ÖRGÜTSEL DESTEK, SOSYAL DESTEK VE LİDER DESTEĞİNİN İŞ PERFORMANSINA ETKİSİNDE LİDER-ÜYE ETKİLEŞİMİNİN ARACILIK ROLÜ

Year 2018, Volume: 19 Issue: 2, 301 - 332, 28.12.2018

Meltem Karayel İrfan Akkoç , İsmail Birer

https://doi.org/10.24889/ifede.457738

Cited By: 9

Abstract

Bu çalışmanın amacı,
örgütlerin çalışanlarına örgütsel destek, lider desteği ve sosyal destek
verdiğinde çalışanların iş performansı düzeylerini ne ölçüde etkilediği ve bu
etkileşimde lider-üye etkileşiminin aracılık rolünü belirlemektir. Araştırmanın
örneklemini, kamu çalışanları arasından basit tesadüfî yöntem ile seçilen 223
katılımcı oluşturmuştur. Veriler yüz yüze anket yöntemiyle elde edilmiştir.
Araştırmada elde edilen verilerin analizinde Sosyal Bilimler için istatistik
paketi kullanılmıştır. (AMOS ve SPSS). Bu çerçevede, değişkenler arasındaki
ilişkilerin belirlenmesinde korelasyon analizi, t-testi, varyans analizi ve
regresyon analizi istatistiksel yöntemleri kullanılmıştır. Araştırma sonucunda;
örgütsel destek, lider desteği ve sosyal desteğin bağımlı değişken olan iş
performansı ile pozitif yönde anlamlı bir ilişkiye sahip olduğu görülmüştür.

Keywords

Örgütsel Destek, Lider Desteği, Sosyal Destek, Lider-Üye Etkileşimi, İş Performansı

References

• Ackfeldt, A. L. and Coote, L.,V. (2005). A Study of Organizational Citizenship Behaviors in a Retail Setting. Journal of Business Research, 58(2), 151-159. Doi: 10.1016/S0148-2963(03)00110-3
• Akkoç İ., Turunç Ö. ve Çalışkan A. (2011). Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış ve İş Performansına Etkisi İş Aile Çatışmasının Aracılık Rolü. İş, Güç Endüstri İlişkileri Ve İnsan Kaynakları Dergisi, 13(4), 83-114, Doi: 10.4026/1303-2860.2011.190.x.
• Akkoç, İ., Çalışkan A., Uçak P. ve Özalp H.D. (2013). Örgütsel Destek, Lider ve Sosyal Desteğin İş Performansına Etkisinde Lider-Üye Etkileşiminin Rolü, 21. Ulusal Yönetim ve Organizasyon Kongresi, Kütahya, 205-207.
• Akkoç, İ., Çalışkan, A., Turunç, Ö. (2012). Örgütlerde Gelişim Kültürü ve Algılanan Örgütsel Desteğin İş Tatmini ve İş Performansına Etkisi: Güvenin Aracılık Rolü. Celal Bayar Üniversitesi İ.İ.B.F. Yönetim ve Ekonomi Dergisi, 19(1), 105-109.
• Allen, D., Shore, L.M. , Griffeth, R.W. (2003). The Role of Perceived Organizational Support and Supportive Human Resource Practices in The Turnover Process. Journal of Management, 15(3), 350-363.
• Antonucci T.C. and Sherman A.M. ( 1997). Measures of Social Support and Caregiver Burden, Generations, 21(1), 48-52.
• Bal-Taştan, S. (2014). Examination of The Relationship Between Leader-member Exchange (Lmx) Quality And Employee Job Performance In The Moderating Context Of Perceıved Role Ambiguity, Int. Journal Of Management Economics And Business, 10(22), 211-233.
• Bhanthumnavin, D. (2003). Perceived Social Support From Supervisor and Group Members’ Psychological and Situational Characteristics As Predictors of Subordinate Performance in Thai Work Units. Human Resource Development Quarterly, 14(1), 79-97.
• Blau, P. (1964). Exchange and Power in Social Life. New York: Wiley
• Borman, W. C., and Motowidlo, S. J. (1993). Expanding The Criterion Domain To Include Elements of Contextual Performance, In N. Schmitt & W. C. Borman (Eds.), Personnel Selection in Organizations (pp. 71-98). New York: JosseyBass.
• Campbell, J.P. (1990). Modeling the Performance Prediction Problem in Imdustrial and Organizational Psychology. Dunette M.D. ve Hough L.M. (Der). Handbook of Industrial and Organizational Psychology. Palo Alto CA: Consulting Psychologist Press, Inc. 687-732.
• Chen, F.C., Ku, E.C.S., Shyr Y.H., Chen F.H.and Chou, S.S. (2009). Emotional Awareness, And Job Satisfaction In Internships: TheModerating Effect of Social Support. Social Behavior and Personality, 1429-1440.
• Cheung, M.F. ve Law M.C. (2008), Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong, Asia Pacific Business Review, 14(2), 213-231.
• Cordes, C. L., Dougherty T. W. (1993). A Review And An Integration Of Research On Job Burnout. Academy Of Management Review, 18(4), 621-656.
• Cropanzano, R. (1999). Organizational Politics And Organizational Support As Predictors Of Work Attitudes, Job Performance, And Organizational Citizenship Behavior. Journal of Organizational Behavior, 20(2), 159-174.
• Çalışkan A., Akkoç İ. ve Turunç Ö. (2012). The Effect Of Perceived Organizational Support And Leadership Support On Innovative Behavior: Leader/Member Exchange As Mediator. 1. International Interdisciplinary Social Inquiry Conference, Bursa, 1-21.
• Çöl, G. (2008). Algılanan Güçlendirmenin İşgören Performansı Üzerine Etkileri. Doğuş Üniversitesi Dergisi, 9(1), 35-46.
• Dansereau, F., Graen, G.B. ve Haga, W. (1975), A Vertical Dyad Linkage Approach to Leadership within Formal Organizations, Organizational Behavior and Human Performance, 13, 46-78.
• Deconinck J.B. and Johnson J.T. (2009). The Effects of Perceived Supervisor Support, Perceived Organizational Support, and Organizational Justice On Turnover Among Salespeople, Journal of Personal Selling & Sales Management, 29(4), 333-350.
• Eder, P. and Eisenberger R. (2008). Perceived Organizational Support: Reducing the Negative Influence of Co-Worker Withdrawal Behavior, Journal of Management 34 (1): 55–68. doi:10.1177/0149206307309259.
• Eisenberger, R., Fasolo P., Davıs-Lamastro V. (1990). Perceived Organizational Support and Employee Diligence, Commitment, and Innovation, Journal of Applied Psychology, 75(1), 51-59.
• Eisenberger, R., Huntingon, R., Hutchison, S. and Sowa, D. (1986). Perceived Organizational Support, Journal of Applied Psychology, 71(3), 500-510.
• Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, E.T. and Gonzalez-Morales, M.G. (2010). Leader-Member Exchange and Affective Organizational Commitment: The Contribution of Supervisor’s Organizational Embodiment, Journal of Applied Psychology, 95(6), 1085-1103.
• Eisenberger, R., Stinglhamber, F, Vandenberghe, C, Sucharski I., Rhoades L. (2002). Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention, Journal of Applied Psychology, 87(3), 565-568.
• Ergün E. (2018) Lider Desteğinin Lider Üye Etkileşimine ve İş Tatminine Etkileri, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 32(1), 177-193.
• Gagnon, M. A. and Michael J. H. (2004). Outcomes of Perceived Supervisor Support For Wood Production Employees, Forest Products Journal, 54(12),172-177.
• Gerstner, C.R.ve Day, D.V. (1997). Meta Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues, Journal of Applied Psychology, 82(6), 827-844.
• Gouldner, A. (1960). The Norm of Reciprocity: A Preliminary Statement. American Sociological Review 25(2), 161-178. doi:10.2307/2092623.
• Graen, G.B. and Uhl-Bien, M. (1991). The transformation of professionals into self-managing and partially self-designing contributions: Toward a theory of leader-making. Journal of Management Systems, 3(3), 33-48.
• Graen, G.B. and Uhl-Bien, M. (1995). Reletaionship-Based Approach to Leadership: Development of Leader-Member Exchange (LMX) Theory of Leadership over 25 Years: Applying a Multi-Level Multi Domain Perspective, Leadership Quarterly, 6, 219-247.
• Graen, G.B., Liden, R., and Hoel, W. (1982). Role Of Leadership In The Employee Withdrawal Process. Journal Of Applied Psychology, 67, 868-872.
• Grandey, J. (1997).The relationship of organizational politics and support to work behaviors, attitudes, and stres, Journal of Organizational Behavior, 18(2), 159-180.
• Ilies, R., Nahrgang, J.D. and Morgeson, F.P. (2007). Leader– member exchange and citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 92, 269-277.
• Jansen, K. (2005). Management commitment to safety as organizational support: Relationships with non-safety outcomes in wood manufacturing employees, Journal of Safety Research, 36(2), 171-179.
• Janssen, O., and Yperen, N W. (2004). Employees Goal Orientations, the Quality of Leader-Member Exchange, and The Outcomes of Job Performance and Job Satisfaction. Academy of Management Journal, 47(3), 368-384.
• Kaufman, J.D., Stamper, C.L. ve Tesluk, P.E. (2001), Do Supportive Organizations Make for Good Corporate Citizens?, Journal of Managerial Issues, 13(4), 436-449.
• Kim, S., O’Neill, J. W., & Jeong, S. E. (2004). The Relationship Among Leader- Member Exchange, Perceived Organizational Support, and Trust in Hotel Organizations. Journal of Human Resources in Hospitality & Tourism, 3(1), 59-67.
• Kim, T.Y., Liu Z. ve Diefendorff J.M. (2015). Leader–member exchange and job performance: The effects of taking charge and organizational tenure Journal of Organizational Behavior, 36, 216-231, Doi: 10.1002/job.1971.
• Kirkman, B. L. and Rosen, B. (1999). Beyond Self-Management: Antecedents And Consequences Of Team Empowerment. The Academy of Management Journal, 42(1), 58-74.
• Kraimer, M.L., Wayne, S.J., and Jaworski, R.A. (2001), Sources of Support and Expatriate Performance: The Mediating Role of Expatriate Adjustment, Personnel Psychology, 54, 71-99.
• Kuvaas, B. (2008). An exploration of how the employee-organization relationship affects the linkage between perceptions of developmental human resource practices and employee outcomes. Journal of Management Studies, 45, 1-25.
• Lepore, S, J., Evans, G, W., Schneider, M. (1991). Dynamic Role of Social Support in The Link Between Chronic Stress and Psychological Distress. Journal of Personality and Social Psychology, 61(6), 899-909.
• Lewin, W.G. (1967). Resolving Social Conflicts: Selected Papers On Group Dynamics. A Harper International Edition, jointly published by Harper&Row, New York, Evanston&London and John Weatherhill, Inc., Tokyo.
• Martin, R., Guillaume, Y., Thomas, G., Lee, A., and Epitropaki, O. (2016). Leader–member exchange (LMX) and performance: A meta-analytic review. Personnel Psychology, 69, 67-121.
• Maslyn, J.M., Uhl-Bien, M., (2001). Leader-Member Exchange and Its Dimensions: Effects of Self-Effort and Other’s Effort on Relationship Quality, 86(4), 697-708.
• Masterson, S. S., Lewis, K., Goldman, B. M., Taylor, M. S. (2000). Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationship. Academy of Management Journal, 43(4), 738-748.
• Montes, J. L., Moreno, A. R., Morales, V. G. (2005). Influence of Support Leadership and Teamwork Cohesion on Organizational Learning, Innovation and Performance An Empirical Examination, Technovation, 25, 1159-1172.
• Motowidlo, S. J. (2003). Job performance, In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of Psychology: 12. Industrial and Organizational Psychology (pp. 39-53), John Wiley and Sons, Hoboken, NJ.
• Netemeyer, R.G., Boles, J.S., Mckee D.O. and Mcmurrıan, R. (1997). An Investigation into The Antecedents of Organizational Citizenship Behaviors in A Personal Selling Context, Journal of Marketing, 61, 85-98.
• Olson, D.M. and Borman, W.C. (1989). More Evidence on Relationships Between The Work Environment and Job Performance, Human Performance, 2, 113-130.
• Organ, D.W. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington, MA: Lexington Books,
• Özutku, H., Ağca V., Cevrioğlu E. (2008). Lider-Üye Etkileşim Teorisi Çerçevesinde, Yönetici-Ast Etkileşimi İle Örgütsel Bağlılık Boyutları ve İş Performansı Arasındaki İlişki. Ampirik Bir İnceleme, İktisadi ve İdari Bilimler Dergisi, 22 (2), 193-210.
• Podsakoff, P.M., MacKenzie, B. and Bommer, W.H. (1996). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 22(2), 259-298.
• Randall, M.L., Cropanzano, R., Bormann, C.A. and Birjulin A. (1999), “Organizational Politics and Organizational Support as Predictors of Work Attitudes, Job Performance, and Organizational Citizenship Behavior” Journal of Organizational Behavior, 20(2), 159-174.
• Rhoades, L. and Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature, Journal of Applied Psychology, 87(4), 698-714.
• Sarason, I., Levine, M.H., Basham, B.R. and Sarason, B.R. (1983). Assessing Social Support: The Social Support Questionnaire, Journal of Personality and Social Psychology, 44(1), 127-139.
• Schaefer, J.A. and Moos, R.H. (1993). Relationship, Task, and System Stressors in The Health Care Workplace. Journal ofCommunity and Applied Social Psychology, 3, 285-298.
• Schaubroeck, J. and Fink, L.S. (1998). Facilitating And İnhibiting Efects Of Job Control And Social Support On Stress Outcomes And Role Behavior: A Contingency Model, Journal Of Organizational Behavior, 19(2), 167-195.
• Schermerhorn, J.R. (1989). Management for Productivity, 3rd Ed., John Wiley and Sons, New York.
• Schriesheim, C.A., Castro S.L., Zhou, X.T. and Yammarino, F.J., (2001). The Folly of Theorizing “A” But Testing “B” A Selective Level-of-Analysis Review of Field and a Detailed Leader Member Exchange Illustration, The Leadership Quarterly, 12, 515-551.
• Schyns, B., Paul, T., Gisela, M., and Hartmut, B. (2005). Comparing Antecedents and Consequences of Leader-Member Exchange in a German Working Context to Finding in the US, European Journal of Work and Organizational Psychology, 14(1), 1-22.
• Sekaran, U. (1992). Research Methods For Business. Canada: John Wiley Sons, Inc.
• Settoon, R.P., Bennett N. and Liden R.C. (1996). Social Exchange in Organizations: Perceived Organizational Support, Leader-Member Exchange, and Employee Reciprocity, Journal of Applied Psychology, 81(3), 219-227.
• Shanock, L. R. and Eisenberger R. (2006), “When Supervisors Feel Supported: Relationships With Subordinates’ Perceived Supervisor Support, Perceived Organizational Support, and Performance”, Journal of Applied Psychology, 91(3), 689-695.
• Sigler, T.H. and Pearson, C.M. (2000). Creating An Empowering Culture: Examining The Relationship Between Organizational Culture and Perceptions of Empowerment, Journal of Quality Management, 5, 27-52.
• Silbert, L.T. (2005). The Effect of Tangible Rewards on Perceived Organizational Support (Dissertation of Master of Management Sciences).: University of Waterloo, Waterloo.
• Singh, A.K. ad Singh, A.P. (2010). Role of Stress and Organizational Support in Predicting Organizational Citizenship Behavior, The IUP Journal of Organizational Behavior, 9(4), 7-25.
• Singh, J. (2000), Performance Productivity and Quality of Frontline Employees In Service Organizations, Journal of Marketing, 642, 15-34.
• Stassen, M., and Ursel, N. D. (2009). Perceived Organizational Support, Career Satisfaction, and The Retention of Older Workers, Journal of Occupational and Organizational Psychology, 82, 201-220.
• Stinglhamber, F.,Vandenberghe, C. (2003). Organizations and supervisors as source of support and targets of commitment: a longitudinal study. Journal of Organizational Behavior, 24, 251-270.
• Totterdell, P. and Holman D. (1998). Emotion Regulation in Customer Service Roles: Testing A Model Of Emotional Labor. Journal of Personality and Social Psychology, 74(6), 115.
• Turunç, Ö. ve Çelik, M. (2010). “Çalışanların Algıladıkları Örgütsel Destek ve İş Stresinin Örgütsel Özdeşleşme ve İş Performansına Etkisi, Yönetim ve Ekonomi, 17(2), 183-206.
• Wayne, S. J., Shore, L. M., Bommer, W. H., and Tetrick, L. E. (2002). The Role of Fair Treatment and Rewards in Perceptions of Organizational Support and Leader- Member Exchange. Journal of Applied Psychology, 87(3), 590-598.
• Wayne, S.J., Shore, L.M., and Liden, R.C. (1997). Perceived Organizational Supportand Leader-Member Exchange: A Social Exchange Perspective, Academy of Management Journal, 40(1), 85-592.
• Yılmaz, A. (2016). Algılanan Örgütsel Destek Ortamında İş Stresi Ve İş Yaşam Kalitesinin İş Performansı Üzerine Etkisinin Araştırılması: İstanbul'da Bulunan Beş Yıldızlı Otellerde Çalışan Aşçılar Üzerine Bir Araştırma (Yayımlanmamış Doktora Tezi), İstanbul Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.