Abstract:

The aim of this study is to explore the mediation role of lead-member interaction in the influence of the organizational climate subdimensions on the organizational sinism dimensions. According to this purpose, the research was carried out on 319 bank staff located in the central district of Tokat and 4 major districts. The results of the study were analyzed using SPSS 25.0 and AMOS 20.0. Structural equality modeling has been used to test the research hypotheses. According to the findings obtained from the structural equality model, the perception climate from the underdimensions of the organization climate has been determined to have a negative impact on the cognitive and behavioral sinism, the support climate on the emotional and behavioral sinism, the organizational structure and commitment climate on all the organizational sinism dimensions. With the inclusion of the variable with the instrument role in the model, all organizational climate dimensions have a significant impact on lead-member interaction in a positive direction, and lead-member interaction has a negative impact on cognitive and emotional sinism. According to these findings, in the negative meaningful effects of the organizational climate subdimensions on the organizational sinism dimensions, the lead-member interaction has partial and complete mediation roles. According to the research model, the positive climate in the organization makes it easier and more positive for the employee to interact with the leader. Through the provided lead-member interaction, the cognitive and emotional sinism that the employee perceives is indirectly reduced. The results of the research presented various recommendations to practitioners and researchers.