Örgütsel Sadakat ve Lider-Üye Etkileşiminin Çalışanların Bireysel İş Performansları Üzerindeki Etkileri

Year 2021, Volume: 10 Issue: 2, 1518 - 1538, 30.06.2021

Mehmet Biçer

https://doi.org/10.15869/itobiad.857071

Cited By: 6

Abstract

Nicel araştırma modeli kapsamında gerçekleştirilen bu çalışmada örgütsel sadakat ve lider-üye etkileşim (LÜE) kavramlarının bireysel iş performansı üzerindeki etkileri incelenmiştir. Bu bağlamda; çalışmanın temel amacı, çalışanların bireysel iş performansları üzerinde örgütsel sadakat düzeyleri mi, yoksa lider-üye etkileşiminden kaynaklanan ilişkinin düzeyi mi daha çok etkilidir sorusuna cevap aramaktır. Araştırma modeli kapsamındaki bağımsız değişkenler (örgütsel sadakat ve lider-üye etkileşimi) ve bağımlı değişken (iş performansı) arasındaki ilişkiler gıda ve perakende sektörlerinde çalışan 288 katılımcıya ait verilerin korelasyon ve regresyon analizleri ile test edilmiştir. Veriler, kolayda örnekleme ve anket tekniği kullanılarak Hatay ilinde faaliyet gösteren, zincir market çalışanları ve ulusal gıda firmalarının satış ve idari personellerinden elde edilmiştir. Korelasyon analizi sonuçları, lider-üye etkileşiminin tüm alt boyutlarının ve örgütsel sadakatin, bireysel iş performansı ile istatistiksel olarak pozitif yönlü ve anlamlı ilişkilere sahip olduklarını göstermiştir. Basit ve çoklu regresyon analizleri ise örgütsel sadakatin ve LÜE bileşenlerinin (etki, sadakat, katkı, profesyonel saygı) çalışanların bireysel iş performansları üzerinde anlamlı ve olumlu etkilere sahip olduklarını ortaya koymuştur. Ayrıca, etki boyutunun iş performansı üzerinde diğer bileşenlerine göre daha fazla olumlu bir etkiye sahip olduğu görülmüştür. Regresyon analizleri kapsamında çalışmanın temel araştırma sorusuna yönelik en önemli bulgu, bireysel iş performansı üzerinde örgütsel sadakatin lider-üye etkileşiminden daha fazla olumlu etkilere sahip olmasıdır. Bulgular, perakende sektörü ve zincir market çalışanlarının bireysel iş performanslarına, örgütsel sadakat düzeylerinin liderleri ile olan ilişkinin düzeyinden daha çok katkı sağladığını ortaya koymuştur. Yöneticisi ile arasındaki olumlu etkileşimler çalışanı mutlu edip iş performansını artırıyor olsa da, koşullar ne olursa olsun örgütüne sadık çalışanın daha yüksek bir iş performansı sağlayacağı gerçeği dikkate alınması gerekmektedir.
Anahtar Kelimeler: Örgütsel Sadakat, Lider-Üye Etkileşimi, Bireysel İş Performansı, Zincir Marketler, Perakende Sektörü

Keywords

Örgütsel Sadakat, Lider-Üye Etkileşimi, Bireysel İş Performansı, Zincir Marketler, Perakende Sektörü

Örgütsel Sadakat, Lider-Üye Etkileşimi, Bireysel İş Performansı, Zincir Marketler, Perakende Sektörü

Abstract

The effects of organizational loyalty and leader-member exchange (LMX) concepts on individual job performance were examined in this study carried out within the scope of quantitative research model. The main purpose of the study is to seek an answer to the question of whether the level of organizational loyalty or the level of the relationship resulting from leader-member exchange is more effective on individual job performance. The relationships between organizational loyalty, leader-member exchange and job performance within the scope of the research model were tested by correlation and regression analysis of the data of 288 participants working in the food and retail industries. The data were obtained from chain market employees, sales and administrative staff of national food companies operating in the province of Hatay using the simple sampling and survey technique. Correlation analysis results showed that all components of leader-member exchange and organizational loyalty have statistically positive and significant relationships with individual job performance. Simple and multiple regression analyzes revealed that organizational loyalty and all components of LMX (affect, loyalty, contributions, professional respect) have significant and positive effects on job performance. In addition, it has been observed that the affect has a more positive effect job performance than the other components. Within the scope of regression analysis, the most important finding regarding the main research query of the study is that organizational loyalty has more positive effects on individual job performance than leader-member exchange. The findings reveal that the level of organizational loyalty contributes more to the individual job performance of retail sector and chain market employees than the level of their relationship with their leaders. Although positive interactions with the manager make the employee happy and increase the job performance, the fact that the employee loyalty to the organization will provide a higher job performance should be taken into account regardless of the conditions.

Keywords

Organizational Loyalty, Leader-Member Exchange, Individual Job Performance, Chain Markets, Retail Sector

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