Liderlik davranışları, örgütsel bağlılık ve iş tatmini ile firma performansı arasındaki ilişki: Kamu personeli üzerine bir araştırma
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Tarih
2014
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
İstanbul Beykent Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
İş tatmini, örgütsel bağlılık ile liderlik kavramları arasındaki ilişkinin doğrudan, olumlu yönde etkisinin varlığı kamu sektöründe incelenmiş olup uzun dönemli deneye dayalı olarak test edilmiştir. Amaç doğrultusunda hazırlanan anket formu 2013 Temmuz ayında kamu sektöründe görev yapan 234 çalışan üzerinde uygulanmıştır. Araştırma kapsamında, demografik özelliklere ilişkin sorular, Allen ve Meyer'in örgütsel bağlılık sınıflandırması esas alınmış olup, örgütsel bağlılık bileşenleri duygusal bağlılık, vicdani bağlılık, kuruma bağlılık faktörü ve normatif bağlılık olmak üzere dört başlık altında incelenmiştir. Örgütler açısından en çok tercih edilen örgütsel bağlılık bileşeninin duygusal bağlılık olduğu tesbit edilmiştir. Bunu sırasıyla vicdani bağlılık, kuruma bağlılık faktörü ve normatif bağlılık olduğu görülmüştür. Çalışanların örgüte bağlılığı ile yüksek verim göstermesi arasında pozitif bir ilişki vardır, bu bağlamda iş tatmini ile beraber yine doğrudan pozitif bir ilişkinin olduğu anlamına gelmektedir. Örgütün hedef ve değerleriyle çalışanların hedef ve değerlerinin bütünleşmesi sonucu kişinin takipçileri yönlendirmesi ise yapılan çalışmada liderlik davranışının geliştiği ve iş tatminini ile örgütsel bağlılığı pozitif yönde azda olsa etkilediği sonucuna ulaşılmıştır.
The presence of the direct, positive effect of the relation between the concepts of satisfaction, organizational commitment and leadership was examined in the public sector, was tested on the basis of long term experiment. Questionnaire prepared for the purpose was performed in July 2013 on 234 employees working in the public sector. Within this study, questions about demographic characteristics, were based on Allen and Meyer's organizational commitment classifications; organizational commitment components were examined under four headings as emotional commitment, conscientious commitment loyalty to institution factor and normative commitment. For organizations, there has been found that mostly preferred component of organizational commitment is the emotional commitment. It was seen that this was respectively followed by conscientious commitment, loyalty to institution and normative commitment. There is a positive relationship between the organizational commitment of employees' and their high efficiency; in this context, that means there is still direct positive relationship with job satisfaction. In the study it was came through that as person directing the followers as a result of the integration of organization's goals and values with employees' goals and values; leadership behavior was improved and even a little bit positively affected job satisfaction and organizational commitment.
The presence of the direct, positive effect of the relation between the concepts of satisfaction, organizational commitment and leadership was examined in the public sector, was tested on the basis of long term experiment. Questionnaire prepared for the purpose was performed in July 2013 on 234 employees working in the public sector. Within this study, questions about demographic characteristics, were based on Allen and Meyer's organizational commitment classifications; organizational commitment components were examined under four headings as emotional commitment, conscientious commitment loyalty to institution factor and normative commitment. For organizations, there has been found that mostly preferred component of organizational commitment is the emotional commitment. It was seen that this was respectively followed by conscientious commitment, loyalty to institution and normative commitment. There is a positive relationship between the organizational commitment of employees' and their high efficiency; in this context, that means there is still direct positive relationship with job satisfaction. In the study it was came through that as person directing the followers as a result of the integration of organization's goals and values with employees' goals and values; leadership behavior was improved and even a little bit positively affected job satisfaction and organizational commitment.
Açıklama
Anahtar Kelimeler
İşletme, Business Administration
