Psikolojik Güçlendirme ve İş Tatmini Etkileşiminde Lider-üye Etkileşiminin (LMX) Aracı Rolü

Abstract

Güçlendirme, temelde bireyin kendini etkin hissetme deneyiminin motivasyonel bir sürecidir Güçlendirmek, bireylerin kendi kişisel etkileri veya kendi tercihleri üzerinde seçim yapmaları için güç vermektir. Güçlendirme, insanların işleriyle ilgili olarak kendileri hakkındaki algılarıyla yakından ilgilidir. Güçlendirme, çünkü güçlendirme tutarlı veya kalıcı bir kişilik özelliği değil, bir dizi biliştir. çalışma ortamları tarafından şekillendirilir. Çalışanları güçlendirmek, çalışan memnuniyetini, bağlılığını, performansını ve hizmet sunumunu etkiler (Safari vd., 2011) İş doyumu, örgüt psikolojisi ve insan kaynakları yönetiminde en sık araştırılan kavramlardan biridir. Örgütler, çalışanların iş doyum düzeylerini arttırmaya odaklanır; çünkü çalışan verimliliğinin iş doyumuyla doğrudan ilişkili olduğuna ve bunun çeşitli olanaklarla desteklenebileceğine inanırlar (Kohli & Sharma, 2022) Lider-üye etkileşimi teorisi bağlamında örgüt içinde liderlerin sahip oldukları kaynak, zaman ya da gücün sınırlı olması gibi nedenlerle astlarının tümüne aynı liderlik tarzını uygulamamaktadırlar. İç-gruptaki işgören ve lider arasında daha yakın ve özel bir çalışma ilişkisi kurulmakta buna bağlı olarak da lider iç-gruptaki astlarına, resmi iş sözleşmesinin dışında sosyal destek ve kaynak imkanı sağlamaktadır. Bu tür ilişkinin astlara daha fazla saygı, hoşlanma, karşılıklı destek, etkileşim olanağı, karşılıklı güven, daha fazla sorumlulukla birlikte örgüt olanaklarından fazla yararlanma gibi pek çok olumlu etkisi bulunmaktadır (Pucetaite & Novelskaite, 2014) Bununla birlikte dış grupta yer alan iş görenlerle lider arasındaki ilişkiler ise, tanımlanmış rol ilişkileri, daha düşük güven, sınırlı etkileşim, düşük destekle birlikte ve daha az ödül ile sembolize edilebilir (Dienesch & Liden, 1986) Gerstner ve Day’in (1997) gerçekleştirdiği meta analiz sonucunda yüksek kaliteli bir etkileşimin astların performansının yükselmesi, işten ayrılma oranlarının azalması ve işten duyulan tatminin artması gibi olumlu sonuçları bulunduğunu belirtmektedir (Lloyd vd., 2015) Bu bağlamda çalışma psikolojik güçlendirme algısının iş tatminine etkisinde LMX’in aracılık etkisi araştırılmaktadır.

Keywords

• : Psikolojik Güçlendirme
• İş Tatmini
• Lider-Üye Etkileşimi.

The Mediating Role of Leader-Member Exchange (LMX) in the Interaction Between Psychological Empowerment and Job Satisfaction

Abstract

Empowerment is basically a motivational process of an individual's experience of feeling effective Empowerment is giving individuals the power to make choices on their own personal influences or their own preferences. Empowerment is closely related to people's perceptions of themselves in relation to their jobs. Empowerment, because empowerment is not a consistent or permanent personality trait, but a set of cognitions. shaped by work environments. Empowering employees affects employee satisfaction, commitment, performance, and service delivery (Safari vd., 2011) Job satisfaction is one of the most frequently researched concepts in organizational psychology and human resource management. Organizations focus on increasing the job satisfaction levels of employees because they believe that employee productivity is directly related to job satisfaction and that this can be supported by various opportunities (Kohli & Sharma, 2022) In the context of the theory of leader-member exchange, leaders within the organization do not apply the same leadership style to all of their subordinates due to reasons such as limited resources, time or power. A closer and more special working relationship is established between the employee and the leader in the in-group, and accordingly, the leader provides social support and resources to the subordinates in the in-group outside of the official employment contract. This type of relationship has many positive effects on the subordinates, such as more respect, liking, mutual support, interaction opportunities, mutual trust, more responsibility and more use of organizational opportunities (Pucetaite & Novelskaite, 2014) However, the relationships between the leader and the employees in the outgroup can be symbolized by defined role relationships, lower trust, limited interaction, low support, and fewer rewards (Dienesch & Liden, 1986). As a result of the meta-analysis conducted by Gerstner and Day (1997), it is stated that a high-quality interaction has positive results such as increased subordinate performance, decreased turnover rates, and increased job satisfaction (Lloyd vd., 2015). In this context, the study investigates the mediating effect of LMX on the effect of psychological empowerment perception on job satisfaction.

Keywords

• Psychological Empowerment
• Job Satisfaction
• Leader-Member Exchange.

References

1. Al-Hajri, K. M. A., & Mishael Obeidat, A. (2019). The impact psychological empowerment in achieving job satisfaction at the Police College, Qatar. International Journal of Business and Management, 14(9). https://doi.org/10.5539/ijbm.v14n9p1
2. Antony, J., & Sujatha, S. (2021). Does structural empowerment impact on job satisfaction via psychological empowerment? A mediation analysis. Global Management Review, 10(1), 23.
3. Balcı, A. (2011). Sosyal bilimlerde araştırma yöntem, teknik ve ilkeler. PegemA.
4. Barnes, K. J. (2006). The relationship between perceived organization structure and perceived technology and individual psychological and group empowerment (Publication Number 3228083) [Ph.D., State University of New York at Albany]. ProQuest Dissertations & Theses Global. United States -- New York. https://www.proquest.com/dissertations-theses/relationship-between-perceived-organization/docview/304944391/se-2?accountid=86210
5. Baycan, A.F. (1985). Analysis of several affects of job satisfaction between different occupational groups. Yayınlanmamış yüksek lisans tezi, Boğaziçi Üniversitesi Sosyal Bilimler Enstitüsü.
6. Bitmis, M. G., & Ergeneli, A. (2011, Jun 30-Jul 02). Contingency approach to strategic management: a test of the mediating effect of leader member exchange on the relationship between psychological empowerment and job satisfaction in 21st century workplace. Procedia Social and Behavioral Sciences. 7th International Strategic Management Conference, Paris, France.
7. Bitmiş, M. G., & Ergeneli, A. (2011). Contingency approach to strategic management: a test of the mediating effect of leader member exchange on the relationship between psychological empowerment and job satisfaction in 21st century workplace. Procedia - Social and Behavioral Sciences, 24, 1143-1153. https://doi.org/https://doi.org/10.1016/j.sbspro.2011.09.081
8. Bolat, İ. (2011). The relationship between leader member exchange and burnout. ISGUC The Journal of Industrial Relations and Human Resources, 13(2), 0-0.

9. Chung, C. E. E. (2011). Job stress, mentoring, psychological empowerment, and job satisfaction among nursing faculty (Publication Number 3498175) [Ph.D., University of Nevada, Las Vegas]. ProQuest Dissertations & Theses Global. United States -- Nevada. https://www.proquest.com/dissertations-theses/job-stress-mentoring-psychological-empowerment/docview/926193794/se-2?accountid=86210
10. Collins, M. D. (2007). Understanding the relationships between leader -member exchange (LMX), psychological empowerment, job satisfaction, and turnover intent in a limited -service restaurant environment (Publication Number 3260704) [Ph.D., The Ohio State University]. ProQuest Dissertations & Theses Global. United States -- Ohio. https://www.proquest.com/dissertations-theses/understanding-relationships-between-leader-member/docview/304833648/se-2?accountid=86210
11. Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: a critique and further development. Academy of Management Review, 11, 618-634.
12. Gregory, B. T., Albritton, M. D., & Osmonbekov, T. (2010). The mediating role of psychological empowerment on the relationships between p–o fit, job satisfaction, and in-role performance. Journal of Business and Psychology, 25(4), 639-647. https://doi.org/10.1007/s10869-010-9156-7
13. George, D., & Mallery, M. (2010). SPSS for windows step by step: a simple guide and reference (10 ed.) Pearson.
14. Hancer, M. (2001). An analysis of psychological empowerment and job satisfaction for restaurant employees (Publication Number 3011067) [Ph.D., The Ohio State University]. ProQuest Dissertations & Theses Global. United States -- Ohio. https://www.proquest.com/dissertations-theses/analysis-psychological-empowerment-job/docview/304720205/se-2?accountid=86210
15. Kırpık, G. (2020). Örgütsel davranış çalışmalarında yeni kavramlar: Google Akademik (2019) ve Sci (2020) veri tabanlarına yönelik sistematik literatür taraması. M. Avcı - E. Kara (Ed.), Örgütsel Davranış Üzerine Güncel Çalışmalar içinde (ss. 13-51). Hiperyayın.
16. Kohli, A., & Sharma, A. (2022). An analysis of employee empowerment and job satisfaction:A Review. Management Dynamics, 17(1), 13-23. https://doi.org/10.57198/2583-4932.1059
17. Lloyd, K. J., Boer, D., & Voelpel, S. C. (2015). From listening to leading: toward an understanding of supervisor listening within the framework of leader-member exchange theory. International Journal of Business Communication, 54(4), 431-451. https://doi.org/10.1177/2329488415572778
18. Özdamar, K (2003). Modern bilimsel araştırma yöntemleri. Kaan Kitabevi.
19. Pucetaite, R., & Novelskaite, A. (2014). The mediating effect of organizational trust in the relationship between leader member exchange and organizational innovativeness. Economics and Management, 19(2). https://doi.org/10.5755/j01.em.19.2.8356
20. Safari, K., Haghighi, A. S., Rastegar, A., & Jamshidi, A. (2011). The relationship between psychological empowerment and organizational learning. Procedia - Social and Behavioral Sciences, 30, 1147-1152. https://doi.org/10.1016/j.sbspro.2011.10.224
21. Smith-King, E. J. (2012). Psychological empowerment and its influence on nurse faculty job satisfaction (Publication Number 3555106) [Ph.D., North Carolina Agricultural and Technical State University]. ProQuest Dissertations & Theses Global. United States -- North Carolina. https://www.proquest.com/dissertations-theses/psychological-empowerment-influence-on-nurse/docview/1318673176/se-2?accountid=86210
22. Spreitzer, G. M., Kizilos, M. A., & Nason, S. W. (1997). A dimensional analysis of the relationship between psychological empowerment and effectiveness satisfaction, and strain. Journal of Management, 23(5), 679-704. https://doi.org/10.1177/014920639702300504
23. Varma, A., & Malhotra, G. (2020). Psychological empowerment and job satisfaction of accountants: the mediating effect of task performance. International Journal of Organizational Analysis, 30(4), 933-950. https://doi.org/10.1108/ijoa-08-2020-2360