Otantik Liderlik Davranışının Örgütsel Etik İklim Üzerine Yansımaları: Kantitatif Bir Çalışma

Year 2019, Volume: 12 Issue: 2, 160 - 182, 29.04.2019

Hüseyin Yılmaz

https://doi.org/10.25287/ohuiibf.452985

Cited By: 3

Abstract

Bu araştırmanın temel amacı, son dönemde daha fazla ilgiyi üzerinde toplayan liderlik davranışlarından otantik liderliğin örgütsel etik iklim üzerine etkilerinin çimento sektörü kapsamında incelenmesidir. Araştırma değişkenleri olarak belirlenmiş olan otantik liderlik ve örgütsel etik iklim kavramları, örgütsel uygulamalarda sonuç verici etkili bileşenler olarak karşımıza çıkmaktadır. Çalışmada kantitatif araştırma yöntemi kullanılarak ilişkisel tarama modeline başvurulmuştur. Çalışmada Walumbwa ve arkadaşlarının (2008) geliştirdiği otantik liderlik ölçeği ile Victor ve Cullen (1998) tarafından tasarlanmış olan etik iklim ölçeğinden faydalanılmıştır. Araştırmanın evrenini, Türkiye’de çimento sektöründe faaliyet gösteren işletmeler oluşturmaktadır. Bu kapsamda İzmir ilinde faaliyetlerini devam ettiren, sektöründe üretimden satışlara önde gelen büyük firmalar arasında yer alan ve bünyesinde 912 kişiyi istihdam eden bir çimento fabrikası çalışanlarına anket uygulaması gerçekleştirilmiştir. Araştırma verilerinin analizi sürecinde toplam 131 anket değerlendirmeye alınmıştır. Araştırmanın amacı doğrultusunda yapılan analizler sonucunda; Otantik liderliğin etik iklimi %1 anlamlılık düzeyinde olumlu yönde ve güçlü bir şekilde etkilediği (β=0,396, p<.001) tespit edilmiştir. Ayrıca, araştırma değişkenlerinin alt boyutları arasındaki ilişkiler de analiz edilmiş ve otantik liderliğin alt boyutları ile etik iklimin alt boyutları arasında anlamlı ilişkiler olduğu tespit edilmiştir. Araştırma otantik liderliğin inançlı davranışları ve etik konusundaki politikaları ile örgütlerin başta etik konularda yüksek performans sergilemeleri olmak üzere, toplumun sosyal sorumlulukla ilgili beklentilerini karşılamalarında etkili olabileceğini de ortaya koymaktadır.

Keywords

İlişkisel Tarama, Operasyonel Değişkenler, Otantik Liderlik, Etik İklim

Reflection on Organizational Ethical Climate of Authentic Leadership Behavior: A Quantitative Study

Abstract

The main purpose of this research
is to examine within the cement sector of the effects on the organizational
ethical climate of the authentic leadership of the leadership behaviors, which
have recently attracted more attention. The concepts of authentic leadership
and organizational ethical climate, which are determined as research variables,
are antagonistic as effective components in organizational applications. In
this study, by using quantitative research was used method Relational screening
model. The
study utilized the authentic leadership scale developed by Walumbwa et al.
(2008) and the ethical climate scale designed by Victor and Cullen (1998.
The study of the universe consists of businesses operating in the cement
sector in Turkey. Within this scope, a
questionnaire was applied to the employees of a cement factory, which continues
its activities in İzmir province, which is among the leading companies in the
sector in terms of production sales and employs 912 people. A total of 131 questionnaires was evaluated during the analysis of the
research data. As a result of the analyzes made in line with the aim of the
research; Authentic leadership has been found to affect the ethical climate
positively and strongly (β = 0.396, p.001)
at the 1% significance level. In addition, the
relationships between the sub-dimensions of the research variables were
analyzed and it was found that the sub-dimensions of the authentic leadership
and the sub-dimensions of the ethical climate were significantly related. The
research also suggests that authentic leadership can be effective in meeting
the social expectations of the society, including beliefs and politics of
ethics and organizations, especially in high ethical performance exhibitions.

Keywords

Relational Scanning, Operational Variables, Authentic Leadership, Ethical Climate, Hypothesis Testing

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