Batı kaynaklı olmayan, şefkat ve otoriteyi birleştiren paternalist liderlik Batılı araştırmacılar tarafından ön yargı ile değerlendirilmekte ve geleneksellikle ilişkilendirilmektedir. Hofstede’nin kültürel boyutları bağlamında ise alanda öne çıkan görüş, paternalist liderliğin belirsizlikten sakınma ve güç aralığı yüksek, dişil ve kollektivist kültürel boyutların baskın olduğu örgütlerde daha yaygın olabileceğidir. Dolayısıyla araştırma paternalist liderliği, kültürün söz konusu boyutları bağlamında sorgular. Araştırma, hem geleneksel hem de Batı yönetim anlayışlarının iç içe geçtiği varsayılan Sakarya Üniversitesi’nde gerçekleşir. Üniversitenin akademik ve idari personeline uygulanan anket formları neticesinde ise, çalışanın paternalist liderlik eğilimi üzerinde bireycilik-kollektivizm, güç aralığı ve erillik-dişillik boyutlarının etkili olduğu tespit edilir. Bununla birlikte araştırma katılımcının cinsiyeti ile paternalist liderlik eğilimi arasında da istatistiksel olarak anlamlı bir ilişkinin bulunduğunu saptar.
Paternalistic leadership, which is not Western origin, which combines benevolence and authority, is prejudiced and associated with traditionality by Western researchers. In the context of Hofstede's cultural dimensions, the dominant view in literature is that the paternalistic leadership is more prevalent in female, collective, high power distant, and high uncertainity avoidance organizations. Based on literature, this study analyzes the relationship between these dimensions of culture and paternalistic leadership tendency of employee. For that purpose, research was carried out at Sakarya University, where both traditional and Western administration approaches are assumed to be integrated. As a result of the questionnaire applied to both academic and administrative staff of the university, it was determined that individualism-collectivism, power distance and masculinity-feminity dimensions are effective on paternalist leadership tendency. Also, it was found that there is a statistically significant relationship between the participants' gender and their paternalist leadership tendency.
Paternalistic leadership, which is not Western origin, that combines benevolence and authority, is prejudiced and associated with traditionality by Western researchers. In the context of Hofstede's cultural dimensions, the dominant view in the literature is that the paternalistic leadership is more prevalent in feminine, collective, high power distant, and high uncertanity avoidance organizations. Based on literature, this study analyazes the relationship between these dimensions of culture and paternalistic leadership tendency of employee. For that purpose, research was carried out in Sakarya University, where both traditional and Western administration approaches are assumed to be integrated. As a result of the questionnaire applied to both academic and administrative staff of the university, it was determined that individualism-collectivism, power distance and masculinity-femininity dimensions are effective on paternalist leadership tendency. Also, it was found that there is a statistically significant relationship between the participants’ gender and their paternalist leadership tendency.
Alan : Güzel Sanatlar; İlahiyat; Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Uluslararası
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