PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ

Nurcan Ciraklar; Zeki Ucar; Oytun Sezgin

doi:10.17261/Pressacademia.2016116546

Araştırma Makalesi

EFFECTS OF PATERNALISTIC LEADERSHIP ON ORGANIZATIONAL IDENTIFICATION: MEDIATING ROLE OF TRUST IN LEADER

Yıl 2016, Cilt: 3 Sayı: 1, 73 - 87, 01.04.2016

Nurcan Ciraklar Zeki Ucar Oytun Sezgin

https://doi.org/10.17261/Pressacademia.2016116546

Öz

Leadership as a topic holds an important place in literature in the area of organization and management. Despite the research on managerial approaches and practices based on the cultural characteristics of western societies is abundant, the research reflecting cultural characteristics of eastern societies in the same field is scarce. On the other hand, recent research has frequently demonstrated that the leadership model based on paternalism phenomenon which reflects the dominant cultural characteristics of eastern societies is highly effective in those societies (Pellegrini et al., 2010). As substantial amount of studies show paternalistic leadership phenomenon is also a positive cultural value in our country. It is important to investigate the effects of this phenomenon on different affective and cognitive mechanisms that lead to positive employee behaviours. Regarding this, the purpose of this study is to examine the mediating role of trust in the leader on the effect of paternalistic leadership on organizational identification. The data is collected from 148 employees who work in three different industries in İzmir. The path analysis findings indicated that trust in leader mediates the relationship of benevolent leadership and identification. These findings compatible with hypothetical model.
Keywords: Paternalism, paternalistic leadership, trust in leader, organizational identification, SEM.
JEL Classification: M10, D23, M50

Anahtar Kelimeler

Paternalizm, paternalist liderlik, lidere güven, örgütsel özdeşleşme, YEM

Kaynakça

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Albert, S., Ashforth, B. E. & Dutton, J. E. 2000, “Organizational Identity and Identification: Charting New Waters and Building New Bridges”,
Academy of Management Review, vol. 25, no. 1, pp.13-17.
Aycan, Z. 2006, “Paternalism: Towards Conceptual Refinement and Operationalization”, Yang, K.S., Hwang, K.K., & Kim, U. (Der.), Scientific Advances in Indigenous Psychologies: Empirical, Philosophical, and Cultural Contributions (pp.445-466), London: Cambridge University Press.
Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. 2000, “Impact of Culture on Human Resource Management Practices: A 10‐Country Comparison”, Applied Psychology, vol. 49, no. 1, pp.192-221.
Aycan, Z., & Kabasakal, H. 2006, “Social Contract and Perceived Justice of Workplace Practices to Cope with Financial Crisis”, Group & Organization Management, vol. 31, no. 4, pp.469-502.
Baron, R. M., & Kenny, D. A. 1986, “The Moderator–Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations”, Journal of Personality and Social Psychology, vol. 51, no. 6, pp.1173-1182
Börekçi, D. Y. 2009, “Paternalist Leadership Style’s Evolution in E-Culture”, İstanbul Üniversitesi İşletme Fakültesi Dergisi, vol. 38, no. 2, pp.103-109.
Brown, M. E., Treviño, L. K., & Harrison, D. A. 2005, “Ethical Leadership: A Social Learning Perspective for Construct Development and Testing”, Organizational Behavior and Human Decision Processes, vol. 97, no. 2, pp.117-134.
Bunker, B. B., Alban, B. T., & Lewicki, R. J. 2004, “Ideas in Currency and OD Practice Has the Well Gone Dry?”, The Journal of Applied Behavioral Science, vol. 40, no. 4, pp.403-422.
Burke, C. S., Sims, D. E., Lazzara, E. H., & Salas, E. 2007, “Trust in Leadership: A Multi-Level Review and Integration”, The Leadership Quarterly, vol. 18, no. 6, pp.606-632.
Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L., & Cheng, B. S. 2014, “Affective Trust in Chinese Leaders Linking Paternalistic Leadership to Employee Performance”, Journal of Management, vol. 40, no. 3, pp.796-819.
Cheng, B.S.,Chou, L.F., Wu, T. Y., Huang, M.P. & Farh, J.L. 2004, “Paternalistic Leadership and Subordinate Responses: Establishing A Leadership Model in Chinese Organizations”, Asian Journal of Social Psychology, vol. 7, no. 1, pp.89–117.
Cheng, M. Y., & Wang, L. 2015, “The Mediating Effect of Ethical Climate on the Relationship Between Paternalistic Leadership and Team Identification: A Team-Level Analysis in the Chinese Context”. Journal of Business Ethics, vol. 129, no. 3, pp.639-654.
Colquitt, J. A., Scott, B. A., & LePine, J. A. 2007, “Trust, Trustworthiness, and Trust Propensity: A Meta-Analytic Test of Their Unique Relationships with Risk Taking and Job Performance”, Journal of Applied Psychology, vol. 92, no. 4, pp.909-927.
Cook, J., & Wall, T. 1980, “New Work Attitude Measures of Trust, Organizational Commitment and Personal Need Non‐Fulfilment”, Journal of Occupational Psychology, vol. 53, no. 1, pp.39-52.
Culbert, S. A. & McDonough, J. J. 1986, “The Politics of Trust and Organization Empowerment”, Public Administration Quarterly, vol. 10, no. 2, pp.171-188.
Deconinck, J. B. 2011, “The Effects of Ethical Climate on Organizational Identification, Supervisory Trust, and Turnover Among Salespeople”, Journal of Business Research, vol: 64, no: 6, pp.617-624.
Dirks, K. T., & Ferrin, D. L. 2001, “The Role of Trust in Organizational Settings”, Organization Science, vol. 12, no. 4, pp.450-467.
Dirks, K. T. 2000, “Trust in Leadership and Team Performance: Evidence from NCAA Basketball”, Journal of Applied Psychology, vol. 85, no. 6, pp.1004-1012.
Driscoll, J. W. 1978, “Trust and Participation in Organizational Decision Making as Predictors of Satisfaction”, Academy of Management Journal, vol. 21, no. 1, pp.44-56.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. 1994, “Organizational Images and Member Identification”, Administrative Science Quarterly, vol. 39, no. 2, pp.239-263.
Edwards, J. R. & Cable, D. M. 2009, “The Value of Value Congruence”, Journal of Applied Psychology, vol. 94, no. 3, pp.654-677.
Erben, G. S. & Ötken, A. B. 2014, “Paternalist Liderlik ve İşe İlişkin İyilik İlişkisinde İş-Yaşam Dengesinin Rolü”, Yönetim ve Ekonomi Araştırmaları Dergisi, vol: 22, pp.103-121.
Farh, J. L., & Cheng, B. S. 2000, “A Cultural Analysis of Paternalistic Leadership in Chinese Organizations”, Tsui, A. S. ve Weldon, E. (Der.), Management and Organizations in the Chinese Context, pp.84-127, Great Britain: Macmillian Press LTD.
Gao, L., Janssen, O. & Shi, K. 2011, “Leader Trust And Employee Voice: The Moderating Role of Empowering Leader Behaviors”, The Leadership Quarterly, vol. 22, no. 4, pp.787-798.
Gelfand, M. J., Erez, M., & Aycan, Z. 2007, “Cross-Cultural Organizational Behavior”, Annu. Rev. Psychol., vol. 58, pp.479-514.
Giray, M. D. & Şahin, D. N. 2014, “Liderlik Stillerinin Duygusal Bağlılık ve İşten Ayrılma Niyetiyle İlişkilerinde Örgütsel Destek Algısının Aracılık Rolü”, Türk Psikoloji Dergisi, vol. 29, no. 73, pp.1-17.
Göncü, A., Aycan, Z., & Johnson, R. E. 2014, “Effects of Paternalistic and Transformational Leadership on Follower Outcomes”, International Journal of Management and Business, vol. 5, no. 1, pp.36-58.
Hosmer, L. T. 1995, “Trust: The Connecting Link Between Organizational Theory and Philosophical Ethics”, Academy of Management Review, vol: 20, no. 2, pp.379-403.
Kim, J. & Jin, Y. 2013, “The Effect of Paternalistic Leadership on Employees’ Organizational Identification and Organization-based Selfesteem in Hotel Restaurant”, Tourism Research, vol. 6, pp.103-122.
Köksal, O. 2011a, “Paternalizm ile Algılanan Örgütsel Adalet Arasındaki İlişkinin Tespitine Yönelik Bir Araştırma”, Cumhuriyet Üniversitesi İ.İ.B.F. Dergisi, vol. 12, no. 2, pp.159-170.
Köksal, O. 2011b, “Bir Kültürel Liderlik Paradoksu: Paternalizm”, Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, vol: 8, no: 15, pp.101-122.
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PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ

Yıl 2016, Cilt: 3 Sayı: 1, 73 - 87, 01.04.2016

Nurcan Ciraklar Zeki Ucar Oytun Sezgin

https://doi.org/10.17261/Pressacademia.2016116546

Öz

Örgüt ve yönetim araştırmalarının temel çalışma alanlarından birini teşkil eden liderlik araştırmaları alan yazında önemli bir yer tutmaktadır.
Ancak, batı toplumlarının kültürel özelliklerine dayalı etik bağlamdaki yönetsel anlayış ve uygulamalara ilişkin araştırmalar yaygın olmasına
karşın, doğu toplumlarının kültürel özelliklerini yansıtan emik araştırmalar oldukça yetersizdir. Bununla birlikte son yıllardaki araştırmalarda,
doğu toplumlarının baskın kültürel özelliğini yansıtan paternalizm olgusuna dayalı bir liderlik modelinin bu toplumlarda daha etkili olduğu
sıklıkla ifade edilmektedir. Ülkemizde de olumlu bir kültürel değeri yansıttığı bir çok araştırmada ortaya konan paternalist liderlik
olgusunun, işgörenleri olumlu iş davranışları sergilemeye yönlendiren farklı duyuşsal, bilişsel ve tutumsal mekanizmaları ne yönde
etkilediğinin araştırılması bu açıdan önem arz etmektedir. Bu bağlamda çalışma, paternalist liderliğin örgütsel özdeşleşme üzerindeki
etkisinde lidere güvenin aracılık rolünü incelemeyi amaçlamaktadır. Araştırmada veriler, İzmir ilindeki üç farklı endüstrideki 148 çalışan
üzerinden kolayda örnekleme yöntemi ile toplanmıştır. Araştırma amacı doğrultusunda, path (yol) analizi bulguları, paternalist liderlik
boyutlarından yardımseverlik ile özdeşleşme ilişkisinde varsayımlanan modele uygun olarak lidere güvenin aracılık rolü olduğunu
göstermektedir.

Anahtar Kelimeler

Paternalizm, paternalist liderlik, lidere güven, örgütsel özdeşleşme, YEM

Kaynakça

Ashforth, B. E. & Mael, F. 1989, “Social Identity Theory and the Organization”, Academy of Management Review, vol. 14, no. 1, pp.20-39.
Albert, S., Ashforth, B. E. & Dutton, J. E. 2000, “Organizational Identity and Identification: Charting New Waters and Building New Bridges”,
Academy of Management Review, vol. 25, no. 1, pp.13-17.
Aycan, Z. 2006, “Paternalism: Towards Conceptual Refinement and Operationalization”, Yang, K.S., Hwang, K.K., & Kim, U. (Der.), Scientific Advances in Indigenous Psychologies: Empirical, Philosophical, and Cultural Contributions (pp.445-466), London: Cambridge University Press.
Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. 2000, “Impact of Culture on Human Resource Management Practices: A 10‐Country Comparison”, Applied Psychology, vol. 49, no. 1, pp.192-221.
Aycan, Z., & Kabasakal, H. 2006, “Social Contract and Perceived Justice of Workplace Practices to Cope with Financial Crisis”, Group & Organization Management, vol. 31, no. 4, pp.469-502.
Baron, R. M., & Kenny, D. A. 1986, “The Moderator–Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations”, Journal of Personality and Social Psychology, vol. 51, no. 6, pp.1173-1182
Börekçi, D. Y. 2009, “Paternalist Leadership Style’s Evolution in E-Culture”, İstanbul Üniversitesi İşletme Fakültesi Dergisi, vol. 38, no. 2, pp.103-109.
Brown, M. E., Treviño, L. K., & Harrison, D. A. 2005, “Ethical Leadership: A Social Learning Perspective for Construct Development and Testing”, Organizational Behavior and Human Decision Processes, vol. 97, no. 2, pp.117-134.
Bunker, B. B., Alban, B. T., & Lewicki, R. J. 2004, “Ideas in Currency and OD Practice Has the Well Gone Dry?”, The Journal of Applied Behavioral Science, vol. 40, no. 4, pp.403-422.
Burke, C. S., Sims, D. E., Lazzara, E. H., & Salas, E. 2007, “Trust in Leadership: A Multi-Level Review and Integration”, The Leadership Quarterly, vol. 18, no. 6, pp.606-632.
Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L., & Cheng, B. S. 2014, “Affective Trust in Chinese Leaders Linking Paternalistic Leadership to Employee Performance”, Journal of Management, vol. 40, no. 3, pp.796-819.
Cheng, B.S.,Chou, L.F., Wu, T. Y., Huang, M.P. & Farh, J.L. 2004, “Paternalistic Leadership and Subordinate Responses: Establishing A Leadership Model in Chinese Organizations”, Asian Journal of Social Psychology, vol. 7, no. 1, pp.89–117.
Cheng, M. Y., & Wang, L. 2015, “The Mediating Effect of Ethical Climate on the Relationship Between Paternalistic Leadership and Team Identification: A Team-Level Analysis in the Chinese Context”. Journal of Business Ethics, vol. 129, no. 3, pp.639-654.
Colquitt, J. A., Scott, B. A., & LePine, J. A. 2007, “Trust, Trustworthiness, and Trust Propensity: A Meta-Analytic Test of Their Unique Relationships with Risk Taking and Job Performance”, Journal of Applied Psychology, vol. 92, no. 4, pp.909-927.
Cook, J., & Wall, T. 1980, “New Work Attitude Measures of Trust, Organizational Commitment and Personal Need Non‐Fulfilment”, Journal of Occupational Psychology, vol. 53, no. 1, pp.39-52.
Culbert, S. A. & McDonough, J. J. 1986, “The Politics of Trust and Organization Empowerment”, Public Administration Quarterly, vol. 10, no. 2, pp.171-188.
Deconinck, J. B. 2011, “The Effects of Ethical Climate on Organizational Identification, Supervisory Trust, and Turnover Among Salespeople”, Journal of Business Research, vol: 64, no: 6, pp.617-624.
Dirks, K. T., & Ferrin, D. L. 2001, “The Role of Trust in Organizational Settings”, Organization Science, vol. 12, no. 4, pp.450-467.
Dirks, K. T. 2000, “Trust in Leadership and Team Performance: Evidence from NCAA Basketball”, Journal of Applied Psychology, vol. 85, no. 6, pp.1004-1012.
Driscoll, J. W. 1978, “Trust and Participation in Organizational Decision Making as Predictors of Satisfaction”, Academy of Management Journal, vol. 21, no. 1, pp.44-56.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. 1994, “Organizational Images and Member Identification”, Administrative Science Quarterly, vol. 39, no. 2, pp.239-263.
Edwards, J. R. & Cable, D. M. 2009, “The Value of Value Congruence”, Journal of Applied Psychology, vol. 94, no. 3, pp.654-677.
Erben, G. S. & Ötken, A. B. 2014, “Paternalist Liderlik ve İşe İlişkin İyilik İlişkisinde İş-Yaşam Dengesinin Rolü”, Yönetim ve Ekonomi Araştırmaları Dergisi, vol: 22, pp.103-121.
Farh, J. L., & Cheng, B. S. 2000, “A Cultural Analysis of Paternalistic Leadership in Chinese Organizations”, Tsui, A. S. ve Weldon, E. (Der.), Management and Organizations in the Chinese Context, pp.84-127, Great Britain: Macmillian Press LTD.
Gao, L., Janssen, O. & Shi, K. 2011, “Leader Trust And Employee Voice: The Moderating Role of Empowering Leader Behaviors”, The Leadership Quarterly, vol. 22, no. 4, pp.787-798.
Gelfand, M. J., Erez, M., & Aycan, Z. 2007, “Cross-Cultural Organizational Behavior”, Annu. Rev. Psychol., vol. 58, pp.479-514.
Giray, M. D. & Şahin, D. N. 2014, “Liderlik Stillerinin Duygusal Bağlılık ve İşten Ayrılma Niyetiyle İlişkilerinde Örgütsel Destek Algısının Aracılık Rolü”, Türk Psikoloji Dergisi, vol. 29, no. 73, pp.1-17.
Göncü, A., Aycan, Z., & Johnson, R. E. 2014, “Effects of Paternalistic and Transformational Leadership on Follower Outcomes”, International Journal of Management and Business, vol. 5, no. 1, pp.36-58.
Hosmer, L. T. 1995, “Trust: The Connecting Link Between Organizational Theory and Philosophical Ethics”, Academy of Management Review, vol: 20, no. 2, pp.379-403.
Kim, J. & Jin, Y. 2013, “The Effect of Paternalistic Leadership on Employees’ Organizational Identification and Organization-based Selfesteem in Hotel Restaurant”, Tourism Research, vol. 6, pp.103-122.
Köksal, O. 2011a, “Paternalizm ile Algılanan Örgütsel Adalet Arasındaki İlişkinin Tespitine Yönelik Bir Araştırma”, Cumhuriyet Üniversitesi İ.İ.B.F. Dergisi, vol. 12, no. 2, pp.159-170.
Köksal, O. 2011b, “Bir Kültürel Liderlik Paradoksu: Paternalizm”, Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, vol: 8, no: 15, pp.101-122.
Liu, Y., Zhang, J. & Huang, G. 2010, “Paternalistic Leadership and Its Impact on Organizational Effectiveness”, 260-266, IFERA 2010 Family Business Forum, Zhuhai, China.
Mael, F., & Ashforth, B. E. 1992, “Alumni and Their Alma Mater: A Partial Test of The Reformulated Model of Organizational Identification”, Journal of Organizational Behavior, vol. 13, no. 2, pp.103-123.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. 1995, “An Integrative Model of Organizational Trust”, Academy of Management Review, vol. 20, no. 3, pp.709-734.
Mayer, R. C., & Gavin, M. B. 2005, “Trust in Management and Performance: Who Minds The Shop while The Employees Watch The Boss?”, Academy of Management Journal, vol. 48, no. 5, pp.874-888.
Mccauley, D. P., & Kuhnert, K. W. 1992, “A Theoretıcal Revıew and Empırıcal Investıgatıon of Employee Trust in Management”, Public Administration Quarterly, vol. 16, no. 2, pp.265-284.
Mcknight, D. H., Cummings, L. L., & Chervany, N. L. 1998, “Initial Trust Formation in New Organizational Relationships”, Academy of Management Review, vol. 23, no.3, pp.473-490.
Mishra, A. K. 1996, “Organizational Responses to Crisis. Trust in Organizations”, Frontiers of Theory and Research, pp.261-287. Sage Publication, California
https://www.google.com.tr/books?hl=tr&lr=&id=ddpyAwAAQBAJ&oi=fnd&pg=PP1&dq=Organizational+responses+to+crisis.+Trust+in+Org anizations.&ots=cpR6Xp0Eek&sig=B2CbZoO10-HAIQ1z8kvmNSIYPk&redir_esc=y#v=onepage&q=Organizational%20responses%20to%20crisis.%20Trust%20in%20Organizations.&f=false (Erişim Tarihi:25.03.2015)
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http://www.etimolojiturkce.com/kelime/peder. (Erişim Tarihi: 25.03.2015)

Toplam 65 adet kaynakça vardır.

Ayrıntılar

Birincil Dil	Türkçe
Konular	İşletme
Bölüm	Articles
Yazarlar	Nurcan Ciraklar Zeki Ucar Oytun Sezgin
Yayımlanma Tarihi	1 Nisan 2016
Yayımlandığı Sayı	Yıl 2016 Cilt: 3 Sayı: 1

Kaynak Göster

APA	Ciraklar, N., Ucar, Z., & Sezgin, O. (2016). PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ. Research Journal of Business and Management, 3(1), 73-87. https://doi.org/10.17261/Pressacademia.2016116546
AMA	Ciraklar N, Ucar Z, Sezgin O. PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ. RJBM. Nisan 2016;3(1):73-87. doi:10.17261/Pressacademia.2016116546
Chicago	Ciraklar, Nurcan, Zeki Ucar, ve Oytun Sezgin. “PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ”. Research Journal of Business and Management 3, sy. 1 (Nisan 2016): 73-87. https://doi.org/10.17261/Pressacademia.2016116546.
EndNote	Ciraklar N, Ucar Z, Sezgin O (01 Nisan 2016) PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ. Research Journal of Business and Management 3 1 73–87.
IEEE	N. Ciraklar, Z. Ucar, ve O. Sezgin, “PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ”, RJBM, c. 3, sy. 1, ss. 73–87, 2016, doi: 10.17261/Pressacademia.2016116546.
ISNAD	Ciraklar, Nurcan vd. “PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ”. Research Journal of Business and Management 3/1 (Nisan 2016), 73-87. https://doi.org/10.17261/Pressacademia.2016116546.
JAMA	Ciraklar N, Ucar Z, Sezgin O. PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ. RJBM. 2016;3:73–87.
MLA	Ciraklar, Nurcan vd. “PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ”. Research Journal of Business and Management, c. 3, sy. 1, 2016, ss. 73-87, doi:10.17261/Pressacademia.2016116546.
Vancouver	Ciraklar N, Ucar Z, Sezgin O. PATERNALİST LİDERLİĞİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDERE GÜVENİN ARACILIK ROLÜ. RJBM. 2016;3(1):73-87.

Makale Dosyaları

Tam Metin

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