LİDER İLE ÖRGÜT DÜZEYİNDEKİ GÜVEN DUYGUSUNUN YENİLİKÇİ ÇALIŞMA DAVRANIŞI ÜZERİNDEKİ ETKİSİ: DEĞİŞİME DİRENCİN ROLÜ

Öz

Bu çalışma ile örgüte güvenin ve lidere güvenin yenilikçi çalışma davranışlarının önemli öncülleri arasında olabileceği iddia edilmektedir. Yenilikçi iş davranışı, yeni fikirlerin veya davranışların üretilmesini, geliştirilmesini ve uygulanmasını içeren bir süreçtir. Ancak çalışanlar örgütlerde yeniliğe karşı direnebilirler. Bu nedenle bu çalışmada örgüte / lidere güven ile yenilikçi çalışma davranışı arasındaki ilişkide değişime karşı direncin aracı rolü incelenmiştir.Bu amaç doğrultusunda, İstanbul/Türkiye'de hizmet sektöründeki çeşitli firmalardan 229 çalışanın katılımıyla kesitsel bir araştırma yapılmıştır. Araştırmanın bulguları, örgüte güven ve lidere güvenin yenilikçi çalışma davranışı üzerinde önemli olumlu etkileri olduğunu göstermektedir (β = 0,465; t = 7,914; p =, 000 ve β = 0,503; t = 8,779; p =, 000). Böylece araştırmada önerildiği gibi hipotez 1 ve hipotez 2 desteklenmiştir. Ek olarak, değişime karşı direncin örgüte / lidere güven ile yenilikçi çalışma davranışı arasındaki ilişkide aracı rolü tespit edilmiştir (β = .056; LLCI = .0221; ULCI = .0990 ve β = .050; LLCI = .0190; ULCI = .0892; sırasıyla). Bu nedenle çalışmada önerilen hipotez3 ve hipotez 4 de desteklenmiştir.

Anahtar Kelimeler

• Yenilikçi Çalışma Davranışı,
• Örgüte Güven
• Lidere Güven
• Değişime Direnç

THE EFFECT OF TRUST AT ORGANIZATIONAL AND LEADER LEVEL ON INNOVATIVE WORK BEHAVIOR: THE ROLE OF RESISTANCE TO CHANGE

Abstract

The present study claims that trust in organization and trust in leader could be significant antecedents of innovative work behavior. Innovative work behavior is a process that involves the creation, development and implementation of new ideas or behaviors. However, employees can show to resist towards innovation in the organization. Therefore, in this study, it is examined that the mediator role of the resistance to change in the relationship between trust in organization/leader and innovative work behavior.In accordance with this purpose, a cross-sectional research study has been performed in Istanbul/Turkey with the participation of 229 employees from various companies in the service sector in Istanbul, Turkey. The findings of the research show that trust in organization and trust in leader had significant positive impacts on innovative work behavior (β = 0,465; t=7,914; p =, 000 and β = 0,503; t= 8,779; p =, 000). Thus, the proposed hypothesis 1 and hypothesis 2 of the study were supported. In addition, resistance to change had a mediator role in the relationship between trust in organization/leader and innovative work behavior (β=.056; LLCI=.0221; ULCI=.0990 and β=.050; LLCI=.0190; ULCI=.0892; respectively). Therefore, the proposed hypothesis3 and hypothesis 4 of the study were supported.

Keywords

• Innovative Work Behavior
• Trust in Organization
• Trust in Leader
• Resistance to Change

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