Akademisyenlerin Örgütsel Destek ve Lider-Üye Etkileşimi Algılarının Tutumsal Sonuçları

Year 2021, Volume: 11 Issue: 2 Pt 2, 495 - 507, 31.08.2021

Ozan Büyükyılmaz Meltem Yenici

https://doi.org/10.2399/yod.21.577190

Abstract

Bu çalışma, sosyal mübadele teorisi kapsamında ele alınan iki kavram olan algılanan örgütsel destek ve lider-üye etkileşiminin tutumsal sonuçlarını incelemektedir. Çalışmanın amacı akademisyenler tarafından algılanan örgütsel desteğin ve lider-üye etkileşiminin; iş tatmini, örgütsel özdeşleşme, örgütsel güven ve işten ayrılma niyeti üzerindeki etkisini belirleyebilmektir. Bu amaç kapsamında, Batı Karadeniz Bölgesi'ndeki iki farklı devlet üniversitesinde görev yapmakta olan 364 akademik personelden anket yoluyla elde edilen veriler ile bir araştırma gerçekleştirilmiştir. Çalışmanın amacına uygun olarak oluşturulan hipotezler, yapısal eşitlik modellemesi kapsamında yol analizi yardımı ile test edilmiştir. Çalışmanın sonucunda hem algılanan örgütsel desteğin hem de lider-üye etkileşiminin çalışan tutumları üzerinde etkisi bulunduğu tespit edilmiştir. Buna göre, akademisyenlerin üniversitelerinden algıladığı desteğin artması iş tatmininde, örgütsel özdeşleşmede ve örgüte duyulan güvende artışa, buna karşılık işten ayrılma niyetinde azalmaya neden olmaktadır. Yine, lider-üye etkileşiminin kuvvetlenmesinin iş tatminini, örgüt ile özdeşleşmeyi ve örgüte duyulan güveni artırdığı, işten ayrılma niyetini azalttığı saptanmıştır.

Keywords

Algılanan örgütsel destek, iş tatmini, işten ayrılma niyeti, lider-üye etkileşimi, örgütsel güven, örgütsel özdeşleşme

The Attitudinal Consequences of Perceived Organizational Support and Leader-Member Exchange for Academic Staff

Abstract

This study examines the attitudinal consequences of perceived organizational support and leader-member exchange, which are two concepts addressed within the scope of social exchange theory. The aim of the study is to determine the effects of organizational support and leader-member exchange perceived by academics on their job satisfaction, organizational identification, organizational trust, and intent to leave. To achieve this aim, a survey was conducted with 364 academic staff working in two different state universities in the Western Black Sea Region. The hypotheses were tested with the structural equation modeling path analysis. The results indicate that both perceived organizational support and leader-member exchange influence employee attitudes. Academics' perception of high level of support by their universities was found to lead to increased job satisfaction, organizational identification and trust in the organization, and decreased intention to leave. Furthermore, strengthening leader-member exchange was found to increase academics' job satisfaction, identification with the organization and trust in the organization, and to reduce their intention to leave.

Keywords

Intention to leave, job satisfaction, leader-member exchange, organizational identification, organizational trust, perceived organizational support

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