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The relationship between supervisor support and turnover intention: The moderator effect of leader-member exchange

Yıl 2021, Cilt 7, Sayı 3, 257 - 274, 18.10.2021
https://doi.org/10.30855/gjeb.2021.7.3.006

Öz

The aim of this study is to examine the moderator effect of leader-member exchange in the relationship between perceived supervisor support and turnover intention. The research data was obtained from the employees (managers, engineers and technicians) of three public defense industry organizations operating in the Ankara region. 411 employees participated in this research. Correlation and regression analysis were applied by SPSS 26 program. The results of the analysis revealed that there is a negative relationship between perceived supervisor support and turnover intention, and leader-member exchange has a moderator effect in this relationship. On the other hand, there is a positive relationship between perceived supervisor support and leader-member exchange and a negative relationship between leader-member exchange and turnover intention.

Kaynakça

  • Abu Elanain, H. (2014). Leader-member exchange and intent to turnover: Testing a mediated effects model in a high turnover work environment. Management Research Review, 37(2), 110-129.
  • Adil, M.S. and Awais, A. (2016). Effect of leader-member exchange, interpersonal relationship, individual feeling of energy and creative work involvement towards turnover intention: A path analysis using structural equation modelling. Asian Academy of Management Journal, 21(2), 99-133.
  • Aiken, L.S. and West, S.G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage Publications, Inc.
  • Allen, D.G., Shore, L.M. and Griffeth, R.W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.
  • Angle, H.L. and Perry, J.L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 26(1), 1-14.
  • Arici, H.E. (2018).Perceived supervisor support and turnover intention: Moderating effect of authentic leadership. Leadership and Organization Development Journal, 39(7), 899-913.
  • Ballinger, G.A., Lehman, D.W. and Schoorman, F.D. (2010). Leader–member exchange and turnover before and after succession events. Organizational Behavior and Human Decision Processes, 113(1), 25-36.
  • Baron, R.M. and 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. and Green, S.G. (1996). Development of leader–member exchange: A longitudinal test. Academy of Management Journal, 39(6), 1538–1567.
  • Becker, T.E. (1992). Foci and bases of commitment: Are they distinctions worth making? Academy of Management Journal, 35(1), 232-244.
  • Bernerth, J. B., Armenakis, A. A., Feild, H. S., Giles, W. F., & Walker, H. J. (2007). Leader-member social exchange (LMXS): Development and validation of a scale. Journal of Organizational Behavior, 28, 979–1003.
  • Blau, P.M. (1964). Justice in social exchange. Sociological Inquiry, 34, 193-206.
  • Bodenheimer, T. and Sinsky, C. (2014). From triple to quadruple aim: Care of the patient requires care of the provider. Annals of Family Medicine, 12(6), 573–576.
  • Burke, M. J., Borucki, C. C. and Hurley, A.E. (1992). Reconceptualizing psychological climate in a retail service environment: A multiple-stakeholder perspective. Journal of Applied Psychology, 77(5), 717–729.
  • Campbell J., Dussault, G., Buchan, J., Pozo-Martin, F., Guerra Arias, M., Leone, C., Siyam, A., Cometto, G.A., (2014). Universal truth: No health without a workforce: Third global forum on human resources for health report. Geneva: Global Health Workforce Alliance and World Health Organization.
  • Chen, Y., Wen, Z., Peng, J. and Liu, X. (2016). Leader-follower congruence in loneliness, LMX and turnover intention. Journal of Managerial Psychology, 31(4), 864-879.
  • Clugston, M., Howell, J.P. and Dorfman, P.W. (2000). Does cultural socialization predict multiple bases and foci of commitment? Journal of Management, 26(1), 5–30.
  • Cohen, J., (2013). Statistical power analysis for the behavioral sciences. Burlington, MA: Elsevier Academic Press. Colwill, J. M., Cultice, J. M. and Kruse, R. L. (2008). Will generalist physician supply meet demands of an increasing and aging population? Health Affairs, 27(3), 232-241.
  • Coyle-Shapiro, J. A-M. and Conway, N (2004). The employment relationship through the lens of social exchange. In J. Coyle-Shapiro, L.Shore, S.Taylor & L. Tetrick (Eds.), The employment relationship: Examining psychological and contextual perspectives (pp.5-28). Oxford: Oxford University Press.
  • Dansereau, F., Graen, G. and Haga, W.J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior & Human Performance, 13(1), 46–78.
  • Dawley, D., Houghton, J.D. and Bucklew, N.S. (2010). Perceived organizational support and turnover intention: The mediating effects of personal sacrifice and job fit. Journal of Social Psychology, 150(3), 238-257.
  • Dienesch, R. M., & Liden, R. C. (1986). Leader–member exchange model of leadership: A critique and further development. The Academy of Management Review, 11(3), 618–634.
  • Dirks, K.T. and Ferrin, D.L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628.
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  • Dulebohn, J.H., Bommer, W.H., Liden, R.C., Brouer, R.L. and Ferris, G.R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management, 38, 1715-1759.
  • Dupre, K.E. and Day, A.L.(2007). The effects of supportive management and job quality on the turnover intentions and health of military personnel. Human Resource Management, 46, 185-201.
  • Eby, L.T., Burk, H. and Maher, C.P. (2010). How serious of a problem is staff turnover in substance abuse treatment? A longitudinal study of actual turnover. Journal of Substance Abuse Treatment, 39, 264-271.
  • Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500– 507.
  • Eisenberger, R., Shoss, M.K., Karagonlar, G., Gonzalez-Morales, M.G., Wickham, R. and Buffardi, L.C. (2014). The supervisor POS–LMX–subordinate POS chain: Moderation by reciprocation wariness and supervisor’s organizational embodiment. Journal of Organizational Behavior, 35, 635-656.
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Algılanan yönetici desteği ve işten ayrılma niyeti ilişkisinde lider üye etkileşiminin düzenleyici rolü

Yıl 2021, Cilt 7, Sayı 3, 257 - 274, 18.10.2021
https://doi.org/10.30855/gjeb.2021.7.3.006

Öz

Bu çalışmanın temel amacı algılanan yönetici desteği ile işten ayrılma niyeti arasındaki ilişkide lider-üye etkileşiminin düzenleyicilik etkisini incelemektir. Araştırma verileri anket yöntemiyle Ankara’da savunma sanayiinde faaliyet gösteren üç kamu işletmesinin mühendis, yönetici ve teknikerlerinden elde edilmiştir. 411 çalışanın katılımıyla veri toplama süreci tamamlanmıştır. Toplanan veriler SPSS 26 paket programı aracılığıyla korelasyon ve regresyon analizlerine tabi tutulmuştur. Analiz sonuçları algılanan yönetici desteği ile işten ayrılma niyeti arasında negatif yönlü anlamlı bir ilişki olduğunu ve lider-üye etkileşiminin bu ilişkide düzenleyici bir değişken olarak rol oynadığını ortaya koymuştur. Diğer taraftan algılanan yönetici desteği ile lider-üye etkileşimi arasında pozitif yönlü ve lider-üye etkileşimi ile işten ayrılma niyeti arasında ise negatif yönlü anlamlı bir ilişki olduğu elde edilen diğer sonuçlardır.

Kaynakça

  • Abu Elanain, H. (2014). Leader-member exchange and intent to turnover: Testing a mediated effects model in a high turnover work environment. Management Research Review, 37(2), 110-129.
  • Adil, M.S. and Awais, A. (2016). Effect of leader-member exchange, interpersonal relationship, individual feeling of energy and creative work involvement towards turnover intention: A path analysis using structural equation modelling. Asian Academy of Management Journal, 21(2), 99-133.
  • Aiken, L.S. and West, S.G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage Publications, Inc.
  • Allen, D.G., Shore, L.M. and Griffeth, R.W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.
  • Angle, H.L. and Perry, J.L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 26(1), 1-14.
  • Arici, H.E. (2018).Perceived supervisor support and turnover intention: Moderating effect of authentic leadership. Leadership and Organization Development Journal, 39(7), 899-913.
  • Ballinger, G.A., Lehman, D.W. and Schoorman, F.D. (2010). Leader–member exchange and turnover before and after succession events. Organizational Behavior and Human Decision Processes, 113(1), 25-36.
  • Baron, R.M. and 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. and Green, S.G. (1996). Development of leader–member exchange: A longitudinal test. Academy of Management Journal, 39(6), 1538–1567.
  • Becker, T.E. (1992). Foci and bases of commitment: Are they distinctions worth making? Academy of Management Journal, 35(1), 232-244.
  • Bernerth, J. B., Armenakis, A. A., Feild, H. S., Giles, W. F., & Walker, H. J. (2007). Leader-member social exchange (LMXS): Development and validation of a scale. Journal of Organizational Behavior, 28, 979–1003.
  • Blau, P.M. (1964). Justice in social exchange. Sociological Inquiry, 34, 193-206.
  • Bodenheimer, T. and Sinsky, C. (2014). From triple to quadruple aim: Care of the patient requires care of the provider. Annals of Family Medicine, 12(6), 573–576.
  • Burke, M. J., Borucki, C. C. and Hurley, A.E. (1992). Reconceptualizing psychological climate in a retail service environment: A multiple-stakeholder perspective. Journal of Applied Psychology, 77(5), 717–729.
  • Campbell J., Dussault, G., Buchan, J., Pozo-Martin, F., Guerra Arias, M., Leone, C., Siyam, A., Cometto, G.A., (2014). Universal truth: No health without a workforce: Third global forum on human resources for health report. Geneva: Global Health Workforce Alliance and World Health Organization.
  • Chen, Y., Wen, Z., Peng, J. and Liu, X. (2016). Leader-follower congruence in loneliness, LMX and turnover intention. Journal of Managerial Psychology, 31(4), 864-879.
  • Clugston, M., Howell, J.P. and Dorfman, P.W. (2000). Does cultural socialization predict multiple bases and foci of commitment? Journal of Management, 26(1), 5–30.
  • Cohen, J., (2013). Statistical power analysis for the behavioral sciences. Burlington, MA: Elsevier Academic Press. Colwill, J. M., Cultice, J. M. and Kruse, R. L. (2008). Will generalist physician supply meet demands of an increasing and aging population? Health Affairs, 27(3), 232-241.
  • Coyle-Shapiro, J. A-M. and Conway, N (2004). The employment relationship through the lens of social exchange. In J. Coyle-Shapiro, L.Shore, S.Taylor & L. Tetrick (Eds.), The employment relationship: Examining psychological and contextual perspectives (pp.5-28). Oxford: Oxford University Press.
  • Dansereau, F., Graen, G. and Haga, W.J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior & Human Performance, 13(1), 46–78.
  • Dawley, D., Houghton, J.D. and Bucklew, N.S. (2010). Perceived organizational support and turnover intention: The mediating effects of personal sacrifice and job fit. Journal of Social Psychology, 150(3), 238-257.
  • Dienesch, R. M., & Liden, R. C. (1986). Leader–member exchange model of leadership: A critique and further development. The Academy of Management Review, 11(3), 618–634.
  • Dirks, K.T. and Ferrin, D.L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628.
  • Dubin, S. S. (1990). Maintaining competence through updating. In S.S. Dubin (Ed.), Maintaining professional competence (pp. 9–45). San Francisco, CA: Jossey-Bass.
  • Dulebohn, J.H., Bommer, W.H., Liden, R.C., Brouer, R.L. and Ferris, G.R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management, 38, 1715-1759.
  • Dupre, K.E. and Day, A.L.(2007). The effects of supportive management and job quality on the turnover intentions and health of military personnel. Human Resource Management, 46, 185-201.
  • Eby, L.T., Burk, H. and Maher, C.P. (2010). How serious of a problem is staff turnover in substance abuse treatment? A longitudinal study of actual turnover. Journal of Substance Abuse Treatment, 39, 264-271.
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Ayrıntılar

Birincil Dil İngilizce
Konular İşletme
Bölüm Makaleler
Yazarlar

Edip Sabahattin METE (Sorumlu Yazar)
Delta Electronics Trading and Industry Company Ltd.-General Manager
0000-0002-8950-0006
Türkiye


Alev SÖKMEN
Başkent Üniversitesi, Büro Yönetimi ve Yönetici Asistanlığı-Dr. Öğretim Üyesi
0000-0002-2143-839X
Türkiye


Alptekin SÖKMEN
Kastamonu University-Turizim Fakültesi-Dekan
0000-0002-5162-0918
Türkiye

Yayımlanma Tarihi 18 Ekim 2021
Yayınlandığı Sayı Yıl 2021, Cilt 7, Sayı 3

Kaynak Göster

APA Mete, E. S. , Sökmen, A. & Sökmen, A. (2021). The relationship between supervisor support and turnover intention: The moderator effect of leader-member exchange . Gazi İktisat ve İşletme Dergisi , 7 (3) , 257-274 . DOI: 10.30855/gjeb.2021.7.3.006
22273
Gazi İktisat ve İşletme Dergisi Creative Commons Atıf-GayriTicari 4.0 Uluslararası Lisansı ile lisanslanmıştır.