Araştırma Makalesi
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Anlamlandıran Liderliğin Duygusal Bağlılığa Etkisi: Gönüllüler Üzerinde Bir Araştırma

Yıl 2024, Cilt: 26 Sayı: 2, 618 - 633, 28.06.2024
https://doi.org/10.32709/akusosbil.1147158

Öz

Herhangi bir ücret ve tazminat almayan gönüllüler, STK’ya gönül bağıyla bağlıdırlar. Onları gönüllü olmaya zorlayan bir güç yoktur. Genellikle onların gönüllülük motivasyonları içseldir. Gönüllüler, STK’dan ayrılırken de kimseye hesap vermek zorunda değiller. Bu durum gönüllülerin bağlılıklarının hassas olduğunu göstermektedir. Böyle bir bağlamda gönüllüleri yönetirken makam gücünün kullanılması sakıncalı olabilir. STK’larda insancıl ve iknaya dayalı bir yönetim anlayışına ihtiyaç vardır. Dolayısıyla liderler, STK’da hem kontrol ve disiplini sağlamak hem de gönüllülerin ayrılmasını engellemek zorunda kalmaktadır.
Anlamlandıran liderlerin tutum ve davranışları; gönüllülerin işi önemli, değerli ve anlamlı olarak algılamalarında rol oynamaktadır. Bu durum, gönüllülerin işi daha fazla benimsemesine ve STK’ya duygusal açıdan bağlanmasına zemin hazırlayabilir. Dolayısıyla bu çalışmada, anlamlandıran liderliğin gönüllülerin duygusal bağlılığıyla olan ilişkisi tespit edilmeye çalışılmıştır. Bu amaçla aktif şekilde faaliyet gösteren çeşitli STK’ların 407 gönüllüsünden anket tekniğiyle veri toplanmıştır. Yapılan analizler sonucunda anlamlandıran liderliğin ve ilgili tüm boyutlarının duygusal bağlılıkla anlamlı ve pozitif bir ilişkisinin olduğu tespit edilmiştir. Bunun yanında bir bütün olarak anlamlandıran liderliğin ve ilgili boyutlarından olan diğerkâmlığın, yapıcı ilişkilerin ve demokratik yönetim anlayışının gönüllülerin duygusal bağlılığını pozitif şekilde etkileyerek yükselttiği tespit edilmiştir. Sonuç olarak liderlerin işi anlamlı kılan pozitif tutum ve davranışlarının gönüllülerin, STK’ya duygusal açıdan bağlanmasında ve sadakat göstermesinde önemli bir rol oynadığı söylenebilir.

Kaynakça

  • Aboramadan, M. ve Dahleez, K. A. (2020). Leadership styles and employees’ work outcomes in nonprofit organizations: The role of work engagement. Development, 39(7/8), 869-893.
  • Aboramadan, M. ve Kundi, Y. M. (2020). Does transformational leadership better predict work- related outcomes than transactional leadership in the NPO context? Evidence from Italy. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 31(6), 1254-1267.
  • Aksu, G., Eser, M. T. ve Güzeller, C. O. (2017). Açımlayıcı ve doğrulayıcı faktör analizi ile yapısal eşitlik modeli uygulamaları. Ankara: Detay Yayıncılık.
  • Arıkan, S. (2001). Otoriter ve demokratik liderlik tarzları açısından Atatürk'ün liderlik davranışlarının değerlendirilmesi. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19(1), 231-257.
  • Bahat, E. (2021). Person–organization fit and commitment to volunteer organizations. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 32(6), 1255-1270.
  • Bakan, İ. ve Doğan, İ. F. (2013). Liderlik: Güncel konular ve yaklaşımlar. Ankara: Gazi Kitabevi.
  • Bang, H., Ross, S. ve Thomas Jr, G. R. (2012). From motivation to organizational commitment of volunteers in non-profit sport organizations: The role of job satisfaction. The Journal of Management Development, 32(1), 96-112.
  • Baysal, A. C. ve Paksoy, M. (1999). Mesleğe ve örgüte bağlılığın çok yönlü incelenmesinde Meyer- Allen modeli. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 2(1), 7-15.
  • Benevene, P., Buonomo, I. ve West, M. (2020). The relationship between leadership behaviors and volunteer commitment: The role of volunteer satisfaction. Frontiers in psychology, 1-14.
  • Benevene, P., Dal Corso, L., De Carlo, A., Falco, A., Carluccio, F. ve Vecina, M. L. (2018). Ethical leadership as antecedent of job satisfaction, affective organizational commitment and intention to stay among volunteers of non-profit organizations. Frontiers in psychology, 1-17.
  • Blau, P. (1964). Exchange and power in social life. New Brunswick, NJ: Transaction Books.
  • Brimhall, K. C. (2019). Inclusion and commitment as key pathways between leadership and nonprofit performance. Nonprofit Management and Leadership, 30(1), 31-49.
  • Catano, V. M., Pond, M. ve Kelloway, E. K. (2001). Exploring commitment and leadership in volunteer organizations. Leadership and Organization Development Journal, 22, 256–263.
  • Clary, E. G. ve Snyder, M. (1991). A functional analysis of altruism and prosocial behavior: The case of volunteerism. M. Clark (Ed), In Review of personality and social psychology (pp. 119–148). Newbury Park, CA: Sage.
  • Clary, E. G., Snyder, M., Ridge, R. D., Copeland, J., Stukas, A. A., Haugen, J. ve Miene, P. (1998). Understanding and assessing the motivations of volunteers: A functional approach. Journal of personality and social psychology, 74(6), 1516-1530.
  • Dwyer, P. C., Bono, J. E., Snyder, M., Nov, O. ve Berson, Y. (2013). Transformational leadership and personal motives influence volunteer outcomes. Nonprofit Management and Leadership, 24(2), 181–205.
  • Erdurmazlı, E. (2019a). Satisfaction and commitment in voluntary organizations: a cultural analysis along with servant leadership. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 30(1), 129-146.
  • Erdurmazlı, E. (2019b). On the servant leadership behaviors perceived in voluntary settings: The influences on volunteers’ motivation and organizational commitment. Sage Open, 9(3), 1–17.
  • Grube, J. ve Piliavin, J. A. (2000). Role identity, organizational experiences, and volunteer experiences. Pers. Soc. Psychol. Bull. 26, 1108–1120.
  • Güney, S. (2018). Davranış bilimleri (11. Baskı). Ankara: Nobel Yayınları.
  • Gürbüz, S. (2019). AMOS ile yapısal eşitlik modellemesi temel ilkeler ve uygulamalı analizler (IBM AMOS uygulamalı, örnek veri setleri) (1. Baskı). Ankara: Seçkin Yayıncılık.
  • Gürbüz, S. ve Şahin, F. (2015). Sosyal bilimlerde araştırma yöntemleri. Ankara: Seçkin Yayıncılık.
  • Haski-Leventhal, D. ve Bargal, D. (2008). The volunteer stages and transitions model: Organizational socialization of volunteers. Human relations, 61(1), 67-102.
  • Haski‐Leventhal, D., Meijs, L. C., Lockstone‐Binney, L., Holmes, K. ve Oppenheimer, M. (2018). Measuring volunteerability and the capacity to volunteer among non‐volunteers: Implications for social policy. Social Policy & Administration, 52(5), 1139-1167.
  • İslamoğlu, A. H. ve Alnıaçık, Ü. (2014). Sosyal bilimlerde araştırma yöntemleri. İstanbul: Beta Yayınları.
  • Jaeger, U., Kreutzer, K. ve Beyes, T. (2009). Balancing acts: NPO‐leadership and volunteering. Financial Accountability & Management, 25(1), 79-97.
  • Koçel, T. (2014). İşletme yöneticiliği (15. baskı). İstanbul: Beta Yayınları.
  • Meydan, C. H. ve Şeşen, H. (2015). Yapısal eşitlik modellemesi AMOS uygulamaları. Ankara: Detay Yayıncılık.
  • Meyer, J. P. ve Allen, N. J. (1991). A Three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61–89.
  • Meyer, J. P., Stanley, D. J., Herscovitch, L. ve Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.
  • Millette, V. ve Gagné, M. (2008). Designing volunteers’ tasks to maximize motivation, satisfaction and performance: The impact of job characteristics on volunteer engagement. Motivation and emotion, 32(1), 11-22.
  • Musick, M. ve Wilson, J. (1997). Who cares? Toward an integrated theory of volunteer work. American Sociological Review, 62 (5), 694–713.
  • Omoto, A. M. ve Snyder, M. (1995). Sustained helping without obligation: motivation, longevity of service, and perceived attitude change among AIDS volunteers. J. Pers. Soc. Psychol. 68(4), 671– 686.
  • Patrick, H. A. ve Sonia, J. (2012). Job satisfaction and affective commitment. The IUP Journal of Organizational Behavior, 11(1), 23–36.
  • Penner, L. A., Finkelstein, M. A. (1998). Dispositional and structural determinants of volunteerism. Journal of Personality and Social Psychology, 74, 525-537.
  • Rosso, B. D., Dekas, K. H. ve Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91–127.
  • Rowold, J., Borgmann, L. ve Bormann, K. (2014). Which leadership constructs are important for predicting job satisfaction, affective commitment, and perceived job performance in profit versus nonprofit organizations?. Nonprofit Management and Leadership, 25(2), 147-164.
  • Schreiner, E., Trent, S. B., Prange, K. A. ve Allen, J. A. (2018). Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender. Nonprofit management and leadership, 29(2), 241-260,
  • Tabachnick, B. G. ve Fidell, L. S. (2013). Using multivariate statistics. London: Pearson.
  • Tabak, A., ve Sığrı, Ü. (2014). Liderlik. Ü. Sığrı ve S. Gürbüz (Ed) Örgütsel davranış (2. baskı) içinde (ss. 374-429). İstanbul: Beta Yayınevi.
  • Taş, M. A. (2022). Sivil toplum kuruluşlarında anlamlandıran liderlik modeli. (Yayımlanmamış Doktora Tezi). Burdur Mehmet Akif Ersoy Üniversitesi, Burdur.
  • Taylor, T., Darcy, S., Hoye, R. ve Cuskelly, G. (2006). Using psychological contract theory to explore issues in effective volunteer management. European Sport Management Quarterly, 6(2), 123-147.
  • Van Schie, S., Güntert, S. T., Oostlander, J. ve Wehner, T. (2015). How the organizational context impacts volunteers: A differentiated perspective on self-determined motivation. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 26(4), 1570-1590.
  • Van Vianen, A. E., Nijstad, B. A. ve Voskuijl, O. F. (2008). A person-environment fit approach to volunteerism: Volunteer personality fit and culture fit as predictors of affective outcomes. Basic and Applied Social Psychology, 30(2), 153-166.
  • Varney, J. (2009). Leadership as meaning-making. Human Resource Management International Digest, 17(5), 3-5.
  • Vecina, M. L., Chacón, F., and Sueiro, M. (2009). Satisfacción en el voluntariado: estructura interna y relación con la permanencia en las organizaciones. Psichotema 21, 112–117.
  • Veres, J. C., Eva, N. ve Cavanagh, A. (2019). “Dark” student volunteers: Commitment, motivation, and leadership. Personnel Review, 49(5), 1176-1193.
  • Wang, W. ve Seifert, R. (2021). The end of meaningful work in the not-for-profit sector? A case study of ethics in employee relations under the new business-like operation regime. Journal of Business Ethics, 1-14.
  • Wilson, J. (2012). Volunteerism research: A review essay. Nonprofit and voluntary sector quarterly, 41(2), 176-212.
  • Wisner, P. S., Stringfellow, A., Youngdahl, W. E. ve Parker, L. (2005). The service volunteer–loyalty chain: an exploratory study of charitable not-for-profit service organizations. Journal of Operations Management, 23(2), 143-161.

The Effect of Meaning-Making Leadership on Affective Commitment: A Study on Volunteers

Yıl 2024, Cilt: 26 Sayı: 2, 618 - 633, 28.06.2024
https://doi.org/10.32709/akusosbil.1147158

Öz

Volunteers, who do not receive any wages or compensation, are commitment to the NPOs with a heartfelt. There is no force that compels them to volunteer. Usually their motivation to volunteer is internal. Volunteers do not have to give an account to anyone when they leave the NPOs. This shows that the commitment of the volunteers is sensitive. In such a context, it may be inconvenient to use the power of authority when managing volunteers. NPOs need a humane and persuasive management approach. Therefore, leaders have to both maintain control and discipline in the NPOs and prevent volunteers from leaving.
Attitudes and behaviors of meaning-making leaders play a role in volunteers' perception of their work as important, valuable and meaningful. This situation contributes to volunteers' adopting the work and their emotional attachment to the NPOs. Therefore, in this study, the relationship between meaning-making leadership and the affective commitment of volunteers was tried to be investigated. For this purpose, data were collected from 407 volunteers of various NPOs actively operating. In the research, data was collected by questionnaire technique. As a result of the analysis, it has been determined that meaning-making leadership and all its dimensions have a significant and positive relationship with affective commitment. In addition, it has been determined that meaning-making leadership and its related dimensions of altruism, constructive relations and democratic management approach positively affect the affective commitment of volunteers. Consequently, it can be said that the positive attitudes and behaviors of the meaning-making leaders play an important role in the affective commitment and loyalty of the volunteers to the NPOs.

Kaynakça

  • Aboramadan, M. ve Dahleez, K. A. (2020). Leadership styles and employees’ work outcomes in nonprofit organizations: The role of work engagement. Development, 39(7/8), 869-893.
  • Aboramadan, M. ve Kundi, Y. M. (2020). Does transformational leadership better predict work- related outcomes than transactional leadership in the NPO context? Evidence from Italy. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 31(6), 1254-1267.
  • Aksu, G., Eser, M. T. ve Güzeller, C. O. (2017). Açımlayıcı ve doğrulayıcı faktör analizi ile yapısal eşitlik modeli uygulamaları. Ankara: Detay Yayıncılık.
  • Arıkan, S. (2001). Otoriter ve demokratik liderlik tarzları açısından Atatürk'ün liderlik davranışlarının değerlendirilmesi. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19(1), 231-257.
  • Bahat, E. (2021). Person–organization fit and commitment to volunteer organizations. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 32(6), 1255-1270.
  • Bakan, İ. ve Doğan, İ. F. (2013). Liderlik: Güncel konular ve yaklaşımlar. Ankara: Gazi Kitabevi.
  • Bang, H., Ross, S. ve Thomas Jr, G. R. (2012). From motivation to organizational commitment of volunteers in non-profit sport organizations: The role of job satisfaction. The Journal of Management Development, 32(1), 96-112.
  • Baysal, A. C. ve Paksoy, M. (1999). Mesleğe ve örgüte bağlılığın çok yönlü incelenmesinde Meyer- Allen modeli. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 2(1), 7-15.
  • Benevene, P., Buonomo, I. ve West, M. (2020). The relationship between leadership behaviors and volunteer commitment: The role of volunteer satisfaction. Frontiers in psychology, 1-14.
  • Benevene, P., Dal Corso, L., De Carlo, A., Falco, A., Carluccio, F. ve Vecina, M. L. (2018). Ethical leadership as antecedent of job satisfaction, affective organizational commitment and intention to stay among volunteers of non-profit organizations. Frontiers in psychology, 1-17.
  • Blau, P. (1964). Exchange and power in social life. New Brunswick, NJ: Transaction Books.
  • Brimhall, K. C. (2019). Inclusion and commitment as key pathways between leadership and nonprofit performance. Nonprofit Management and Leadership, 30(1), 31-49.
  • Catano, V. M., Pond, M. ve Kelloway, E. K. (2001). Exploring commitment and leadership in volunteer organizations. Leadership and Organization Development Journal, 22, 256–263.
  • Clary, E. G. ve Snyder, M. (1991). A functional analysis of altruism and prosocial behavior: The case of volunteerism. M. Clark (Ed), In Review of personality and social psychology (pp. 119–148). Newbury Park, CA: Sage.
  • Clary, E. G., Snyder, M., Ridge, R. D., Copeland, J., Stukas, A. A., Haugen, J. ve Miene, P. (1998). Understanding and assessing the motivations of volunteers: A functional approach. Journal of personality and social psychology, 74(6), 1516-1530.
  • Dwyer, P. C., Bono, J. E., Snyder, M., Nov, O. ve Berson, Y. (2013). Transformational leadership and personal motives influence volunteer outcomes. Nonprofit Management and Leadership, 24(2), 181–205.
  • Erdurmazlı, E. (2019a). Satisfaction and commitment in voluntary organizations: a cultural analysis along with servant leadership. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 30(1), 129-146.
  • Erdurmazlı, E. (2019b). On the servant leadership behaviors perceived in voluntary settings: The influences on volunteers’ motivation and organizational commitment. Sage Open, 9(3), 1–17.
  • Grube, J. ve Piliavin, J. A. (2000). Role identity, organizational experiences, and volunteer experiences. Pers. Soc. Psychol. Bull. 26, 1108–1120.
  • Güney, S. (2018). Davranış bilimleri (11. Baskı). Ankara: Nobel Yayınları.
  • Gürbüz, S. (2019). AMOS ile yapısal eşitlik modellemesi temel ilkeler ve uygulamalı analizler (IBM AMOS uygulamalı, örnek veri setleri) (1. Baskı). Ankara: Seçkin Yayıncılık.
  • Gürbüz, S. ve Şahin, F. (2015). Sosyal bilimlerde araştırma yöntemleri. Ankara: Seçkin Yayıncılık.
  • Haski-Leventhal, D. ve Bargal, D. (2008). The volunteer stages and transitions model: Organizational socialization of volunteers. Human relations, 61(1), 67-102.
  • Haski‐Leventhal, D., Meijs, L. C., Lockstone‐Binney, L., Holmes, K. ve Oppenheimer, M. (2018). Measuring volunteerability and the capacity to volunteer among non‐volunteers: Implications for social policy. Social Policy & Administration, 52(5), 1139-1167.
  • İslamoğlu, A. H. ve Alnıaçık, Ü. (2014). Sosyal bilimlerde araştırma yöntemleri. İstanbul: Beta Yayınları.
  • Jaeger, U., Kreutzer, K. ve Beyes, T. (2009). Balancing acts: NPO‐leadership and volunteering. Financial Accountability & Management, 25(1), 79-97.
  • Koçel, T. (2014). İşletme yöneticiliği (15. baskı). İstanbul: Beta Yayınları.
  • Meydan, C. H. ve Şeşen, H. (2015). Yapısal eşitlik modellemesi AMOS uygulamaları. Ankara: Detay Yayıncılık.
  • Meyer, J. P. ve Allen, N. J. (1991). A Three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61–89.
  • Meyer, J. P., Stanley, D. J., Herscovitch, L. ve Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.
  • Millette, V. ve Gagné, M. (2008). Designing volunteers’ tasks to maximize motivation, satisfaction and performance: The impact of job characteristics on volunteer engagement. Motivation and emotion, 32(1), 11-22.
  • Musick, M. ve Wilson, J. (1997). Who cares? Toward an integrated theory of volunteer work. American Sociological Review, 62 (5), 694–713.
  • Omoto, A. M. ve Snyder, M. (1995). Sustained helping without obligation: motivation, longevity of service, and perceived attitude change among AIDS volunteers. J. Pers. Soc. Psychol. 68(4), 671– 686.
  • Patrick, H. A. ve Sonia, J. (2012). Job satisfaction and affective commitment. The IUP Journal of Organizational Behavior, 11(1), 23–36.
  • Penner, L. A., Finkelstein, M. A. (1998). Dispositional and structural determinants of volunteerism. Journal of Personality and Social Psychology, 74, 525-537.
  • Rosso, B. D., Dekas, K. H. ve Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91–127.
  • Rowold, J., Borgmann, L. ve Bormann, K. (2014). Which leadership constructs are important for predicting job satisfaction, affective commitment, and perceived job performance in profit versus nonprofit organizations?. Nonprofit Management and Leadership, 25(2), 147-164.
  • Schreiner, E., Trent, S. B., Prange, K. A. ve Allen, J. A. (2018). Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender. Nonprofit management and leadership, 29(2), 241-260,
  • Tabachnick, B. G. ve Fidell, L. S. (2013). Using multivariate statistics. London: Pearson.
  • Tabak, A., ve Sığrı, Ü. (2014). Liderlik. Ü. Sığrı ve S. Gürbüz (Ed) Örgütsel davranış (2. baskı) içinde (ss. 374-429). İstanbul: Beta Yayınevi.
  • Taş, M. A. (2022). Sivil toplum kuruluşlarında anlamlandıran liderlik modeli. (Yayımlanmamış Doktora Tezi). Burdur Mehmet Akif Ersoy Üniversitesi, Burdur.
  • Taylor, T., Darcy, S., Hoye, R. ve Cuskelly, G. (2006). Using psychological contract theory to explore issues in effective volunteer management. European Sport Management Quarterly, 6(2), 123-147.
  • Van Schie, S., Güntert, S. T., Oostlander, J. ve Wehner, T. (2015). How the organizational context impacts volunteers: A differentiated perspective on self-determined motivation. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 26(4), 1570-1590.
  • Van Vianen, A. E., Nijstad, B. A. ve Voskuijl, O. F. (2008). A person-environment fit approach to volunteerism: Volunteer personality fit and culture fit as predictors of affective outcomes. Basic and Applied Social Psychology, 30(2), 153-166.
  • Varney, J. (2009). Leadership as meaning-making. Human Resource Management International Digest, 17(5), 3-5.
  • Vecina, M. L., Chacón, F., and Sueiro, M. (2009). Satisfacción en el voluntariado: estructura interna y relación con la permanencia en las organizaciones. Psichotema 21, 112–117.
  • Veres, J. C., Eva, N. ve Cavanagh, A. (2019). “Dark” student volunteers: Commitment, motivation, and leadership. Personnel Review, 49(5), 1176-1193.
  • Wang, W. ve Seifert, R. (2021). The end of meaningful work in the not-for-profit sector? A case study of ethics in employee relations under the new business-like operation regime. Journal of Business Ethics, 1-14.
  • Wilson, J. (2012). Volunteerism research: A review essay. Nonprofit and voluntary sector quarterly, 41(2), 176-212.
  • Wisner, P. S., Stringfellow, A., Youngdahl, W. E. ve Parker, L. (2005). The service volunteer–loyalty chain: an exploratory study of charitable not-for-profit service organizations. Journal of Operations Management, 23(2), 143-161.
Toplam 50 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm İktisadi ve İdari Bilimler
Yazarlar

Mehmet Ali Taş 0000-0001-9714-7188

Yayımlanma Tarihi 28 Haziran 2024
Gönderilme Tarihi 23 Temmuz 2022
Yayımlandığı Sayı Yıl 2024 Cilt: 26 Sayı: 2

Kaynak Göster

APA Taş, M. A. (2024). Anlamlandıran Liderliğin Duygusal Bağlılığa Etkisi: Gönüllüler Üzerinde Bir Araştırma. Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi, 26(2), 618-633. https://doi.org/10.32709/akusosbil.1147158