Lider-Takipçi Etkileşimi ve İş Performansı: Algılanan Örgütsel Destek Çalışanın Duygusal Tepkisine Çare Olabilir mi?

Year 2020, , 361 - 372, 01.07.2020

Gaye Karaçay

https://doi.org/10.17541/optimum.661529

Cited By: 2

Abstract

Lider-takipçi etkileşiminin örgütsel çıktılar üzerindeki olumlu etkileri literatürde kapsamlı şekilde incelenmiş olmasına karşın, negatif etkilerine yönelik araştırmalar günümüzde hala oldukça azdır. Yüksek kaliteli lider-takipçi etkileşiminin iş ile ilgili önemli kaynaklara erişim imkânı sağlaması, çalışanların bu konuda sosyal karşılaştırmalar yapmalarına ve böylece iş performanslarının azalmasına yol açabilecek bir takım olumsuz tepkiler geliştirmelerine neden olabilmektedir. Bu çalışmada, lider-takipçi etkileşiminin çalışanın iş performansı üzerindeki etkilerinin daha iyi anlaşılması amacıyla göreceli yoksunluk duygusu, bir çeşit negatif duygusal tepki olarak, bu ilişkide aracılık etkisi açısından incelenmiştir. Ayrıca algılanan örgütsel desteğin çalışanın iş performansı üzerindeki negatif etkinin azaltılmasındaki düzenleyici rolü araştırılmıştır. Örneklem grubunu oluşturan 320 çalışan ile direk bağlı oldukları 80 takım liderinden toplanan veriler yapısal eşitlik modeli ile test edilmiştir. Analiz sonuçları, lider-takipçi etkileşimi ile iş performansı arasındaki ilişkide göreceli yoksunluk duygusunun anlamlı aracılık etkisini ortaya koymuştur. Ayrıca iş performansı üzerindeki negatif etkinin azaltılmasında örgütsel desteğin anlamlı düzenleyici etkisi bulunmuştur.

Keywords

Lider-Takipçi Etkileşimi, Duygusal Tepki, Göreceli Yoksunluk, İş-Performansı, Algılanan Örgütsel Destek

Supporting Institution

Boğaziçi Üniversitesi Bilimsel Araştırma Projeleri

Project Number

6352

Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support be a Remedy for Employee Affective Reaction?

Abstract

While the positive effects of Leader-Member Exchange (LMX) on employee work outcomes have been broadly examined in the literature, its negative effects are still under-researched. Since high-quality LMX serves as a source of work-related assets, employees make social comparisons based on their LMX qualities; and thus, they may develop negative reactions that diminish their work performance. In this study, in order to further understand the effects of LMX on employee in-role performance, we investigated the mediation effect of relative deprivation feeling as a negative affective reaction among LMX and in-role performance. Moreover, we tested the moderation effect of perceived organizational support (POS) for mitigating this negative effect on in-role performance. The data obtained from 320 employees and their 80 immediate supervisors were analyzed through Structural Equation Modeling. The results validated the proposed mediation effect of relative deprivation as well as the moderation effect of POS.

Keywords

Leader-Member Exchange, Affective Reaction, Relative Deprivation, In-Role Performance, Perceived Organizational Support

Project Number

6352

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