Araştırma Makalesi
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Örgütsel Sadakat ve Lider-Üye Etkileşiminin Çalışanların Bireysel İş Performansları Üzerindeki Etkileri

Yıl 2021, Cilt: 10 Sayı: 2, 1518 - 1538, 30.06.2021
https://doi.org/10.15869/itobiad.857071

Öz

Nicel araştırma modeli kapsamında gerçekleştirilen bu çalışmada örgütsel sadakat ve lider-üye etkileşim (LÜE) kavramlarının bireysel iş performansı üzerindeki etkileri incelenmiştir. Bu bağlamda; çalışmanın temel amacı, çalışanların bireysel iş performansları üzerinde örgütsel sadakat düzeyleri mi, yoksa lider-üye etkileşiminden kaynaklanan ilişkinin düzeyi mi daha çok etkilidir sorusuna cevap aramaktır. Araştırma modeli kapsamındaki bağımsız değişkenler (örgütsel sadakat ve lider-üye etkileşimi) ve bağımlı değişken (iş performansı) arasındaki ilişkiler gıda ve perakende sektörlerinde çalışan 288 katılımcıya ait verilerin korelasyon ve regresyon analizleri ile test edilmiştir. Veriler, kolayda örnekleme ve anket tekniği kullanılarak Hatay ilinde faaliyet gösteren, zincir market çalışanları ve ulusal gıda firmalarının satış ve idari personellerinden elde edilmiştir. Korelasyon analizi sonuçları, lider-üye etkileşiminin tüm alt boyutlarının ve örgütsel sadakatin, bireysel iş performansı ile istatistiksel olarak pozitif yönlü ve anlamlı ilişkilere sahip olduklarını göstermiştir. Basit ve çoklu regresyon analizleri ise örgütsel sadakatin ve LÜE bileşenlerinin (etki, sadakat, katkı, profesyonel saygı) çalışanların bireysel iş performansları üzerinde anlamlı ve olumlu etkilere sahip olduklarını ortaya koymuştur. Ayrıca, etki boyutunun iş performansı üzerinde diğer bileşenlerine göre daha fazla olumlu bir etkiye sahip olduğu görülmüştür. Regresyon analizleri kapsamında çalışmanın temel araştırma sorusuna yönelik en önemli bulgu, bireysel iş performansı üzerinde örgütsel sadakatin lider-üye etkileşiminden daha fazla olumlu etkilere sahip olmasıdır. Bulgular, perakende sektörü ve zincir market çalışanlarının bireysel iş performanslarına, örgütsel sadakat düzeylerinin liderleri ile olan ilişkinin düzeyinden daha çok katkı sağladığını ortaya koymuştur. Yöneticisi ile arasındaki olumlu etkileşimler çalışanı mutlu edip iş performansını artırıyor olsa da, koşullar ne olursa olsun örgütüne sadık çalışanın daha yüksek bir iş performansı sağlayacağı gerçeği dikkate alınması gerekmektedir.
Anahtar Kelimeler: Örgütsel Sadakat, Lider-Üye Etkileşimi, Bireysel İş Performansı, Zincir Marketler, Perakende Sektörü

Kaynakça

  • Akkoç, İ. (2012). Grup ve hiyerarşik alt kültürlerinin iş performansına etkisi: Lider-üye etkileşiminin aracılık rolü. Çankırı Karatekin Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 3(2), 17-44.
  • Ali, A. J., Krishnan, K. ve Azim, A. (1997). Expatriate and indigenous managers' work loyalty and attitude toward risk. The Journal of Psychology, 131(3), 260-270.
  • Allen, N. J. ve Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
  • Antoncic, J. A. ve Antoncic, B. (2011). Employee loyalty and its impact on firm growth. International Journal of Management & Information Systems - First Quarter, 15(1).
  • Aslaner, F. ve Artan, İ. H. (2019). Pozitif psikolojik sermayenin lider-üye etkileşimi vasıtasıyla bireysel performansı etkilemedeki rolü: Perakende sektöründe bir araştırma, Business & Management Studies: An International Journal, 7(4), 1657-1689.
  • Barnard, C. I. (1966). The Functions of The Executive, Cambridge, Mass: Harvard University Press.
  • Bauer, T. N., Erdoğan, B., Liden, R. C. ve Wayne, S. J. (2006). a longitudinal study of the moderating role of extraversion: Leader-member exchange, performance and turnover during new executive development. Journal of Applied Psychology, 91(2), 298-310.
  • Benligiray, S. (1999). İnsan Kaynakları Açısından Otellerde Performans Yönetimi. Eskişehir: Eskişehir, Anadolu Üniversitesi, İktisadi ve İdari Bilimler Fakültesi yayınları; no. 164.
  • Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance, Schmitt, N. and Borman, W. C (eds.), Personel Selection in Organizations, San Francisco, Ca: Jossey-Bass, 71-98.
  • Boroff, K. ve Lewin, D. (1997). Loyalty, Voice, and Intent to Exit a Union Firm: A Conceptual and Empirical Analysis. Industrial and Labor Relations Review, 51(1), 50-63. doi: 10.2307/2525034
  • Brown, S., McHardy, J., McNabb, R. ve Taylor, K. (2011). Workplace Performance, Worker Commitment, and Loyalty. Journal of Economics & Management Strategy, 20(3), 925-955. doi: 10.1111/j.1530-9134.2011.00306.x
  • Burns, J. Z. ve Otte, F. L. (1999). Implications of Leader-Member Exchange Theory and Research for Human Resource Development Research. Human Resource Development Quarterly, 10(3), 225-248. doi: 10.1002/hrdq.3920100304
  • Büte, M. (2011). Etik İklim, Örgütsel Güven ve Bireysel Performans Arasındaki İlişki. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(1), 171-192.
  • Campbell, J. P. (1990). Modeling the Performance Prediction Problem in Industrial and Organizational Psychology. In M. Dunnette & L. M. Hough (eds.), Handbook of Industrial and Organizational Psychology (p. 687-732), Palo Alto, CA: Consulting Psychologists Press.
  • Ceylan A. ve Özbal S. (2008). Özdeşleşme Yoluyla Sadakat Oluşturma Üzerine Üniversite Mezunları Arasında Yapılan Bir Çalışma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 9(1), 81-110.
  • Chughtai, A. A. ve Zafar, S. (2006). Antecedents and Consequences of Organizational Commitment Among Pakistani University Teachers. Applied HRM Research, 11(1), 39-64.
  • Dansereau, F., Graen, G. ve Haga, W. (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. doi: 10.1016/0030-5073(75)90005-7
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  • Davis, W. D. ve Gardner, W. L. (2004). Perceptions of Politics and Organizational Cynicism: An Attributional and Leader–Member Exchange Perspective. The Leadership Quarterly, 15(4), 439-465. doi: 10.1016/j.leaqua.2004.05.002
  • Deluga, R. J. (1994). Supervisor Trust Building, Leader-Member Exchange, and Organizational Citizenship Behavior. Journal of Occupational and Organizational Psychology, 67(4), 315-326. doi: 10.1111/j.2044-8325.1994.tb00570.x
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  • George, J. M. ve Bettenhause, K. (1990). Understanding Prosocial Behavior Sales Performance and Turnover: A Group Level Analysis in a Service Contex. Journal of Applied Psychology, 75(6), 698-709. doi: 10.1037/0021-9010.75.6.698
  • Gerstner, C. R. ve Day, D. V. (1997). Meta-Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues. Journal of Applied Psychology, 82(26), 827-844. doi: 10.1037//0021-9010.82.6.827
  • Graen, G. B. ve Uhl-Bien, M. (1995). Relationship-Based Approach to Leadership: Development of Leader-Member Exchange (LMX) Theory of Leadership Over 25 Years: Applying A Multi-Level Multi-Domain Perspective. The Leadership Quarterly, 6(2), 219-247. doi: 10.1016/1048-9843(95)90036-5
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Örgütsel Sadakat, Lider-Üye Etkileşimi, Bireysel İş Performansı, Zincir Marketler, Perakende Sektörü

Yıl 2021, Cilt: 10 Sayı: 2, 1518 - 1538, 30.06.2021
https://doi.org/10.15869/itobiad.857071

Öz

The effects of organizational loyalty and leader-member exchange (LMX) concepts on individual job performance were examined in this study carried out within the scope of quantitative research model. The main purpose of the study is to seek an answer to the question of whether the level of organizational loyalty or the level of the relationship resulting from leader-member exchange is more effective on individual job performance. The relationships between organizational loyalty, leader-member exchange and job performance within the scope of the research model were tested by correlation and regression analysis of the data of 288 participants working in the food and retail industries. The data were obtained from chain market employees, sales and administrative staff of national food companies operating in the province of Hatay using the simple sampling and survey technique. Correlation analysis results showed that all components of leader-member exchange and organizational loyalty have statistically positive and significant relationships with individual job performance. Simple and multiple regression analyzes revealed that organizational loyalty and all components of LMX (affect, loyalty, contributions, professional respect) have significant and positive effects on job performance. In addition, it has been observed that the affect has a more positive effect job performance than the other components. Within the scope of regression analysis, the most important finding regarding the main research query of the study is that organizational loyalty has more positive effects on individual job performance than leader-member exchange. The findings reveal that the level of organizational loyalty contributes more to the individual job performance of retail sector and chain market employees than the level of their relationship with their leaders. Although positive interactions with the manager make the employee happy and increase the job performance, the fact that the employee loyalty to the organization will provide a higher job performance should be taken into account regardless of the conditions.

Kaynakça

  • Akkoç, İ. (2012). Grup ve hiyerarşik alt kültürlerinin iş performansına etkisi: Lider-üye etkileşiminin aracılık rolü. Çankırı Karatekin Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 3(2), 17-44.
  • Ali, A. J., Krishnan, K. ve Azim, A. (1997). Expatriate and indigenous managers' work loyalty and attitude toward risk. The Journal of Psychology, 131(3), 260-270.
  • Allen, N. J. ve Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
  • Antoncic, J. A. ve Antoncic, B. (2011). Employee loyalty and its impact on firm growth. International Journal of Management & Information Systems - First Quarter, 15(1).
  • Aslaner, F. ve Artan, İ. H. (2019). Pozitif psikolojik sermayenin lider-üye etkileşimi vasıtasıyla bireysel performansı etkilemedeki rolü: Perakende sektöründe bir araştırma, Business & Management Studies: An International Journal, 7(4), 1657-1689.
  • Barnard, C. I. (1966). The Functions of The Executive, Cambridge, Mass: Harvard University Press.
  • Bauer, T. N., Erdoğan, B., Liden, R. C. ve Wayne, S. J. (2006). a longitudinal study of the moderating role of extraversion: Leader-member exchange, performance and turnover during new executive development. Journal of Applied Psychology, 91(2), 298-310.
  • Benligiray, S. (1999). İnsan Kaynakları Açısından Otellerde Performans Yönetimi. Eskişehir: Eskişehir, Anadolu Üniversitesi, İktisadi ve İdari Bilimler Fakültesi yayınları; no. 164.
  • Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance, Schmitt, N. and Borman, W. C (eds.), Personel Selection in Organizations, San Francisco, Ca: Jossey-Bass, 71-98.
  • Boroff, K. ve Lewin, D. (1997). Loyalty, Voice, and Intent to Exit a Union Firm: A Conceptual and Empirical Analysis. Industrial and Labor Relations Review, 51(1), 50-63. doi: 10.2307/2525034
  • Brown, S., McHardy, J., McNabb, R. ve Taylor, K. (2011). Workplace Performance, Worker Commitment, and Loyalty. Journal of Economics & Management Strategy, 20(3), 925-955. doi: 10.1111/j.1530-9134.2011.00306.x
  • Burns, J. Z. ve Otte, F. L. (1999). Implications of Leader-Member Exchange Theory and Research for Human Resource Development Research. Human Resource Development Quarterly, 10(3), 225-248. doi: 10.1002/hrdq.3920100304
  • Büte, M. (2011). Etik İklim, Örgütsel Güven ve Bireysel Performans Arasındaki İlişki. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(1), 171-192.
  • Campbell, J. P. (1990). Modeling the Performance Prediction Problem in Industrial and Organizational Psychology. In M. Dunnette & L. M. Hough (eds.), Handbook of Industrial and Organizational Psychology (p. 687-732), Palo Alto, CA: Consulting Psychologists Press.
  • Ceylan A. ve Özbal S. (2008). Özdeşleşme Yoluyla Sadakat Oluşturma Üzerine Üniversite Mezunları Arasında Yapılan Bir Çalışma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 9(1), 81-110.
  • Chughtai, A. A. ve Zafar, S. (2006). Antecedents and Consequences of Organizational Commitment Among Pakistani University Teachers. Applied HRM Research, 11(1), 39-64.
  • Dansereau, F., Graen, G. ve Haga, W. (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. doi: 10.1016/0030-5073(75)90005-7
  • Darolia, C., Kumari, P. ve Darolia, S. (2010). Perceived Organizational Support, Work Motivation, and Organizational Commitment as Determinants of Job Performance. Journal of the Indian Academy of Applied Psychology, 36(1), 69-78.
  • Davis, W. D. ve Gardner, W. L. (2004). Perceptions of Politics and Organizational Cynicism: An Attributional and Leader–Member Exchange Perspective. The Leadership Quarterly, 15(4), 439-465. doi: 10.1016/j.leaqua.2004.05.002
  • Deluga, R. J. (1994). Supervisor Trust Building, Leader-Member Exchange, and Organizational Citizenship Behavior. Journal of Occupational and Organizational Psychology, 67(4), 315-326. doi: 10.1111/j.2044-8325.1994.tb00570.x
  • Dienesch, R. M. ve Liden, R. C. (1986). Leader-Member Exchange Model of Leadership: A Critique and Further Development. Academy of Management Review, 11(3), 618-634. doi: 10.2307/258314
  • Dipaola, M. F. ve Hoy, W. K. (2005). School Characteristics that Foster Organizational Citizenship Behavior. Journal of School Leadership, 15(4), 387-406. doi: 10.1177/105268460501500402
  • Elegido, J. M. (2013). Does It Make Sense to Be a Loyal Employee? Journal of Business Ethics, 116(3), 495-511.
  • George, J. M. ve Bettenhause, K. (1990). Understanding Prosocial Behavior Sales Performance and Turnover: A Group Level Analysis in a Service Contex. Journal of Applied Psychology, 75(6), 698-709. doi: 10.1037/0021-9010.75.6.698
  • Gerstner, C. R. ve Day, D. V. (1997). Meta-Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues. Journal of Applied Psychology, 82(26), 827-844. doi: 10.1037//0021-9010.82.6.827
  • Graen, G. B. ve Uhl-Bien, M. (1995). Relationship-Based Approach to Leadership: Development of Leader-Member Exchange (LMX) Theory of Leadership Over 25 Years: Applying A Multi-Level Multi-Domain Perspective. The Leadership Quarterly, 6(2), 219-247. doi: 10.1016/1048-9843(95)90036-5
  • Griffin, M. A., Neal, A. ve Parker, S. K. (2007). A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts. Academy of Management Journal, 50(2), 327-347. doi: 10.5465/AMJ.2007.24634438
  • Guillon, O. ve Cézanne, C. (2014). Employee Loyalty and Organizational Performance: A Critical Survey. Journal of Organizational Change Management, 27(5), 839-850. doi: 10.1108/JOCM-02-2014-0025
  • Hirschman, A. (1970). Exit, Voice and Loyalty, Cambridge, MA: Harvard University Press.
  • Kang, I., Lee K. C., Lee S. ve Choi J. (2007). Investigation of Online Community Voluntary Behavior Using Cognitive Map. Computers in Human Behavior, 23(1), 111-126. doi: 10.1016/j.chb.2004.03.039
  • Katrinli, A., Atabay, G., Gunay, G. ve Cangarli, B.G. (2010). Perception of Organizational Politics and LMX: Linkages in Distributive Justice and Job Satisfaction. African Journal of Business Management, 4(14), 3110-3121. http://www.academicjournals.org/AJBM
  • Katz, L. A., Fisher. J. ve Notrica, V. (2007). Gender and the Quality of the Leader-Member Exchange: Findings From a South-African Organization. South African Journal of Psychology, 37(2), 316-329. doi: 10.1177/008124630703700207
  • Kline, R. B., (2011). Principles and Practice of Structural Equation Modelling (3rd. ed.), New York: Guilford Press.
  • Kohli, A. K. (1985). Some Unexplored Supervisory Behaviors and Their Influence on Salespeople's Role Clarity, Specific Self-Esteem, Job Satisfaction, and Motivation. Journal of Marketing Research, 22(4), 424-433. doi: 10.2307/3151587
  • Koopmans, L., Bernaards, C., Hildebrandt, V. Schaufeli, W. B. (2011). Conceptual Frameworks of Individual Work Performance. Journal of Occupational Environment Medicine. 53(8), 856-866. doi: 10.1097/JOM.0b013e318226a763
  • Leck, J. D. ve Saunders, D. M. (1992). Hirschman’s Loyalty: Attitude or Behavior? Employee Responsibilities and Rights Journal, 5(3), 219-230. doi: 10.1007/BF01385049
  • Lee, S. M. (1971). An Empirical Analysis of Organizational Identification. Academy of Management Journal, 14(2), 213-226. doi: 10.2307/255308
  • Liden R. C. ve Maslyn J. M. (1998). Multidimensionality of Leader-Member Exchange: An Empirical Assessment Thro¬ugh Scale Development. Journal of Management, 24(1), 43-72. doi: 10.1016/S0149-2063(99)80053-1
  • Liden, R. C., Sparrowe, R. T. ve Wayne, S. J. (1997). Leader-Member Exchange Theory: The Past and Potential for the Future. In G. R. Ferris (Ed.), Research in personnel and human resources management, Vol. 15 (p. 47–119). Elsevier Science/JAI Press.
  • Loi, R., Ngo, H., Zhang, L. ve Lau, V. P. (2011). The Interaction Between Leader-Member Exchange and Perceived Job Security in Predicting Employee Altruism and Work Performance. Journal of Occupational and Organizational Psychology, 84(4), 669-685. doi: 10.1348/096317910X510468
  • Lonsdale, D. J. (2016). The Effects of Leader–Member Exchange and the Feedback Environment on Organizational Citizenship and Withdrawal. The Psychologist Manager Journal, 19(1), 41-59. doi: 10.1037/mgr0000037
  • Lunenburg, F. C. (2010). Leader-Member Exchange Theory: Another Perspective on the Leadership Process. Interna¬tional Journal of Management, Business and Administration, 13(1), 1-5.
  • Mahalanobis, P. C. (1936). On the Generalized Distance in Statistics. Proceedings of the National Institute of Sciences, 2(1), 49-55.
  • Martensen, A. ve Grønholdt, L. (2006). Internal Marketing: A Study of Employee Loyalty, Its Determinants and Consequences. Innovative Marketing, 2(4), 92-116.
  • Meydan, C.H. ve Şeşen, H. (2011). Yapısal Eşitlik Modellemesi AMOS Uygulamaları. Ankara: Detay Yayıncılık.
  • Meyer, J. P. ve Allen, N. J. (1991). Three Component Model of Organizational Commitment. Journal of Applied Psychology, 79(1), 15-23.
  • Mowday, R. T., Steers, R. M. ve Porter, L. W. (1979). The Measurement of Organizational Commitment. Journal of Vocational Behavior, 14(2), 224-247. doi: 10.1016/0001-8791(79)90072-1
  • Özşahin, M., Bayarçelik, E. B. ve Yıldız, B. (2017). Strateji Tipleri İle Yenilik Performansı İlişkisinde Stratejik Karar Verme Hızının Şartlı Değişken (Moderatör) Etkisi. Uluslararası İktisadi ve İdari İncelemeler Dergisi, 16. UİK Özel Sayısı: 749-766. doi: 10.18092/ulikidince.323657
  • Rachel W. Y. Y., Andy, C. L. Y. ve Cheng, T. C. E. (2009). An Empirical Study of Employee Loyalty, Service Quality and Firm Performance in the Service Industry. International Journal of Production Economics, 124(1), 109-120. doi: 10.1016/j.ijpe.2009.10.015
  • Razzaq, A., Ayub, A., Arzu, F. ve Aslam, M. S. (2013). The Nexus Between Technological Learning, Downsizing, Employee Commitment, and Organizational Performance. Business Management Dynamics, 2(10), 74-80.
  • Rusbult, C. E., Farrel, D., Rogers, G. ve Mainous, A. G. III (1988). Impact of Exchange Variables on Exit, Voice, Loyalty and Neglect: An Integrative Model of Responses to Declining Job Satisfaction. Academy of Management Journal, 31(3), 599-627. doi: 10.5465/256461
  • Özer, Ö. (2019). Hemşirelerde Lider-Üye Etkileşimi ve Çalışan Performansının İncelenmesi. Sağlık ve Hemşirelik Yönetim Dergisi, 6(1), 11-21. doi: 10.5222/SHYD.2019.64426
  • Scandura, T. A., Graen, G .B. ve Novak, M. A. (1986). When Managers Decide not to Decide Autocratically: An Investigation of Leader-Member Exchange and Decision Influence. Journal of Applied Psychology, 71(4), 579-584. doi: 10.1037/0021-9010.71.4.579
  • Schriesheim, C. A., Castro, S. L. ve Cogliser, C. C. (1999). Leader-Member Exchange Research: A Comprehensive Review of Theory, Measurement, and Data-Analytic Practices. Leadersip Quarterly, 10(1), 63-113. doi: 10.1016/S1048-9843(99)80009-5
  • Sepdiningtyas, R. ve Santoso, C. B. (2017). The Influence of Leader-Member Exchange on Individual Performance: The Roles of Work Engagement as a Mediating Variable and Coworkers Support as a Moderating Variable. Review of Integrative Business and Economics Research, 6(4), 285-305.
  • Thevenet, M., Dejoux, C., Marbot, E., Normand, E., Bender, A. ve Silva, F. (2012). Fonctions RH: Politiques Métiers Et Outils De Ressources Humaines (3rd ed.), Paris: Pearson Education.
  • Tutar, H. ve Altınöz, M. (2010). Örgütsel İklimin İşgören Performansı Üzerine Etkisi: OSTİM İmalât İşletmeleri Çalışanları Üzerine Bir Araştırma. Ankara Üniversitesi SBF Dergisi, 65(2), 195-218. doi: 10.1501/SBFder_0000002162
  • Uludağ, G. (2019). Lider-Üye Etkileşiminin İşgören Performansına Etkisi Üzerine Bir Alan Araştırması. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 23(2), 719-739.
  • Van Breukelen, W., Schyns, B. ve Le Blanc, P. (2006). Leader-Member Exchange Theory and Research: Accomplishments and Future Challenges. Leadership, 2(3), 295-316. doi: 10.1177/1742715006066023
  • Viswesvaran, C. ve D. S. Ones. (2000). Perspectives on Models of Job Performance. International Journal of Selection and Assessment, 8(4), 216-226. doi: 10.1111/1468-2389.00151
  • Wayne, S. J., Shore, L. M., Bommer, W. H. ve Tetrick, L. E. (2002). The Role of Fair Treatment and Rewards in Perceptions of Organizational Support and Leader–Member Exchange. Journal of Applied Psychology, 87(3), 590-598. doi: 10.1037//0021-9010.87.3.590
  • Yıldız, G., Özutku, H. ve Çevrioğlu, E. (2008). Lider-Üye Etkileşimine Çok Boyutlu Yaklaşım: Liden ve Maslyn’in Dört Boyutlu Lider-Üye Etkileşim Ölçeğinin Psikometrik Özelliklerine Yönelik Görgül Bir Araştırma. Akademik İncelemeler, 3(1), 95-123. doi: 10.17550/AID.01965
  • Youndt, M. A. ve Snell S. A. (2004). Human Resource Configurations, Intellectual Capital, and Organizational Performance. Journal of Managerial Issues, 16(3), 337-360.
  • Zaffron, S. ve Logan, D. (2010). İş Hayatında Performansın Üç Yasası: Kurumunuzun ve Yaşamınızın Geleceğini Yeni Baştan Yazmak, (Ü. Şensoy, Çev.). İstanbul: Optimist Yayım Dağıtım.
Toplam 64 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Makaleler
Yazarlar

Mehmet Biçer 0000-0002-8868-4667

Yayımlanma Tarihi 30 Haziran 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 10 Sayı: 2

Kaynak Göster

APA Biçer, M. (2021). Örgütsel Sadakat ve Lider-Üye Etkileşiminin Çalışanların Bireysel İş Performansları Üzerindeki Etkileri. İnsan Ve Toplum Bilimleri Araştırmaları Dergisi, 10(2), 1518-1538. https://doi.org/10.15869/itobiad.857071
İnsan ve Toplum Bilimleri Araştırmaları Dergisi  Creative Commons Atıf-GayriTicari 4.0 Uluslararası Lisansı (CC BY NC) ile lisanslanmıştır.