Abstract:

Purpose - The purpose of this study is to study the influence of the babacan leadership style on the employee's task performance and emotional commitment. Method - In the research, the easy-to-use sample method was preferred because it is not based on probability and allows everyone to be included in the sample very commonly. All the surveillance forms that are accessible online and applied to 200 employees in different sectors are included in the sampling method. SPSS (Statistical Package Program for Social Sciences) is a statistical package program for social science. The skilless ratio is used to test the normality of scale points. Due to the normal distribution of scale points, two independent sampling t tests were used in comparison of scale and sub-dimensional scale points according to gender and date of birth (gender); one-way variance analysis (ANOVA) was used in comparison according to the working time in the current company. The LSD postdoctoral test was used to analyze which difference is between the two groups when a significant difference was observed in the ANOVA test. For the analysis of the relationship between the variables, from Pearson's correlation analysis, the regression analysis was used to analyze the impact of the babacan leadership style on the performance of the employee and emotional commitment. The confidence range in the analyses is 95%. (p<0,05) Results - According to statistical analyses, the result is that the rise in the leadership perceptions of employees increases the performance of the employee’s task and strengthens his emotional commitment. However, it has been concluded that the level of emotional commitment is higher in X-generation employees than in Y-generation employees, and that the level of emotional commitment in people who work in the same workplace for more than a decade is higher than in those who have less commitment. Debate - The changing community structure also changes the business world and the expectations of employees. Therefore, it is recommended that managers and researchers take these changes into account, use the right motivation tools to understand the expectations of different generations, and study the effects of this emotional commitment to age on the organizational performance.

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