Araştırma Makalesi
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Umut Teorisine Işığında Otantik Liderlik Üzerine bir Model

Yıl 2020, Cilt: 10 Sayı: 3, 813 - 826, 25.11.2020

Öz

Bu çalışmada, pozitif örgütsel davranış bilimi araştırmacıalrı tarafından teşvik edilen ve çalışanı güçlendirici, çalışanlara karşı şeffaf ve çalışanalrın gelişimlerini besleyici bir pozitif liderlik tarzı olarak bilinen otantik liderlik tarzı vasıtası
ile umutlu çalışanlar yaratabilmenin mümkün olduğu, pozitif psikoloji bakış açısı ile ele alınmaktadır. Söz konusu
liderlik tarzının takipçiler üzerindeki etkilerini anlamak için, algılanan örgütsel desteğin, otantik liderlik ile takipçiler
tarafından hissedilen umut duygusu arasındaki ilişkideki olası arabulucu etkisini açıklayan bir model oluşturduk. Bu
modeli İstanbul bölgesinde yer alan ve hizmet sektöründe faaliyet gösteren firmalarda çalışan 237 beyaz yakalı işçi
üzerinde test edildi. Çalışmada, very toplama aracı olarak yüz yüze anket yöntemi tercih edilmiş ve veriler SPSS 20.0
istatistik programında analiz edilmiştir. Araştırmanın sonuçları, otantik liderlik davranışının hem algılanan örgütsel
destek hem de umut üzerinde istatistiksel olarak anlamlı etkilere sahip olduğunu göstermiştir ve sonuçlar, algılanan
örgütsel desteğin, gerçek liderlik davranışı ile takipçiler tarafından hissedilen umut arasındaki ilişkide bir moderatör
görevi gördüğünü doğrulamıştır.

Kaynakça

  • Aiken, L. S., ve West, S. G. 1991. Multiple regression: testing and interpreting interactions. LosAngeles: Sage.
  • Amunkete, S., & Rothmann, S. (2015). Authentic leadership, psychological capital, job satisfaction and intention to leave in state-owned enterprises. Journal of Psychology in Africa, 25(4), 271-281.
  • Amunkete, S., & Rothmann, S. (2015). Authentic leadership, psychological capital, job satisfaction and intention to leave in state-owned enterprises. Journal of Psychology in Africa, 25(4), 271-281.
  • Armstrong‐Stassen, M., & Ursel, N. D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers. Journal of occupational and organizational psychology, 82(1), 201-220.
  • Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(5), 491-509.
  • Avolio B.J., Walumbwa F.O. & Weber T.J. (2009) Leadership: Current theories, research, and future directions. Annual Review of Psychology 60, 421–449.
  • Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The leadership quarterly, 15(6), 801-823.
  • Bass, B. M., & Avolio, B. J. (1994). Shatter the glass ceiling: Women may make better managers. Human resource management, 33(4), 549-560.
  • Baykal, E. (2018). Otantik Liderlik ve Pozitif Çıktıları: Pozitif Örgütsel Davranış Bakış Açısı. Uluslararası İktisadi ve İdari Bilimler Dergisi, 3(3), 42-64.
  • Baykal, E. (2019). Innovating Through Reflective Learning in Mindful Organizations: Effects of Authentic Leadership. In Handbook of Research on Managerial Thinking in Global Business Economics (pp. 246-261). IGI Global.
  • Baykal, E. (2019b). Succession in Family Business Through Authentic Leadership. In Handbook of Research on Entrepreneurial Leadership and Competitive Strategy in Family Business (pp. 436-451). IGI Global.
  • Baykal, E. (2019c). Transparency in Financial Communication: Effect of Authentic Leadership. In Handbook of Research on Global Issues in Financial Communication and Investment Decision Making (pp. 110-126). IGI Global.
  • Bums, J. M. (2003) Transforming leadership. NY: Atlantic Monthly Press.
  • Dixson, D. D., Worrell, F. C., & Mello, Z. (2017). Profiles of hope: How clusters of hope relate to school variables. Learning and Individual Differences, 59, 55-64.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42.
  • Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing perceived organizational support to enhance employee engagement. Society for Human Resource Management and Society for Industrial and Organizational Psychology, 2-22.
  • Fry, L. W. (2003). Toward a theory of spiritual leadership. The leadership quarterly, 14(6), 693-727.
  • Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1145.
  • Griggs, S., & Crawford, S. L. (2017). Hope, Core Self-Evaluations, Emotional Well-Being, Health-Risk Behaviors, and Academic Performance in University Freshmen. Journal of psychosocial nursing and mental health services, 55(9), 33-42.
  • Helland, M. R., & Winston, B. E. (2005). Towards a deeper understanding of hope and leadership. Journal of Leadership & Organizational Studies, 12(2), 42-54.
  • Hellman, Chan M., Dale R. Fuqua and Jody Worley (2006), “A Reliability Generalization Study on The Survey of Perceived Organizational Support: The Effects of Mean Age and Number of Items on Score Reliability”, Educational and Psychological Measurement,Vol. 66, No. 4, p. 631-642.
  • Irving, L. M., Snyder, C. R., & Crowson, J. J., Jr. (1998). Hope and the negotiation of cancer facts by college women. Journal of Personality, 66, 195–214.
  • Jensen, S. M., & Luthans, F. (2006). Relationship between entrepreneurs' psychological capital and their authentic leadership. Journal of managerial issues, 254-273.
  • Joo, B. K., Lim, D. H., & Kim, S. (2016). Enhancing work engagement: The roles of psychological capital, authentic leadership, and work empowerment. Leadership & Organization Development Journal, 37(8), 1117-1134.
  • Juntunen, C. L., & Wettersten, K. B. (2006). Work hope: Development and initial validation of a measure. Journal of counseling psychology, 53(1), 94.
  • Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884.
  • Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2013). Authentic leadership, empowerment and burnout: a comparison in new graduates and experienced nurses. Journal of nursing management, 21(3), 541-552.
  • Lee, C. S. (2018). Authentic leadership and organizational effectiveness: The roles of hope, grit, and growth mindset. International Journal of Pure and Applied Mathematics, 118(19), 383-401.
  • Lee, C. S., & Jang, H. Y. (2018). Mediating Effects of Hope and Organizational Effectiveness between Authentic Leadership and Turnover Intention. Indian Journal of Public Health Research & Development, 9(8).
  • Lin, X. S., Qian, J., Li, M., & Chen, Z. X. (2018). How does growth need strength influence employee outcomes? The roles of hope, leadership, and cultural value. The International Journal of Human Resource Management, 29(17), 2524-2551.
  • Liu, L., Hu, S., Wang, L., Sui, G., & Ma, L. (2013). Positive resources for combating depressive symptoms among Chinese male correctional officers: perceived organizational support and psychological capital. BMC psychiatry, 13(1), 89.
  • Lopez, S. J. (2010). Making ripples: How principals and teachers can spread hope throughout our schools. Phi Delta Kappan, 92(2), 40–44. Retrieved from http://www.kappanmagazine.org/content/92/2/40.
  • Luthans, F. (2002a). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Perspectives, 16(1), 57-72.
  • Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Perspectives, 16(1), 57-72.
  • Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4, 339-366.
  • Luthans, F., Youssef, C.M. ve Avolio, B.J. 2007. Psychological capital: developing the human competitive edge. Oxford, UK: Oxford University Press.
  • Lyubovnikova, J., Legood, A., Turner, N., & Mamakouka, A. (2017). How authentic leadership influences team performance: The mediating role of team reflexivity. Journal of business Ethics, 141(1), 59-70.
  • Macik‐Frey, M., Quick, J. C., & Cooper, C. L. (2009). Authentic leadership as a pathway to positive health. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(3), 453-458.
  • Malik, N., & Dhar, R. L. (2017). Authentic leadership and its impact on extra role behaviour of nurses: The mediating role of psychological capital and the moderating role of autonomy. Personnel Review, 46(2), 277-296.
  • Narcıkara, E. (2017). Spiritüel Liderlik Davranışının Algılanan Performans Üzerine Etkisi (Doktora Tezi). Yıldız Teknik Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Northouse, P. G. (2013). Authentic leadership. In P. G. Northouse (Ed.), Leadership: Theory and practice (6th ed., pp. 253-286). Thousand Oaks, CA: Sage.
  • Peterson, S. J., & Luthans, F. (2003). The positive impact and development of hopeful leaders. Leadership & Organization Development Journal, 24(1), 26-31.
  • Peus, C., Wesche, J. S., Streicher, B., Braun, S., & Frey, D. (2012). Authentic leadership: An empirical test of its antecedents, consequences, and mediating mechanisms. Journal of business ethics, 107(3), 331-348.
  • Rego, A., Sousa, F., Marques, C., & e Cunha, M. P. (2014). Hope and positive affect mediating the authentic leadership and creativity relationship. Journal of Business Research, 67(2), 200-210.
  • Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature.
  • Roche, M., Haar, J. M., & Luthans, F. (2014). The role of mindfulness and psychological capital on the well-being of leaders. Journal of occupational health psychology, 19(4), 476.
  • Sharma, J. and Dhar, R.L. (2015), “Factors influencing job performance of nursing staff: mediating role of effective commitment”, Personnel Review, Vol. 45 No. 1, pp. 161-182.
  • Shorey, H. S., & Snyder, C. R. (2004). Hope as a common process in effective leadership. UNL Gallup Leadership Institute Summit, 10-12.
  • Snyder, C. R. (2002). Hope theory: Rainbows in the mind. Psychological Inquiry, 13(4), 249–275.
  • Snyder, C. R., Irving, L. M., & Anderson, J. R. (1991). Hope and health. Handbook of social and clinical psychology: The health perspective, 162, 285-305.
  • Snyder, C. R., Sympson, S. C., Ybasco, F. C., Borders, T. F., Babyak, M. A., & Higgins, R. L. (1996). Development and validation of the State Hope Scale. Journal of personality and social psychology, 70(2), 321.
  • Stamper, C. L. and Mark C. J. (2003), “The Impact of Perceived Organizational Support on The Relationship Between Boundary Spanner Role Stress and Work Outcomes”, Journal of Management, Vol. 29, No. 4, p. 569-588.
  • Stamper, C. L., & Johlke, M. C. (2003). The impact of perceived organizational support on the relationship between boundary spanner role stress and work outcomes. Journal of Management, 29(4), 569-588.
  • Storberg-Walker, J., & Gardiner, R. A. (2017). Authentic Leadership in HRD—Identity Matters! Critical Explorations on Leading Authentically. Advances in Developing Human Resources, 19(4), 350-361.
  • Tian, M., Yan, S., & Wang, N. (2018). Evaluating the Effectiveness of Snyder's Theory-Based Group Hope Therapy to Improve Self-Efficacy of University Students in Finance. NeuroQuantology, 16(6).
  • Valsania, S. E., Moriano, J. A., & Molero, F. (2016). Authentic leadership and intrapreneurial behavior: cross-level analysis of the mediator effect of organizational identification and empowerment. International Entrepreneurship and Management Journal, 12(1), 131-152.
  • Walumbwa, F., Luthans, F., Avey, J., & Oke, A. (2011). Authentically leading groups: The mediating role of collective psychological capital and trust. Journal of Organizational Behavior, 32, 4-24. http://doi.org/d5qtgctu
  • Walumbwa, F., Wang, P., Wang, H., Schaubroeck, J., & Avolio, B. (2010). Psychological processes linking authentic leadership to follower behaviors. The Leadership Quarterly, 21, 901–914.
  • Wang, H., Sui, Y., Luthans, F., Wang, D., & Wu, Y. (2014). Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), 5-21.
  • Ward, D. B., & Wampler, K. S. (2010). Moving up the continuum of hope: Developing a theory of hope and understanding its influence in couples therapy. Journal of Marital and Family Therapy, 36(2), 212–228. doi:10.1111/j.1752-0606.2009.00173.x
  • Weis, R., & Speridakos, E. C. (2011). A meta-analysis of hope enhancement strategies in clinical and community settings. Psychology of Well-Being: Theory, Research and Practice, 1, 5. https://doi.org/10.1186/2211-1522- 1-5
  • Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959.
  • Woolley, L., Caza, A., & Levy, L. (2011). Authentic leadership and follower development: Psychological capital, positive work climate, and gender. Journal of Leadership & Organizational Studies, 18(4), 438-448.
  • Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of management, 33(5), 774-800.

A Model on Authentic Leadership in the Light of Hope Theory

Yıl 2020, Cilt: 10 Sayı: 3, 813 - 826, 25.11.2020

Öz

In this study, we embraced a positive psychology perspective in explaining how hopeful employees can be created
by benefiting from authentic leadership style, an empowering, transparent and nourishing leadership style that is
encouraged by positive organizational behavior scholars. In order to understand this leadership style’s effects on
followers perceived organizational support and hope we built a model explaining effects of perceived organizational
support as a mediator in the relationship between authentic leadership and hope felt by followers. We tested this
model on 237 white collar workers in service industry in Istanbul region. We preferred face to face survey method
and we analyzed our data in SPSS 20.0. Results of the study showed that authentic leadership behavior has statistically significant effects on both perceived organizational support and hope and results confirmed that perceived
organizational support acts as a moderator in the relationship between authentic leadership behavior and hope felt
by followers.

Kaynakça

  • Aiken, L. S., ve West, S. G. 1991. Multiple regression: testing and interpreting interactions. LosAngeles: Sage.
  • Amunkete, S., & Rothmann, S. (2015). Authentic leadership, psychological capital, job satisfaction and intention to leave in state-owned enterprises. Journal of Psychology in Africa, 25(4), 271-281.
  • Amunkete, S., & Rothmann, S. (2015). Authentic leadership, psychological capital, job satisfaction and intention to leave in state-owned enterprises. Journal of Psychology in Africa, 25(4), 271-281.
  • Armstrong‐Stassen, M., & Ursel, N. D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers. Journal of occupational and organizational psychology, 82(1), 201-220.
  • Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(5), 491-509.
  • Avolio B.J., Walumbwa F.O. & Weber T.J. (2009) Leadership: Current theories, research, and future directions. Annual Review of Psychology 60, 421–449.
  • Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The leadership quarterly, 15(6), 801-823.
  • Bass, B. M., & Avolio, B. J. (1994). Shatter the glass ceiling: Women may make better managers. Human resource management, 33(4), 549-560.
  • Baykal, E. (2018). Otantik Liderlik ve Pozitif Çıktıları: Pozitif Örgütsel Davranış Bakış Açısı. Uluslararası İktisadi ve İdari Bilimler Dergisi, 3(3), 42-64.
  • Baykal, E. (2019). Innovating Through Reflective Learning in Mindful Organizations: Effects of Authentic Leadership. In Handbook of Research on Managerial Thinking in Global Business Economics (pp. 246-261). IGI Global.
  • Baykal, E. (2019b). Succession in Family Business Through Authentic Leadership. In Handbook of Research on Entrepreneurial Leadership and Competitive Strategy in Family Business (pp. 436-451). IGI Global.
  • Baykal, E. (2019c). Transparency in Financial Communication: Effect of Authentic Leadership. In Handbook of Research on Global Issues in Financial Communication and Investment Decision Making (pp. 110-126). IGI Global.
  • Bums, J. M. (2003) Transforming leadership. NY: Atlantic Monthly Press.
  • Dixson, D. D., Worrell, F. C., & Mello, Z. (2017). Profiles of hope: How clusters of hope relate to school variables. Learning and Individual Differences, 59, 55-64.
  • Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42.
  • Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing perceived organizational support to enhance employee engagement. Society for Human Resource Management and Society for Industrial and Organizational Psychology, 2-22.
  • Fry, L. W. (2003). Toward a theory of spiritual leadership. The leadership quarterly, 14(6), 693-727.
  • Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1145.
  • Griggs, S., & Crawford, S. L. (2017). Hope, Core Self-Evaluations, Emotional Well-Being, Health-Risk Behaviors, and Academic Performance in University Freshmen. Journal of psychosocial nursing and mental health services, 55(9), 33-42.
  • Helland, M. R., & Winston, B. E. (2005). Towards a deeper understanding of hope and leadership. Journal of Leadership & Organizational Studies, 12(2), 42-54.
  • Hellman, Chan M., Dale R. Fuqua and Jody Worley (2006), “A Reliability Generalization Study on The Survey of Perceived Organizational Support: The Effects of Mean Age and Number of Items on Score Reliability”, Educational and Psychological Measurement,Vol. 66, No. 4, p. 631-642.
  • Irving, L. M., Snyder, C. R., & Crowson, J. J., Jr. (1998). Hope and the negotiation of cancer facts by college women. Journal of Personality, 66, 195–214.
  • Jensen, S. M., & Luthans, F. (2006). Relationship between entrepreneurs' psychological capital and their authentic leadership. Journal of managerial issues, 254-273.
  • Joo, B. K., Lim, D. H., & Kim, S. (2016). Enhancing work engagement: The roles of psychological capital, authentic leadership, and work empowerment. Leadership & Organization Development Journal, 37(8), 1117-1134.
  • Juntunen, C. L., & Wettersten, K. B. (2006). Work hope: Development and initial validation of a measure. Journal of counseling psychology, 53(1), 94.
  • Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884.
  • Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2013). Authentic leadership, empowerment and burnout: a comparison in new graduates and experienced nurses. Journal of nursing management, 21(3), 541-552.
  • Lee, C. S. (2018). Authentic leadership and organizational effectiveness: The roles of hope, grit, and growth mindset. International Journal of Pure and Applied Mathematics, 118(19), 383-401.
  • Lee, C. S., & Jang, H. Y. (2018). Mediating Effects of Hope and Organizational Effectiveness between Authentic Leadership and Turnover Intention. Indian Journal of Public Health Research & Development, 9(8).
  • Lin, X. S., Qian, J., Li, M., & Chen, Z. X. (2018). How does growth need strength influence employee outcomes? The roles of hope, leadership, and cultural value. The International Journal of Human Resource Management, 29(17), 2524-2551.
  • Liu, L., Hu, S., Wang, L., Sui, G., & Ma, L. (2013). Positive resources for combating depressive symptoms among Chinese male correctional officers: perceived organizational support and psychological capital. BMC psychiatry, 13(1), 89.
  • Lopez, S. J. (2010). Making ripples: How principals and teachers can spread hope throughout our schools. Phi Delta Kappan, 92(2), 40–44. Retrieved from http://www.kappanmagazine.org/content/92/2/40.
  • Luthans, F. (2002a). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Perspectives, 16(1), 57-72.
  • Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Perspectives, 16(1), 57-72.
  • Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4, 339-366.
  • Luthans, F., Youssef, C.M. ve Avolio, B.J. 2007. Psychological capital: developing the human competitive edge. Oxford, UK: Oxford University Press.
  • Lyubovnikova, J., Legood, A., Turner, N., & Mamakouka, A. (2017). How authentic leadership influences team performance: The mediating role of team reflexivity. Journal of business Ethics, 141(1), 59-70.
  • Macik‐Frey, M., Quick, J. C., & Cooper, C. L. (2009). Authentic leadership as a pathway to positive health. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(3), 453-458.
  • Malik, N., & Dhar, R. L. (2017). Authentic leadership and its impact on extra role behaviour of nurses: The mediating role of psychological capital and the moderating role of autonomy. Personnel Review, 46(2), 277-296.
  • Narcıkara, E. (2017). Spiritüel Liderlik Davranışının Algılanan Performans Üzerine Etkisi (Doktora Tezi). Yıldız Teknik Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Northouse, P. G. (2013). Authentic leadership. In P. G. Northouse (Ed.), Leadership: Theory and practice (6th ed., pp. 253-286). Thousand Oaks, CA: Sage.
  • Peterson, S. J., & Luthans, F. (2003). The positive impact and development of hopeful leaders. Leadership & Organization Development Journal, 24(1), 26-31.
  • Peus, C., Wesche, J. S., Streicher, B., Braun, S., & Frey, D. (2012). Authentic leadership: An empirical test of its antecedents, consequences, and mediating mechanisms. Journal of business ethics, 107(3), 331-348.
  • Rego, A., Sousa, F., Marques, C., & e Cunha, M. P. (2014). Hope and positive affect mediating the authentic leadership and creativity relationship. Journal of Business Research, 67(2), 200-210.
  • Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature.
  • Roche, M., Haar, J. M., & Luthans, F. (2014). The role of mindfulness and psychological capital on the well-being of leaders. Journal of occupational health psychology, 19(4), 476.
  • Sharma, J. and Dhar, R.L. (2015), “Factors influencing job performance of nursing staff: mediating role of effective commitment”, Personnel Review, Vol. 45 No. 1, pp. 161-182.
  • Shorey, H. S., & Snyder, C. R. (2004). Hope as a common process in effective leadership. UNL Gallup Leadership Institute Summit, 10-12.
  • Snyder, C. R. (2002). Hope theory: Rainbows in the mind. Psychological Inquiry, 13(4), 249–275.
  • Snyder, C. R., Irving, L. M., & Anderson, J. R. (1991). Hope and health. Handbook of social and clinical psychology: The health perspective, 162, 285-305.
  • Snyder, C. R., Sympson, S. C., Ybasco, F. C., Borders, T. F., Babyak, M. A., & Higgins, R. L. (1996). Development and validation of the State Hope Scale. Journal of personality and social psychology, 70(2), 321.
  • Stamper, C. L. and Mark C. J. (2003), “The Impact of Perceived Organizational Support on The Relationship Between Boundary Spanner Role Stress and Work Outcomes”, Journal of Management, Vol. 29, No. 4, p. 569-588.
  • Stamper, C. L., & Johlke, M. C. (2003). The impact of perceived organizational support on the relationship between boundary spanner role stress and work outcomes. Journal of Management, 29(4), 569-588.
  • Storberg-Walker, J., & Gardiner, R. A. (2017). Authentic Leadership in HRD—Identity Matters! Critical Explorations on Leading Authentically. Advances in Developing Human Resources, 19(4), 350-361.
  • Tian, M., Yan, S., & Wang, N. (2018). Evaluating the Effectiveness of Snyder's Theory-Based Group Hope Therapy to Improve Self-Efficacy of University Students in Finance. NeuroQuantology, 16(6).
  • Valsania, S. E., Moriano, J. A., & Molero, F. (2016). Authentic leadership and intrapreneurial behavior: cross-level analysis of the mediator effect of organizational identification and empowerment. International Entrepreneurship and Management Journal, 12(1), 131-152.
  • Walumbwa, F., Luthans, F., Avey, J., & Oke, A. (2011). Authentically leading groups: The mediating role of collective psychological capital and trust. Journal of Organizational Behavior, 32, 4-24. http://doi.org/d5qtgctu
  • Walumbwa, F., Wang, P., Wang, H., Schaubroeck, J., & Avolio, B. (2010). Psychological processes linking authentic leadership to follower behaviors. The Leadership Quarterly, 21, 901–914.
  • Wang, H., Sui, Y., Luthans, F., Wang, D., & Wu, Y. (2014). Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), 5-21.
  • Ward, D. B., & Wampler, K. S. (2010). Moving up the continuum of hope: Developing a theory of hope and understanding its influence in couples therapy. Journal of Marital and Family Therapy, 36(2), 212–228. doi:10.1111/j.1752-0606.2009.00173.x
  • Weis, R., & Speridakos, E. C. (2011). A meta-analysis of hope enhancement strategies in clinical and community settings. Psychology of Well-Being: Theory, Research and Practice, 1, 5. https://doi.org/10.1186/2211-1522- 1-5
  • Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959.
  • Woolley, L., Caza, A., & Levy, L. (2011). Authentic leadership and follower development: Psychological capital, positive work climate, and gender. Journal of Leadership & Organizational Studies, 18(4), 438-448.
  • Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of management, 33(5), 774-800.
Toplam 64 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm MAKALE
Yazarlar

Elif Baykal 0000-0002-4966-8074

Yayımlanma Tarihi 25 Kasım 2020
Gönderilme Tarihi 30 Mart 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 10 Sayı: 3

Kaynak Göster

APA Baykal, E. (2020). Umut Teorisine Işığında Otantik Liderlik Üzerine bir Model. Ordu Üniversitesi Sosyal Bilimler Enstitüsü Sosyal Bilimler Araştırmaları Dergisi, 10(3), 813-826.

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