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THE EFFECT OF PSYCHOLOGICAL CAPITAL ON THE LEADER-MEMBER EXCHANGE IN THE SERVICE SECTOR

Yıl 2017, Cilt: 22 Sayı: 2, 341 - 378, 30.04.2017

Hilmiye Türesin Tetik , Sevinç Köse

Öz

This study investigates the effect of psychological capital on the leader-member exchange and whether or not these variables differ based on occupations(police officer, military personnel, bank employer, nurse, doctor) and demographic characteristics. 472 participants were reached through convenience sampling and snowball sampling. Data were collected through a survey. Data analysis were performed with SPSS 20 and LISREL 8.7 software. In this study, among the dimensions of psychological capital, self-efficacy yielded the highest score, but other dimensions of psychological capital also yielded scores over the average for all occupations. Among the dimensions of leader-member exchange, contribution yielded the highest score, but other dimensions of leader-member exchange also yielded scores over the average for all occupations. Total psychological capital was determined to have a positive influence on total leader-member exchange for all occupations. The dimensions of resilience, optimism, and hope were determined to have a positive influence on affect, loyalty, contribution, and professional respect for all occupations.

Anahtar Kelimeler

Psychological capital leader-member exchange service sector organizational behavior structural equation modeling

Kaynakça

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PSİKOLOJİK SERMAYENİN LİDER-ÜYE ETKİLEŞİMİ ÜZERİNDEKİ ETKİSİNİN HİZMET SEKTÖRÜNDE ARAŞTIRILMASI

Yıl 2017, Cilt: 22 Sayı: 2, 341 - 378, 30.04.2017

Hilmiye Türesin Tetik , Sevinç Köse

Öz

Bu araştırmada, psikolojik sermayenin lider-üye etkileşimi üzerindeki etkisi ve bu değişkenlerin demografik özellikler açısından farklılık gösterip göstermediği beş meslek grubundan (polis, askeri personel, bankacı, hemşire, hekim) katılımcılar ile incelenmiştir. Kolayda ve kartopu örnekleme yöntemine göre 472 katılımcıya ulaşılmıştır. Veriler anket tekniği ile toplanmıştır. Verilerin analizi SPSS 20 ve LISREL 8.7 yazılımları ile yapılmıştır. Araştırmada elde edilen bulgular doğrultusunda, tüm meslekler açısından değerlendirme yapıldığında; psikolojik sermayenin boyutlarından en yüksek puanı alan “özyeterlilik”tir. Ancak, diğer boyutların da ortalamanın üzerinde değer aldıkları bulunmuştur. Lider-üye etkileşimi boyutlarından en yüksek puanı alan “katkı” olmakla birlikte, diğer boyutların da puanları ortalamanın üzerindedir. Toplam psikolojik sermayenin, toplam lider-üye etkileşimini pozitif etkilediği bulunmuştur. Dayanıklılık, iyimserlik, umut boyutları da etki, sadakat, katkı ve mesleki saygı boyutlarını pozitif etkilemektedir.

Anahtar Kelimeler

Psikolojik sermaye lider-üye etkileşimi hizmet sektörü örgütsel davranış yapısal eşitlik modellemesi

Kaynakça

  • AKÇAY, V.H. (2011). “Pozitif Psikolojik Sermaye Kavramı ve İşletmelerde Sürdürülebilir Rekabet Üstünlüğü Sağlamadaki Rolü”. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 13(1): 73-98.
  • AKÇAY, V.H. (2012). “Pozitif Psikolojik Sermayenin İş Tatmini ile İlişkisi”. Kahramanmaraş Sütçü İmam Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 2(1): 123-140.
  • ANILA, A., IQBAL, M.N. VE MOHSIN, A. (2014). “The Moderating Role of Positive and Negative Emotions in Relationship Between Positive Psychological Capital and Subjective Well Being Among Adolescents”. International Journal of Research Studies in Psychology, 3(3): 29-42.
  • ASLAN, Ş.ve ÖZATA, M. (2009). “Lider-Üye Etkileşiminin (LMX) Yöneticiye Duyulan Güven Düzeyine Etkisi”. Selçuk Üniversitesi Sosyal ve Ekonomik Araştırmalar Dergisi, 11(7): 95-116.
  • AVEY, J.B., PATERA, J.L. VE WEST, B.J. (2006). “The Implications of Positive Psychological Capital on Employee Absenteeism”. Journal of Leadership and Organizational Studies, 13(2): 42-60.
  • AVEY, J.B., WERNSING, T.H.ve LUTHANS, F. (2008). “Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors”. The Journal of Applied Behavioral Science, 44(1): 48-70.
  • AVEY, J.B., LUTHANS, F. ve JENSEN, S.M. (2009). “Psychological Capital: A Positive Resource for Combating Employee Stress and Turnover”.Human Resource Management, 48(5): 677-693.
  • AVEY, J.B., LUTHANS, F. ve YOUSSEF, C.M. (2010). “The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors”. Journal of Management, (36)2: 430-452.
  • BAKER, C.R. ve HODGES, L.M.O. (2013). “The Effect of Leader-Member Exchange Differentiation Within Work Units on Coworker Exchange and Organizational Citizenship Behaviors”. Communication Research Reports, 30(4): 313-322.
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  • GERSTNER, C.R. ve DAY, D.V. (1997). “Meta-Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues”. American Psychological Association, 82(6): 827-844.
  • GOHEL, K. (2012). “Psychological Capital As a Determinant of Employee Satisfaction”. International Referred Research Journal, 3(36):34-37.
  • GOOTY, J., GAVIN, M., JOHNSON, P., FRAZIER, L.M. ve SNOW, D.B. (2009). “In the Eyes of the Beholder: Transformational Leadership, Positive Psychological Capital and Performance”. Journal of Leadership and Organizational Studies,15(4): 353-367.
  • GRAEN, G.B. ve UHL-BİEN, M.U. (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 Quartely, 6(2): 219-247.
  • GÜLER, B.K. (2009). Pozitif Psikolojik Sermaye: Tanımı, Bileşenleri ve Yönetimi. Çalışma Yaşamında Davranış: Güncel Yaklaşımlar (119-146). Kocaeli: Umuttepe Üniversitesi.
  • GÜRBÜZ, S. veŞAHIN, F. (2014). Sosyal Bilimlerde Araştırma Yöntemleri: Felsefe-Yöntem-Analiz. Ankara: Seçkin Yayıncılık.
  • HERRERA, R., DUNCAN, P. ve REE, M. (2013). “Aligning Organizational Culture with Leader-Member Exchange”. Global Business and Organiational Excellence, 32(5): 53-65.
  • HOY, W. K. ve TARTER, C. J. (2011). “Positive Psychology and Educational Administration: An Optimistic Research Agenda”. Educational Administration Quarterly, 47(3): 427-445.
  • HOWELL, J. M. ve MERENDA, K.E.H. (1999). “The Ties That Bind: The Impact of Leader-Member Exchange, Transformational and Transactional Leadership, and Distance on Predicting Follower Performance”. Journal of Applied Psychology, 84(5): 680-694.
  • HU, J. ve LIDEN, R.C. (2013). “Relative Leader-Member Exchange Within Team Contexts: How and When Social Comparison Impacts Individual Effectiveness”. Personnel Psychology, 66: 127-172.
  • JANSSEN, O. ve YPEREN, N.W.V. (2004). “Employees’ Goal Orientations, The Quality of Leader-Member Exchange, And The Outcomes of Job Performance and Job Satisfaction”. Academy of Management Journal. 47(3): 368-384.
  • JENSEN, S.M. ve LUTHANS, F. (2006). “Relationship Between Entrepreneurs' Psychological Capital and Their Authentic Leadership”. Journal of Managerial Issues, 18(2): 254-273.
  • JHA, S. ve JHA, S. (2013). “Leader-Member Exchange: A Critque of Theory and Practice”. Journal of Management and Public Policy, 4(2): 42-53.
  • JÖROSKOG, K. VE SÖRBOM, D. (1993). Lisrel 8: Structural Equation Modeling with the SIMPLIS Command Language. New York: Scientific Software International.
  • JUNE, S.VE KHENG, Y.K. (2014). “Innovative Work Behavior (IWB) in the Knowledge Intensive Business Services (KIBS) Sector in Malaysia: The Effect of Leader-Member Exchange (LMX) and Social Capital (SC)”. Asian Social Science, 10(2): 172-182.
  • KANTEN, P. ve YEŞİLTAŞ, M. (2013). “Pozitif Örgütsel Davranışlar Üzerine Kavramsal Bir İnceleme”. Süleyman Demirel Üniversitesi Vizyoner Dergisi, 4(8):83-106.
  • KAŞLI, M. ve SEYMEN, O. A. (2010). “Kişilik Özellikleri, Lider-Üye Etkileşimi ve Tükenmişlik İlişkisi”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 27: 109-122.
  • KAYA, A., BALAY, R. ve DEMİRCİ, Z. (2014). “Ortaöğretimde Görev Yapan Öğretmenlerin Psikolojik Sermaye Düzeylerinin İncelenmesi (Şanlıurfa İli Örneği)”. Elektronik Sosyal Bilimler Dergisi, 13(48): 47-68.
  • KESKEN, J. VE ÜNNÜ, N.A.A. (2011). Öteki Liderlik. Ankara: Gazi Kitabevi.
  • KLİNE, R.B. (2011). Principles and Practice of Structural Equation Modeling (3rd Edn.). London: The Guilford Press.
  • KOÇOĞLU, M., GÜRKAN, G.Ç. ve AKTAŞ, H. (2014). “The Mediating Role of Workload on the Relationship Between Leader- Member Exchange(LMX) and Job Satisfaction”.Canadian Social Science, 10(1): 41-48.
  • KWOK, S.Y.C.L., CHENG, L. ve WONG, D.F. K. (2015). “Family Emotional Support, Positive Psychological Capital and Job Satisfaction Among Chinese White-Collar Workers”. Journal of Happiness Studies. 16(3): 561-582.
  • LARSON, M. ve LUTHANS, F. (2006). “Potential Added Value of Psychological Capital in Predicting Work Attitudes”. Journal of Leadership and Organizational Studies, 13(1): 75-92.
  • LİDEN, R.C. ve MASLYN, J.M. (1998). “Multidimensionality of Leader-Member Exchange: An Emprical Assessment Through Scale Development”. Journal of Management, 24(1):43-72.
  • LINLEY, P.A., JOSEPH, S., HARRINGTON, S.ve WOOD, A.M. (2006). “Positive Psychology: Past, Present and (possible) future”. The Journal of Positive Psychology, 1(1):3-16.
  • LUTHANS, F. ve JENSEN, S.M. (2002). “Hope: A New Positive Strength for Human Resource Development”. Human Resource Development Review, 1: 304-322.
  • LUTHANS, F. (2002a). “The Need for and Meaning of Positive Organizational Behavior”. Journal of Organizational Behavior, 23(6): 695–706.
  • LUTHANS, F. (2002b). “Positive Organizational Behavior: Developing and Managing Psychological Strengths”. Academy of Management Executive, 16(1) :57–75.
  • LUTHANS, F., LUTHANS, K.W. ve LUTHANS, B. C. (2004). “Positive Psychological Capital: Beyond Human and Social Capital”. Business Horizons, 47(1): 45-50.
  • LUTHANS, F. ve YOUSSEF, C.M. (2004). “Human, Social and Now Positive Psychological Capital Management: Investing in People for Competetive Advantage”. Organizational Dynamics, 33(2): 143-160.
  • LUTHANS, F., AVOLIO, B.J., WALUMBWA, F.O. ve LI, W. (2005). “The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance”. Management and Organization Review, 1(2): 249-271.
  • LUTHANS, F., AVOLİO, B.J., AVEY, J.B., NORMAN, S.M. (2007). “Positive Psychological Capital: Measurement and Relationship with Performance and Satisfaction”. Personnel Psychology, 60: 541-572.
  • LUTHANS, F. (2007). Hope, Optimism and Other Business Assets: Why Psychological Capital is so Valuable to Your Company. Gallup Management Journal- Interview with FredLuthans. January 11. http://gmj.gallup.com. Erişim tarihi: 09.11.2014.
  • LUTHANS, F. ve YOUSSEF, C.M. (2007). Emerging Positive Organizational Behavior. Journal of Management, 33(3): 321-349.
  • LUTHANS, F., YOUSSEF, C.M. ve AVOLIO, B.J. (2007a). Psyschological Capital: Developing the Human Competitive Edge. New York: Oxford University Press.
  • LUTHANS, F., YOUSSEF, C.M. ve AVOLIO, B.J. (2007b). Psychological Capital: Investing and Developing Positive Organizational Behavior. içinde Nelson, D. and Cooper, C.L.(ed.) Positive Organizational Behavior: An Iclusive View (s. 9-24). London: Sage Publications.
  • LUTHANS, F., AVEY, J.B., SMİTH, R.C. ve Lİ, W. (2008). “More Evidence on The Value of Chinese Workers’Psychological Capital: A Potentially Unlimited Competitive Resource?”. The International Journal of Human Resource Management,19(5): 818-827.
  • LUTHANS, F., NORMAN, S.M., AVOLİO, B.J. ve AVEY, J.B. (2008). “The Mediating Role of Psychological Capital in The Supportive Organizational Climate-Employee Performance Relationship”. Journal of Organizational Behavior, 29: 219-238.
  • LUTHANS, B.C., LUTHANS, K.W. ve AVEY, J.B. (2014). “Building the Leaders of Tomorrow: The Development of Academic Psychological Capital”. Journal of Leadership and Organizational Studies, 21(2): 191-199.
  • MADDUX, J.E. (2002). Self-Efficacy: The Power of Believing You Can. içinde Snyder, C.R. ve Lopez, S.J. (Editör), Handbook of Positive Psychology (s. 277–287). Oxford, UK: Oxford University Press.
  • MEMİLİ, E., WELSH, D.H.B. ve KACİAK, E. (2014). “Organizational Psychological Capital of Family Franchise Firms Through the Lens of the Leader–Member Exchange Theory”. Journal of Leadership and Organizational Studies, 21(2):200-209.
  • MEYDAN, C.H. ve ŞEŞEN, H. (2011). Yapısal Eşitlik Modellemesi: Amos Uygulamaları. Ankara: Detay Yayıncılık.
  • MORGAN, C.M.Y. ve LUTHANS, F. (2013). Psychological Capital Theory: Toward a Positive Holistic Model, in Arnold B. Bakker (ed.) Advances in Positive Organizational Psychology (Advances in Positive Organizational Psychology, Volume 1). Emerald Group Publishing Limited. ss.145-166.
  • NIE, D. ve LAMSA, A.M. (2015). “The Leader–Member Exchange Theory in the Chinese Context and the Ethical Challenge of Guanxi”. Journal of Business Ethics, 128, 851-861.
  • NORVAPALO, K. (2014). The Quality and Development of the Leader-Follower Relationship and Psychological Capital: A Longitudinal Case Study in a Higher Education Context (Edt: Takala, T; Olsbo, P ve Korkiakangas, V). Finland: University of Jvaskyla.
  • ORDUN, G. ve AKTAŞ, H. (2014). “Lider-üye Etkileşimi Faktörlerinin Liderler ve Astlar Tarafından Karşılıklı Algılanması: Bir Perakende İşletmesi Çalışanları Üzerinde Araştırma”. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 43(1): 120-135.
  • PAGE L.F. ve DONOHUE, R. (2004). Positive Psychological Capital: A Preliminary Exploration of the Construct. Monash University. Department of Management Working Paper Series. ISSN: 1327-5216.
  • PATERSON, T.A., LUTHANS, F. ve JEUNG, W. (2014). “Thriving at work: Impact of Psychological Capital and Supervisor Support”. Journal of Organizational Behavior. 35:434-446.
  • PETERSON, S.J., LUTHANS, F., AVOLIO, B.J., WALUMBWA, F.O. ve ZHANG, Z. (2011). “Psychological Capital and Employee Performance: A Latent Growth Modelling Approach”. Personnel Psychology, 64: 427-450.
  • POLATCI, S. (2014). “Psikolojik Sermayenin Görev ve Bağlamsal Performans Üzerindeki Etkileri: Polis Teşkilatında Bir Araştırma”. Ege Akademik Bakış Dergisi, 14(1):115-124.
  • SCANDURA, T.A. (1999). “Rethinking Leader-Member Exchange: An Organizational Justice Perspective”. Leadership Qurterly. 10(1): 25-40.
  • SCANDURA, T.A. ve GRAEN, G.B. (1984). Moderating Effects of Initial Leader-Member Exchange Status on The Effects of a Leadership Intervention. Journal of Applied Psychology, 69(3), 428-436.
  • SELIGMAN, M.E.P. (2002). Positive Psychology, Positive Prevention and Positive Thearapy. Snyder, C.R. ve Lopez, S.J.(der.) Handbook of Positive Psychology(3-9).Oxford University Press. USA.
  • SCHNEIDER, S.L. (2001). “In Search of Realistic Optimism, Meaning, Knowledge and Warm Fuzziness”. American Psychologist, 56(3): 250-263.
  • SCHRİESHEİM, C.A., CASTRO, S.L. ve COGLİSER, C.C. (1999). “Leader-Member Exchange(LMX) Research: A Comprehensive Review of Theory, Measurement, And Data-Analytic Practices”. Leadership Quarterly, 10(1): 63-113.
  • SELIGMAN, M.E.P., STEEN, T.A., PARK N. ve PETERSON, C. (2005). “Positive Psychology Progress: Empirical Validation of Interventions”. American Psychologist,60(5): 410-421.
  • SHAHNAWAZ, M.G. ve JAFRI, H. (2009). “Psychological Capital as Predictors of Organizational Commitment and Organizational Citizenship Behavior”. Journal of the Indian Academy of Applied Psychology, 35(Special Issue): 78-84.
  • SPARROWE, R.T. ve LİDEN, R.C. (1997). “Process and Structure in Leader-Member Exchange”. The Academy of Management Review, 22(2): 522-552.
  • STAW, B.M., SUTTON, R.I. ve PELLED, L.H. (1994). “Employee Positive Emotion and Favourable Outcomes at the Work Place”. Organization Science, 5(1): 51-71.
  • SÜMER, N. 2000. Yapısal Eşitlik Modelleri: Temel Kavramlar ve Örnek Uygulamalar. Türk Psikoloji Yazıları, 3(6), 49-74.
  • ŞİMŞEK, Ö.F. (2007). Yapısal Eşitlik Modellemesine Giriş. Ankara: Ekinoks Yayıncılık.
  • TAŞKIN, Ç. ve AKAT, Ö. (2010). Araştırma Yöntemlerinde Yapısal Eşitlik Modelleme: Lisrel ile Marka Değeri Ölçümü Örnekleri. Bursa: Ekin Basım Yayın Dağıtım.
  • TERJESEN, M.D., JACOFSKY, M., FROH, J. ve DİGİUSEPPE, R. (2004). “Integrating Positive Psychology Into Schools: Implications for Practice”. Psychology in the Schools,41(1): 163-172.
  • TOPUZ, C. (2014). Pozitif Psikolojiye Giriş. Pozitif Psikoloji: Kuram, Araştırma ve Uygulamalar, (Hefferon, K.veBoniwell, I., Çeviri Editörü: Tayfun Doğan). Ankara: Nobel Akademik Yayıncılık. s.1-21.
  • TÜRKMENOĞLU, İ. (2011). Pozitif Yönetim. İşyerinde Keyifli Ortam Yaratmak. Ankara: Elma Yayınevi.
  • YOUSSEF, C.M. ve LUTHANS, F. (2007). “Positive Organizational Behavior in the Workplace: The Impact of Hope, Optimism, and Resilience”. Journal of Management, 33(5): 774-800.
  • WAYNE, S.J., SHORE, L.M. ve LİDEN, R.C. (1997). “Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective”. Academy of Management Journal. 40(1): 82-111.
  • WRİGHT, T.A. (2003). “Positive Organizational Behavior: An Idea Whose Time Has Truly Come”. Journal of Organizational Behavior. 24:437-442.
  • XU, J., LIU, Y. ve GUO, Y. (2014). “The Role of Subordinate Emotional Masking in Leader-Member Exchange and Outcomes: A Two-Sample Investigation”. Journal of Business Research. 67: 100-107.
  • ZAGENCZYK, T.J., PURVİS, R.L., SHOSS, M.K., SCOTT, K.L. ve CRUZ, K.S. (2015). “Social Influence and Leader Perceptions: Multiplex Social Network Ties and Similarity in Leader–Member Exchange”. Journal of Business and Psychology, 30(1): 105-117.
Toplam 96 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Hilmiye Türesin Tetik

Sevinç Köse

Yayımlanma Tarihi 30 Nisan 2017
Yayımlandığı Sayı Yıl 2017 Cilt: 22 Sayı: 2

Kaynak Göster

APA Türesin Tetik, H., & Köse, S. (2017). PSİKOLOJİK SERMAYENİN LİDER-ÜYE ETKİLEŞİMİ ÜZERİNDEKİ ETKİSİNİN HİZMET SEKTÖRÜNDE ARAŞTIRILMASI. Süleyman Demirel Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 22(2), 341-378.
 Kapak Resmi İndir