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The Mediating Effect Of Collective Gratitude On The Relationship Between Paternalistic Leadership And Work Engagement

Yıl 2019, Cilt: 1 Sayı: 1, 52 - 73, 31.08.2019

Öz

In this study, grounded on Leader-Member Exchange Theory and Well-Being Theory, the effect of employees’ paternalistic leadership perception on the work engagement, and the mediating effect of collective gratitude on this relationship were investigated. Although there are studies that investigated the relationship between work engagement and paternalistic leadership in the literature, no study has been found to test the mediator role of collective gratitude in this relationship. Survey technic was used to collect data from the 418 service sector employees. Data were analysed using SPSS software. Findings show that paternalistic leadership is a statistically significant and positive predictor of work engagement and collective gratitude. Also, collective gratitude is a statistically significant and positive predictor of work engagement. Finally, collective gratitude partial mediates the effects of paternalistic leadership on work engagement. Following in-depth results, managerial and practical implications, some recommendations and limitations were presented.

Kaynakça

  • Akgün, A. E., Erdil, O., Keskin, H., & Muceldilli, B. (2016). The relationship among gratitude, hope, connections, and innovativeness. The Service Industries Journal, 36(3-4), 102-123.
  • Aycan, Z. (2006). Paternalism Indigenous and cultural psychology (pp. 445-466): Springer.
  • Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. (2000). Impact of culture on human resource management practices: A 10‐country comparison. Applied Psychology, 49(1), 192-221.
  • Aycan, Z., (2008). Cross-cultural approaches to leadership. Handbook of cross-cultural management research, 219-238.
  • Ardiç, K., & Polatci, S., (2009). Tükenmişlik sendromu ve madalyonun öbür yüzü: işle bütünleşme. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi (32), 21-46.
  • Bailey, C., Madden, A., Alfes, K., & Fletcher, L., (2017) . The meaning, antecedents and outcomes of employee engagement: A narrative synthesis. International Journal of Management Reviews, 19(1), 31-53.
  • Bal, E., (2010). İnsan Kaynakları Alanında Yeni Bir Kavram:“İşe Gönülden Adanma (Engagement)” ve Türkiye’de Durum, 12. Lojistik Yönetimi Zirvesi, 2010.
  • 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.
  • Bekmezci M., Yildiz B. (2018). How Paternalistic Leadership Affects Wok Engagement? Mediator Role of Collective Gratitude, 2nd International EMI Entrepreneurship and Social Sciences Congress, Nevşehir, Türkiye, 9-11 Kasım 2018, c.2, s.83.
  • Bekmezci, M., & Yıldız, B. (2019). Babacan liderlik psikolojik sahipliği nasıl etkilemektedir? kolektif şükranın aracı rolü. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 35 (1), 309-324.
  • Bhatnagar, J., (2012). Management of innovation: Role of psychological empowerment, work engagement and turnover intention in the Indian context. The International Journal of Human Resource Management, 23(5), 928-951.
  • Buote, V. (2014). Gratitude At Work: Its Impact On Job Satisfaction & Sense Of Community. Plasticity Labs.
  • Chan, D. W., (2011). Burnout and life satisfaction: Does gratitude intervention make a difference among Chinese school teachers in Hong Kong? Educational Psychology, 31(7), 809-823.
  • Chen, X.-P., Eberly, M. B., Chiang, T.-J., Farh, J.-L., & Cheng, B.-S. (2014). Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance. Journal of management, 40(3), 796-819.
  • Cheng, B. S., Boer, D., Chou, L. F., Huang, M. P., Yoneyama, S., Shim, D., . . . Tsai, C. Y. (2014). Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model. Journal of Cross-Cultural Psychology, 45(1), 82-90.
  • Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89-117.
  • Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136.
  • Christian, M. S., & Slaughter, J. E. (2007). Work Engagement: A Meta-Analytic Review And Directions For Research In An Emerging Area. Paper presented at the Academy of Management Proceedings.
  • Council, C. L., (2004) Driving performance and retention through employee engagement (Vol. 14): Washington, DC: Corporate Executive Board.
  • Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16(3), 297-334.
  • Doğan, E., (2002). Çalışanın İşine Cezbolması: Dönüştürücü Liderlik Tarzının, Lidere Olan Güvenin, Güçlenmenin ve Duygunun Etkileri. Yayımlanmış Doktora Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü.
  • Dunn, J. R., & Schweitzer, M. E. (2005). Feeling and believing: the influence of emotion on trust. Journal of personality and social psychology, 88(5), 736.
  • Emmons, R., & McCullough, M. (2003). Counting blessings versus burdens: an experimental investigation of gratitude and subjective well-being in daily life. Journal of personality and social psychology, 84(2), 377.
  • 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(4), 955-968.
  • Farh, J.-L., & Cheng, B.-S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations Management and organizations in the Chinese context (pp. 84-127): Springer.
  • Fehr, R., Fulmer, A., Awtrey, E., & Miller, J. A. (2017). The grateful workplace: A multilevel model of gratitude in organizations. Academy of management Review, 42(2), 361-381.
  • Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American psychologist, 56(3), 218-226.
  • Gable, S. L., & Haidt, J., (2005). What (and why) is positive psychology? Review of general psychology, 9(2), 103-110.
  • Gallup., (2014). Five Ways to Improve Employee Engagement Now. Retrieved from http://news.gallup.com/businessjournal/166667/five-ways-improve-employee-engagement.aspx
  • Ghadi, M. Y., Fernando, M., & Caputi, P. (2013). Transformational leadership and work engagement The mediating effect of meaning in work. Leadership & Organization Development Journal, 34(6), 532-550.
  • Hofstede, G. (1993). Cultural constraints in management theories. The Academy of Management Executive, 7(1), 81-94.
  • Kabasakal, H., & Bodur, M. (2007). Leadership and culture in Turkey: A multifaceted phenomenon. Culture and leadership across the world: The GLOBE book of in-depth studies of, 25, 835-874.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
  • Kline, R. B., (2015). Principles and practice of structural equation modeling: Guilford publications.
  • Kurt, İ., (2015). Paternalist Liderlik İle Çalışanların İşlerine Yaratıcı Katılım Algıları Arasındaki İlişkiyi Araştırmaya Yönelik Bir Çalışma. Sosyal ve Beşeri Bilimler Dergisi, 5(1), 321-330.
  • Langelaan, S., Bakker, A. B., Van Doornen, L. J., & Schaufeli, W. B., (2006). Burnout and work engagement: Do individual differences make a difference? Personality and individual differences, 40(3), 521-532.
  • Leiter, M. P., & Bakker, A. B., (2010). Work engagement: A handbook of essential theory and research: Psychology press.
  • Liden, R. C., & Maslyn, J. M. (1998). Multidimensionafity of leader-member exchange: An empirical assessment through scale development. Journal of management, 24(1), 43-72.
  • Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of organizational behavior, 695-706.
  • Leiter, M. P., & Maslach, C. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. Wiley.
  • Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
  • May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of occupational and organizational psychology, 77(1), 11-37.
  • Mete, Y. A., & Serin, H., (2015) . Okul Yöneticilerinin Babacan Liderlik Davranışı İle Öğretmenlerin Örgütsel Vatandaşlık Ve Örgütsel Sinizm Davranışları Arasındaki İlişki. Hasan Âli Yücel Eğitim Fakültesi Dergisi, 12(2), 147-159.
  • Müceldili, B., Erdil, O., Akgün, A. E., & Keskin, H., (2015). Collective gratitude: positive organizational scholarship perspective. International Business Research, 8(8), 92-102.
  • Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books/DC Heath and Com.
  • Özkalp, E., & Meydan, B. (2014). Schaufeli ve Bakker tarafından geliştirilmiş olan işe angaje olma ölçeğinin türkçe’de güvenilirlik ve geçerliliğinin analizi. 2. Örgütsel davranış kongresi bildiri kitabı, 869-882.
  • Pasa, S., Kabasakal, H., & Bodur, M. (2001). Society, organisations, and leadership in Turkey. Applied Psychology, 50(4), 559-589.
  • Pellegrini, E., & Scandura, T. (2006). Leader–member exchange (LMX), paternalism, and delegation in the Turkish business culture: An empirical investigation. Journal of international business studies, 37(2), 264-279.
  • Redding, G. (1990). The spirit of Chinese capitalism (Vol. 22): Walter de Gruyter.
  • Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of management journal, 53(3), 617-635. Robustelli, B. L., & Whisman, M. A., (2018). Gratitude and Life Satisfaction in the United States and Japan. Journal of Happiness studies, 19(1), 41-55.
  • Ronen, S., & Shenkar, O. (1985). Clustering countries on attitudinal dimensions: A review and synthesis. Academy of management Review, 435-454.
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), 600-619.
  • Schaufeli, W. B. (2013). What is engagement?. In Employee engagement in theory and practice (pp. 29-49). Routledge.
  • Schaufeli, W. B., & Bakker, A. B. (2003). Utrecht work engagement scale: Preliminary manual. Occupational Health Psychology Unit, Utrecht University, Utrecht, 26.
  • Schaufeli, W. and Salanova, M. (2007). Work engagement: Managing social and ethical issues in organizations, pp.135-177.
  • Seligman, M. E. (2012). Flourish: A visionary new understanding of happiness and well-being: Simon and Schuster.
  • Seligman, M. E., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction (Vol. 55): American Psychological Association.
  • Seligman, M. E., Steen, T. A., Park, N., & Peterson, C. (2005). Positive psychology progress: empirical validation of interventions. American psychologist, 60(5), 410-421.
  • Seligman, M. E., & Csikszentmihalyi, M. (2014). Positive psychology: An introduction. In Flow and the foundations of positive psychology (pp. 279-298). Springer, Dordrecht.
  • Sheldon, K. M., & King, L. (2001). Why positive psychology is necessary. American psychologist, 56(3), 216.
  • Silin, R. H. (1976). Leadership and values: Harvard University Press.
  • Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological methodology, 13, 290-312.
  • Soylu, S., (2011). Creating a family or loyalty-based framework: The effects of paternalistic leadership on workplace bullying. Journal of Business Ethics, 99(2), 217-231.Turgut, T., (2010). Çalışmaya tutkunluk. G. İslamoğlu (der.), Kurumlarda İyilik de Var. Nobel, Ankara, 57-89.
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  • Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B., (2007). The role of personal resources in the job demands-resources model. International journal of stress management, 14(2), 121-141.
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Babacan Liderlik İle Çalışmaya Tutkunluk Arasındaki İlişkide Kolektif Şükranın Aracı Etkisi

Yıl 2019, Cilt: 1 Sayı: 1, 52 - 73, 31.08.2019

Öz










Bu çalışmada çalışanların babacan
liderlik algısının çalışmaya tutkunluk üzerindeki etkisi ve bu etkide kolektif
şükranın aracı etkisi araştırılmıştır. Çalışmanın teorik altyapısı Lider-Üye
Etkileşimi Teorisi ve İyi-Oluş Teorisine dayandırılmıştır. Çalışmanın
özgünlüğü açısından değerlendirildiğinde her ne kadar yazında çalışmaya
tutkunluk ve babacan liderlikle ilgili çalışmalar olsa da kolektif şükranın bu
ilişkideki aracı etkisini test eden bir çalışmaya rastlanılmamıştır.
Araştırmanın örneklemini kolayda örnekleme yöntemi ile ulaşılan 418 hizmet
sektörü çalışanı oluşturmaktadır. Araştırma kapsamında toplanan veriler SPSS
programı kullanılarak analiz edilmiştir. Bulgular babacan liderliğin hem
çalışmaya tutkunluğun hem de kolektif şükranın istatistiksel olarak pozitif
yordayıcısı olduğunu göstermektedir. Ayrıca, kolektif şükran çalışmaya
tutkunluğun istatistikî olarak pozitif ve anlamlı bir yordayıcısıdır. Son
olarak babacan liderliğin çalışmaya tutkunluk üzerindeki etkisinde kolektif
şükran kısmi aracı etkiye sahiptir. Araştırma sonucunda yöneticiler ve
uygulayıcılar için öneriler sunulmuştur.

Kaynakça

  • Akgün, A. E., Erdil, O., Keskin, H., & Muceldilli, B. (2016). The relationship among gratitude, hope, connections, and innovativeness. The Service Industries Journal, 36(3-4), 102-123.
  • Aycan, Z. (2006). Paternalism Indigenous and cultural psychology (pp. 445-466): Springer.
  • Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. (2000). Impact of culture on human resource management practices: A 10‐country comparison. Applied Psychology, 49(1), 192-221.
  • Aycan, Z., (2008). Cross-cultural approaches to leadership. Handbook of cross-cultural management research, 219-238.
  • Ardiç, K., & Polatci, S., (2009). Tükenmişlik sendromu ve madalyonun öbür yüzü: işle bütünleşme. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi (32), 21-46.
  • Bailey, C., Madden, A., Alfes, K., & Fletcher, L., (2017) . The meaning, antecedents and outcomes of employee engagement: A narrative synthesis. International Journal of Management Reviews, 19(1), 31-53.
  • Bal, E., (2010). İnsan Kaynakları Alanında Yeni Bir Kavram:“İşe Gönülden Adanma (Engagement)” ve Türkiye’de Durum, 12. Lojistik Yönetimi Zirvesi, 2010.
  • 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.
  • Bekmezci M., Yildiz B. (2018). How Paternalistic Leadership Affects Wok Engagement? Mediator Role of Collective Gratitude, 2nd International EMI Entrepreneurship and Social Sciences Congress, Nevşehir, Türkiye, 9-11 Kasım 2018, c.2, s.83.
  • Bekmezci, M., & Yıldız, B. (2019). Babacan liderlik psikolojik sahipliği nasıl etkilemektedir? kolektif şükranın aracı rolü. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 35 (1), 309-324.
  • Bhatnagar, J., (2012). Management of innovation: Role of psychological empowerment, work engagement and turnover intention in the Indian context. The International Journal of Human Resource Management, 23(5), 928-951.
  • Buote, V. (2014). Gratitude At Work: Its Impact On Job Satisfaction & Sense Of Community. Plasticity Labs.
  • Chan, D. W., (2011). Burnout and life satisfaction: Does gratitude intervention make a difference among Chinese school teachers in Hong Kong? Educational Psychology, 31(7), 809-823.
  • Chen, X.-P., Eberly, M. B., Chiang, T.-J., Farh, J.-L., & Cheng, B.-S. (2014). Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance. Journal of management, 40(3), 796-819.
  • Cheng, B. S., Boer, D., Chou, L. F., Huang, M. P., Yoneyama, S., Shim, D., . . . Tsai, C. Y. (2014). Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model. Journal of Cross-Cultural Psychology, 45(1), 82-90.
  • Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89-117.
  • Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136.
  • Christian, M. S., & Slaughter, J. E. (2007). Work Engagement: A Meta-Analytic Review And Directions For Research In An Emerging Area. Paper presented at the Academy of Management Proceedings.
  • Council, C. L., (2004) Driving performance and retention through employee engagement (Vol. 14): Washington, DC: Corporate Executive Board.
  • Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16(3), 297-334.
  • Doğan, E., (2002). Çalışanın İşine Cezbolması: Dönüştürücü Liderlik Tarzının, Lidere Olan Güvenin, Güçlenmenin ve Duygunun Etkileri. Yayımlanmış Doktora Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü.
  • Dunn, J. R., & Schweitzer, M. E. (2005). Feeling and believing: the influence of emotion on trust. Journal of personality and social psychology, 88(5), 736.
  • Emmons, R., & McCullough, M. (2003). Counting blessings versus burdens: an experimental investigation of gratitude and subjective well-being in daily life. Journal of personality and social psychology, 84(2), 377.
  • 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(4), 955-968.
  • Farh, J.-L., & Cheng, B.-S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations Management and organizations in the Chinese context (pp. 84-127): Springer.
  • Fehr, R., Fulmer, A., Awtrey, E., & Miller, J. A. (2017). The grateful workplace: A multilevel model of gratitude in organizations. Academy of management Review, 42(2), 361-381.
  • Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American psychologist, 56(3), 218-226.
  • Gable, S. L., & Haidt, J., (2005). What (and why) is positive psychology? Review of general psychology, 9(2), 103-110.
  • Gallup., (2014). Five Ways to Improve Employee Engagement Now. Retrieved from http://news.gallup.com/businessjournal/166667/five-ways-improve-employee-engagement.aspx
  • Ghadi, M. Y., Fernando, M., & Caputi, P. (2013). Transformational leadership and work engagement The mediating effect of meaning in work. Leadership & Organization Development Journal, 34(6), 532-550.
  • Hofstede, G. (1993). Cultural constraints in management theories. The Academy of Management Executive, 7(1), 81-94.
  • Kabasakal, H., & Bodur, M. (2007). Leadership and culture in Turkey: A multifaceted phenomenon. Culture and leadership across the world: The GLOBE book of in-depth studies of, 25, 835-874.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
  • Kline, R. B., (2015). Principles and practice of structural equation modeling: Guilford publications.
  • Kurt, İ., (2015). Paternalist Liderlik İle Çalışanların İşlerine Yaratıcı Katılım Algıları Arasındaki İlişkiyi Araştırmaya Yönelik Bir Çalışma. Sosyal ve Beşeri Bilimler Dergisi, 5(1), 321-330.
  • Langelaan, S., Bakker, A. B., Van Doornen, L. J., & Schaufeli, W. B., (2006). Burnout and work engagement: Do individual differences make a difference? Personality and individual differences, 40(3), 521-532.
  • Leiter, M. P., & Bakker, A. B., (2010). Work engagement: A handbook of essential theory and research: Psychology press.
  • Liden, R. C., & Maslyn, J. M. (1998). Multidimensionafity of leader-member exchange: An empirical assessment through scale development. Journal of management, 24(1), 43-72.
  • Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of organizational behavior, 695-706.
  • Leiter, M. P., & Maslach, C. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. Wiley.
  • Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
  • May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of occupational and organizational psychology, 77(1), 11-37.
  • Mete, Y. A., & Serin, H., (2015) . Okul Yöneticilerinin Babacan Liderlik Davranışı İle Öğretmenlerin Örgütsel Vatandaşlık Ve Örgütsel Sinizm Davranışları Arasındaki İlişki. Hasan Âli Yücel Eğitim Fakültesi Dergisi, 12(2), 147-159.
  • Müceldili, B., Erdil, O., Akgün, A. E., & Keskin, H., (2015). Collective gratitude: positive organizational scholarship perspective. International Business Research, 8(8), 92-102.
  • Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books/DC Heath and Com.
  • Özkalp, E., & Meydan, B. (2014). Schaufeli ve Bakker tarafından geliştirilmiş olan işe angaje olma ölçeğinin türkçe’de güvenilirlik ve geçerliliğinin analizi. 2. Örgütsel davranış kongresi bildiri kitabı, 869-882.
  • Pasa, S., Kabasakal, H., & Bodur, M. (2001). Society, organisations, and leadership in Turkey. Applied Psychology, 50(4), 559-589.
  • Pellegrini, E., & Scandura, T. (2006). Leader–member exchange (LMX), paternalism, and delegation in the Turkish business culture: An empirical investigation. Journal of international business studies, 37(2), 264-279.
  • Redding, G. (1990). The spirit of Chinese capitalism (Vol. 22): Walter de Gruyter.
  • Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of management journal, 53(3), 617-635. Robustelli, B. L., & Whisman, M. A., (2018). Gratitude and Life Satisfaction in the United States and Japan. Journal of Happiness studies, 19(1), 41-55.
  • Ronen, S., & Shenkar, O. (1985). Clustering countries on attitudinal dimensions: A review and synthesis. Academy of management Review, 435-454.
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), 600-619.
  • Schaufeli, W. B. (2013). What is engagement?. In Employee engagement in theory and practice (pp. 29-49). Routledge.
  • Schaufeli, W. B., & Bakker, A. B. (2003). Utrecht work engagement scale: Preliminary manual. Occupational Health Psychology Unit, Utrecht University, Utrecht, 26.
  • Schaufeli, W. and Salanova, M. (2007). Work engagement: Managing social and ethical issues in organizations, pp.135-177.
  • Seligman, M. E. (2012). Flourish: A visionary new understanding of happiness and well-being: Simon and Schuster.
  • Seligman, M. E., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction (Vol. 55): American Psychological Association.
  • Seligman, M. E., Steen, T. A., Park, N., & Peterson, C. (2005). Positive psychology progress: empirical validation of interventions. American psychologist, 60(5), 410-421.
  • Seligman, M. E., & Csikszentmihalyi, M. (2014). Positive psychology: An introduction. In Flow and the foundations of positive psychology (pp. 279-298). Springer, Dordrecht.
  • Sheldon, K. M., & King, L. (2001). Why positive psychology is necessary. American psychologist, 56(3), 216.
  • Silin, R. H. (1976). Leadership and values: Harvard University Press.
  • Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological methodology, 13, 290-312.
  • Soylu, S., (2011). Creating a family or loyalty-based framework: The effects of paternalistic leadership on workplace bullying. Journal of Business Ethics, 99(2), 217-231.Turgut, T., (2010). Çalışmaya tutkunluk. G. İslamoğlu (der.), Kurumlarda İyilik de Var. Nobel, Ankara, 57-89.
  • Waters, L., (2012). Predicting job satisfaction: Contributions of individual gratitude and institutionalized gratitude. Psychology, 3(12), 1174-1176.
  • Watkins, P. C., Woodward, K., Stone, T., & Kolts, R. L. (2003). Gratitude and happiness: Development of a measure of gratitude, and relationships with subjective well-being. Social Behavior and Personality: an international journal, 31(5), 431-451.
  • Westwood, R. (1997). Harmony and patriarchy: The cultural basis for'paternalistic headship'among the overseas Chinese. Organization studies, 18(3), 445-480.
  • Wood, A. M., Maltby, J., Gillett, R., Linley, P. A., & Joseph, S. (2008). The role of gratitude in the development of social support, stress, and depression: Two longitudinal studies. Journal of Research in Personality, 42(4), 854-871.
  • Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B., (2007). The role of personal resources in the job demands-resources model. International journal of stress management, 14(2), 121-141.
  • Yildiz B., (2017). 21. Yüzyıl İşgücü Adanmışlığı İçin Uygulamalar: Değişen İş Yerinde Yetenek Yönetiminin Zorlukları (Practices for Engaging the 21st Century Workforce: Challenges of Talent Management in a Changing Workplace), Özlem Kunday, Ed., Nobel Yayın Dağıtım, Ankara, ss.93-113.
  • Yildiz, H. (2019). The Interactive Effect of Positive Psychological Capital and Organizational Trust on Organizational Citizenship Behavior. SAGE Open. 1-15.
Toplam 70 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makaleleri
Yazarlar

Bora Yıldız 0000-0002-0373-6457

Mustafa Bekmezci

Yayımlanma Tarihi 31 Ağustos 2019
Yayımlandığı Sayı Yıl 2019 Cilt: 1 Sayı: 1

Kaynak Göster

APA Yıldız, B., & Bekmezci, M. (2019). Babacan Liderlik İle Çalışmaya Tutkunluk Arasındaki İlişkide Kolektif Şükranın Aracı Etkisi. Hacettepe Üniversitesi Sosyal Bilimler Dergisi, 1(1), 52-73.