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How Does Paternalistic Leadership Affect Employees’ Work Engagement? The Mediating Roles of Workaholism and Trust-in-Leader

Yıl 2021, Cilt: 11 Sayı: 3, 179 - 196, 15.09.2021

Öz

Bu çalışmada, babacan liderliğin insanları yönetmenin etkili bir yolu olabileceği ve daha önceki birkaç çalışmada olumsuz sonuçlarla ilişkilendirilmesine rağmen, çalışan motivasyonu ve esenliğine zemin hazırlayabileceği iddia edilmiştir. Ayrıca, liderin babacan tarzını çalışanın tutkun çalışmasıyla ilişkilendirmek için işkoliklik ve lidere güven ile temsil edilen iki temel muhtemel mekanizma önerilmiştir. Böylece, babacan liderlerin astlarını sosyal bağ yolu (lidere güven) veya göreve odaklanma yoluyla (işkolik) olumlu yönde etkileyip etkilemediğinin anlaşılması amaçlanmıştır. Hipotezleri test etmek için bir saha araştırması yapılmış ve İstanbul'da çeşitli sektörlerde çalışan 413 katılımcıdan çevrimiçi anketler aracılığıyla kesitsel veriler toplanmıştır. Analizler, babacan lider ile çalışmaya tutkunluk arasında pozitif bir ilişki olduğunu. Dahası, önerilen muhtemel mekanizmaların babacan liderlik ile çalışmaya tutkunluk arasındaki ilişkiye aracılık ettiğini görülmüştür. Bu nedenle babacan liderlik tarzının, batı ülkelerinde yaygın olarak paylaşılan inançların aksine, göreve odaklanma ve sosyal bağlantı yoluyla faydalı olabileceğini ortaya koyulmuştur.

Kaynakça

  • Andreassen, C. S., Griffiths, M. D., Sinha, R., Hetland, J., & Pallesen, S. (2016). The relationships between workaholism and symptoms of psychiatric disorders: A large-scale cross-sectional study. PLoS One, 11(5), e0152978.
  • Apaydın, E. (2017). Paternalistik liderliğin değişime direnç üzerine etkileri: Örgütsel güvenin aracılık rolü. (Unpublished Master Thesis). Bahçeşehir University Institute of Social Sciences.
  • Aycan, Z. (2008). Cross-cultural approaches to leadership. Handbook of Crosscultural Management Research (pp. 219–238).
  • Aycan, Z. (2015). Paternalistic leadership. In Wiley Encyclopedia of Management (pp. 1–2).
  • Aycan, Z., Schyns, B., Sun, J. M., Felfe, J., & Saher, N. (2013). Convergence and divergence of paternalistic leadership: A cross-cultural investigation of prototypes. Journal of International Business Studies, 44(9), 962–969.
  • Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2002). Validation of the Maslach Burnout Inventory– General Survey: An Internet study. Anxiety, Stress & Coping, 15, 245–260.
  • Bekmezci, M., & Yıldız, B. (2019). Babacan liderlik psikolojik sahipliği nasıl etkilemektedir? Kolektif şükranın aracı rolü, İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 18(35), 309–324.
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  • Börü, D., İslamoğlu, G., & Birsel, M. (2007). Güven: Bir anket geliştirme çalışması. Öneri Dergisi, 27(7), 49–59.
  • Brower H. H., Lester, S. W., Korsgaard, M. A., & Dineen, B. R. (2009). A closer look at trust between managers and subordinates: understanding the effects of both trusting and being trusted on subordinate outcomes. Journal of Management, 35(2), 327–347.
  • Burke, C. S., Sims, D. E., Lazzara, E. H., & Salas, E. (2007). Trust in leadership: A multi-level review and integration. The Leadership Quarterly, 18(6), 606–632.
  • Chan, S. C., Huang, X., Snape, E., & Lam, C. K. (2013). The Janus face of paternalistic leaders: Authoritarianism,benevolence, subordinates’ organization‐based self‐esteem, and performance. Journal of Organizational Behavior, 34(1), 108–128.
  • 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, J. W., Chang, S. C., Kuo, J. H., & Cheung, Y. H. (2014). Ethical leadership, work engagement, and voice behavior. Industrial Management & Data Systems, 114(5), 817–831.
  • Choi, S. B., Tran, T. B. H., & Park, B. I. (2015). Inclusive leadership and work engagement: Mediating roles of affective organizational commitment and creativity. Social Behavior and Personality: An International Journal, 43(6), 931–943.
  • 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, 89–136.
  • Chughtai, A., Byrne, M., & Flood, B. (2015). Linking ethical leadership to employee well-being: The role of trust in supervisor. Journal of Business Ethics, 128(3), 653–663.
  • Clark, M. A., Smith, R. W., & Haynes, N. J. (2020). The Multidimensional Workaholism Scale: Linking the conceptualization and measurement of workaholism. Journal of Applied Psychology. Advance online publication. https://doi.org/10.1037/apl0000484
  • Cummings, L. L., & Bromiley, P. (1996). The organizational trust inventory (OTI). Trust in Organizations: Frontiers of Theory and Research, 302(330), 39–52.
  • Cenkci, A. T., & Özçelik, G. (2015). Leadership styles and subordinate work engagement: The moderating impact of leader gender. Global Business & Management Research, 7(4), 8–20.
  • Çetin, C., Toylan Vatansever, N., Çakırel Aydıner, Ö., & Çakırel, Y. (2017). Paternalistic leadership and psychological well-being: The mediating role of meaningful work. Fatih Sultan Mehmet İlmi Araştırmalar İnsan ve Toplum Bilimleri Dergisi, 10, 81–113.
  • Çıraklar, N. H., Ucar, Z., Sezgin, O. B. (2016). Effects of paternalistic leadership on organizational identification: Mediating role of trust in leader. Research Journal Business. Management, 3(1), 73–87.
  • Çıtır, I. Ö., & Kavi, E. (2010). Algılanan örgütsel güven ile iş güvencesi arasındaki ilişkiye yönelik bir araştırma. Yönetim Bilimleri Dergisi, 8(2), 229–243.
  • De Clercq, D., Bouckenooghe, D., Raja, U., & Matsyborska, G. (2014). Servant leadership and work engagement: The contingency effects of leader–follower social capital. Human Resource Development Quarterly, 25(2), 183–212.
  • Del Líbano, M., Salanova, M., & Schaufeli, W. (2010). Validity of a brief workaholism scale. Psicothema-Revista de Psicologia, 22(1), 143–150.
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ow Does Paternalistic Leadership Affect Employees’ Work Engagement? The Mediating Roles of Workaholism and Trust-in-Leader

Yıl 2021, Cilt: 11 Sayı: 3, 179 - 196, 15.09.2021

Öz

In this study, we contend that paternalist leadership can be an effective way of managing people and can pave the way for employee motivation and well-being, despite several previous studies linking it to adverse outcomes. In addition, we propose two possible underlying mechanisms (i.e., workaholism, trust in leadership) linking a leader’s paternalistic style to employee work engagement. By doing so, we aim to understand whether paternalist leaders positively influence their subordinates through a social connection path (trust in leader) or task-focusing path (workaholism). We conducted a field survey and collected cross-sectional data using online surveys from 413 participants working in various industries in Istanbul to test the hypotheses. The results indicate a positive relationship to exist between paternalistic leadership and employee work engagement. Therefore, we put forth that the paternalistic leadership style can be beneficial through the task-focusing and social connection paths, contrary to the beliefs commonly shared in Western countries.

Kaynakça

  • Andreassen, C. S., Griffiths, M. D., Sinha, R., Hetland, J., & Pallesen, S. (2016). The relationships between workaholism and symptoms of psychiatric disorders: A large-scale cross-sectional study. PLoS One, 11(5), e0152978.
  • Apaydın, E. (2017). Paternalistik liderliğin değişime direnç üzerine etkileri: Örgütsel güvenin aracılık rolü. (Unpublished Master Thesis). Bahçeşehir University Institute of Social Sciences.
  • Aycan, Z. (2008). Cross-cultural approaches to leadership. Handbook of Crosscultural Management Research (pp. 219–238).
  • Aycan, Z. (2015). Paternalistic leadership. In Wiley Encyclopedia of Management (pp. 1–2).
  • Aycan, Z., Schyns, B., Sun, J. M., Felfe, J., & Saher, N. (2013). Convergence and divergence of paternalistic leadership: A cross-cultural investigation of prototypes. Journal of International Business Studies, 44(9), 962–969.
  • Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2002). Validation of the Maslach Burnout Inventory– General Survey: An Internet study. Anxiety, Stress & Coping, 15, 245–260.
  • Bekmezci, M., & Yıldız, B. (2019). Babacan liderlik psikolojik sahipliği nasıl etkilemektedir? Kolektif şükranın aracı rolü, İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 18(35), 309–324.
  • Bing, S. (2004). Sun Tzu was a sissy: Conquer your enemies, promote your friends, and wage the real art of war. Harper Collins.
  • Bowen, N. K., & Guo, S. (2011). Structural equation modeling. Oxford University Press.
  • Börü, D., İslamoğlu, G., & Birsel, M. (2007). Güven: Bir anket geliştirme çalışması. Öneri Dergisi, 27(7), 49–59.
  • Brower H. H., Lester, S. W., Korsgaard, M. A., & Dineen, B. R. (2009). A closer look at trust between managers and subordinates: understanding the effects of both trusting and being trusted on subordinate outcomes. Journal of Management, 35(2), 327–347.
  • Burke, C. S., Sims, D. E., Lazzara, E. H., & Salas, E. (2007). Trust in leadership: A multi-level review and integration. The Leadership Quarterly, 18(6), 606–632.
  • Chan, S. C., Huang, X., Snape, E., & Lam, C. K. (2013). The Janus face of paternalistic leaders: Authoritarianism,benevolence, subordinates’ organization‐based self‐esteem, and performance. Journal of Organizational Behavior, 34(1), 108–128.
  • 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, J. W., Chang, S. C., Kuo, J. H., & Cheung, Y. H. (2014). Ethical leadership, work engagement, and voice behavior. Industrial Management & Data Systems, 114(5), 817–831.
  • Choi, S. B., Tran, T. B. H., & Park, B. I. (2015). Inclusive leadership and work engagement: Mediating roles of affective organizational commitment and creativity. Social Behavior and Personality: An International Journal, 43(6), 931–943.
  • 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, 89–136.
  • Chughtai, A., Byrne, M., & Flood, B. (2015). Linking ethical leadership to employee well-being: The role of trust in supervisor. Journal of Business Ethics, 128(3), 653–663.
  • Clark, M. A., Smith, R. W., & Haynes, N. J. (2020). The Multidimensional Workaholism Scale: Linking the conceptualization and measurement of workaholism. Journal of Applied Psychology. Advance online publication. https://doi.org/10.1037/apl0000484
  • Cummings, L. L., & Bromiley, P. (1996). The organizational trust inventory (OTI). Trust in Organizations: Frontiers of Theory and Research, 302(330), 39–52.
  • Cenkci, A. T., & Özçelik, G. (2015). Leadership styles and subordinate work engagement: The moderating impact of leader gender. Global Business & Management Research, 7(4), 8–20.
  • Çetin, C., Toylan Vatansever, N., Çakırel Aydıner, Ö., & Çakırel, Y. (2017). Paternalistic leadership and psychological well-being: The mediating role of meaningful work. Fatih Sultan Mehmet İlmi Araştırmalar İnsan ve Toplum Bilimleri Dergisi, 10, 81–113.
  • Çıraklar, N. H., Ucar, Z., Sezgin, O. B. (2016). Effects of paternalistic leadership on organizational identification: Mediating role of trust in leader. Research Journal Business. Management, 3(1), 73–87.
  • Çıtır, I. Ö., & Kavi, E. (2010). Algılanan örgütsel güven ile iş güvencesi arasındaki ilişkiye yönelik bir araştırma. Yönetim Bilimleri Dergisi, 8(2), 229–243.
  • De Clercq, D., Bouckenooghe, D., Raja, U., & Matsyborska, G. (2014). Servant leadership and work engagement: The contingency effects of leader–follower social capital. Human Resource Development Quarterly, 25(2), 183–212.
  • Del Líbano, M., Salanova, M., & Schaufeli, W. (2010). Validity of a brief workaholism scale. Psicothema-Revista de Psicologia, 22(1), 143–150.
  • Diffie-Couch, P. (1984). Building a feeling of trust in the company. Supervisory Management, 29(4), 31–36.
  • Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611
  • Engelbrecht, A. S., Heine, G., & Mahembe, B. (2017). Integrity, ethical leadership, trust and work engagement. Leadership & Organization Development Journal, 38(3), 368–379.
  • 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.
  • Ersoy, N. C., Born, M. P., Derous, E., & van der Molen, H. T. (2012). The effect of cultural orientation and leadership style on self-versus other-oriented organizational citizenship behaviour in Turkey and the Netherlands. Asian Journal of Social Psychology, 15(4), 249–260.
  • Farh, J. L., & Cheng, B. S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In Management and organizations in the Chinese context (pp. 84–127). Palgrave MacMillan.
  • Gawke, J. C., Gorgievski, M. J., & Bakker, A. B. (2017). Employee intrapreneurship and work engagement: A latent change score approach. Journal of Vocational Behavior, 100, 88–100.
  • Giallonardo, L. M., Wong, C. A., & Iwasiw, C. L. (2010). Authentic leadership of preceptors: Predictor of new graduate nurses’ work engagement and job satisfaction. Journal of Nursing Management, 18(8), 993–1003.
  • Göncü, A., Aycan, Z., & Johnson, R. E. (2014). Effects of paternalistic and transformational leadership on follower outcomes. The International Journal of Management and Business, 5(1), 36–58.
  • Hayes, A. F. (2009). Beyond Baron and Kenny: Statistical mediation analysis in the new millennium. Communication Monographs, 76(4), 408–420.
  • Hayes, A. F. (2017). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Publications.
  • Hayes, A. F., Montoya, A. K., & Rockwood, N. J. (2017). The analysis of mechanisms and their contingencies: PROCESS versus structural equation modeling. Australasian Marketing Journal, 25(1), 76–81.
  • Hayes, A. F., & Rockwood, N. J. (2017). Regression-based statistical mediation and moderation analysis in clinical research: Observations, recommendations, and implementation. Behaviour Research and Therapy, 98, 39–57.
  • He, G., An, R., & Hewlin, P. F. (2019). Paternalistic leadership and employee well-being: A moderated mediation model. Chinese Management Studies, 13(5). doi: 10.1108/CMS-10-2018-0724
  • Hiller, N. J., Sin, H. P., Ponnapalli, A. R., & Ozgen, S. (2019). Benevolence and authority as weirdly unfamiliar: A multi-language meta-analysis of paternalistic leadership behaviors from 152 studies. The Leadership Quarterly, 30(1), 165–184.
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  • Holland, P., Cooper, B., & Sheehan, C. (2017). Employee voice, supervisor support, and engagement: The mediating role of trust. Human Resource Management, 56(6), 915–929.
  • Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55.
  • İslamoğlu, G., Birsel, M., & Börü, D. (2007). Trust in organization. İnkılap Kitabevi. Jaiswal, N. K., & Dhar, R. L. (2017). The influence of servant leadership, trust in leader and thriving on employee creativity. Leadership & Organization Development Journal, 38(1), 2–21.
  • Korkmaz, F., Gökdeniz, İ., & Zorlu, K. (2018). Paternalist liderlik davranışının örgütsel özdeşleşme üzerindeki etkisinde çalışanların işe tutkunluk düzeylerinin aracılık rolü. İşletme Araştırmaları Dergisi, 10(3), 950–973
  • Kurt, İ., & Yahyagil, M. Y. (2015). Universal values, creative behavior and leadership: Turkish case. International Business Research, 8(6), 89.
  • Liao, S. H., Widowati, R., Hu, D. C., & Tasman, L. (2017). The mediating effect of psychological contract in the relationships between paternalistic leadership and turnover intention for foreign workers in Taiwan. Asia Pacific Management Review, 22(2), 80–87.
  • Liden, R. C., Wayne, S. J., & Sparrowe, R. T. (2000). An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes, Journal of Applied Psychology, 85(3), 407–416.
  • Maccoby, M. 2004. The power of transference. Harvard Business Review, 82(9), 76–85.
  • Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709–734.
  • Mete, Y. A., & Serin, H. (2015). Relationship between school administrators’ paternalist leadership behaviours and teachers’ organizational citizenship and organizational cynicism behaviours. The Journal of Hasan Ali Yücel Education Faculty, 12, 147–159.
  • Mo, S., & Shi, J. (2017). Linking ethical leadership to employee burnout, workplace deviance and performance: Testing the mediating roles of trust in leader and surface acting. Journal of Business Ethics, 144(2), 293–303.
  • Nal, Ü. M., & Tarım, M. (2019). Paternalist liderliğin örgütsel adalet algısı üzerine etkisi: Sağlık çalışanları üzerinde bir araştırma. Afyon Kocatepe University Journal of Social Sciences, 21(4).
  • Oates, W. E. (1971). Confessions of a workaholic: The facts about work addiction. World Publishing Company.
  • Öge, E., Cetin, M., & Top, S. (2018). The effects of paternalistic leadership on workplace loneliness, work family conflict and work engagement among air traffic controllers in Turkey. Journal of air transport management, 66, 25–35.
  • Patrick, H., Knee, C. R., Canevello, A., & Lonsbary, C. (2007). The role of need fulfillment in relationship functioning and well-being: A self-determination theory perspective. Journal of Personality and Social Psychology, 92(3), 434.
  • Pellegrini, E. K., & Scandura, T. A. (2008). Paternalistic leadership: A review and agenda for future research. Journal of Management, 34(3), 566–593.
  • Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. The Leadership Quarterly, 1(2), 107–142.
  • Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36(4), 717–731.
  • Rawat, P. S., & Lyndon, S. (2016). Effect of paternalistic leadership style on subordinate’s trust: An Indian study. Journal of Indian Business Research, 8(4), 264–277.
  • Rousseau, D., Sitkin, S., Burt, R., & Camerer, C. (1998). Not so different after all: A cross discipline view of trust. Academy of Management Review, 23, 405–421.
  • Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68.
  • Saher, N., Naz, S., Tasleem, I., Naz, R., & Kausar, S. (2013). Does paternalistic leadership lead to commitment? Trust in leader as moderator in Pakistani context. Interdisciplinary Journal of Contemporary Research in Business, 5(1), 443–455.
  • Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716.
  • Schaufeli, W. B., Salanova, M., Gonzalez-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71–92.
  • Schaufeli, W. B., Taris, T. W., & Bakker, A. B. (2006). Dr. Jekyll or Mr. Hyde: On the differences between work engagement and workaholism. In Research Companion to Working Time and Work Addiction (pp. 193–217).
  • Schoorman, F. D., Mayer, R. C., & Davis, J. H. (2007). An integrative model of organizational trust: Past, present, and future. The Academy of Management Review, 32(2), 344–354. https://doi.org/10.2307/20159304
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  • Si, W., Farh, J. L., Qu, Q., Fu, P. P., & Kang, F. (2017). Paternalistic leadership in China: A latent profile analysis of its antecedents and outcomes. In Academy of Management Proceedings, 1, 15057. Academy of Management.
  • Six, F. E. (2007). Building interpersonal trust within organizations: a relational signaling perspective. Journal of Management & Governance, 11(3), 285–309.
  • 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.
  • Suer, F. C. (2017). The effect of leadership styles on employees’ psychological empowerment and the gender role in this relation. Research Journal of Business and Management, 4(4), 434–446.
  • Taris, T. W., Schaufeli, W. B., & Shimazu, A. (2010). The push and pull of work: The differences between workaholism and work engagement. In Work engagement: A Handbook of Essential theory and Research (pp. 39–53).
  • Tims, M., Bakker, A. B., & Xanthopoulou, D. (2011). Do transformational leaders enhance their followers’ daily work engagement? The Leadership Quarterly, 22(1), 121–131.
  • Wasti, S., Tan, H. H., Brower, H. H. & Önder, Ç. (2007). Cross-cultural measurement of supervisor trustworthiness: an assessment of measurement invariance across three cultures. Leadership Quarterly, 18(5), 477–489.
  • Wu, M., Huang, X., & Chan, S. C. H. (2012) The influencing mechanisms of paternalistic leadership in mainland China, Asia Pacific Business Review, 18(4), 631–648. doi 10.1080/13602381.2012.690940
  • Wu, M., Huang, X., Li, C., & Liu, W. (2012). Perceived interactional justice and trust-in-supervisor as mediatorsmfor paternalistic leadership. Management and Organization Review, 8(1), 97–121.
  • Wu, M., & Xu, E. (2012). Paternalistic leadership: from here to where?. In Handbook of Chinese Organizational Behavior. Edward Elgar Publishing.
  • Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2009). Reciprocal relationship between job resources, personal resources and work engagement. Journal of Vocational Behavior, 74(3), 235–244.
  • Xanthopoulou, D., Bakker, A. B., Heuven, E., Demerouti, E., & Schaufeli, W. B. (2008). Working in the sky: A diary study on work engagement among flight attendants. Journal of Occupational Health Psychology, 13(4), 345–356. doi:10.1037/1076-8998.13.4.345
Toplam 82 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Siyaset Bilimi
Bölüm Araştırma Makaleleri
Yazarlar

Ömer Erdem Koçak

Burcu Aydın Küçük Bu kişi benim

Yayımlanma Tarihi 15 Eylül 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 11 Sayı: 3

Kaynak Göster

APA Koçak, Ö. E., & Küçük, B. A. (2021). How Does Paternalistic Leadership Affect Employees’ Work Engagement? The Mediating Roles of Workaholism and Trust-in-Leader. İnsan Ve Toplum, 11(3), 179-196.