment study, Journal of the Transportation Research Forum, Vol. 57, No. 2, s. 83-98.
  • Omar, Z., Zainal, A., Omar, F., ve Khairudin, R. (2009). The influence of leadership behaviour on organisational citizenship behaviour in selfmanaged work teams in Malaysia. SA Journal of Human Resource Management, 7(1).
  • Owen, H., Hodgson, V. ve Gazzard, N., (2004). The leadership Manual: Your complete practical guide for effective leadership. Great Britain: Biddles.
  • Palmer, B., Walls, M., Burgess, Z. ve Stough, C. (2001). “Emotional intelligence and effective leadership”, Leadership and Organization Development Journal, 22(1), ss.5-10.
  • Phillips, A. S. ve Bedeian, A. G., (1994). “Leader-Follower Exchange Quality: The Role of Personal and Interpersonal Attributes”, Academy of Management Journal, 37 (4), 990-1001.
  • Pillai, R., Schrıesheım C.A., Wıllıams E.S. (1999). “Fairness Perceptions And Trust As Mediators For Transformational And Transactional Leadership: A Two-Sample Study”, Journal Of Management, 25 (6), ss.897-933.
  • Popper, M., Mayseless O. ve Castelnovo O. (2000). "Transformational Leadership and Attachment", Leadership Quarterly, Summer 2000, Vol.11, Issue 2, Academic Search Elite, 22.11.2001, s.1/15.
  • Ramachandran, S. ve Krishnan, V.R. (2009). “Effect of transformational leadership on follower’s affective and normative commitment: Culture as moderator”, Great Lakes Herald, Vol. 3 No. 1, 23-38.
  • Rhoades, L., ve Eisenberger, R. (2002). “Perceived Organizational Support: A Review of The Literature”. Journal of Applied Psychology, 87:698–714.
  • Riaz, T., Akram, M.U. ve Ijaz, H. (2011). “Impact of transformational leadership style on affective employees’ commitment: An empirical study of banking sector in Islamabad (Pakistan)”, The Journal of Commerce, Vol. 3 No. 1, 43-51.
  • Roca-Puig, V., Beltran-Martin, I., Escrig-Tena, A. B. ve Bou-Llusar, J. C. (2007). “Organizational commitment to employees and organizational performance”, Personnel Review, Vol. 36, No.6, 867-886.
  • Rowden, R. W. (2000). The Relationship Between Charismatic Leadership Behaviors and Organizational Commitment, Leadership Organizational Development Journal, 21(1), s. 30-35.
  • Scott, S. G., ve Bruce, R. A. (1994). "Determinants of Innovative Behavior: A Path Model of Individual Innovation in The Workplace", Academy of Management Journal, 37(3), p. 580–607.
  • Scott, S., ve Bruce, R. (1994). “The İnfluence Of Leadership, İndividual Attributes, And Climate On İnnovative Behavior: A Model Of İndividual İnnovation İn The Workplace”, Academy Of Management Journal, 37, 580-607.
  • Sekaran, U. (1992). Research Methods For Business, Canada: John Wiley ve Sons, Inc.
  • Shah, T.A., Nisar, M., Rehman, K. ve Rehman, I. (2011). “Influence of transformational leadership on employees outcomes: Mediating role of empowerment”, African Journal of Business Management, Vol. 5 No.21, 8558-8566.
  • Shiva, M. ve Suar, D. (2010). “Leadership, LMX, Commitment and NGO effectiveness: Transformational leadership, leader-member exchange, organizational commitment, organizational effectiveness and programme outcomes in nongovernmental organizations”, International Journal of Rural Management, Vol. 6 No. 1, 117–150.
  • Shore, L. M. ve Martin, H. J. (1989). Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions, Human Relations, 7.
  • Sigler, T. H. ve Pearson, C. M. (2000). “Creating An Empowering Culture: Examining The Relationship Between Organizational Culture and Perceptions of Empowerment”, Journal of Quality Management, 5, s. 27–52.
  • Smith, Brien N., Ray V. Montagno ve Tatiana N. Kuzmenko (2004). “Transformational and Servant Leadership: Content and Contextual Comparisons”, Journal of Leadership & Organizational Studies, 10(4): 80–91.
  • Smith, Mike ve Cooper Cary; 1994; “Leadership and Stress”, Leadership & Organization Development Journal, 15(2), pp. 3-7.
  • Sonnentag, S. ve Frese, M. (2002). Performance Concepts and Performance Theory. In S. Sonnentag (Ed.) Psychological Management of Individual Performance, John Wiley ve Sons, Ltd. s. 4-25.
  • Sosik J.J., Potosky D., Junk D.I., “ Adaptive Self-Regulation: Meeting Others’ Expectations of Leadership and Performance”, The Journal of social psycology, 2002, 142(2), 211-232.
  • Sparrowe, R. T., ve Liden, R. C. (1997). Process and structure in leadermember exchange. Academy of Management Review, 22, 522–552.
  • Spoelstra, S. (2009). Transformational leadership: Scientific concept or management concept. The Academy of Management Proceedings, 2009.
  • Srithongrung, A. (2011). “The causal relationships among transformational leadership, organizational commitment, and employee effectiveness”, International Journal of Public Administration, Vol. 34 No. 6, 376-388.
  • Stahl, M.J., Mc Nichols, C.W., ve Manley, T.R. (1979). Cosmopolitan- local orientations as predictors of scientific productivity, organizational productivity and job satisfaction for scientists and engineers. IEEE Transactions on Engineering Management. EM-26(2), 39-43.
  • Steers, M. R. (1977). Antecedents and Outcomes of Organizational Commitment, Administrative Science Quarterly, 22, s. 46-56.
  • Stone, G., Russel, R. F. ve Patterson, K. (2004). “Transformational Versus Servant Leadership: A Difference in Leader Focus”, The Leadership and Organizational Development Journal, Vol: 25, No:4, s. 349-361.
  • Suliman, A. M., Iles, P. A. (2000). The Multi-Dimensional Nature of Organizational Commitment in a Non-Western Context, Journal of Management Development, Vol: 19, No: 1, s. 71-82.
  • Swaıles, S. (2002). Organizational commitment: a critique of the construct and measures, International Journal of Management Reviews, Vol. 4, Iss. 2, 155-178.
  • Tayyah, S. ve Tariq, N. (2001). Development of an Indigenous Organizational Commitment Questionnaire, Pakistan Journal of Psychological Research, ProQuest Psychology Journals, 16, s. 31-44.
  • Tierney P, Farmer, S.M. ve Graen, G.B. (1999). “An Examination of Leadership and Employee Creativity: The Relevance of Traits and Relationships”, Personnel Psychology, 52:591–620.
  • Tims, M., Bakker, A.B. ve Xanthopoulou, D. (2011). “Do transformational leaders enhance their followers’ daily work engagement?”, The Leadership Quarterly, Vol. 22, 121-131.
  • Truckenbrodt, Y. (2000). The relationship between leader-member exchange and commitment and organizational citizenhip behavior (Yayımlanmamış Doktora Tezi). Nova Southern University, Fort Lauderdale-Davie, FL, USA.
  • Tse, H.M. ve Lam, W. (2008). “Transformational leadership and turnover: The role of LMX and organizational commitment”, Academy of Management Proceedings, 1-6.
  • W. J. Nijhof, M. J. De Margrie, G. Beukhof, Employee Commitment İn Changing Organizations: An Exploration, Journal of European Industrial Training, 22 (6), 243-248 (1998).
  • Waldman, D. A., Bass B. B. ve Eınsteın W. O.; (1987). “Leadership and Outcomes of Performance Appraisal Processes”, Journal of Occupational Psychology, 60, pp. 177-186.
  • Walumbwa, F. A., Avolıo B., J. ve Weichun Z. (2008). “How Transformational Leadership Weaves Its Influence on Indıvıdual Job Performance: The Rol of Identification and Efficacy Beliefs”, Personnel Psychology, 61, pp. 793-825.
  • Wang, H., Law, K. S., Hackett, R. D., Wang, D., ve Chen, Z. X. (2005). Leader-member exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behavior. Academy of Management Journal, 48, 420–432.
  • Wang, P. ve Walumbwa, F.O. (2007). “Family-friendly programs, organizational commitment, and work withdrawal: The moderating role of transformational leadership”, Personnel Psychology, Vol. 60, 397-427.
  • Wiener, Y. ve Wardi, Y., (1980). Relationships Between Job, Organization, and Career Commitments and Work Outcomes: an Integrative Approach, Organizational Behavior and Human Performance, 26 (1), 81-96.
  • Wiener, Y., (1982). Commitment in Organizations: A Normative View, Academy of Management Review, Vol:7, No:3, 418-428.
  • Yammarino, F. ve Dubinsky, A. J. (1994). "Transformational Leadership Theory: Using Levels of Analysis to Determine Boundary Conditions", Personnel Psychology, 47, s.787-811.
  • Yavuz, E. (2009). “İşgörenlerin dönüşümcü liderlik ve örgütsel bağlılık ile ilgili tutumlarına yönelik bir araştırma”. İşletme Araştırmaları Dergisi, Cilt. 1 Sayı. 2, 51-69.
  • Yıldırım, M. H. ve Demirel, Y. (2009). Örgütsel Güven ile Örgütsel Bağlılık Arasındaki İlişkinin İncelenmesi: Otomotiv Yan Sanayi Çalışanlarına Yönelik Bir Araştırma, 17. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 21-23 Mayıs, Eskişehir: Eskişehir Osmangazi Üniversitesi, s. 585-589.
  • Yousef, D. A. (2003). Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non-western country, Journal of Managerial Psychology, Vol. 15, No. 1, 6-28.
  • Yozgat, U. ve Şişman, A. F. (2007). Yeniden Yapılanma Süreci ve Bunun Çalışanların İş Tatmini ve Örgüte Bağlılıkları Üzerindeki Etkisi Bir Kamu Kurumunda Araştırma, 15. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 25-27 Mayıs, Sakarya: Sakarya Üniversitesi, s. 745-752.
  • Yukl, G. (1999). An Evaulation of Conseptual Weakness in Transformational and Charismatic Leadership Theories. Leadership Quarterly, 10 (2): 285-305.
  • Yukl, G. (2002). Leadership in Organizations, NJ: Prentice-Hall, Upper Saddle River.
  • Zacharatos, A., Barling J. ve E. Kelloway K. (2000). "Development and Effects of Transformational Leadership in Adolescents", Leadership Quarterly, Summer 2000, Vol.11, Issue 2, Academic Search Elite, 22.11.2001, s. 1/12.
There are 155 citations in total.

Details

Primary Language Turkish
Journal Section Makaleler
Authors

Abdullah Çalışkan 0000-0001-5746-8550

Publication Date June 21, 2018
Acceptance Date June 5, 2018
Published in Issue Year 2018 Volume: 5 Issue: 8

Cite

APA Çalışkan, A. (2018). Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, 5(8), 104-140.
AMA Çalışkan A. Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. June 2018;5(8):104-140.
Chicago Çalışkan, Abdullah. “Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5, no. 8 (June 2018): 104-40.
EndNote Çalışkan A (June 1, 2018) Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5 8 104–140.
IEEE A. Çalışkan, “Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü”, Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, vol. 5, no. 8, pp. 104–140, 2018.
ISNAD Çalışkan, Abdullah. “Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5/8 (June 2018), 104-140.
JAMA Çalışkan A. Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. 2018;5:104–140.
MLA Çalışkan, Abdullah. “Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, vol. 5, no. 8, 2018, pp. 104-40.
Vancouver Çalışkan A. Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. 2018;5(8):104-40.
 Download Cover Image