THE MEDIATING ROLE OF ORGANIZATIONAL JUSTICE AND JOB SATISFACTION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON INTENTION TO LEAVE: AN APPLICATION IN HATAY

Yıl 2020, , 549 - 582, 25.12.2020

Özden Akın , Merve Aksoy

https://doi.org/10.18074/ckuiibfd.632900

Cited By: 3

Öz

While organizations are active in a competitive environment,
they need leaders who can direct employees to organizational goals. In line
with this need, the concept of leader-member interaction focuses on the level
and quality of the relationship and interaction leading the employees to the
goals. The behaviors and attitudes of the leaders towards the employees can
change the perceptions of employees about organizational justice, job
satisfaction and can affect the intention to leave. The aim of this study is to
test the mediation of organizational justice in the effect of leader-member
exchange on job satisfaction and intention to leave. Data were gathered by
questionnaire and mediation effect, created by Baron and Kenny (1986), models
were tested by Structural Equation Model. In the study, all the ways have been meaningful except for the
effect of internal job satisfaction on the intention to leave the job. It
was found that the leader-member exchange affected the intention to leave the
job negatively and the organizational justice positively. The partial mediation
effect of organizational justice has been found in the effect of the
leader-member exchange on the intention to leave. 

Anahtar Kelimeler

Leader-Member Exchange, Organizational Justice

Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma

Öz

Örgütler rekabetin yoğun olduğu bir çevrede
faaliyette bulunurken, çalışanları örgütsel amaçlara yönlendirebilecek
liderlere ihtiyaç duymaktadır. Bu ihtiyaç doğrultusunda lider-üye etkileşimi
kavramı, liderin çalışanları amaçlara yönlendirecek ilişki ve etkileşimin
düzeyine ve kalitesine odaklanmaktadır. Liderlerin çalışanlara gösterdiği
davranış ve tutumlar, çalışanların örgütsel adalet, iş tatmini algıları
üzerinde değişiklik yaratabilmekte ve işten ayrılma niyetine etki
edebilmektedir. Bu
çalışmanın amacı lider-üye etkileşiminin iş tatmini ve işten ayrılma niyeti
üzerine etkisinde örgütsel adaletin aracılığının test edilmesidir. Veriler anket
tekniği yoluyla toplanılmış ve Baron ve Kenny’nin (1986) aracılık modeli
çerçevesinde oluşturulan model Yapısal Eşitlik Modeliyle test edilmiştir. Geliştirilen
modelde içsel iş tatmininin işten ayrılma niyeti üzerine etkisi hariç tüm
yollar anlamlı çıkmıştır. Çalışmada lider-üye etkileşiminin işten ayrılma
niyetini olumsuz, örgütsel adaleti ise olumlu etkilediği bulunmuştur. Lider üye
etkileşiminin işten ayrılma niyeti üzerine etkisinde örgütsel adaletin kısmi
aracılık etkisi vardır. 

Anahtar Kelimeler

Lider-Üye Etkileşimi, Örgütsel Adalet

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