THE MEDIATING ROLE OF JOB SECURITY IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON CAREER SUCCESS

Öz

Leader-Member Exchange Theory explores the intricate dynamics and relationships between leaders and their subordinates, focusing on key aspects like trust, mutual respect, and effective communication. Job Security, on the other hand, represents the employees' confidence in the continuity of their roles, shaped by organizational policies, labor market conditions, individual performance metrics, and broader economic trends. Together, these constructs significantly influence employees' career plans and work-related attitudes, which in turn shape organizational outcomes. This research investigates how job security modulates the interplay between leader-employee dynamics and employees' perceptions of career success. The data for this study were collected from a sample of 308 participants using a structured questionnaire and analyzed using Structural Equation Modeling. Research shows that high-quality interactions significantly enhance employees' perceptions of career success. Furthermore, job security emerges as a critical moderating factor, whereby employees with stable job prospects demonstrate greater autonomy in career decision-making, independent of leadership support.

Anahtar Kelimeler

• In-group member
• Out-group member
• Career success
• Job insecurity
• Structural equation modeling

LİDER-ÜYE DEĞİŞİMİNİN KARİYER BAŞARISI ÜZERİNDEKİ ETKİSİNDE İŞ GÜVENCESİNİN ARACILIK ROLÜ

Öz

Lider-Üye Değişim Teorisi, liderler ve astları arasındaki karmaşık dinamikleri ve ilişkileri araştırmakta ve güven, karşılıklı saygı ve etkili iletişim gibi temel unsurlara odaklanmaktadır. İş Güvenliği ise, çalışanların rollerinin sürekliliğine olan güvenini temsil etmektedir ve bu güven, kurumsal politikalar, işgücü piyasası koşulları, bireysel performans ölçütleri ve daha geniş ekonomik eğilimler tarafından şekillendirilmektedir. Bu yapılar birlikte, çalışanların kariyer planlarını ve iş ile ilgili tutumlarını önemli ölçüde etkilemekte ve bu da kurumsal sonuçları şekillendirmektedir. Bu çalışma, iş güvenliğinin lider-çalışan dinamikleri ile çalışanların kariyer başarısı algıları arasındaki etkileşimi nasıl düzenlediğini araştırmaktadır. Çalışma için gerekli veri, yapılandırılmış bir anket kullanılarak 308 katılımcıdan oluşan bir örneklemden toplanmış ve Yapısal Eşitlik Modellemesi kullanılarak analiz edilmiştir. Araştırmanın sonucu, yüksek kaliteli etkileşimlerin çalışanların kariyer başarısı algılarını önemli ölçüde artırdığını göstermektedir. Dahası, iş güvenliği, istikrarlı iş beklentileri olan çalışanların liderlik desteğinden bağımsız olarak kariyer karar alma sürecinde daha fazla özerklik gösterdiği kritik bir düzenleyici faktör olarak ortaya çıkmaktadır.

Anahtar Kelimeler

• İç grup
• Dış grup
• Kariyer başarısı
• İş güvencesi
• Yapısal eşitlik modellemesi

Kaynakça

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