THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT

Yıl 2021, , 479 - 496, 02.09.2021

Yavuz Selim Düger

https://doi.org/10.30794/pausbed.829858

Öz

In today’s globalized business world where innovation is considered the source of competition, companies develop various strategies to positively influence the behavior of employees, who are the essential factor that achieves innovation. These strategies are built on antecedents, which have a positive effect on employees’ innovative behavior. In this study, a model is proposed to reveal the antecedents of the employees’ innovative behavior. It is aimed to measure the effect of empowering leadership, psychological empowerment, and affective commitment on employees’ innovative behavior, based on the assumption that there is more than one driving force that can affect the employees’ innovative behavior. Besides, it is aimed to empirically investigate the mediating role of psychological empowerment and the moderator role of affective commitment in the relationship between empowering leadership and employees’ innovative behavior. The data were collected from 234 white-collar workers of a ready-made clothing company operating in Istanbul. According to the research results; empowering leadership, psychological empowerment, and affective commitment have a positive impact on the employees’ innovative behavior. However, psychological empowerment mediates, and affective commitment moderates between empowering leadership and employees’ innovative behavior.

Anahtar Kelimeler

Empowering leadership, Employees’ innovative behavior, Affective commitment, Psychological empowerment

GÜÇLENDİRİCİ LİDERLİĞİN ÇALIŞANLARIN YENİLİKÇİ DAVRANIŞINA ETKİSİ: DUYGUSAL BAĞLILIK VE PSİKOLOJİK GÜÇLENDİRMENİN ROLÜ

Öz

İnovasyonun rekabetin kaynağı olarak kabul edildiği günümüzün küreselleşen iş dünyasında, işletmeler inovasyonu yaratan unsur olan çalışanların davranışlarını olumlu yönde yöneltmek için çeşitli stratejiler geliştirmektedir. Bu stratejiler, çalışanların yenilikçi davranışlar sergilemesine olumlu etki eden öncüler üzerine kurgulanmaktadır. Bu çalışmada, çalışanların yenilikçi davranışlarının öncülerini ortaya koyması için bir model önerilmektedir. Çalışanların yenilikçi davranışlarını etkileyebilecek birden fazla itici gücün olduğu varsayımından hareketle, güçlendirici liderlik, psikolojik güçlendirme ve duygusal bağlılığın çalışanların yenilikçi davranışına etkisini ölçmek amaçlanmaktadır. Ayrıca, güçlendirici liderlik ile çalışanların yenilikçi davranışları arasındaki ilişkide psikolojik güçlendirmenin aracı rolü ve duygusal bağlılığın düzenleyici rolünü amprik olarak araştırmak amaçlanmaktadır. İstanbul’da faaliyet gösteren bir hazır giyim firmasının 234 beyaz yaka çalışanından veriler toplanmıştır. Araştırma sonuçlarına göre; güçlendirici liderlik, psikolojik güçlendirme ve duygusal bağlılık çalışanların yenilikçi davranışlarını olumlu yönde etkilemektedir. Ayrıca, güçlendirici liderlik ile çalışanların yenilikçi davranışı arasındaki ilişkide psikolojik güçlendirmenin aracı, duygusal bağlılığında düzenleyici etkisi bulunmaktadır.

Anahtar Kelimeler

Güçlendirici liderlik, Çalışanların yenilikçi davranışı, Duygusal bağlılık, Psikolojik güçlendirme

Kaynakça

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