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Etik Liderliğin İş Tatmini ve İşten Ayrılma Niyetine Etkisinde İşe Adanmanın Rolü

Yıl 2018, Sayı: 111, 173 - 195, 01.12.2018

Öz

Bu çalışmanın amacı etik liderliğin çalışanların iş tatmini, işten ayrılma niyeti ve işe adanma üzerindeki etkilerini ortaya koymaktır. Bunun için tekstil sektöründe faaliyet göstermekte olan 197 çalışandan anket yöntemi kullanılarak veri toplanmıştır. Araştırma kapsamında öncelikle doğrulayıcı faktör analizi yapılarak modelin çok iyi uyum sağladığı belirlenmiştir. Çalışmada ele alınmış olan ölçeklerin iç tutarlıkları Cronbach Alfa katsayısı ile değerlendirilmiş ve ölçeklerin güvenilir olduğu tespit edilmiştir. Ayrıca değişkenler arasındaki korelasyon katsayıları da ortaya konulmuştur. Çalışmada ele alınan model çerçevesinde yapısal eşitlik modeli ve bootstrap yöntemi kullanılarak değişkenler arasındaki doğrudan, dolaylı ve toplam etkiler ortaya konulmuştur. Buna göre araştırma modelinin çok iyi uyum sağladığı görülmüştür. Elde edilmiş olan bulgulara göre etik liderliğin iş tatmini ve işten ayrılma niyetine etkisinde işe adanmanın kısmi aracı rolü olduğu belirlenmiştir. Bunun yansıra etik liderlik, iş tatmini, işten ayrılma niyeti ve işe adanma arasındaki doğrudan ve toplam etkiler de anlamlı olarak tespit edilmiştir. Çalışmanın bulguları etik liderliğin çalışanların iş tatmini ve işten ayrılma niyetine etkilerini ortaya koymakta ve söz konusu ilişkilerde işe adanmanın da kısmi aracılık etkisi olduğunu göstermektedir. Bu bulgular sonuç bölümünde literatür kapsamında tartışılmaktadır.

Kaynakça

  • Alarcon, Gene M. ve Joseph B., Lyons (2011), “The Relationship of Engagement and Job Satisfaction in Working Samples”, The Journal of Psychology, Vol. 145, No. 5, ss. 463-480.
  • Bandura, Albert (1977), Social Learning Theory, Englewood Cliffs, NJ: PrenticeHall.
  • Bass, Bernard M. ve Bruce J., Avolio (1993), “Transformational Leadership and Organizational Culture”, Public Administration Quarterly, Vol. 17, ss. 112- 121.
  • Biswas, Soumendu ve Jyotsna, Bhatnagar (2013), “Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction”, Vikalpa, Vol. 38, No. 1, ss. 27-40.
  • Blau, Peter M. (1964), Exchange and Power in Social Life, Wiley & Sons, New York, NY.
  • Bollen, Kenneth A. ve Robert Stine (1990), “Direct and Indirect Effects: Classical and Bootstrap Estimates of Variability”, Sociological Methodology, Vol. 20, No. 1, ss. 115-140.
  • Bowling, Nathan A. ve Gregory D. Hammond (2008), “A Meta-Analytic Examination of the Construct Validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale”, Journal of Vocational Behavior, Vol. 73, No. 1, ss. 63–77.
  • Brown, Michael E. ve Marie S., Mitchell (2010), “Ethical and Unethical Leadership: Exploring New Avenues for Future Research”, Business Ethics Quarterly, Vol. 20, No. 4, ss. 583-616.
  • Brown, Michael E., Linda K., Treviño, ve David A., Harrison (2005), “Ethical Leadership: A Social Learning Perspective for Construct Development and Testing”, Organizational Behavior and Human Decision Processes, Vol. 97, ss. 117-134.
  • Cammann, Cortland, Mark Fichman, Douglas Jenkins ve John Klesh (1979), “The Michigan Organizational Assessment Questionnaire”, Unpublished Manuscript, University of Michigan, Ann Arbor.
  • Cammann, Cortland, Mark Fichman, Douglas Jenkins ve John Klesh (1983), “Michigan Organizational Assessment Questionnaire” içinde S. E.
  • Seashore, E. E. Lawler, P. H. Mirvis & C. Cammann (Eds.), Assessing Organizational Change: A Guide to Methods, Measures, and Practices (ss. 71-138). New York: Wiley-Interscience.
  • Carmeli, Abraham ve Jacob, Weisberg (2006), “Exploring Turnover Intentions among Three Professional Groups of Employees”, Human Resource Development International, Vol. 9, No. 2, ss. 191-206.
  • DeConinck, James B. (2015), “Outcomes of Ethical Leadership Among Salespeople”, Journal of Business Research, Vol. 68, ss. 1086-1093.
  • Den Hartog, Deanne N. ve Frank D., Belschak (2012), “Work Engagement and Machiavellianism in the Ethical Leadership Process”, Journal of Business Ethics, Vol. 107, ss. 35-47.
  • Du Plooy, Janine ve Gert, Roodt (2010), “Work Engagement, Burnout and Related Constructs As Predictors of Turnover Intentions”. SA Journal of Industrial Psychology, Vol. 3, No. 1, ss. 1-13.
  • Elçi, Meral, İrge, Şener, Seval, Aksoy ve Lütfihak, Alpkan (2012), “The Impact of Ethical Leadership and Leadership Effectiveness on Employees Turnover Intention: The Mediating Role of Work Related Stress”, Procedia - Social and Behavioral Sciences, Vol. 58, ss. 289-297.
  • Engelbrecht, Amos S., Gardielle, Heine ve Bright, Mahembe (2017), “Integrity, Ethical Leadership, Trust and Work Engagement”, Leadership & Organization Development Journal, Vol. 38, No. 3, ss. 368-379.
  • Gupta, Manish ve Musarrat, Shaheen (2017), “Impact of Work Engagement on Turnover Intention: Moderation by Psychological Capital in India”, Verslas: Teorija ir praktika / Business: Theory and Practice, Vol. 18, ss. 136-143.
  • Hair, Joseph F. Jr., William C. Black, Barry J. Babin ve Rolph E. Anderson (2010), “Multivariate Data Analysis: A Global Perspective, 7th Edition”, New Jersey: Prentice Hall.
  • Hayes, Andrew F. (2018), “ (Second Edition)”, New York, NY: Guilford Press. Hayes, Andrew F. ve Michael Scharkow (2013), “The Relative Trustworthiness of İnferential Tests of the Indirect Effect in Statistical Mediation Analysis: Does Method Really Matter?”, Psychological Science, Vol. 24, No. 10, ss. 1918- 1927.
  • Hayes, Andrew F., Kristopher J. Preacher ve Teresa A. Myers (2011), ”Mediation and the Estimation of Indirect Effects in Political Communication Research” (ss. 434-465), içinde E. P. Bucy ve R. L. Holbert (Eds.), Sourcebook for Political Communication Research: Methods, Measures and Analytical Techniques, New York: Routledge.
  • Howell, Jane M. ve Bruce J., Avolio (1992), “The Ethics of Charismatic Leadership: Submission or Liberation?”, Academy of Management, Vol. 6, No. 2, ss. 43-54.
  • Judge, Timothy A., Sharon, Parker, Amy E., Colbert, Daniel, Heller ve Remus, Ilies (2001), “Job Satisfaction: a Cross Cultural Review”, içinde N. Andersen, D. S. Ones, H. K. Sinangil & C. Viswesvaran (Eds.), Handbook of Industrial, Work and Organizational Psychology, (Vol. 2, s. 25-52), London: Sage.
  • Kahn, William A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work”, Academy of Management Journal, Vol. 33, No. 4, ss. 692-724.
  • Kalshoven, Karianne, Deanne N., Den Hartog ve Annebel H. B., De Hoogh (2011), “Ethical Leadership at Work Questionnaire (ELW): Development and Validation of a Multidimensional Measure”, The Leadership Quarterly, Vol. 22, ss. 51-69.
  • Kamalanabhan, T. J., L. Prakash, Sai, ve Mayuri, Duggirala (2009), “Employee Engagement and Job Satisfaction in the Information Technology Industry”, Psychological Reports, Vol. 105, ss. 759-770.
  • Khan Zakeer A., Allah, Nawaz ve Irfanullah, Khan (2016), “Leadership Theories and Styles: A Literature Review”, Journal of Resources Development and Management, Vol. 16, ss. 1-7.
  • Khuong, Mai N. ve D. Thi Thuy, Dung (2015), “The Effect of Ethical Leadership and Organizational Justice on Employee Engagement — The Mediating Role of Employee Trust”, International Journal of Trade, Economics and Finance, Vol. 6, No. 4, ss. 235-240.
  • Markovits, Yannis, Ann J., Davis, Doris, Fay ve Rolf, van Dick (2010), “The Link Between Job Satisfaction and Organizational Commitment: Differences between Public and Private Sector Employees”, International Public Management Journal, Vol. 13, No. 2, ss. 177-196.
  • May, Douglas R., Richard L., Gilson ve Lynn M., Harter (2004), “The Psychological Conditions of Meaningfulness, Safety and Availability and the Engagement of the Human Spirit at Work”, Journal of Occupational and Organisational Psychology, Vol. 77, ss. 11-37
  • Mayer, David M., Karl, Aquino, Rebecca, Greenbaum ve Maribeth, Kuenzi (2012), “Who Displays Ethical Leadership, and Why Does It Matter? An Examination of Antecedents and Consequences of Ethical Leadership”, Academy of Management Journal, Vol. 55, No. 1, ss. 151-171.
  • Mayer, David M., Maribeth, Kuenzi, Rebecca, Greenbaum, Mary, Bardes ve Rommel, Salvador (2009), “How Low Does Ethical Leadership Flow? Test of a Trickle-down Model”, Organizational Behavior and Human Decision Processes, Vol. 108, ss. 1-13.
  • Mehmood, Nasir, Ungku, Norulkamar, Saman, Attiq ve Sobia, Irum (2018), “Relationship between Distributive Justice, Ethical Leadership, and Turnover Intention with the Mediating Effects of Ethical Climate”, International Journal of Engineering & Technology, Vol. 7, No. 2, ss. 429-435.
  • Mobley, William H. (1977), “Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover, Journal of Applied Psychology, Vol. 62, ss. 237-240.
  • Monahan, Kelly (2012), “A Review of the Literature Concerning Ethical Leadership in Organizations”, Emerging Leadership Journeys, Vol. 5, No. 1, ss. 56-66.
  • Mxenge, S. V., M., Dywili ve S., Bazana (2014), “Job Engagement and Employees’ Intention to Quit Among Administrative Personnel at the University of Fort Hare in South Africa”, International Journal of Research In Social Sciences, Vol. 4, No. 5, ss. 129-144.
  • Orgambídez-Ramos, Alejandro ve Helena, Almeida (2017), “Work Engagement, Social Support, and Job Satisfaction in Portuguese Nursing Staff: A Winning Combination”, Applied Nursing Research, Vol. 36, ss. 37-41.
  • Preacher, Kristopher J. ve Andrew F. Hayes (2004), “SPSS and SAS procedures for estimating indirect effects in simple mediation models”, Behavior Research Methods, Instruments and Computers, Vol. 36, No. 4, ss. 717-731.
  • Preacher, Kristopher J. ve Andrew F. Hayes (2008), “Contemporary Approaches to Assessing Mediation in Communication Research”, içinde A. F. Hayes, M. S. Slater & L. B. Snyder (Eds.), The SAGE Sourcebook of Advanced Data Analysis Methods for Communication Research, (ss. 13-54), Thousand Oaks, CA: Sage Publications, Inc.
  • Robyn, Anecia ve Ronel, du Preez (2013), “Intention to Quit Amongst Generation Y Academics in Higher Education”, SA Journal of Industrial Psychology, Vol. 39, No. 1, ss. 1-14.
  • Rothbard, Nancy P. (2001), “Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles”, Administrative Science Quarterly, Vol. 46, ss. 655-684.
  • Saks, Alan M. (2006), “Antecedents and Consequences of Employee Engagement”, Journal of Managerial Psychology, Vol. 21, No. 7, ss. 600-619.
  • Schaufeli, Wilmar ve Arnold, Bakker (2004), “Job Demands, Job Resources, and Their Relationship with Burnout and Engagement: A Multi-sample Study”, Journal of Organizational Behavior, Vol. 25, ss. 293-437.
  • Schaufeli, Wilmar ve Arnold, Bakker, (2003), Ultrecht Work Engagement Scale: Preliminary Manual, Occupational Health Psychology Unit, The Netherlands.
  • Schaufeli, Wilmar, Arnold, Bakker ve Marisa, Salanova (2006), “The Measurement of Work Engagement with a Short Questionnaire”, Educational and Psychological Measurement, Vol. 66, No. 4, ss. 701-716.
  • Shafique, Imran, Masood N., Kalyar ve Bashir, Ahmad (2018), “The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction”, Interdisciplinary Description of Complex Systems, Vol. 16, No. 1, ss. 71-87.
  • Sugianingrat, I.A. Putu Widani, Ni Nyoman Kerti, Yasa, Desak Ketut, Sintaasih ve Made, Subudi (2017), “The Influence of Ethical Leadership on Employee Performance through Employee Engagement”, IOSR Journal of Humanities and Social Science (IOSR-JHSS), Vol. 22, No. 12, ss. 4-11.
  • Tett, Robert P. ve John P., Meyer (1993), “Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings”, Personnel Psychology, Vol. 46, ss. 259-293.
  • Treviño, Linda K., Michael E., Brown ve Laura, P., Hartman (2003), “A Qualitative Investigation of Perceived Executive Ethical Leadership: Perceptions from Inside and Outside the Executive Suite”, Human Relations, Vol. 55, ss. 5-37.
  • Treviño, Linda K., Laura, P., Hartman ve Michael E., Brown, (2000), “Moral Person and Moral Manager: How Executives Develop a Reputation for Ethical Leadership”, California Management Review, Vol. 42, No. 4, ss. 128-142.
  • Turner, Nick, Julian, Barling, Olga, Epitropaki, Vicky, Butcher ve Caroline, Milner, (2002), “Transformational Leadership and Moral Reasoning”, Journal of Applied Psychology, Vol. 87, No. 2, ss. 304-311.
  • Wang, Yau-De ve Conna, Yang (2016), “How Appealing are Monetary Rewards in the Workplace? A Study of Ethical Leadership, Love of Money, Happiness, and Turnover Intention”, Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Vol. 129, ss. 1277–1290.
  • Yates, Laurie (2011), Exploring the Relationship of Ethical Leadership with Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior, Unpublished PhD Thesis, George Fox University.
  • Yurtkoru, E. Serra, Şebnem, Ensari ve Melisa, Erdilek Karabay (2018), “To What Extent Trust in Leader and Ethical Climate Affect Turnover Intention? A Research on Private and Public Bank Employees”, International Journal of Organizational Leadership, Vol. 7, ss. 12-26.

THE EFFECT OF ETHICAL LEADERSHIP ON JOB SATISFACTION AND TURNOVER INTENTIONS: THE ROLE OF EMPLOYEE ENGAGEMENT

Yıl 2018, Sayı: 111, 173 - 195, 01.12.2018

Öz

The aim of this study is to reveal the effects of ethical leadership on job satisfaction, turnover intention, and employee engagement. For this purpose, data were collected from 197 employees working in textile sector through the survey method. In the study, confirmatory factor analysis showed that the model had a very good fit. The internal consistencies of the scales in the study were determined with Cronbach Alpha coefficient, which concluded that the scales were valid. In addition to these, correlation coefficients between the variables were also calculated. According to the model in the study, structural equation modelling and bootstrapping method were used to reveal the direct, indirect, and total effects between the variables. According to this, the proposed model showed a very good fit. The results indicated that employee engagement had a partial mediating role in the effect of ethical leadership on job satisfaction, and turnover intentions. In addition to this, the results showed that direct and total effects between ethical leadership, job satisfaction, turnover intentions and employee engagement were statistically significant. The study results presented ethical leadership’s effect on employee satisfaction and turnover intentions, and revealed the partial mediation effect of employee engagement in these relationships. These results were discussed under literature in the conclusion section.

Kaynakça

  • Alarcon, Gene M. ve Joseph B., Lyons (2011), “The Relationship of Engagement and Job Satisfaction in Working Samples”, The Journal of Psychology, Vol. 145, No. 5, ss. 463-480.
  • Bandura, Albert (1977), Social Learning Theory, Englewood Cliffs, NJ: PrenticeHall.
  • Bass, Bernard M. ve Bruce J., Avolio (1993), “Transformational Leadership and Organizational Culture”, Public Administration Quarterly, Vol. 17, ss. 112- 121.
  • Biswas, Soumendu ve Jyotsna, Bhatnagar (2013), “Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction”, Vikalpa, Vol. 38, No. 1, ss. 27-40.
  • Blau, Peter M. (1964), Exchange and Power in Social Life, Wiley & Sons, New York, NY.
  • Bollen, Kenneth A. ve Robert Stine (1990), “Direct and Indirect Effects: Classical and Bootstrap Estimates of Variability”, Sociological Methodology, Vol. 20, No. 1, ss. 115-140.
  • Bowling, Nathan A. ve Gregory D. Hammond (2008), “A Meta-Analytic Examination of the Construct Validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale”, Journal of Vocational Behavior, Vol. 73, No. 1, ss. 63–77.
  • Brown, Michael E. ve Marie S., Mitchell (2010), “Ethical and Unethical Leadership: Exploring New Avenues for Future Research”, Business Ethics Quarterly, Vol. 20, No. 4, ss. 583-616.
  • Brown, Michael E., Linda K., Treviño, ve David A., Harrison (2005), “Ethical Leadership: A Social Learning Perspective for Construct Development and Testing”, Organizational Behavior and Human Decision Processes, Vol. 97, ss. 117-134.
  • Cammann, Cortland, Mark Fichman, Douglas Jenkins ve John Klesh (1979), “The Michigan Organizational Assessment Questionnaire”, Unpublished Manuscript, University of Michigan, Ann Arbor.
  • Cammann, Cortland, Mark Fichman, Douglas Jenkins ve John Klesh (1983), “Michigan Organizational Assessment Questionnaire” içinde S. E.
  • Seashore, E. E. Lawler, P. H. Mirvis & C. Cammann (Eds.), Assessing Organizational Change: A Guide to Methods, Measures, and Practices (ss. 71-138). New York: Wiley-Interscience.
  • Carmeli, Abraham ve Jacob, Weisberg (2006), “Exploring Turnover Intentions among Three Professional Groups of Employees”, Human Resource Development International, Vol. 9, No. 2, ss. 191-206.
  • DeConinck, James B. (2015), “Outcomes of Ethical Leadership Among Salespeople”, Journal of Business Research, Vol. 68, ss. 1086-1093.
  • Den Hartog, Deanne N. ve Frank D., Belschak (2012), “Work Engagement and Machiavellianism in the Ethical Leadership Process”, Journal of Business Ethics, Vol. 107, ss. 35-47.
  • Du Plooy, Janine ve Gert, Roodt (2010), “Work Engagement, Burnout and Related Constructs As Predictors of Turnover Intentions”. SA Journal of Industrial Psychology, Vol. 3, No. 1, ss. 1-13.
  • Elçi, Meral, İrge, Şener, Seval, Aksoy ve Lütfihak, Alpkan (2012), “The Impact of Ethical Leadership and Leadership Effectiveness on Employees Turnover Intention: The Mediating Role of Work Related Stress”, Procedia - Social and Behavioral Sciences, Vol. 58, ss. 289-297.
  • Engelbrecht, Amos S., Gardielle, Heine ve Bright, Mahembe (2017), “Integrity, Ethical Leadership, Trust and Work Engagement”, Leadership & Organization Development Journal, Vol. 38, No. 3, ss. 368-379.
  • Gupta, Manish ve Musarrat, Shaheen (2017), “Impact of Work Engagement on Turnover Intention: Moderation by Psychological Capital in India”, Verslas: Teorija ir praktika / Business: Theory and Practice, Vol. 18, ss. 136-143.
  • Hair, Joseph F. Jr., William C. Black, Barry J. Babin ve Rolph E. Anderson (2010), “Multivariate Data Analysis: A Global Perspective, 7th Edition”, New Jersey: Prentice Hall.
  • Hayes, Andrew F. (2018), “ (Second Edition)”, New York, NY: Guilford Press. Hayes, Andrew F. ve Michael Scharkow (2013), “The Relative Trustworthiness of İnferential Tests of the Indirect Effect in Statistical Mediation Analysis: Does Method Really Matter?”, Psychological Science, Vol. 24, No. 10, ss. 1918- 1927.
  • Hayes, Andrew F., Kristopher J. Preacher ve Teresa A. Myers (2011), ”Mediation and the Estimation of Indirect Effects in Political Communication Research” (ss. 434-465), içinde E. P. Bucy ve R. L. Holbert (Eds.), Sourcebook for Political Communication Research: Methods, Measures and Analytical Techniques, New York: Routledge.
  • Howell, Jane M. ve Bruce J., Avolio (1992), “The Ethics of Charismatic Leadership: Submission or Liberation?”, Academy of Management, Vol. 6, No. 2, ss. 43-54.
  • Judge, Timothy A., Sharon, Parker, Amy E., Colbert, Daniel, Heller ve Remus, Ilies (2001), “Job Satisfaction: a Cross Cultural Review”, içinde N. Andersen, D. S. Ones, H. K. Sinangil & C. Viswesvaran (Eds.), Handbook of Industrial, Work and Organizational Psychology, (Vol. 2, s. 25-52), London: Sage.
  • Kahn, William A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work”, Academy of Management Journal, Vol. 33, No. 4, ss. 692-724.
  • Kalshoven, Karianne, Deanne N., Den Hartog ve Annebel H. B., De Hoogh (2011), “Ethical Leadership at Work Questionnaire (ELW): Development and Validation of a Multidimensional Measure”, The Leadership Quarterly, Vol. 22, ss. 51-69.
  • Kamalanabhan, T. J., L. Prakash, Sai, ve Mayuri, Duggirala (2009), “Employee Engagement and Job Satisfaction in the Information Technology Industry”, Psychological Reports, Vol. 105, ss. 759-770.
  • Khan Zakeer A., Allah, Nawaz ve Irfanullah, Khan (2016), “Leadership Theories and Styles: A Literature Review”, Journal of Resources Development and Management, Vol. 16, ss. 1-7.
  • Khuong, Mai N. ve D. Thi Thuy, Dung (2015), “The Effect of Ethical Leadership and Organizational Justice on Employee Engagement — The Mediating Role of Employee Trust”, International Journal of Trade, Economics and Finance, Vol. 6, No. 4, ss. 235-240.
  • Markovits, Yannis, Ann J., Davis, Doris, Fay ve Rolf, van Dick (2010), “The Link Between Job Satisfaction and Organizational Commitment: Differences between Public and Private Sector Employees”, International Public Management Journal, Vol. 13, No. 2, ss. 177-196.
  • May, Douglas R., Richard L., Gilson ve Lynn M., Harter (2004), “The Psychological Conditions of Meaningfulness, Safety and Availability and the Engagement of the Human Spirit at Work”, Journal of Occupational and Organisational Psychology, Vol. 77, ss. 11-37
  • Mayer, David M., Karl, Aquino, Rebecca, Greenbaum ve Maribeth, Kuenzi (2012), “Who Displays Ethical Leadership, and Why Does It Matter? An Examination of Antecedents and Consequences of Ethical Leadership”, Academy of Management Journal, Vol. 55, No. 1, ss. 151-171.
  • Mayer, David M., Maribeth, Kuenzi, Rebecca, Greenbaum, Mary, Bardes ve Rommel, Salvador (2009), “How Low Does Ethical Leadership Flow? Test of a Trickle-down Model”, Organizational Behavior and Human Decision Processes, Vol. 108, ss. 1-13.
  • Mehmood, Nasir, Ungku, Norulkamar, Saman, Attiq ve Sobia, Irum (2018), “Relationship between Distributive Justice, Ethical Leadership, and Turnover Intention with the Mediating Effects of Ethical Climate”, International Journal of Engineering & Technology, Vol. 7, No. 2, ss. 429-435.
  • Mobley, William H. (1977), “Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover, Journal of Applied Psychology, Vol. 62, ss. 237-240.
  • Monahan, Kelly (2012), “A Review of the Literature Concerning Ethical Leadership in Organizations”, Emerging Leadership Journeys, Vol. 5, No. 1, ss. 56-66.
  • Mxenge, S. V., M., Dywili ve S., Bazana (2014), “Job Engagement and Employees’ Intention to Quit Among Administrative Personnel at the University of Fort Hare in South Africa”, International Journal of Research In Social Sciences, Vol. 4, No. 5, ss. 129-144.
  • Orgambídez-Ramos, Alejandro ve Helena, Almeida (2017), “Work Engagement, Social Support, and Job Satisfaction in Portuguese Nursing Staff: A Winning Combination”, Applied Nursing Research, Vol. 36, ss. 37-41.
  • Preacher, Kristopher J. ve Andrew F. Hayes (2004), “SPSS and SAS procedures for estimating indirect effects in simple mediation models”, Behavior Research Methods, Instruments and Computers, Vol. 36, No. 4, ss. 717-731.
  • Preacher, Kristopher J. ve Andrew F. Hayes (2008), “Contemporary Approaches to Assessing Mediation in Communication Research”, içinde A. F. Hayes, M. S. Slater & L. B. Snyder (Eds.), The SAGE Sourcebook of Advanced Data Analysis Methods for Communication Research, (ss. 13-54), Thousand Oaks, CA: Sage Publications, Inc.
  • Robyn, Anecia ve Ronel, du Preez (2013), “Intention to Quit Amongst Generation Y Academics in Higher Education”, SA Journal of Industrial Psychology, Vol. 39, No. 1, ss. 1-14.
  • Rothbard, Nancy P. (2001), “Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles”, Administrative Science Quarterly, Vol. 46, ss. 655-684.
  • Saks, Alan M. (2006), “Antecedents and Consequences of Employee Engagement”, Journal of Managerial Psychology, Vol. 21, No. 7, ss. 600-619.
  • Schaufeli, Wilmar ve Arnold, Bakker (2004), “Job Demands, Job Resources, and Their Relationship with Burnout and Engagement: A Multi-sample Study”, Journal of Organizational Behavior, Vol. 25, ss. 293-437.
  • Schaufeli, Wilmar ve Arnold, Bakker, (2003), Ultrecht Work Engagement Scale: Preliminary Manual, Occupational Health Psychology Unit, The Netherlands.
  • Schaufeli, Wilmar, Arnold, Bakker ve Marisa, Salanova (2006), “The Measurement of Work Engagement with a Short Questionnaire”, Educational and Psychological Measurement, Vol. 66, No. 4, ss. 701-716.
  • Shafique, Imran, Masood N., Kalyar ve Bashir, Ahmad (2018), “The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction”, Interdisciplinary Description of Complex Systems, Vol. 16, No. 1, ss. 71-87.
  • Sugianingrat, I.A. Putu Widani, Ni Nyoman Kerti, Yasa, Desak Ketut, Sintaasih ve Made, Subudi (2017), “The Influence of Ethical Leadership on Employee Performance through Employee Engagement”, IOSR Journal of Humanities and Social Science (IOSR-JHSS), Vol. 22, No. 12, ss. 4-11.
  • Tett, Robert P. ve John P., Meyer (1993), “Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings”, Personnel Psychology, Vol. 46, ss. 259-293.
  • Treviño, Linda K., Michael E., Brown ve Laura, P., Hartman (2003), “A Qualitative Investigation of Perceived Executive Ethical Leadership: Perceptions from Inside and Outside the Executive Suite”, Human Relations, Vol. 55, ss. 5-37.
  • Treviño, Linda K., Laura, P., Hartman ve Michael E., Brown, (2000), “Moral Person and Moral Manager: How Executives Develop a Reputation for Ethical Leadership”, California Management Review, Vol. 42, No. 4, ss. 128-142.
  • Turner, Nick, Julian, Barling, Olga, Epitropaki, Vicky, Butcher ve Caroline, Milner, (2002), “Transformational Leadership and Moral Reasoning”, Journal of Applied Psychology, Vol. 87, No. 2, ss. 304-311.
  • Wang, Yau-De ve Conna, Yang (2016), “How Appealing are Monetary Rewards in the Workplace? A Study of Ethical Leadership, Love of Money, Happiness, and Turnover Intention”, Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Vol. 129, ss. 1277–1290.
  • Yates, Laurie (2011), Exploring the Relationship of Ethical Leadership with Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior, Unpublished PhD Thesis, George Fox University.
  • Yurtkoru, E. Serra, Şebnem, Ensari ve Melisa, Erdilek Karabay (2018), “To What Extent Trust in Leader and Ethical Climate Affect Turnover Intention? A Research on Private and Public Bank Employees”, International Journal of Organizational Leadership, Vol. 7, ss. 12-26.
Toplam 55 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Research Article
Yazarlar

İlksun Didem Ülbeği Bu kişi benim

Esengül İplik Bu kişi benim

Azmi Yalçın Bu kişi benim

Yayımlanma Tarihi 1 Aralık 2018
Yayımlandığı Sayı Yıl 2018 Sayı: 111

Kaynak Göster

APA Ülbeği, İ. D., İplik, E., & Yalçın, A. (2018). Etik Liderliğin İş Tatmini ve İşten Ayrılma Niyetine Etkisinde İşe Adanmanın Rolü. Sayıştay Dergisi(111), 173-195.