Etik Liderlik Davranışlarının Çalışan Sadakati Aracılığıyla İşe Adanmışlık Üzerindeki Etkisi: Bir Alan Çalışması

Year 2022, Volume: 25 Issue: 1, 192 - 200, 30.04.2022

Hamdi Öztürk , Özgür Demirtaş

https://doi.org/10.29249/selcuksbmyd.1065514

Cited By: 5

Abstract

Etik liderler bir organizasyonun ahlaki çerçevesini şekillendirmede temel faktördür. Etik liderler ahlaki davranış paradigması içinde yaşarlar. Bu ahlaki davranış açık hedefler koymada ve çalışma hayatında dürüstlüğe değer veren bir takipçi tabanı yaratmada kullanılabilir. Bu çalışmanın amacı etik liderlik davranışlarının çalışan sadakati aracılığıyla işe adanmışlık üzerindeki etkisini incelemektedir. Araştırma kapsamında bir devlet üniversitesinde çalışan 247 akademik ve idari personel üzerinde kurulan hipotezlere yönelik değerlendirmeler yapılmıştır. Araştırmada, yöneticilerin organizasyonlarda birer rol model oldukları, etik liderlik davranışları ile çalışan sadakatine yön verecekleri ve sonuç olarak da işe adanmışlık algısını pozitif yönde etkileyecekleri öngörülmüştür. Çalışma sonuçları, etik liderlik davranışlarının çalışan sadakati ve işe adanmışlık üzerinde pozitif etkisinin olduğunu, ilave olarak da çalışan sadakatinin etik liderlik davranışları ile işe adanmışlık alt boyutları arasında aracılık rolünde olduğunu ortaya koymuştur.

Keywords

Çalışan Sadakati, Etik Liderlik, İşe Adanmışlık

Supporting Institution

Yok

Project Number

Yok

The Impact of Ethical Leadership Behavior on Work Engagement The Mediating Role of Employee Loyalty: A Case Study

Abstract

Ethical leaders are a key factor in shaping the moral framework of an organization. Ethical leaders live within the paradigm of moral behavior. This ethical behavior can be used to set clear goals and build a base of followers who value honesty at work. The aim of this study is to examine the effect of ethical leadership behaviors on employee commitment through employee loyalty. Within the scope of the research, evaluations were made on the hypotheses established on 247 academic and administrative staff working at a state university. In the study, it was predicted that managers are role models in organizations, and they will guide employee loyalty through ethical leadership behaviors. As a result, it was predicted that they will positively affect the perception of employee commitment The results of the study revealed that ethical leadership behaviors have a positive effect on employee loyalty and work commitment, in addition, employee loyalty has a mediating role in the relationship between ethical leadership behaviors and commitment sub-dimensions.

Keywords

Employee Loyalty, Ethical Leadership, Work Engagement

Project Number

Yok

References

• Al-edenat, M., & Alhawamdeh, N. (2019). The Mediating Effect of Employee’s Loyalty in the Relationship Between Emprovement and Employees’ Performance: A Case from Jordian SMEs. International Journal of Academic Research in Accounting, Finance and Management Sciences. 8(4), 90-100.
• Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work Engagement: An Emerging Concept in Occupational Health Psychology. Work Stress. 22(3),187-200.
• Bolat, T., & Seymen, O. A. (2003). “Örgütlerde İş Etiğinin Yerleştirilmesinde Dönüşümcü Liderlik Tarzının Etkileri Üzerine Bir Değerlendirme”. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Sosyal Bilimler Dergisi, 6(9), 59-85.
• Brown, M.E., Trevino, L.K., & Harrison, D.A. (2005). Ethical Leadership: A Social Learning Perspective for Construct Development and Testing. Organizational Behavior and Human Decision Processes. 97(2), 117-134.
• Cheng, J.W., Chang, S.C., Kuo, J.H., & Cheung, Y.H. (2014). Ethical Leadership, Work Engagement and Voice Behavior. Industrial Management and Data Systems. 114(5), 817-831.
• Cisar, P., & Cisar, S.M. (2010). Skewness and Kurtosis in Function of Selection of Network Traffic Distrubition. Acta Politechnica Hungarica. 7(2), 95-106.
• Demirtaş, Ö. (2015). Ethical Leadership Influence at Organizations: Evidence From the Field. Journal of Bussiness Ethics, 126(2), 273-284.
• Demirtaş, Ö., & Akdoğan, A.A. (2014). The Effect of Ethical Leadership Behavior on Ethical Climate, Turnover Intention, and Affective Commitment. Journal of Business Ethics. 130, 59-67.
• Durgut, A.İ., & Yumuk Günay, G. (2020). Etik Liderlik, Adanma ve Yönetsel Yaratıcılık Arsındaki İlişki: Yapı Malzemeleri Sektöründe Bir Uygulama. Journal of Organizational Bahavior Review. 2(2), 149-171.
• Engelbretch, A.S., Heine, G., & Mahembe, B. (2017). Integrity, Ethical Leadership, Trust and Work Engagement. Leadership and Organization Development Journal. 38(3), 368-379.
• Ewin, R.E. (1993). Corporate Loyalty: It’s Objects and It’s Grounds. Journal of Bussiness Ethics. 12(5), 387-396. Gautam, T., Van Dick, R., & Wagner, U. (2004). Organizational Identification and Organizational Commitment: Distinct Aspects of Two Related Concepts. Asian Journal of Social Psychology. 7, 301-315.
• Hamzagic, E. (2018). The Importance of the Organizational Identification in Forming Organizational Perception. Faculty of Business Economics and Entepreneurship International Review. Erişim Adresi: [https://www.researchgate.net/publication/330541197_The_Importance_of_the_Organizational_Identification_in_Forming_Organizational_Perception] Erişim Tarihi:08.05.2020.
• Hegarty, N., & Moccia, S. (2018). Components of Ethical Leadership and Their Importance in Sustaining Organizations Over the Long Term. The Journal of Values-Based Leadership. 11(1), 1-10.
• İbrahim, M., & Al Falasi, S. (2014). Employee Loyalty and Engagement in UAE Public Sector. Erişim Adresi: [https://www.emerald.com/insight/content/doi/10.1108/ER-07-2013-0098/full/pdf?title=employee-loyalty-and-engagement-in-uae-public-sector]. Erişim Tarihi:19.11.2020.
• Kahn, W.A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal. 33, 692-724.
• Matzler, K., & Renzl, B. (2006). The Relationship Between Interpersonal Trust, Employee Satisfaction, and Employee Loyalty. Total Quality Management and Business Excellence. 17(10), 1261-1271.
• Murali, S., Poddar, A., & Seema, A. (2017). Employee Loyalty, Organizational Performance & Performance Evaluation – A Critical Survey. IOSR Journal of Business and Management. 19(8), 62-74.
• Nikolic, B. (2015). The Role of Authentic Leadership and Ethical Leadership in an Organizational Setting-Predictors for Ethical Climate, Organizational Citizenship Behaviour, Affective Organizational Commitment, and Role Performance. RMIT College of Bussiness School of Management RMIT University.
• Piccolo, R.F., Greenbaum, R., Hartog, D.N.D., & Folger, R. (2010). The Relationship Between Ethical Leadership and Core Job Characteristics. Journal of Organizastional Behavior. 31, 259-278.
• Preko, A. & Adjetey, J. (2013). A Study on the Concept of Employee Loyalty and Engagement on The Performance of Sales Executives of Commercial Banks in Ghana. Internatşonal Journal of Bussiness Research and Management. 4(2), 51-62.
• Saxsena, A. (2020). The Relationship Between Ethical Leadership and Innovative Work Behaviour: Role of Appreciative Inquiry. A volume in the Advances in Human Resources Management and Organizational Development (AHRMOD) Book Series. United States of America.
• Schaufeli, W., Salanova, M., Gonza´lez-Roma´, V., & Bakker, A. B. (2002). The Measurement of Engagement And Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies. 3, 71–92.
• Schaufeli, W.B., Bakker, A.B., & Salanova, M. (2006). The Measurement of Work Engagement With a Short Questionnaire a Cross-National Study. Educational and Psychological Measurement. 66(4), 701-716.
• Schrodt, P. (2002). The Relationship Between Organizational Identification And Organizational Culture: Employee Perceptions of Culture and Identification in a Retail Sales Organization. Communication Studies. 53(2), 189-202.
• Stacey, D.R. (2003). Strategic Management and Organisational Dynamics. London: Prentice Hall. Sweetman, K.J. (2001). Employee Loyalty Around the Globe. MIT Sloan Management Review. 42(2), 16-6.
• Tabachnick, B.G., & Fidell L.S (2013). Using MultivariateStatistics (sixth ed.) Pearson, Boston. Taşlıyan, M., Hırlak, B., Çiftçi, G.E., & Fidan, E. (2016). Etik Liderliğin Örgütsel Güven ve Adanma Üzerine Etkisi. 1. Uluslararası Sosyal Bilimler Sempozyumu. Erişim Adresi:[https://www.researchgate.net/publication/318679804_Etik_Liderligin_Orgutsel_Guven_ve_Ise_Adanmislik_Uzerine_Etkisi]. Erişim Tarihi:10.10.2020.
• Tecimen, M. (2020). Yöneticiye Duyulan Güvenin Adanma ve Örgütsel Vatandaşlık Davranışı Üzerindeki Etkisi. Kırıkkale Üniversitesi. Sosyal Bilimler Enstitüsü Doktora Tezi. Kırıkkale.
• Tuppert, N.N. (2012). Ethical Leadership Behavior and Employee Loyalty: The Moderator Role of Job Autonomy. Master Thesis in School of Social and Behavioral Sciences Human Resource Studies, Tilburg University.
• Uslu, B. (2016). Faculty’s Academic Intellectual Leadership within the Conditions of Modern Universities. Education and Science. 41(184),193-211.
• Vokic, N.P., & Hernaus, T (2015). The Triad of Job Satisfaction, Work Engagement and Employee Loyalty The Interplay Among The Concept. EFZG Working Paper Series. 15(7), 1-13.
• Wan, H.L. (2012). Employee Loyalty at the Workplace: The Impact of Japanese Style of Human Resource Management. International Journal of Applied HRM. 3(1), 1-17.
• Yates, L.A. (2014). Exploring the Relationship of Ethical Leadership With Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior. The Journal of Values-Based Leadership. 7(1), 1-15.