Araştırma Makalesi
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Lider-Üye Etkileşimi ve Örgütsel Sessizlik Arasındaki İlişkide Pozitif Psikolojik Sermayenin Aracı Rolü: Hizmet Sektöründe Bir Araştırma

Yıl 2020, Cilt 24, Sayı 1, 1 - 20, 15.03.2020

Öz

Lider ile takipçileri arasındaki etkileşim, tarafların birbirlerine olan tutum ve davranışlarının en önemli belirleyicilerinden birisidir. Yüksek kalitede etkileşim, taraflar arasındaki güçlü iletişimin ve güvenin göstergesidir. Bu araştırma, lider-üye etkileşimi ile örgütsel sessizlik arasındaki ilişkide pozitif psikolojik sermayenin aracı etkisinin olup olmadığını incelemek amacıyla yapılmıştır. Araştırma verileri havacılık alanında faaliyet gösteren bir işletmenin 390 çalışanına yapılan anket sonucunda elde edilmiştir. Araştırma sonucunda lider-üye etkileşimi ve örgütsel sessizlik arasındaki ilişkide pozitif psikolojik sermayenin kısmi aracı etkisinin bulunduğu tespit edilmiştir. Elde edilen araştırma sonuçlarının teorik ve pratik etkileri tartışılarak gelecekte yapılacak çalışmalara ve sektör yöneticilerine önerilerde bulunulmuştur.

Kaynakça

  • Acaray, A., Çekmecelioğlu, H., Akturan, A. (2015). Örgüt kültürü ile örgütsel sessizlik arasındaki ilişkinin incelenmesi. The Journal of Academic Social Science Studies, 32, 139-157.
  • Akçay, V. H. (2011). Pozitif Psikolojik Sermayenin Kişisel Değerler Bakımından İş Tatminine Etkisi ve Bir Araştırma, (Yayınlanmamış doktora tezi), İstanbul Üniversitesi/Sosyal Bilimler Enstitüsü, İstanbul.
  • Aktaş, H., Şimşek, E. (2015). Bireylerin örgütsel sessizlik tutumlarında iş doyumu ve duygusal tükenmişlik algılarının rolü. Uluslararası Yönetim İktisat ve İşletme Dergisi, 11(24), 205-230.
  • Bandura, A. (Ed.). (1995). Self-Efficacy in Changing Societies. New York: Cambridge University Press.
  • Baron, R. M., Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Bauer, T. N., Green, S. G. (1996). Development of leader–member exchange: A longitudinal test. Academy of Management Journal, 39(6), 1538-1567.
  • Beheshtifar, M., Borhani, H., Moghadam, M. N. (2012). Destructive role of employee silence in organizational success, International Journal of Academic Research in Business and Social Sciences, 2(11), 275-282.
  • Bingham, W.V. (1927), Leadership, in Metcalf, H.C. (Ed.), The Psychological Foundations of Management, (s.410-435). New York.
  • Brown, S. (2007). Three minutes of silence: thinking in duration in organization studies. TAMARA: Journal of Critical Postmodern Organization Science, 6 (1/2), 159-175.
  • Büyüköztürk, Ş. (2011). Sosyal Bilimler İçin Veri Analizi El Kitabı, Ankara: Pegem Akademi.
  • Chan, S. C., Yeung, D. (2016). The impact of leader-member exchange (lmx) and empowerment on employee voice behavior. Nang Yan Business Journal, 4(1), 44-55.
  • Dansereau, F., Graen, G.B., Haga, W. (1975). A vertical dyad linkage approach to leadership in formal organizations. Organizational Behavior and Human Performance, 13, 46-78. Durarajen, A. (2004). Leader-Member Exchange and Job Satisfaction, (Unpublished doctoral thesis), University Sains Malaysia.
  • Dyne, L. V., Ang S., Botero I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs, Journal of Management Studies, 40(6), 1359-1392. Edwards, J. R., Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1-22.
  • Fairchild, A. J., MacKinnon, D. P. (2009). A general model for testing mediation and moderation effects. Prevention Science, 10(2), 87-99.
  • Fatima, A., Salah-Ud-Din S., Khan S., Hassan M., Hoti H. A. K. (2015). Impact of organizational silence on organizational citizenship behavior: moderating role of procedural justice, Journal of Economics, Business and Management, 3(9), 846-850.
  • Fiedler, R. E. (1964). A Contingency Model of Leadership Effectiveness', in Berkowitz, L. (Ed.), Advances in Experimental Social Psychology, Academic Press, New York.
  • Gooty, J., Gavin, M., Johnson, P. D., Frazier, M. L., Snow, D. B. (2009). In the eyes of the beholder: Transformational leadership, positive psychological capital, and performance. Journal of Leadership & Organizational Studies, 15(4), 353-367.
  • Graen, G. B., Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247.
  • Hooper, D., Coughlan, J., Mullen, M. (2008). Structural equation modelling: Guidelines for determining model fit. Articles, 2. Dublin Institute of Technology Articles, 53-60.
  • Hoveyda, H. R., Seyedpoor, S. M. (2015). The relationship between psychological capital and organizational silence. Jurnal UMP Social Sciences and Technology Management, 3(2), 501-508.
  • http://www.surveysystem.com/sscalc.htm, E.T.: 22.08.2016.
  • Jackson, D. L., Gillaspy Jr, J. A., Purc-Stephenson, R. (2009). Reporting practices in confirmatory factor analysis: An overview and some recommendations. Psychological Methods, 14(1), 6-23.
  • Kahya, C. (2013). Dönüştürücü ve Etkileşimci Liderlik Anlayışları ile Örgütsel Sessizlik Arasındaki İlişkide Örgütsel Güvenin Rolü, (Yayınlanmamış doktora tezi), Atatürk Üniversitesi/Sosyal Bilimler Enstitüsü, Erzurum.
  • Karasar, N. (2002). Bilimsel Araştırma Yöntemi, Ankara: Nobel.
  • Keynes, J. M. (2009). Characteristics of The Airline Industry, In: Cento, A.(2009) The Airline Industry: Challenges in the 21st Industry. (s. 13-44).
  • Kim, T-Y., Liu, Z., Diefendorff, J. M. (2014). Leader–member exchange and job performance: the effects of taking charge and organizational tenure, Journal of Organizational Behavior, 36, 216–230.
  • Nie, D., Lämsä, A. M. (2015). The leader–member exchange theory in the Chinese context and the ethical challenge of guanxi. Journal of Business Ethics, 128(4), 851-861.
  • Lau, R. S., Cheung, G. W. (2012). Estimating and comparing specific mediation effects in complex latent variable models. Organizational Research Methods, 15(1), 3-16.
  • Liang, T., Wang, Y. (2016). Organizational silence in state-owned enterprises: Intermediary role of the perceptions of organizational politics. American Journal of Industrial and Business Management, 6(05), 640-648.
  • Liao, S. S., Hu, D. C., Chung, Y. C., Chen, L. W. (2017). LMX and employee satisfaction: mediating effect of psychological capital. Leadership & Organization Development Journal, 38(3), 433-449.
  • Liden, R. C., Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72.
  • Luthans, F., Luthans, K. W., Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital, Business Horizons, 47(1), 45-50.
  • Luthans, F., Avolio, B. J., Avey, J. B., Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572.
  • Mann, C. J. (2003). Observational research methods. Research design II: cohort, cross sectional, and case-control studies. Emergency Medicine Journal, 20(1), 54-60.
  • McGregor, D. (1960), The Human Side of Enterprise, New York: McGraw-Hill.
  • Memili, E., Welsh, D.H.B., Kaciak, E. (2014). Organizational psychological capital of family franchise firms through the lens of the leader–member exchange theory. Journal of Leadership & Organizational Studies, 21(2), 200-209.
  • Morrison, E. W., Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725.
  • Norvapalo, K. (2014). The quality and development of the leader-follower relationship and psychological capital: a longitudinal case study in a higher education context. Jyväskylä Studies in Business and Economics, (144).
  • Pinder, C. C., Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. In Research in Personnel and Human Resources Management, 331-369.
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.
  • Podsakoff, P.M., Organ, D. (1986), Self-reports in organizational research: problems and prospects, Journal of Management, 12(4), 531-544.
  • Preacher K. J. , Rucker D. D., Hayes A. F. (2007) Addressing moderated mediation hypotheses: theory, methods, and prescriptions, Multivariate Behavioral Research, 42(1), 185-227.
  • Rego, P., Lopes, M. P., Nascimento, J. L. (2016). Authentic leadership and organizational commitment: The mediating role of positive psychological capital. Journal of Industrial Engineering and Management (JIEM), 9(1), 129-151. Şahin, F. (2011). Lider-üye etkileşimi ile işten ayrılma niyeti arasındaki ilişki üzerinde cinsiyetin etkisi/the effect of gender on the relationship between leader-member exchange and intention to quit. Ege Akademik Bakış, 11(2), 277-288.
  • Scandura, T. A., Graen, G. B. (1984). Moderating effects of initial leader–member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69(3), 428-436.
  • Shelton, S.A., Renard, M. (2015). Correlating nurses’ levels of Psychological Capital with their reward preferences and reward satisfaction. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 41(1), 1-14.
  • Shu, C. Y., Quynh, N. T. N. (2015). Guan-xi, loyalty, contribution and ‘speak-up behavior: the role of leader-member exchange (lmx) as mediator and political skill as moderator. Eurasian Journal of Business and Management, 3(2), 54-73.
  • Slade, M. R. (2008). The Adaptive Nature of Organizational Silence: A Cybernetic Exploration of The Hidden Factory, (Unpublished doctoral thesis), The George Washington University.
  • Taşkıran, E. (2010), Liderlik Tarzının Örgütsel Sessizlik Üzerindeki Etkisinde Örgütsel Adaletin Rolü ve Bir Araştırma (Yayımlanmamış doktora tezi). Marmara Üniversitesi/Sosyal Bilimler Enstitüsü, İstanbul.
  • Tavakol, M., Dennick, R. (2011). Making sense of Cronbach's alpha. International Journal of Medical Education, 2, 53-55.
  • Turgut, H., Tokmak, İ., Ateş, M. F. (2015). Lider-üye etkileşiminin işgören performansına etkisinde çalışanların örgütsel adalet algılarının rolü. Çankırı Karatekin Üniversitesi İİBF Dergisi, 5(2), 417-442.
  • Van Seters, D. A., Field, R. H. (1990). The evolution of leadership theory. Journal of Organizational Change Management, 3(3), 29-45.
  • Volmer, J. Niessen, C., Spurk, D., Linz, A. Abele, A. E. (2011). Reciprocal relationships between leader–member exchange (LMX) and job satisfaction: A Cross‐Lagged Analysis, Applied Psychology, 60(4), 522-545.
  • Wang, H. J., Lu, C. Q., Siu, O. L. (2015). Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement. Journal of Applied Psychology, 100(4), 1249-1259.
  • Xu, A. J., Loi, R., Lam, L. W. (2015). The bad boss takes it all: How abusive supervision and leader–member exchange interact to influence employee silence. The Leadership Quarterly, 26(5), 763-774.
  • Yang, H. C., Yang, W. R., Lee, C. H. (2015). Influence of organizational exchange relationship on motivation: mediating effect of positive psychological capital and self-enhancement bias. International Information Institute (Tokyo). Information, 19(4), 82-86.
  • Yanık, O. (2014). Ahlaki Liderliğin Çalışanların İş Tatminine, Örgütsel Bağlılığına ve İşten Ayrılma Niyetine Etkisi: Örgütsel Güven ve Örgütsel Adalet Algısının Aracı Rolü, (Yayınlanmamış doktora tezi), Atatürk Üniversitesi/Sosyal Bilimler Enstitüsü, Erzurum.
  • Yu, Y., Liu, Q. (2016). The effect of psychological capital and organizational support on innovational behavior and silence behavior of technical innovation personnel in strategic emerging industry. American Journal of Industrial and Business Management, 6(06), 732-740.

The Mediating Role of Positive Psychological Capital on the Relationship between Leader Member Exchange and Organizational Silence: A Research in Service Sector

Yıl 2020, Cilt 24, Sayı 1, 1 - 20, 15.03.2020

Öz

The interaction between the leader and his/her followers is one of the most important determinants of the attitudes and behaviors of the parties to each other. High quality exchange is a sign of strong communication and trust between the parties. The aim of this study was to investigate whether there is a mediating effect of positive psychological capital in the relationship between leader-member exchange and organizational silence. The research data were obtained from a survey of 390 employees of a company operating in the field of aviation. As a result of the research, it was determined that positive psychological capital had a partial mediating effect on the relationship between leader-member excahnge and organizational silence. The theoretical and practical effects of the research results were discussed and suggestions were made for future studies and sector managers.

Kaynakça

  • Acaray, A., Çekmecelioğlu, H., Akturan, A. (2015). Örgüt kültürü ile örgütsel sessizlik arasındaki ilişkinin incelenmesi. The Journal of Academic Social Science Studies, 32, 139-157.
  • Akçay, V. H. (2011). Pozitif Psikolojik Sermayenin Kişisel Değerler Bakımından İş Tatminine Etkisi ve Bir Araştırma, (Yayınlanmamış doktora tezi), İstanbul Üniversitesi/Sosyal Bilimler Enstitüsü, İstanbul.
  • Aktaş, H., Şimşek, E. (2015). Bireylerin örgütsel sessizlik tutumlarında iş doyumu ve duygusal tükenmişlik algılarının rolü. Uluslararası Yönetim İktisat ve İşletme Dergisi, 11(24), 205-230.
  • Bandura, A. (Ed.). (1995). Self-Efficacy in Changing Societies. New York: Cambridge University Press.
  • Baron, R. M., Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Bauer, T. N., Green, S. G. (1996). Development of leader–member exchange: A longitudinal test. Academy of Management Journal, 39(6), 1538-1567.
  • Beheshtifar, M., Borhani, H., Moghadam, M. N. (2012). Destructive role of employee silence in organizational success, International Journal of Academic Research in Business and Social Sciences, 2(11), 275-282.
  • Bingham, W.V. (1927), Leadership, in Metcalf, H.C. (Ed.), The Psychological Foundations of Management, (s.410-435). New York.
  • Brown, S. (2007). Three minutes of silence: thinking in duration in organization studies. TAMARA: Journal of Critical Postmodern Organization Science, 6 (1/2), 159-175.
  • Büyüköztürk, Ş. (2011). Sosyal Bilimler İçin Veri Analizi El Kitabı, Ankara: Pegem Akademi.
  • Chan, S. C., Yeung, D. (2016). The impact of leader-member exchange (lmx) and empowerment on employee voice behavior. Nang Yan Business Journal, 4(1), 44-55.
  • Dansereau, F., Graen, G.B., Haga, W. (1975). A vertical dyad linkage approach to leadership in formal organizations. Organizational Behavior and Human Performance, 13, 46-78. Durarajen, A. (2004). Leader-Member Exchange and Job Satisfaction, (Unpublished doctoral thesis), University Sains Malaysia.
  • Dyne, L. V., Ang S., Botero I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs, Journal of Management Studies, 40(6), 1359-1392. Edwards, J. R., Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1-22.
  • Fairchild, A. J., MacKinnon, D. P. (2009). A general model for testing mediation and moderation effects. Prevention Science, 10(2), 87-99.
  • Fatima, A., Salah-Ud-Din S., Khan S., Hassan M., Hoti H. A. K. (2015). Impact of organizational silence on organizational citizenship behavior: moderating role of procedural justice, Journal of Economics, Business and Management, 3(9), 846-850.
  • Fiedler, R. E. (1964). A Contingency Model of Leadership Effectiveness', in Berkowitz, L. (Ed.), Advances in Experimental Social Psychology, Academic Press, New York.
  • Gooty, J., Gavin, M., Johnson, P. D., Frazier, M. L., Snow, D. B. (2009). In the eyes of the beholder: Transformational leadership, positive psychological capital, and performance. Journal of Leadership & Organizational Studies, 15(4), 353-367.
  • Graen, G. B., Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247.
  • Hooper, D., Coughlan, J., Mullen, M. (2008). Structural equation modelling: Guidelines for determining model fit. Articles, 2. Dublin Institute of Technology Articles, 53-60.
  • Hoveyda, H. R., Seyedpoor, S. M. (2015). The relationship between psychological capital and organizational silence. Jurnal UMP Social Sciences and Technology Management, 3(2), 501-508.
  • http://www.surveysystem.com/sscalc.htm, E.T.: 22.08.2016.
  • Jackson, D. L., Gillaspy Jr, J. A., Purc-Stephenson, R. (2009). Reporting practices in confirmatory factor analysis: An overview and some recommendations. Psychological Methods, 14(1), 6-23.
  • Kahya, C. (2013). Dönüştürücü ve Etkileşimci Liderlik Anlayışları ile Örgütsel Sessizlik Arasındaki İlişkide Örgütsel Güvenin Rolü, (Yayınlanmamış doktora tezi), Atatürk Üniversitesi/Sosyal Bilimler Enstitüsü, Erzurum.
  • Karasar, N. (2002). Bilimsel Araştırma Yöntemi, Ankara: Nobel.
  • Keynes, J. M. (2009). Characteristics of The Airline Industry, In: Cento, A.(2009) The Airline Industry: Challenges in the 21st Industry. (s. 13-44).
  • Kim, T-Y., Liu, Z., Diefendorff, J. M. (2014). Leader–member exchange and job performance: the effects of taking charge and organizational tenure, Journal of Organizational Behavior, 36, 216–230.
  • Nie, D., Lämsä, A. M. (2015). The leader–member exchange theory in the Chinese context and the ethical challenge of guanxi. Journal of Business Ethics, 128(4), 851-861.
  • Lau, R. S., Cheung, G. W. (2012). Estimating and comparing specific mediation effects in complex latent variable models. Organizational Research Methods, 15(1), 3-16.
  • Liang, T., Wang, Y. (2016). Organizational silence in state-owned enterprises: Intermediary role of the perceptions of organizational politics. American Journal of Industrial and Business Management, 6(05), 640-648.
  • Liao, S. S., Hu, D. C., Chung, Y. C., Chen, L. W. (2017). LMX and employee satisfaction: mediating effect of psychological capital. Leadership & Organization Development Journal, 38(3), 433-449.
  • Liden, R. C., Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72.
  • Luthans, F., Luthans, K. W., Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital, Business Horizons, 47(1), 45-50.
  • Luthans, F., Avolio, B. J., Avey, J. B., Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572.
  • Mann, C. J. (2003). Observational research methods. Research design II: cohort, cross sectional, and case-control studies. Emergency Medicine Journal, 20(1), 54-60.
  • McGregor, D. (1960), The Human Side of Enterprise, New York: McGraw-Hill.
  • Memili, E., Welsh, D.H.B., Kaciak, E. (2014). Organizational psychological capital of family franchise firms through the lens of the leader–member exchange theory. Journal of Leadership & Organizational Studies, 21(2), 200-209.
  • Morrison, E. W., Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725.
  • Norvapalo, K. (2014). The quality and development of the leader-follower relationship and psychological capital: a longitudinal case study in a higher education context. Jyväskylä Studies in Business and Economics, (144).
  • Pinder, C. C., Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. In Research in Personnel and Human Resources Management, 331-369.
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.
  • Podsakoff, P.M., Organ, D. (1986), Self-reports in organizational research: problems and prospects, Journal of Management, 12(4), 531-544.
  • Preacher K. J. , Rucker D. D., Hayes A. F. (2007) Addressing moderated mediation hypotheses: theory, methods, and prescriptions, Multivariate Behavioral Research, 42(1), 185-227.
  • Rego, P., Lopes, M. P., Nascimento, J. L. (2016). Authentic leadership and organizational commitment: The mediating role of positive psychological capital. Journal of Industrial Engineering and Management (JIEM), 9(1), 129-151. Şahin, F. (2011). Lider-üye etkileşimi ile işten ayrılma niyeti arasındaki ilişki üzerinde cinsiyetin etkisi/the effect of gender on the relationship between leader-member exchange and intention to quit. Ege Akademik Bakış, 11(2), 277-288.
  • Scandura, T. A., Graen, G. B. (1984). Moderating effects of initial leader–member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69(3), 428-436.
  • Shelton, S.A., Renard, M. (2015). Correlating nurses’ levels of Psychological Capital with their reward preferences and reward satisfaction. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 41(1), 1-14.
  • Shu, C. Y., Quynh, N. T. N. (2015). Guan-xi, loyalty, contribution and ‘speak-up behavior: the role of leader-member exchange (lmx) as mediator and political skill as moderator. Eurasian Journal of Business and Management, 3(2), 54-73.
  • Slade, M. R. (2008). The Adaptive Nature of Organizational Silence: A Cybernetic Exploration of The Hidden Factory, (Unpublished doctoral thesis), The George Washington University.
  • Taşkıran, E. (2010), Liderlik Tarzının Örgütsel Sessizlik Üzerindeki Etkisinde Örgütsel Adaletin Rolü ve Bir Araştırma (Yayımlanmamış doktora tezi). Marmara Üniversitesi/Sosyal Bilimler Enstitüsü, İstanbul.
  • Tavakol, M., Dennick, R. (2011). Making sense of Cronbach's alpha. International Journal of Medical Education, 2, 53-55.
  • Turgut, H., Tokmak, İ., Ateş, M. F. (2015). Lider-üye etkileşiminin işgören performansına etkisinde çalışanların örgütsel adalet algılarının rolü. Çankırı Karatekin Üniversitesi İİBF Dergisi, 5(2), 417-442.
  • Van Seters, D. A., Field, R. H. (1990). The evolution of leadership theory. Journal of Organizational Change Management, 3(3), 29-45.
  • Volmer, J. Niessen, C., Spurk, D., Linz, A. Abele, A. E. (2011). Reciprocal relationships between leader–member exchange (LMX) and job satisfaction: A Cross‐Lagged Analysis, Applied Psychology, 60(4), 522-545.
  • Wang, H. J., Lu, C. Q., Siu, O. L. (2015). Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement. Journal of Applied Psychology, 100(4), 1249-1259.
  • Xu, A. J., Loi, R., Lam, L. W. (2015). The bad boss takes it all: How abusive supervision and leader–member exchange interact to influence employee silence. The Leadership Quarterly, 26(5), 763-774.
  • Yang, H. C., Yang, W. R., Lee, C. H. (2015). Influence of organizational exchange relationship on motivation: mediating effect of positive psychological capital and self-enhancement bias. International Information Institute (Tokyo). Information, 19(4), 82-86.
  • Yanık, O. (2014). Ahlaki Liderliğin Çalışanların İş Tatminine, Örgütsel Bağlılığına ve İşten Ayrılma Niyetine Etkisi: Örgütsel Güven ve Örgütsel Adalet Algısının Aracı Rolü, (Yayınlanmamış doktora tezi), Atatürk Üniversitesi/Sosyal Bilimler Enstitüsü, Erzurum.
  • Yu, Y., Liu, Q. (2016). The effect of psychological capital and organizational support on innovational behavior and silence behavior of technical innovation personnel in strategic emerging industry. American Journal of Industrial and Business Management, 6(06), 732-740.

Ayrıntılar

Birincil Dil Türkçe
Konular Sosyal
Bölüm Makaleler
Yazarlar

Daimi KOÇAK (Sorumlu Yazar)
ERZİNCAN BİNALİ YILDIRIM ÜNİVERSİTESİ
0000-0001-9099-2055
Türkiye


Orhan ÇINAR
ATATURK UNIVERSITY
0000-0001-8996-6925
Türkiye

Yayımlanma Tarihi 15 Mart 2020
Yayınlandığı Sayı Yıl 2020, Cilt 24, Sayı 1

Kaynak Göster

APA Koçak, D. & Çınar, O. (2020). Lider-Üye Etkileşimi ve Örgütsel Sessizlik Arasındaki İlişkide Pozitif Psikolojik Sermayenin Aracı Rolü: Hizmet Sektöründe Bir Araştırma . Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi , 24 (1) , 1-20 . Retrieved from https://dergipark.org.tr/tr/pub/ataunisosbil/issue/53123/677353

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