THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND WORK ENGAGEMENT ON THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND JOB SATISFACTION

Öz

This research aims to comprehend the the mediating roles of perceived organizational support and work engagement in the effect of leader-member exchange on employees’ job satisfaction. Namely, the main purpose is to contribute to this gap in the current knowledge. Structural equation modelling method (SEM) method has been used to analyse multiple variable complex models including direct and indirect relationships. Five-point Likert scale quantitative data was collected. Confirmatory factor analyses have been conducted to verify the convergent validity. Composite reliability has been used to testify reliability and AVE values indicated discriminant validity of the scales. The hypotheses have been tested by means of SEM. Consequently, it has been empirically proven that leader-member exchange has a positive impact on job satisfaction. Furthermore, both perceived organizational support and work engagement play mediating role in the relationship between leader-member exchange and job satisfaction. These findings are in accordance with the extant literature. This study attempts clarify the mechanism behind the relationship between leader-member exchange and job satisfaction by examining the role of perceived organizational support and work engagement concurrently.

Anahtar Kelimeler

• Perceived Organizational Support
• Leader-Member Exchange
• Work Engagement
• Job Satisfaction

LİDER-ÜYE ETKİLEŞİMİ VE İŞ TATMİNİ ARASINDAKİ İLİŞKİDE ALGILANAN ÖRGÜTSEL DESTEK VE İŞE BAĞLILIĞIN ROLÜ

Öz

Bu araştırmada, algılanan örgütsel destek ve işe bağlılığın aracı rolleri aracılığıyla lider-üye etkileşiminin çalışanların iş tatmini üzerindeki doğrudan ve dolaylı etkilerinin incelenmesi amaçlanmıştır. Çalışma mevcut literatürdeki bu boşluğu kapatmayı amaçlamaktadır. Yapısal eşitlik modeli yöntemi, son derece çok değişkenli karmaşık modellerin analizinde kullanılır. Doğrudan ve dolaylı ilişkileri açıklamayı sağlar. Bu nedenlerden dolayı seçilmiştir. Yakınsama geçerliliği için doğrulayıcı faktör analizi uygulanmıştır. Ölçek güvenilirliği ise bileşik güvenilirlik katsayısı ile anlaşılmıştır. Ayrışma geçerliliği belirlenirken AVE değerleri kullanılmıştır. Hipotezler yapısal eşitlik modeli yöntemi kullanılarak test edilmiştir. Sonuç olarak lider-üye etkileşiminin iş tatmini üzerinde olumlu etkisi olduğu ampirik olarak kanıtlanmıştır. Ayrıca hem algılanan örgütsel destek hem de işe bağlılık, lider-üye etkileşimi ve iş tatmini arasındaki ilişkiye aracılık etmektedir. Bu sonuçlar mevcut literatür ile uyumludur. Bu çalışma, algılanan örgütsel destek ve işe bağlılığın eş zamanlı rolünü inceleyerek Lider-Üye Etkileşimi ve İş Tatmini arasındaki ilişkinin arkasındaki mekanizmayı anlamaya çalışmaktadır.

Anahtar Kelimeler

• Algılanan Örgütsel Destek
• İşe Bağlılık
• Lider-Üye Etkileşimi
• İş Tatmini

Kaynakça

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