Abstract:

Leader-member exchange is a communication process based on trust and sincerity. In this process, instead of evaluating members (employees) with an average value, the leader evaluates them separately in terms of knowledge, ability, and contribution. This process causes positive or negative consequences, both individually and organizationally. Undoubtedly, the employee’s success depends on his healthy communication with his superior and the organizational culture. Likewise, power distance is about to what extent employees accept power inequality. According to this, while workers in the low power distance participate in decisions equally, the command is dominant in the high power distance. This difference is important because power distance effects the form of decisions and career success. As another important fact in terms of work environment, career satisfaction is the happiness that the employee feels depending on what they expected and what happened. Therefore, this research aims to examine the intermediary role of power distance in the effect of leader-member exchange on career satisfaction. For this purpose, a survey was conducted with 205 employees at a public bank. Research data were analyzed by correlation and hierarchical regression method. As a result of the research, the mediator role of power distance in the relationship between leader-member exchange and career satisfaction has been determined.

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