The role of supportive organizational culture in the influence of the authentic leadership on contextual performance: A research in a public institution

Abstract

The purpose of this study is to examine the effect of authentic leadership on contextual performance and whether supportive organizational culture has a mediating role on this effect or not. Another aim of the study is to investigate how authentic leadership, contextual performance and supportive organizational culture may differ according to demographic characteristics. This study uses a quantitative survey design. Within the scope of the study, 452 civil servants and contracted personnel working in a metropolitan municipality were selected by convenience sampling technique and evaluated with an online survey between 23.03.2022 and 01.01.2023, and the obtained data was analyzed using the SPSS 26.0 package program. Study findings show that authentic leadership affects employees’ contextual performance. Support-ive organizational culture plays a mediating role in this effect; It also affects authentic leadership and contextual performance separately. It has been determined that authentic leader, contextual performance and supportive organizational culture show significant differences according to some socio-demographic characteristics. This research shows that authentic leadership is an antecedent of contextual performance. A supportive organizational culture in organizations can facilitate employees’ adoption of the leadership style, encouraging trust, commitment, and the spread of positive results throughout the organizational climate, which can contribute to the overall success and contextual performance of the organization.

Keywords

• Authentic Leader
• Contextual Performance
• Supportive Organizational Culture

Otantik liderliğin bağlamsal performansa etkisinde destekleyici örgüt kültürünün rolü: Kamu kurumunda bir araştırma

Abstract

Bu çalışmanın amacı, otantik liderin bağlamsal performans üzerindeki etkisini ve destekleyici örgüt kültürünün bu etki üzerinde aracılık rolüne sahip olup olmadığını incelemektir. Otantik liderin, bağlamsal performansın ve destekleyici örgüt kültürünün demografik özelliklere göre nasıl farklılık gösterebileceğini araştırmak çalışmanın bir diğer amacını oluşturmaktadır. Bu çalışmada nicel bir tarama deseni kullanılmaktadır. Çalışma kapsamında bir büyükşehir belediyesinde görev yapan 452 memur ve sözleşmeli personel, kolayda örnekleme tekniğiyle seçilerek, 23.03.2022-01.01.2023 tarihleri arasında çevrimiçi anketle değerlendirilmiş ve elde edilen veriler SPSS 26.0 paket programı kullanılarak analiz edilmiştir. Çalışma bulguları, otantik liderliğin çalışanların bağlamsal performansını etkilediğini göstermektedir. Destekleyici örgüt kültürü bu etkiye aracılık etmektedir; ayrıca otantik liderlik ve bağlamsal performans üzerinde ayrı ayrı etkilidir. Otantik liderin, bağlamsal performansın ve destekleyici örgüt kültürünün bazı sosyo-demografik özelliklere göre anlamlı farklılıklar gösterdiği belirlenmiştir. Bu araştırma, otantik liderliğin bağlamsal performansın öncülü olduğunu göstermektedir. Kurumlarda destekleyici bir örgüt kültürü, çalışanların liderlik tarzını benimsemelerini kolaylaştırarak güven, bağlılık ve olumlu sonuçların örgüt iklimine yayılmasını teşvik edebilir, bu da kurumun genel başarısına ve bağlamsal performansına katkı sağlayabilir.

Keywords

• Otantik Lider
• Bağlamsal Performans
• Destekleyici Örgüt Kültürü

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