Ailedeki İlişkisel Etik, Liderlik ve İşten Ayrılma Niyeti Arasındaki İlişkiyi Etkiler mi?

Öz

Son yıllarda, yeni nesillere mensup işgücünün sık sık iş değiştirdiklerine tanık olunmaktadır. Diğer bir deyişle, bu çalışanların düzenli olarak iş ve pozisyon değiştirmesi yeni normal haline gelmiştir. Öte yandan, literatürde (ör., Ongori, 2007), işgücü devrini en aza indirmenin, yetenek ve deneyim kaybetmenin potansiyel maliyetleri nedeniyle, kuruluşlar için kritik önem taşıdığına dair bir fikir birliği vardır. Bu çalışmada hedefimiz, etik liderliğin çalışanların işten ayrılma niyeti üzerindeki rolünü incelemek ve aile içindeki ilişkisel etiğin bu ilişkide düzenleyici bir etkiye sahip olup olmadığını araştırmaktır. Bu çalışmanın bulguları, etik liderlik algılarının çalışanların işten ayrılma niyetleri üzerindeki negatif yönlü etkisini desteklemiştir. Bu bağlamda, bu çalışma işten ayrılma niyetine ilişkin anlayışımızı güçlendirmektedir. Öte yandan, aile içi ilişkisel etik değişkenine ilişkin olarak, hipotezlerimiz doğrultusunda beklediğimiz düzenleyici etki saptanmamıştır. Bulgularımız, etik liderliğin çalışanların kuruluşlarından ayrılma niyetlerini azaltıcı yöndeki rolünün altını çizmektedir.

Anahtar Kelimeler

• Etik Liderlik
• İlişkisel Etik
• İşten Ayrılma Niyeti
• Kişi-Örgüt Uyumu Teorisi
• Lider-Üye Etkileşimi Teorisi

Does Relational Ethics in Family Influence the Relationship between Ethical Leadership & Turnover Intention?

Öz

Recent years have witnessed frequent job changes for the new generations. These changes have been coupled with a corresponding trend toward greater employment possibilities and availability of new positions. In this regard, it has become a new normal for employees to regularly change jobs and positions. On the other hand, there is an agreement within the literature (e.g., Ongori, 2007) that minimizing turnover of employees is critical for organizations due to the potential costs of losing talent and experience. In this research, our overreaching objective was to examine the role of ethical leadership over employees’ intention to leave and to introduce relational ethics as a moderating factor on this relationship. The findings revealed the considerable impact of perceptions of ethical leadership on employees’ intentions to leave. In other words, the results showed the explanatory effects of ethical leadership on employees’ turnover intention. In this regard, this study enhances our understanding with regard to turnover intention. On the other hand, contrary to our expectations, no moderating effect with respect to relational ethics was observed. Our findings underline the critical role ethical leaders have on employees’ intentions to leave their organizations.

Anahtar Kelimeler

• Ethical Leadership
• Relational Ethics
• Turnover Intention
• Person-Organization Fit (P-O Fit) Theory
• Leader-Member-Exchange (LMX) Theory

Kaynakça

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