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THE ROLE OF TRANSFORMATIONAL LEADERSHIP ON IMPROVING THE JOB PERFORMANCE: THE MEDIATING ROLE OF LEADER MEMBER EXCHANGE AND ORGANIZATIONAL COMMITMENT

Yıl 2018, Cilt: 5 Sayı: 8, 104 - 140, 21.06.2018

Öz

The purpose of this study is to identify the impact of four dimensions of transformational
leadership on the job performance of employees and to determine the mediating
role of leader member exchange and organizational commitment on this impact. The
relationship between these variables was analyzed by statistical methods such
as correlation and regression analysis, and hierarchical regression analysis
was used in testing the mediation effect. Sobel tests were then conducted to
confirm the mediation tests. In this study, employees of enterprises operating
in space and aviation industry sector in Ankara were dealt. It was tried to
determine the relations between the variables with the data gathered from 628
employees by using the questionnaire prepared in this study. As a result of the
study, it was determined that the four dimensions of transformational
leadership are affecting job performance positively and influential leader
member exchange and organizational commitment has a partial intermediary role
in the relationship between transformational leadership and job performance.

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Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü

Yıl 2018, Cilt: 5 Sayı: 8, 104 - 140, 21.06.2018

Öz

Bu çalışmanın amacı dönüşümcü liderliğin dört boyutunun, çalışanların
iş performansına etkisi ve bu etkide lider üye etkileşimi ile örgütsel
bağlılığın aracılık rolünün tespit edilmesidir. Söz konusu değişkenler
arasındaki ilişki; faktör analizi, regresyon analizi ve sobel testleri gibi istatistiksel
yöntemler ile analiz edilmiştir. Çalışmada Ankara ilinde faaliyet gösteren ve
uzay ve havacılık sanayi sektöründe yer alan özel işletmeler ele alınmıştır. Bu
konuda hazırlanan anket formu ile 628 çalışandan toplanan veriler kullanılarak
çalışmada yer alan değişkenler arasındaki ilişkiler belirlenmeye çalışılmıştır.
Çalışma sonucunda, dönüşümcü liderliğin dört boyutunun da iş performansını
olumlu yönde etkilediği ve lider üye etkileşimi ile örgütsel bağlılığın bu
ilişkide aracılık rolünün olduğu belirlenmiştir.

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  • Roca-Puig, V., Beltran-Martin, I., Escrig-Tena, A. B. ve Bou-Llusar, J. C. (2007). “Organizational commitment to employees and organizational performance”, Personnel Review, Vol. 36, No.6, 867-886.
  • Rowden, R. W. (2000). The Relationship Between Charismatic Leadership Behaviors and Organizational Commitment, Leadership Organizational Development Journal, 21(1), s. 30-35.
  • Scott, S. G., ve Bruce, R. A. (1994). "Determinants of Innovative Behavior: A Path Model of Individual Innovation in The Workplace", Academy of Management Journal, 37(3), p. 580–607.
  • Scott, S., ve Bruce, R. (1994). “The İnfluence Of Leadership, İndividual Attributes, And Climate On İnnovative Behavior: A Model Of İndividual İnnovation İn The Workplace”, Academy Of Management Journal, 37, 580-607.
  • Sekaran, U. (1992). Research Methods For Business, Canada: John Wiley ve Sons, Inc.
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  • Shiva, M. ve Suar, D. (2010). “Leadership, LMX, Commitment and NGO effectiveness: Transformational leadership, leader-member exchange, organizational commitment, organizational effectiveness and programme outcomes in nongovernmental organizations”, International Journal of Rural Management, Vol. 6 No. 1, 117–150.
  • Shore, L. M. ve Martin, H. J. (1989). Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions, Human Relations, 7.
  • Sigler, T. H. ve Pearson, C. M. (2000). “Creating An Empowering Culture: Examining The Relationship Between Organizational Culture and Perceptions of Empowerment”, Journal of Quality Management, 5, s. 27–52.
  • Smith, Brien N., Ray V. Montagno ve Tatiana N. Kuzmenko (2004). “Transformational and Servant Leadership: Content and Contextual Comparisons”, Journal of Leadership & Organizational Studies, 10(4): 80–91.
  • Smith, Mike ve Cooper Cary; 1994; “Leadership and Stress”, Leadership & Organization Development Journal, 15(2), pp. 3-7.
  • Sonnentag, S. ve Frese, M. (2002). Performance Concepts and Performance Theory. In S. Sonnentag (Ed.) Psychological Management of Individual Performance, John Wiley ve Sons, Ltd. s. 4-25.
  • Sosik J.J., Potosky D., Junk D.I., “ Adaptive Self-Regulation: Meeting Others’ Expectations of Leadership and Performance”, The Journal of social psycology, 2002, 142(2), 211-232.
  • Sparrowe, R. T., ve Liden, R. C. (1997). Process and structure in leadermember exchange. Academy of Management Review, 22, 522–552.
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  • Stone, G., Russel, R. F. ve Patterson, K. (2004). “Transformational Versus Servant Leadership: A Difference in Leader Focus”, The Leadership and Organizational Development Journal, Vol: 25, No:4, s. 349-361.
  • Suliman, A. M., Iles, P. A. (2000). The Multi-Dimensional Nature of Organizational Commitment in a Non-Western Context, Journal of Management Development, Vol: 19, No: 1, s. 71-82.
  • Swaıles, S. (2002). Organizational commitment: a critique of the construct and measures, International Journal of Management Reviews, Vol. 4, Iss. 2, 155-178.
  • Tayyah, S. ve Tariq, N. (2001). Development of an Indigenous Organizational Commitment Questionnaire, Pakistan Journal of Psychological Research, ProQuest Psychology Journals, 16, s. 31-44.
  • Tierney P, Farmer, S.M. ve Graen, G.B. (1999). “An Examination of Leadership and Employee Creativity: The Relevance of Traits and Relationships”, Personnel Psychology, 52:591–620.
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  • Yavuz, E. (2009). “İşgörenlerin dönüşümcü liderlik ve örgütsel bağlılık ile ilgili tutumlarına yönelik bir araştırma”. İşletme Araştırmaları Dergisi, Cilt. 1 Sayı. 2, 51-69.
  • Yıldırım, M. H. ve Demirel, Y. (2009). Örgütsel Güven ile Örgütsel Bağlılık Arasındaki İlişkinin İncelenmesi: Otomotiv Yan Sanayi Çalışanlarına Yönelik Bir Araştırma, 17. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 21-23 Mayıs, Eskişehir: Eskişehir Osmangazi Üniversitesi, s. 585-589.
  • Yousef, D. A. (2003). Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non-western country, Journal of Managerial Psychology, Vol. 15, No. 1, 6-28.
  • Yozgat, U. ve Şişman, A. F. (2007). Yeniden Yapılanma Süreci ve Bunun Çalışanların İş Tatmini ve Örgüte Bağlılıkları Üzerindeki Etkisi Bir Kamu Kurumunda Araştırma, 15. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 25-27 Mayıs, Sakarya: Sakarya Üniversitesi, s. 745-752.
  • Yukl, G. (1999). An Evaulation of Conseptual Weakness in Transformational and Charismatic Leadership Theories. Leadership Quarterly, 10 (2): 285-305.
  • Yukl, G. (2002). Leadership in Organizations, NJ: Prentice-Hall, Upper Saddle River.
  • Zacharatos, A., Barling J. ve E. Kelloway K. (2000). "Development and Effects of Transformational Leadership in Adolescents", Leadership Quarterly, Summer 2000, Vol.11, Issue 2, Academic Search Elite, 22.11.2001, s. 1/12.
Toplam 155 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Abdullah Çalışkan 0000-0001-5746-8550

Yayımlanma Tarihi 21 Haziran 2018
Kabul Tarihi 5 Haziran 2018
Yayımlandığı Sayı Yıl 2018 Cilt: 5 Sayı: 8

Kaynak Göster

APA Çalışkan, A. (2018). Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, 5(8), 104-140.
AMA Çalışkan A. Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. Haziran 2018;5(8):104-140.
Chicago Çalışkan, Abdullah. “Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5, sy. 8 (Haziran 2018): 104-40.
EndNote Çalışkan A (01 Haziran 2018) Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5 8 104–140.
IEEE A. Çalışkan, “Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü”, Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, c. 5, sy. 8, ss. 104–140, 2018.
ISNAD Çalışkan, Abdullah. “Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5/8 (Haziran 2018), 104-140.
JAMA Çalışkan A. Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. 2018;5:104–140.
MLA Çalışkan, Abdullah. “Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, c. 5, sy. 8, 2018, ss. 104-40.
Vancouver Çalışkan A. Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi Ve Örgütsel Bağlılığın Aracılık Rolü. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. 2018;5(8):104-40.