OTANTİK LİDERLİK VE BAĞLAMSAL PERFORMANS: İŞE ANGAJE OLMANIN ARACILIK ETKİSİ

Year 2023, Volume: 26 Issue: 1, 85 - 98, 22.03.2023

Cahit Korku , Ahmet Yıldız

Abstract

Çalışanların performanslarında yöneticiler etkilidir ve bu etki yöneticilerin liderlik özelliklerine göre değişiklik göstermektedir. Bu araştırmanın amacı otantik liderliğin bağlamsal performansa etkisini ve bu ilişkide işe angaje olmanın aracılık rolünü belirlemektir. Bu kapsamda araştırmada Otantik Liderlik Ölçeği, İşe Angaje Olma Ölçeği ve Bağlamsal Performans Ölçeği kullanılmıştır. Araştırma Batman ilindeki bir kamu hastanesinde yapılmış ve araştırmaya 425 sağlık çalışanı katılmıştır. Değişkenler arasındaki ilişki pearson korelasyon analizi ile test edilmiştir. Otantik liderliğin bağlamsal performans üzerindeki etkisi ve bu ilişkide işe angaje olmanın aracılık rolünü belirlemek için path analizi yapılmıştır. Otantik liderlik ile işe angaje olma arasında orta düzeyli ilişki, otantik liderlik ile bağlamsal performans arasında ve işe angaje olma ile bağlamsal performans arasında yüksek ilişki bulunmaktadır. Otantik liderliğin işe angaje olma üzerinde 0,53 birim ve bağlamsal performans üzerinde 0,65 birimlik doğrudan etkisi bulunmaktadır. Ayrıca işe angaje olmanın bağlamsal performans üzerinde 0,27 birimlik doğrudan etkisi bulunmaktadır. Otantik liderliğin bağlamsal performans üzerinde doğrudan etkisi yanında işe angaje olma üzerinde 0,14 (0,53x0,27) birimlik dolaylı etkisi bulunmaktadır. Otantik liderliğin bağlamsal performans üzerinde pozitif etkisi bulunmakta ve çalışanların işe angaje olmaları bu ilişkide aracılık görevi görmektedir. Sağlık çalışanlarının işe angaje olmalarında ve bağlamsal performanslarında yöneticilerin otantik liderlik özellikleri etkili olduğundan sağlık yöneticilerinin otantik liderlik özelliklerine sahip olmaları ve bu özelliklerini geliştirmeleri gerekir

Keywords

Sağlık yöneticileri, otantik liderlik, işe angaje olma, bağlamsal performans.

Supporting Institution

Yok

Project Number

Yok

Thanks

Yazarlar, tüm katılımcılara teşekkür eder.

AUTHENTIC LEADERSHIP AND CONTEXTUAL PERFORMANCE: MEDIATING EFFECT OF WORK ENGAGEMENT

Abstract

Managers are effective in the performance of employees and this effect varies according to the leadership characteristics of managers. The purpose of this research is to determine the effect of authentic leadership on contextual performance and the mediating role of work engagement in this relationship. In this context, Authentic Leadership Scale, Work Engagement Scale and Contextual Performance Scale were used in the research. The research was conducted in a public hospital in the province of Batman and 425 healthcare professionals participated in the research. The relationship between the variables was tested with pearson correlation analysis. Path analysis was conducted to determine the effect of authentic leadership on contextual performance and the mediating role of work engagement in this relationship. There is moderate correlation between authentic leadership and work engagement, high correlation between authentic leadership and contextual performance, and high correlation between job engagement and contextual performance. Authentic leadership has a direct effect of 0.53 units on work engagement and 0.65 units on contextual performance. In addition, job engagement has a direct effect of 0.27 units on contextual performance. Authentic leadership has a direct effect on contextual performance as well as an indirect effect of 0.14 (0.53x0.27) on work engagement. Authentic leadership has a positive effect on contextual performance and employee engagement acts as a mediator in this relationship. Since the authentic leadership characteristics of administrators are effective in the engagement and contextual performance of healthcare professionals, healthcare administrators should have authentic leadership characteristics and develop these characteristics

Keywords

Health managers, authentic leadership, work engagement, contextual performance.

Project Number

Yok

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