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Örgütler rekabetin yoğun olduğu bir çevrede faaliyette bulunurken, çalışanları örgütsel amaçlara yönlendirebilecek liderlere ihtiyaç duymaktadır. Bu ihtiyaç doğrultusunda lider-üye etkileşimi kavramı, liderin çalışanları amaçlara yönlendirecek ilişki ve etkileşimin düzeyine ve kalitesine odaklanmaktadır. Liderlerin çalışanlara gösterdiği davranış ve tutumlar, çalışanların örgütsel adalet, iş tatmini algıları üzerinde değişiklik yaratabilmekte ve işten ayrılma niyetine etki edebilmektedir. Bu çalışmanın amacı lider-üye etkileşiminin iş tatmini ve işten ayrılma niyeti üzerine etkisinde örgütsel adaletin aracılığının test edilmesidir. Veriler anket tekniği yoluyla toplanılmış ve Baron ve Kenny’nin (1986) aracılık modeli çerçevesinde oluşturulan model Yapısal Eşitlik Modeliyle test edilmiştir. Geliştirilen modelde içsel iş tatmininin işten ayrılma niyeti üzerine etkisi hariç tüm yollar anlamlı çıkmıştır. Çalışmada lider-üye etkileşiminin işten ayrılma niyetini olumsuz, örgütsel adaleti ise olumlu etkilediği bulunmuştur. Lider üye etkileşiminin işten ayrılma niyeti üzerine etkisinde örgütsel adaletin kısmi aracılık etkisi vardır.
While organizations operate in an environment where competition is intense, they need leaders who can guide employees to organizational goals. In accordance with this need, the concept of lead-member interaction focuses on the level and quality of the relationship and interaction that will guide the lead staff to the goals. The behavior and attitudes that leaders show to employees can change the organizational justice of employees, the perception of work satisfaction, and affect the intention to leave the job. The aim of this study is to test the influence of leadership-member interaction on job satisfaction and the intention of leaving the job through organizational justice. The data was collected through the survey technique and tested with the Model of Structural Equality, created in the framework of Baron and Kenny's mediation model (1986). In the developed model, all ways except the impact of internal work satisfaction on the intention of leaving the job have come meaningful. The study found that leadership-member interaction had a negative impact on the intention of leaving the job, while organizational justice had a positive impact. The influence of the lead member interaction on the intention of leaving the job has a partial mediation effect of organizational justice.
While organizations are active in a competitive environment, they need leaders who can direct employees to organizational goals. In line with this need, the concept of leader-member interaction focuses on the level and quality of the relationship and interaction leading the employees to the goals. The behaviors and attitudes of the leaders towards the employees can change the perceptions of employees about organizational justice, job satisfaction and can affect the intention to leave. The aim of this study is to test the mediation of organizational justice in the effect of leader-member exchange on job satisfaction and intention to leave. Data were gathered by questionnaire and mediation effect, created by Baron and Kenny (1986), models were tested by Structural Equation Model. In the study, all the ways have been meaningful except for the effect of internal job satisfaction on the intention to leave the job. It was found that the leader-member exchange affected the intention to leave the job negatively and the organizational justice positively. The partial mediation effect of organizational justice has been found in the effect of the leader-member exchange on the intention to leave.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Ulusal
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