THE EFECT OF DIGITAL LEADERSHIP ON HOTEL EMPLOYEES’ INNOVATIVE WORK BEHAVIOR: THE MODERATING ROLE OF RESISTANCE TO CHANGE

Yıl 2024, Cilt: 11 Sayı: 26, 318 - 346, 30.12.2024

Erkan Taşkıran

https://doi.org/10.58884/akademik-hassasiyetler.1567467

Öz

The impact of the digitalised world on both individuals and organisations continues at a dizzying pace. Understanding, internalising, managing and transferring such an impact increases the responsibility of today's leaders. This new leadership style, which is recognised as digital leadership, should include creating a culture of change and an innovative vision. The most important tool in realising the innovative vision is the employees. In this sense, the effect of digital leadership on the innovative behaviour of employees can be expected. On the other hand, a changing leadership style and an innovation-oriented expectation may be met with resistance rather than immediate adaptation of employees to this new situation. In this context, the main purpose of the study is to investigate the moderating role of resistance to change in the effect of digital leadership on the innovative work behaviour of hotel employees. It has been theorised that the innovative work behaviours of hotel employees whose perception of digital leadership increases will be positively affected and this effect will differ depending on whether the resistance to change is high or low. In order to collect data for the research, three different scales were used by using the survey technique from quantitative research methods. The data were collected from 383 employees working in five five-star hotel establishments operating in Lara destination of Antalya province, one of the most important tourism destinations of our country. The gathered data were analysed with Jamovi program and SPSS Process macro. Research findings revealed that digital leadership positively and significantly affects innovative work behaviour, while resistance to change negatively and significantly affects innovative work behaviour. Within the scope of the main purpose of the research, it was determined that resistance to change has a moderating role on the effect of digital leadership on innovative work behaviour. The obtained findings are discussed in the last part of the study and suggestions for practitioners and researchers are presented.

Anahtar Kelimeler

Digital Leadership, Innovative Work Behavior, Resistance to Change

DİJİTAL LİDERLİĞİN OTEL ÇALIŞANLARININ YENİLİKÇİ İŞ DAVRANIŞI ÜZERİNDEKİ ETKİSİ: DEĞİŞİME DİRENCİN DÜZENLEYİCİ ROLÜ

Öz

Dijitalleşen dünyanın hem bireyler hem de örgütler üzerindeki etkisi baş döndürücü bir hızla devam etmektedir. Böyle bir etkiyi anlamak, içselleştirmek, yönetmek ve aktarmak ise günümüz liderlerinin sorumluluğunu artırmaktadır. Dijital liderlik olarak karşılık bulan bu yeni liderlik tarzı değişim kültürü yaratma ve yenilikçi bir vizyonu içermelidir. Yenilikçi vizyonu hayata geçirmede en önemli araç ise çalışanlardır. Bu manada çalışanların yenilikçi davranışı üzerinde dijital liderliğin etkisi beklenebilir. Diğer taraftan değişen liderlik tarzı ve yenilik odaklı bir beklenti, çalışanların bu yeni duruma hemen uyum göstermekten ziyade direnç göstermeleri ile karşılık bulabilir. Bu kapsamda çalışmanın temel amacı dijital liderliğin otel çalışanlarının yenilikçi iş davranışı üzerindeki etkisinde değişime direncin düzenleyicilik rolünü araştırmaktır. Dijital liderlik algısı artan otel çalışanlarının yenilikçi iş davranışlarının pozitif yönde etkileneceği ve değişime direncin yüksek ya da düşük olmasına bağlı olarak bu etkinin farklılaşacağı kurgulanmıştır. Araştırma için veri toplamak üzere nicel araştırma yöntemlerinden anket tekniği kullanılarak üç farklı ölçekten yararlanılmıştır. Veriler ülkemizin önemli turizm destinasyonlarının başında gelen Antalya ili Lara destinasyonunda faaliyet gösteren beş adet beş yıldızlı otel işletmesinde görev yapan 383 çalışan üzerinden toplanmıştır. Elde edilen veriler Jamovi programı ve SPSS Process makrosu ile analiz edilmiştir. Araştırma bulguları dijital liderliğin yenilikçi iş davranışını pozitif yönde ve anlamlı, değişime direncin ise yenilikçi iş davranışını negatif ve anlamlı olarak etkilediğini ortaya koymuştur. Araştırmanın temel amacı kapsamında dijital liderliğin yenilikçi iş davranışı üzerindeki etkisinde değişime direncin düzenleyici bir rolü olduğu saptanmıştır. Elde edilen bulgular araştırmanın son kısmında tartışılarak, uygulayıcı ve araştırmacılar için öneriler sunulmuştur.

Anahtar Kelimeler

Dijital Liderlik, Yenilikçi İş Davranışı, Değişime Dİrenç

Kaynakça

• Afandi, W. (2017). The role of strategic leadership in digital transformation process. International Journal of Recent Research and Applied Studies (IJR- RAS), 33(2), 19-22.
• Afsar, B. & Umrani, W.A. (2020). Transformational leadership and innovative work behavior: The role of motivation to learn, task complexity and innovation climate. European Journal of Innovation Management, 23(3), 402-428. http://dx.doi.org/10.1108/ejim-12-2018-0257
• Afsar, B., Badir, Y.F. & Bin Saeed, B. (2014). Transformational leadership and innovative work behavior. Industrial Management and Data Systems, 114(8), 1270-1300. http://dx.doi.org/ 10.1108/imds-05-2014-0152
• Aksoy, B., Akpınar, A. & Özkara, Y. B. (2023). The impact of neuroticism on compulsive buying behavior: the mediating role of the past-negative time perspective and the moderating role of the consumer’s need for uniqueness. Journal of Marketing Theory and Practice, 31(3), 352-367. http://dx.doi.org/10.1080/10696679.2022.2076247
• Amabile, T. & Pratt, M. (2016). The dynamic componential model of creativity and innovation in organizations: Making progress, making meaning. Research in Organizational Behavior, 36, 157-183. https://doi.org/10.1016/j.riob.2016.10.001
• Amarantou, V., Kazakopoulou, S., Chatzoudes, D. & Chatzoglou, P. (2018). Resistance to change: An empirical investigation of its antecedents. Journal of Organizational Change Management, 31(2), 426-450. http://dx.doi.org/10.1108/jocm-05-2017-0196
• Anderson, N., Potocnik, K. & Zhou, J. (2014). Innovation and creativity in organizations: A state-of- the-science review, prospective commentary, and guiding framework. Journal of Management, 40(5), 1297-1333. http://dx.doi.org/10.1177/0149206314527128
• Araujo, L. M., Priadana, S., Paramarta, V. & Sunarsi, D. (2021). Digital leadership in business organizations: An overview. International Journal of Educational Administration, Management, and Leadership, 2(1), 45-56. http://dx.doi.org/10.51629/ijeamal.v2i1.18
• Arora M., Prakash A., Mittal A. & Singh S. (2023). Moderating role of resistance to change in the actual adoption of HR analytics in the Indian banking and financial services industry. Evidence Based HRM, 11(3), 253-270. http://dx.doi.org/10.1108/ebhrm-12-2021-0249
• Asem, M. S. (2023). Study and synthesis of concepts and practices of resistance to organizational change. Economica, 123(1), 45-55. http://dx.doi.org/10.53486/econ.2023.123.045
• Asif, M., Miao, Q., Jameel, A. Manzoor, F. & Hussain, A. (2022). How ethical leadership influence employee creativity: A parallel multiple mediation model. Current Psychology, 41, 3021–3037. http://dx.doi.org/10.1007/s12144-020-00819-9
• Aydın, E. & Erkılıç, E. (2020). Transformational leadership and innovative work behavior: The mediating role of knowledge sharing. Tourism and Recreation, 2(2), 106-117.
• Bagozzi, R. & Yi, Y. (1988) On the evaluation of structural equation models. Journal of the Academy of Marketing Sciences, 16, 74-94. http://dx.doi.org/10.1007/BF02723327
• Basu, R. & Green, S. G. (1997). Leader–member exchange and transformational leadership: An empirical examination of inno- vative behaviors in leader–member dyads. Journal of Applied Social Psychology, 27, 477–499. http://dx.doi.org/10.1111/j.1559-1816.1997.tb00643.x
• Battistelli, A., Montani, F., & Odoardi, C. (2011). The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour. European Journal of Work and Organizational Psychology, 22(1), 26–41. https://doi.org/10.1080/1359432X.2011.616653
• Bos-Nehles, A. C. & Veenendaal, A. A. R. (2017). Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate. The International Journal of Human Resource Management, 30(18), 2661–2683. https://doi.org/10.1080/09585192.2017. 1380680
• Brislin, R. W. (1980). Translation and content analysis of oral and written materials. H. C. Triandis & J. W. Berry (Ed.), Handbook of cross-cultural psychology içinde (ss. 389–444). Boston: Allyn & Bacon.
• Brown, M. E. & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595–616. https://doi.org/10.1016/j.leaqua.2006.10.004
• Büyükbeşe, T., Dikbaş, T., Klein, M. & Batuk, Ü. S. (2022). A study on digital leadership scale (DLS) development. Kahramanmaraş Sütçü İmam Üniversitesi Sosyal Bilimler Dergisi, 19(2), 740-760. http://dx.doi.org/10.33437/ksusbd.1135540
• Büyükbeşe, T. & Doğan, Ö. (2015). Dijital liderliğin yenilikçi iş davranışı ve iş performansı üzerine etkisi. Akademik Araştırmalar ve Çalışmalar Dergisi, 14(26), 173-186. http://dx.doi.org/10.20990/kilisiibfakademik.1072185
• Cerne, M., Jaklic, M. & Škerlavaj, M. (2013). Authentic leadership, creativity, and innovation: A multilevel perspective. Leadership, 9, 63-85. https://doi.org/10.1177/ 1742715012455130
• Cheng, J. Y., Frangos, C. & Groysberg, B. (2021). Üst düzey yöneticileriniz dijital dönüşüme liderlik etmek için yetkin mi? Harvard Business Review Türkiye Dergisi, (Mart), 1-4.
• Çizel, B., Selçuk, O. & Atabay, E. (2020). Ortak yöntem yanlılığı üzerine sistematik bir yazın taraması. Anatolia: Turizm Araştırmaları Dergisi, 31(1), 7-18. http://dx.doi.org/10.17123/atad.713552
• Daft, L. R. (2015). Örgütsel yenilik. Ö. N. T. Özmen (Çev. Ed.) & E. Mayatürk Akyol (Çev.). Understanding the theory and design of organizations içinde (s. 368-415). Nobel Yayıncılık.
• Damawan, H. A. & Azizah, S. (2020). Resistance to change: Causes and strategies as an organizational challenge. Proceedings of the 5th ASEAN Conference on Psychology, Counselling, and Humanities, 49-53. https://doi.org/10.2991/assehr.k.200120.010
• El Sawy, O. A., Kræmmergaard, P., Amsinck, H. & Vinther, A. L. (2016). How LEGO built the foundations and enterprise capabilities for digital leadership. MIS Quarterly Executive, 15(2), 141- 166. http://dx.doi.org/ 10.4324/9780429286797-8
• El-Taliawi, O.G. (2018). Resistance to organizational change. A. Farazmand (Ed.), Global encyclopedia of public administration, public policy, and governance içinde. Springer.
• Erwin, D. G. & Garman, A. N. (2010). Resistance to organizational change: Linking research and practice. Leadership & Organization Development Journal, 31(1), 39–56. http://dx.doi.org/ 10.1108/01437731011010371
• Fajri, A. & Agbo, A.A. (2024). A systematic literature review of innovative work behavior in conservation of resources theory. Economics and Business International Conference Proceeding, 1(2), 605-615.
• Fornell, C. & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. http://doi.org/10.2307/3151312
• Gonçalves, M. J. & Gonçalves, S. P. R. (2012). Overcoming resistance to changes in information technology organizations. Procedia Technology, 5, 293-301. http://dx.doi.org/10.1016/j.protcy.2012.09.032
• Great Place to Work (2022). Yeni iş modelleri ve trend araştırması. 01 Eylül 2024 tarihinde www.greatplacetowork. com.tr. adresinden edinilmiştir.
• Grošelj, M., Černe, M., Penger, S. & Grah, B. (2021). Authentic and transformational leadership and innovative work behaviour: The moderating role of psychological empowerment. European Journal of Innovation Management, 24(3), 677-706. http://dx.doi.org/10.1108/ejim-10-2019-0294
• Guo, Y., Peng, Y. & Zhu, Y. (2023). How does empowering leadership motivate employee innovative behavior: A job characteristics perspective. Current Psychology, 42, 18280–18290. http://dx.doi.org/10.1007/s12144-022-03000-6
• Günay, E. (2023). Dijital dünyada nasıl şefkatli lider olunur? Harvard Business Review Türkiye Dergisi, Mayıs, 1-3.
• Gürbüz, S. (2019). Aracı, düzenleyici ve durumsal etki analizleri. Seçkin Yayıncılık.
• Gürbüz, S. & Şahin,F. (2018). Sosyal bilimlerde araştırma yöntemleri. Seçkin Kitabevi.
• Hair, J. F., Hult, G. T. M., Ringle, C. M. & Sarstedt, M. (2017). A primer on partial least squares structural equations modeling (PLS-SEM). SAGE Publications. http://dx.doi.org/10.54055/ ejtr.v6i2.134
• Hayes, A. F. (2018). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (Methodology in the Social Sciences). The Guilford Press.
• Herold, D. M., Fedor, D. B., Caldwell, S. D. & Liu, Y. (2008). The effects of transformational and change leadership on employees’ commitment to a change: A multilevel study. Journal of Applied Psychology 93(2), 346–357. http://dx.doi.org/10.1037/0021-9010.93.2.346
• Huang R. T. (2015). Overcoming invisible obstacles in organizational learning: The moderating effect of employee resistance to change. Journal of Organizational Change Management, 28(3), 356-368. http://dx.doi.org/10.1108/jocm-07-2014-0130
• Hughes, D. J., Lee, A., Tian, A. W., Newman, A. & Legood, A. (2018). Leadership, creativity, and innovation: A critical review and practical recommendations. The Leadership Quarterly, 29, 549–569. http://dx.doi.org/10.1016/j.leaqua.2018.03.001
• Janssen, O. (2000). Job demands, perceptions of effort–reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73, 287–302. http://dx.doi.org/10.1348/096317900167038
• Kara, G. (2024). Örgüt kültürü, özümseme kapasitesi ve değişime direncin, yenilik performansı üzerindeki etkisi [doktora tezi]. Gebze Teknik Üniversitesi.
• Klein, M. (2020). Leadership characteristics in the era of digital transformation. Business & Management Studies: An International Journal, 8(1), 883-902. http://dx.doi.org/10.15295/ bmij.v8i1.1441
• Kock, N. (2021). Harman’s single factor test in PLS-SEM: Checking for common method bias. Data Analysis Perspectives Journal, 2(2), 1-6.
• Lee, A., Legood, A., Hughes, D., Tian, A. W., Newman, A. & Knight, C. (2019). Leadership, creativity and innovation: A meta-analytic review. European Journal of Work and Organizational Psychology, 29(1), 1–35. http://dx.doi.org/10.1080/1359432x.2019.1661837
• Li, Z., Yang, C., Yang Z. & Zhao, Y. (2024) The impact of middle managers’ digital leadership on employee work engagement. Frontiers in Psychology, 15, 1368442. http://dx.doi.org/10.3389/fpsyg.2024.1368442
• Li, M. & Hsu, C. H. C. (2016). A review of employee innovative behavior in services. International Journal of Contemporary Hospitality Management, 28(12), 2820–2841. http://dx.doi.org/10.1108/ijchm-04-2015-0214
• Lim, Y. S., Lo, C. M., Mohamad, A. A., Suaidi, K. M. & Ramayah, T. (2020). Factors affecting commitment to change in Malaysia service organizations: The moderating role of organization culture. Studies of Applied Economics, 39(1), 1-11. http://dx.doi.org/10.25115/eea.v39i1.4302
• Majumdar, B. & Ray, A. (2011). Transformational leadership and innovative work behavior. Journal of the Indian Academy of Applied Psychology, 37(1), 140-148.
• Mihardjo, L.W. & Rukmana, R.A. (2018). Does digital leadership impact directly or indirectly on dynamic capability: Case on Indonesia telecommunication industry in digital transformation? Journal of Social Sciences Research, 2, 832–841. http://dx.doi.org/10.32861/jssr.spi2.832.841
• Narbona, J. (2016). Digital leadership, twitter and Pope Francis. Church, Communication and Culture, 1(1), 90-109. http://dx.doi.org/10.1080/23753234.2016.1181307
• Oreg, S. (2006). Personality, context, and resistance to organizational change. European Journal of Work and Organizational Psychology, 15(1), 73-101. http://dx.doi.org/10.1080/13594320500451247
• Oreg, S. (2003). Resistance to change: Developing an individual difference measure. Journal of Applied Psychology, 88, 680–693. http://dx.doi.org/10.1037/0021-9010.88.4.680
• Oreg, S. & Berson, Y. (2011). Leadership and employees’ reactions to change: The role of leaders’ personal attributes and transformational leadership style. Personnel Psychology, 64, 627–659. http://dx.doi.org/10.1111/j.1744-6570.2011.01221.x
• Öngel, V., Günsel, A., Gençer Çelik, G., Altındag ̆, E. & Tatlı, H.S. (2024). Digital leadership’s influence on individual creativity and employee performance: A view through the generational lens. Behavioral Sciences, 14(2), 1-18. http://dx.doi.org/10.3390/bs14010003
• Rahmawati, R. & Antonius, S. (2024). The role of work environment and change resistance on innovative work behavior through job satisfaction: Moderating effects of emotional and spiritual intelligence. International Journal of Social Science and Human Researh, 7(4), 2260-2264. http://dx.doi.org/10.47191/ijsshr/v7-i04-08
• Sağbaş, M. & Erdoğan, F. A. (2022). Digital leadership: A systematic con- ceptual literature review. İstanbul Kent Üniversitesi İnsan ve Toplum Bi limleri Dergisi, 3(1), 17-36.
• Sasmoko S., Mihardjo L. W. W., Alamsjah F. & Elidjen E. (2019). Dynamic capability: The effect of digital leadership on fostering innovation capability based on market orientation. Management Science Letters, 9(10), 1633-1644. http://dx.doi.org/10.5267/j.msl.2019.5.024
• Scott, G. S. & Bruce, A. R. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. The Academy of Management Journal, 37(3), 580-607. http://dx.doi.org/10.2307/256701
• Shaik, S.A., Batta, A. & Parayitam, S. (2023). Knowledge management and resistance to change as moderators in the relationship between change management and job satisfaction. Journal of Organizational Change Management, 36(6), 1050-1076. http://dx.doi.org/10.1108/jocm-04-2023-0103
• Sheninger, E. (2019). Digital leadership – changing paradigms for changing times. Corwin Publications.
• Srirahayu, D. P., Ekowati, D. & Sridadi, A. R. (2023). Innovative work behavior in public organizations: A systematic literature review. Heliyon, 9(2), e13557. http://dx.doi.org/10.1016/j.heliyon. 2023.e13557
• Srivastava, S. & Agrawal, S. (2020). Resistance to change and turnover intention: A moderated mediation model of burnout and perceived organizational support. Journal of Organizational Change Mangement, 33(7), 1437-1441. http://dx.doi.org/10.1108/jocm-02-2020-0063
• Suryanarayana A. (2023). An empirical study into the effects of organization culture and person-job fit on post-merger and acquisition resistance to change in select commercial banks. Review of Integrative Business and Economics Research, 12(2), 28-57.
• Teichmann, S. & Hüning, C. (2018). Digital leadership – Führung neu gedacht: Was bleibt, was geht?, F. Keuper, M. Schomann, L. I. Sikora, R. Wassef (Eds.). Disruption und Transformation Management içinde (s. 23-42). Springer. http://dx.doi.org/10.1007/978-3-658-19131-3_2
• Telli, E. (2022). İşletmelerin dijital dönüşüm yolculuğunda liderlik: Transformasyonel (Dönüşümcü) liderlikten dijital liderliğe. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14(3), 307-318. http://dx.doi.org/10.52791/aksarayiibd.1113592
• Teng, N. C. & Yazdanifard, R. (2015). Managing organizational change and resistance from an individualist vs. collectivist perspective. International Journal of Management, Accounting and Economics, 2(9), 1065-1074.
• Tigre, B. F., Curado, C. & Henriques, L. P. (2023). Digital leadership: A bibliometric analysis. Journal of Leadership & Organizational Studies, 30(1), 40-70. http://dx.doi.org/10.1177/15480518 221123132
• Ulusal E. & Yüreğir, O. (2020). Yenilikçi iş davranışını belirleyen faktörlerin ağırlıklandırılması. Endüstri Mühendisliği, 31, 17-31.
• Westerman, G., Bonnet, D. & McAfee, A. (2014). Leading digital: Turning technology into business transformation. Harvard Business Review Press.
• Yoong, P. (2010). Leadership in the Digital Entreprise: Issues and Challenging. Business Science Reference Publishing.