The Relationship Between School Principals’ Paternalistic Leadership Behavior and the Level of Classroom Teachers’ Organizational Ostracism

Yıl 2019, Cilt: 8 Sayı: 3, 1088 - 1105, 15.10.2019

Nuri Akgün Tuncay Özdemir , Kaya Yıldız , Yusuf Cerit , Ömer Yılmaz

https://doi.org/10.14686/buefad.621326

Cited By: 3

Öz

The purpose of the present study was to explore the relationship between paternalistic leadership and the level of classroom teachers ostracism. The participants for this study consisted of 101 classroom teachers at primary schools located in Bartın. Data in this study were collected by using paternalistic leadership scale developed by Aycan, Schyns, Sun, Felfe & Saher (2013), and the level of classroom teachers’ ostracism were assessed with using the the Workplace Ostracism Scale developed by Ferris et al. (2008) and was adapted in Turkish Language by Çelik ve Koşar (2015). Mean, standard deviation, correlation and regression test were used in analysis of data. The correlation analysis shows that paternalistic leadership has significantly negatively correlation with the level of teachers’ ostracism. The results of regression analysis indicated that paternalistic leadership was a significant predictor for teachers’ ostracism.

Anahtar Kelimeler

workplace ostracism, paternalism, paternalistic leadership, organizational ostrasicm

Okul Müdürlerinin Paternalistik Liderlik Davranışları ile Öğretmenlerin Örgütsel Dışlanma Düzeyleri Arasındaki İlişki

Öz

Bu çalışmada paternalist liderlik ile sınıf öğretmenlerinin örgütsel dışlanma yaşama düzeyleri arasındaki ilişki araştırılmıştır. Bu çalışmanın verileri Bartın ilindeki ilkokullarda çalışan 101 sınıf öğretmeninden elde edilmiştir. Bu çalışmanın verileri Ferris et al. (2008) tarafından geliştirilen Çelik ve Koşar (2015) tarafından Türkçe’ye uyarlanan İşyeri Dışlanma Ölçeği ile Aycan, Schyns, Sun, Felfe & Saher (2013) tarafından geliştirilen paternalist liderlik ölçeği kullanılmıştır. Verilerin analizinde ortalama, standart sapma, korelasyon ve regresyon analizi kullanılmıştır. Korelasyon analizi sonuçları paternalist liderlik ile sınıf öğretmenlerinin örgütsel dışlanma düzeyleri arasında anlamlı ve olumsuz ilişki olduğunu göstermiştir. Regresyon analizi ise paternalist liderliğin sınıf öğretmenlerinin örgütsel dışlanma düzeylerinin önemli bir yordayıcısı olduğunu ortaya çıkarmıştır.  

Anahtar Kelimeler

Dışlanma, İş yeri dışlanması, pateralist liderlik, örgütsel dışlanma

Kaynakça

• Aycan, Z., Schyns, B., Sun, J., Felfe, J., & Saher, N. (2013). Convergence and divergence of paternalistic leadership: A cross-cultural investigation of prototypes. Journal of International Business Studies, 44 (9), 962–969.
• Aycan, Z. (2006). Paternalism: Towards Conceptual Refinement And Operationalizations. U. Kim, K.S. Yang, & K.K. Hwang (Eds.), In Indigenous and Cultural Psycholog (pp. 445-466). New York: Springer Science+Business Media, Inc.
• Balliet, D. & Ferris, D.L. (2013). Ostracism and prosocial behavior: A social dilemma perspective. Organizational Behavior and Human Decision Processes, 120, 298–308.
• Cheng, B.S.& Chou, L.F.& Wu, T.Y.& Huang, M.P.& Farh, J.F. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89–117.
• Chen, H.Y. & Kao, H..S. (2009). Chinese paternalistic leadership and non-Chinese subordinates’ psychological health. The International Journal of Human Resource Management, 20 (12), 2533–2546.
• Chung, Y.W. (2015). The mediating effects of organizational conflict on the relationships between workplace ostracism with in-role behavior and organizational citizenship behavior. International Journal of Conflict Management, 26(4), 366-385.
• Çelik, C. & Koşar, A. (2015). Örgüt kültürü ve işyerinde dışlanma arasındaki ilişki. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 24 (2), 47-62.Eisenberger, N. I., Taylor, S. E., Gable, S. L., Hilmert, C. J., & Lieberman, M. D. (2007). Neural pathways link social support to attenuated neuroendocrine stress responses. NeuroImage, 35, 1601–1612.
• Erben, G.S. & Güneşer, A.B. (2008). The Relationship Between Paternalistic Leadership and Organizational Commitment: Investigating the Role of Climate Regarding Ethics. Journal of Business Ethics, 82, 955–968.
• Erkuş, A., Tabak, A. ve Yaman, T. (2010, Mayıs). Paternalist (Babacan) liderlik çalışanların örgütsel özdeşleşmelerini ve işten ayrılma niyetlerini etkiler mi? Bir özel hastane uygulaması. 9. Ulusal İşletmecilik Kongresi’nde sunulan bildiri, Karaelmas Üniversitesi, Zonguldak.
• Farh, J. L. & Cheng, B. S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In: J. T. Li, A. S. Tsui, & E. Weldon, eds. Management and Organizations in the Chinese Context, (pp. 85–127). London: Macmillan.
• Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93: 1348 –1366.
• Ferris , D.L., Lian, H., Brown, D.J. & Morrison, r. (2015). Ostracism, self-esteem, and job performance: when do we self-verify and when do we self-enhance? Academy of Management Journal, 58(1), 279–297.
• Fox, S., & Stallworth, L. E. (2005). Racial/ethnic bullying: Exploring links between bullying and racism in the U.S. workplace. Journal of Vocational Behavior, 66: 438 – 456.
• Gelfand, M. J., Erez, M., & Aycan, Z. 2007. Cross-cultural organizational behavior. Annual Review of Psychology, 58, 479-514.
• Gkorezis, P. & Bellou, V. (2016). The relationship between workplace ostracism and information exchange: The mediating role of self-serving behavior. Management Decision, 54 (3), 700-713.
• Halis, M. & Demirel,Y. (2016). Sosyal desteğin örgütsel soyutlama (dışlanma) üzerine etkisi. Kastamonu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11, 318-335.
• Huang, X., Xu, E., Chiu, W., Lam, C., & Farh, J. L. (2015). When authoritarian leaders outperform transformational leaders: Firm performance in a harsh economic environment. Academy of Management Discoveries, 1(2), 180–200
• Keklik, B., Saygın, T. & Oral, N. (2013). Kara akademik camianın çirkin ördek yavruları ÖYP’lilerde örgütsel dışlanma (ostracism) kavramının incelenmesi. 1. Örgütsel Davranış Kongresi Bildiriler Kitabı, Sakarya üniv., 15-16 Kasım, 351-355.
• Leung, A.S.M., Wu, L.Z., Chen, Y.Y., Young, M.N. (2011). The impact of workplace ostracism in service organizations. International Journal of Hospitality Management, 30 (4), 836–844.
• Mansur, , J., Sobral, F. & Goldszmith, R. (2017). Shades of paternalistic leadeship across cultures. Journal of World Business, 52, 702-713.
• Ng, T.W.H. (2017). Can idiosyncratic deals promote perceptions of competitive climate, felt ostracism, and turnover? Journal of Vocational Behavior, 99, 118-131.
• O’Reilly, J., Robinson, S. L., Berdahl, J. L., & Banki, S. (2015). Is negative attention better than no attention: The comparative effects of ostracism and harassment at work. Organization Science, 26(3), 774–793.
• Pellegrini, E. K. & Scandura, T. A. (2008). Paternalistic leadership: A review and agenda for future research. Journal of Management, 34 (3), 566–593.
• Pellegrini, E.K.& Scandura, T.A.& Jayaraman, V. (2010). Cross-Cultural Generalizability of Paternalistic Leadership: An Expansion of Leader– Member Exchange Theory. Group & Organization Management, 35(4) 391– 420.
• Pfundmair, M., Graupmann, V., Frey, D., & Aydin, N. (2015). The different behavioral intentions of collectivists and individualists in response to social exclusion. Personality and Social Psychology Bulletin, 41(3), 363–378.
• Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work an integrated model of workplace ostracism. Journal of Management, 39(1), 203-231.
• Steinbauer, R., Renn, R.W., Chen, H.S. & Rhew, N. (2018): Workplace ostracism, self-regulation, and job performance: Moderating role of intrinsic work motivation, The Journal of Social Psychology, DOI: 10.1080/00224545.2018.1424110
• Uğuroğlu, Ö, Aldoğan, E.M., Turgut, M. & Özatkan, Y. (2018). The effect of paternalistic leadership on job performance and intention on the leave job. Journal of Health Management, 20(1), 46-55.
• Uskul, A.K. & Over, H (2017). Culture, social interdependence and ostracism. Current Directions in Psychological Science, 26(4) 371–376.
• Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58: 425– 452.
• Wu, L.Z., Yim, F.H., Kwan, H.K., Zhang, X.M. (2012). Coping with workplace ostracism: the roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies 49 (1), 178–199.
• Zhao, H., Peng, Z. & Sheard, G. (2013). Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill. International Journal of Hospitality Management, 33, 219–227.