PATERNALİST LİDERLİK İLE ÇALIŞANLARIN İŞLERİNE YARATICI KATILIM ALGILARI ARASINDAKİ İLİŞKİYİ ARAŞTIRMAYA YÖNELİK BİR ÇALIŞMA

Yıl 2013, Cilt: 5 Sayı: 1, 321 - 330, 01.06.2013

İlge Kurt

Öz

Organizational creativity is a new and emerging research area within the field of organizational behavior (Shalley and Zhou, 2008). Research conducted in Turkey have prevailed that paternalistic leadership has important effects on employee attitudes and behavior (Paşa et.al.,2001; Pellegrini & Scandura, 2006; Erben & Güneşer, 2008). In this study, the relationship between paternalistic leadership and creative work involvement perceptions of employees is investigated. It is found that there is positive and significant relationship between benevolence and moral dimensions of paternalistic leadership and creative work involvement, whereas there is a weak negative and significant relationship between authoritarian dimension and creative work involvement

Anahtar Kelimeler

Creative Work Involvement, Paternalistic Leadership, Organizational Creativity

PATERNALİST LİDERLİK İLE ÇALIŞANLARIN İŞLERİNE YARATICI KATILIM ALGILARI ARASINDAKİ İLİŞKİYİ ARAŞTIRMAYA YÖNELİK BİR ÇALIŞMA

Öz

Örgütsel yaratıcılık, önemi giderek artan bir araştırma konusu olarak göze çarpmaktadır (Shalley & Zhou, 2008). Türkiye’de yapılan araştırmalar, paternalist liderlik tarzının çalışan tutum ve davranışlarında önemli etkileri olduğunu göstermektedir (Paşa v.d.,2001; Pellegrini & Scandura, 2006; Erben & Güneşer, 2008). Bu çalışmada, paternalist (babacan) liderliğin yardımsever, moral ve otoriter boyutları ile çalışanların işlerine yaratıcı katılım algıları arasındaki ilişki araştırılmıştır. Araştırmanın sonucunda, işe yaratıcı katılım ile yardımsever paternalist liderlik arasında orta düzeyde pozitif ve anlamlı ilişki olduğu bulgulanmıştır. Ayrıca, işe yaratıcı katılım ile paternalist liderliğin moral boyutu arasında düşük düzeyde pozitif ve anlamlı; otoriter boyutu arasında ise düşük düzeyde negatif ve anlamlı ilişki olduğu gözlemlenmiştir

Anahtar Kelimeler

Yaratıcı Katılım, Paternalist Liderlik, Örgütsel Yaratıcılık

Kaynakça

• Amabile,Teresa M., Regina Conti, Heather Coon, Jeffrey Lazenby, Micheal Herron. “Assessing the Work Environment for Creativity”, The Academy of Management Journal. 39:5,1996, 1154-1184.
• Amabile,Teresa M., Elizabeth A.Schatzel, E.A., Giovanni B.Moneta, G.B., Steven J.Kramer. “Leader behaviors and the work environment for creativity: Perceived leader support”, The Leadership Quarterly. 15:1,2004,5-32.
• Amabile Teresa.M., Sigal G.Barsade, Jennifer S.Mueller, Barry M.Staw. “Affect and Creativity at work”, Administrative Science Quarterly. 50:3,2005,367-403.
• Atwater, Leanne & Abraham Carmeli.“Leader-member exchange, feelings of energy and involvement in creative work”, The Leadership Quarterly. 20:3, 2009, 264-275.
• Aycan, Zeynep & Rabindra N. Kanungo. “Toplumsal Kültürün Kurumsal Kültür ve İnsan Kaynakları Uygulamaları Üzerine Etkileri”, içinde: Akademisyenler ve Profesyoneller Bakış Açısıyla Türkiye’de Yönetim, Liderlik ve İnsan Kaynakları Uygulamaları, (Ed.: Zeynep Aycan), Türk Psikologlar Derneği Yayınları, Ankara, 2000, ss. 25-53.
• Aycan, Zeynep. “Paternalizm: Yönetim Ve Liderlik Anlayışına İlişkin Üç Görgül Çalışma”, Yönetim Araştırmaları Dergisi, 1:1, 2001, 11-31.
• Carmeli, Abraham & Schaubroeck, John. “The influence of leaders’ and other referents’ normative expectations on individual involvement in creative work”, The Leadership Quarterly. 18:1, 2007, 35-48.
• Cheng, Bor Shiuan, L Fang Chou & Jiin L. Fang. “Paternalistic Leadership scale: construction and measure of a triple model”, Indigenous Psychology Journal, 14 ,2000, 3-64.
• Cheng, Bor Shiuan, Li Fang Chou, Yu Wu Tsung, Min Ping Huang and Jiin Lih Farh. “Paternalistic Leadership and Subordinate Responses: Establishing a Leadership Model in Chinese Organization”, Asian Journal of Social Psychology, 7:1, 2004, 89–
• Chu Poaching & Ching Chien Yang. “A Study of the Relationships Among Paternalistic Leadership, and Working Morale: The Mediating Effect of Subordinate- Supervisor Relationship”, Journal of Human Resource and Adult Learning. 5:2, 2009, 1
• Erben, Gül Selin & Ayşe Begüm Güneşer. “The Relationship Between Paternalistic Leadership and Organizational Commitment: Investigating the Role of Climate Regarding Ethics”, Journal of Business Ethics, 82, 2008, 955–968.
• Farh, Jiing Lee & Bor Shiuan Cheng. “A cultural analysis of paternalistic leadership in Chinese organizations”. in: J. T. Li, Anne S. Tsui, & Elizabeth Weldon (Eds.), Management and organizations in the Chinese context. United Kingdom: Macmillan Press, 2000,ss.85-127.
• Gelfand, Michele Joy; Miriam Erez & Zeynep Aycan. “Cross-cultural organizational behavior”, Annual Review of Psychology. 58, 2007, 479-514.
• Gümüşlüoğlu, Lale & Arzu İlsev.“Transformational Leadership, creativity and organizational innovation”.Journal of Business Research. 62:4,2009,461-473.
• Köksal, Onur. “Bir kültürel liderlik paradoksu”, Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 8:15,2011,101-122.
• Mumford, Micheal D.& Sigrid B.Gustafson.“Creativity syndrome: Integration, application and innovation”, Psychological Bulletin. 103:1,1988, 27-43.
• Mumford, Micheal D., Ginamaire M.Scott, Blaine Gaddis, Jill M.Strange.“Leading creative people: Orchestrating expertise and relationships”, Leadership Quarterly. 13, 2002,705–750.
• Niu, Chun Pai; Ann Chih Wang & Bor Shuian Cheng. “Effectiveness of a Moral and Benevolent Leader: Probing the Interactions of the Dimensions of Paternalist Leadership”, Asian Journal of Social Psychology. 12:1, 2009, 32-39.
• Oldham, Greg H. & Anne Cummings.“Employee Creativity: Personal And.Contextual Factors At Work”, Academy Of Management Journal. 39:3,1996, 607-6
• Paşa, Selda Fikret; Hayat Kabasakal & Muzaffer Bodur “ Society, Organisations and Leadership in Turkey ”, Applied Psychology: An International Review, 50:4, 2001, 559-5
• Pellegrini, Ekin K. & Terri A. Scandura. “Leader-member exchange (LMX), paternalism, and delegation in the Turkish business culture: an empirical investigation”, Journal of International Business Studies. 37, 2006, 264-79.
• Shalley, Christina & Jing Zhou. “Organizational Creativity Research: A Historical Overview”, in: Christina Shalley, Jing Zhou, (Eds). Handbook of Organizational Creativity. NY: Taylor and Francis Group, 2008, ss.3-32.
• Sheer, Vivian C. “Transformational and Paternalistic Leaderships in Chinese Organizations: Construct, Predictive, and Ecological Validities Compared in a Hong Kong Sample”, Intercultural Communication Studies. XIX: 1, 2010,121-140.
• Shin, Shung Jae & Jing Zhou. “Transformational leadership, conservation, and creativity: Evidence from Korea”, Academy of Management Journal. 46, 2003, 703– 7
• Wang, Ann-Chih & Bor Shiuan Cheng. “When does benevolent leadership lead to creativity? The moderating role of creative role identity and job autonomy”, Journal of Organizational Behavior. 31, 2010, 106-121
• Wang, Ann-Chih; Shu Yang .Kuo; Bor Shiuan Cheng; Chou Yu Tsai. “Paternalistic Leadership and Creativity: The Moderating Role of leader’s gender, Academy of Management Conference. 2009, 69
• Warren, Richard. “Against paternalism in human resource management”, Business Ethics: A European Review. 1999, 8:1, 50–59.
• Woodman, Richard W., John Sawyer, Ricky W. Griffin.“Toward a theory of organizational creativity”, The Academy of Management Review.18:2,1993,293-321.
• Zhou, Jing. “A model of paternalistic organizational control and group creativity”, in E. A. Mannix & M. A. Neale (Series Ed.) & Y. Chen (Ed.), National culture and groups. Research on managing groups and teams, Oxford: Elsevier Science, 2006, 9, 75