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Amaç: Bu araştırmanın temel sorusu otantik liderlik ve resonant liderlik algıları örgütsel bağlılık algısını ne yönde ve nasıl etkiler şeklindedir. Bu bağlamda otantik liderlik algısının örgütsel bağlılık üzerindeki etkisi incelenirken, resonant liderliğin aracılık rolünün olup olmadığı araştırılmıştır.
Yöntem: Nicel bir araştırma şeklinde modellenmiş bu çalışmada, Etik kurul izni alınarak Ankara ilinde elektrik-elektronik sektöründe çalışanlar üzerinde anket uygulaması ile elde edilen veriler, SPSS 26, AMOS ve Proces Macro V3 veri analiz programları ile analiz edilmiştir. Frekans, faktör, korelasyon, regresyon ve aracı etki araştırma model hipotezlerine göre yorumlanmıştır.
Bulgular: Araştırma sonuçlarına göre, otantik liderliğin örgütsel bağlılık algısı üzerindeki etkisinde resonant liderlik algısının pozitif yönde düşük düzeyde anlamlı bir aracılık rolü olduğu (b:.049, %95CI [.0696, .0266], t:11,0357, p<.001) sonucuna ulaşılmıştır.
Tartışma: Alan yazın incelemesinde otantik liderlik algısının örgütsel bağlılık üzerindeki ve resonant liderliğin örgütsel bağlılık üzerindeki etkisi üzerine araştırma yapıldığı ancak otantik liderlik ile resonant liderliğin bir arada örgütsel bağlılıkla etkileşimi incelenmediği görülmüştür. Bu nedenle öncül, aracı ve sonuç değişkenleri arasında pozitif yönlü bir etkileşim olabileceğine yönelik hipotezler kurgulanmış ve test edilmiştir. Otantik liderlik ile resonant liderliğin örgütsel bağlılık üzerine etkisi (b:,180, %95CI [.1329, .2267], t:7,5299, p<.001) olduğu ve alan yazın sonuçlarını desteklediği görülmüştür.
Purpose: The main question of this research is in the form of authentic leadership and resonant leadership perceptions in which direction and how they affect the perception of organizational commitment. In this context, the impact of authentic leadership perception on organizational commitment was studied, while the role of resonant leadership was studied.
Method: The data obtained by the survey application on employees in the electric-electronic sector in Ankara, with the approval of the Ethics Board, was modeled in this study in the form of a Nicel research, analyzed by SPSS 26, AMOS and Process Macro V3 data analysis programs. The frequency, factor, correlation, regression and instrumental effects are interpreted according to the research model hypotheses.
Results: According to the research results, the effect of authentic leadership on the perception of organizational commitment has come to the conclusion that the resonant leadership perception has a significant intermediate role at a low level in the positive direction (b:.049, 95%CI [.0696, .0266], t:11,0357, p<.001) .
Debate: The field summer study found that authentic leadership perception was conducted on the impact of organizational commitment and resonant leadership on organizational commitment, but the interaction between authentic leadership and resonant leadership with organizational commitment was not studied. Therefore, hypotheses that there may be a positive interaction between the predecessor, the instrument and the result variables have been established and tested. The impact of authentic leadership and resonant leadership on organizational commitment (b: 180, 95%CI [.1329, .2267], t:7,5299, p<.001) has been shown to support the results of the summer.
Objective: The research aims to find out how and in what way authentic leadership and resonant leadership perceptions affect the perception of organizational commitment. In this context, while examining the effect of authentic leadership perception on organizational commitment, it was investigated whether resonant leadership has a mediating role.
Method: In this study, which was modeled as a quantitative research, the data obtained through the application of a questionnaire on the employees in the electrical-electronics sector in the province of Ankara, with the permission of the Ethics Committee, were analyzed with SPSS 26, AMOS and Process Macro V3 data analysis programs. Frequency, factor, correlation, regression and mediating effect were interpreted according to the research model hypotheses.
Results: According to the results of the research, resonant leadership perception has a positive and low-level significant mediator role in the effect of authentic leadership on the perception of organizational commitment (b:.049, 95%CI [.0696, .0266], t:11,0357, p<. 001) has been reached.
Discussion: In the literature review, it was seen that the effect of authentic leadership perception on organizational commitment and resonant leadership on organizational commitment was investigated, but the interaction of authentic leadership and resonant leadership with organizational commitment was not examined. For this reason, hypotheses regarding the possibility of a positive interaction between the antecedent, mediator and outcome variables were constructed and tested. It has been seen that authentic leadership and resonant leadership have an effect on organizational commitment (b:.180, 95%CI [.1329, .2267], t:7.5299, p<.001) and supports the results of the literature.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Uluslararası
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