Paradoksal Lider Davranışı ve Proaktif Davranışların Role Dayalı Performansa Etkisinde Algılanan Motivasyon İkliminin Aracı Rolü

Year 2022, Volume: 24 Issue: 2, 347 - 377, 30.12.2022

Burcu Maraşlıoğlu , Şevki Özgener

Abstract

Hızlı teknolojik gelişmeler ve rekabetçi koşulların olduğu uluslararası pazarlarda paradoksal liderlikle birlikte hangi proaktif davranışların çalışanların üstlendikleri rollerien iyi şekilde yerine getirmeleri için etkili olabileceğine dair tartışmalar artan ölçüde ilgi görmektedir. Bu çalışmanın amacı, algılanan motivasyon ikliminin aracı olması durumunda paradoksal lider davranışı ve proaktif davranışların role dayalı performansına etkilerini ortaya koymaktır. Araştırmada örneklemi Kayseri ili imalat sanayinde faaliyet gösteren işletmelerdeki mavi ve beyaz yakalı çalışanlar oluşturmaktadır (n=693). Veriler, paradoksal liderlik, proaktif davranışlar, algılanan motivasyon iklimi ve role dayalı performans ölçeklerinden oluşan anket yardımıyla elde edilmiştir. Doğrulayıcı faktör analizi ile ölçüm modeli oluşturulduktan sonra araştırma modeli ve hipotezlerini test etmek için yapısal eşitlik modellemesi ve Preacher ve Hayes tarafın (2008) önerilen BC Önyükleme yöntemi kullanılmıştır. Araştırma bulgularına göre paradoksal liderliğin role dayalı performansı negatif ve anlamlı şekilde etkilediği ortaya konmuştur. Fakat algılanan motivasyon ikliminin ve proaktif davranış türlerinden sadece inisiyatif alma ve özerkliğin role dayalı performansı pozitif ve anlamlı şekilde etkilediği gözlenmiştir. Ayrıca çalışmada algılanan motivasyon iklimi, hem paradoksal liderliğin role dayalı performansa etkisinde hem de proaktif davranış biçimlerinden biri olarak inisiyatif alma ve özerkliğin role dayalı performansa etkisinde aracılık etmektedir. Son olarak çalışmada sonuçların ve sınırlılıkların tartışılmakta, imalat sanayi işletmeleri çalışanlarına yönelik çıkarımlar ve gelecekteki araştırmalar için yollar sunulmaktadır.

Keywords

Paradoksal Lider Davranışı, Proaktif Davranışlar, Role Dayalı Performans, Algılanan Motivasyon İklimi., Paradoxical Leader Behavior, Proactive Behaviors, Perceived Motivational Climate, Role-Based Performance.

The Impacts of Paradoxical Leader Behavior and Proactive Behaviors on The Role-Based Performance: The Mediating Role of Perceived Motivational Climate

Abstract

In international markets with rapid technological developments and competitive conditions, discussions about which proactive behaviors with paradoxical leadership can be effective for employees to perform their roles in the best way are increasingly interesting. The purpose of this study is to reveal the effects of paradoxical leader behavior and proactive behaviors on role-based performance when the perceived motivational climate is a mediator variable. The sampling of the research consists of blue and white-collar workers in the manufacturing industry in Kayseri (n=693). Data were obtained using a questionnaire consisting of paradoxical leadership, proactive behaviors, perceived motivational climate, and role-based performance scales. After constituting the measurement model with confirmatory factor analysis, structural equation modelling and the BC Bootstrap method proposed by Preacher and Hayes (2008) were used to test the research model and hypotheses. According to research findings, it revealed that paradoxical leadership negatively and significantly affected role-based performance. However, it was observed that only initiative and autonomy as one of the types of proactive behavior and perceived motivational climate had a positive and significant effect on role-based performance. Moreover, the perceived motivational climate mediates both the effect of paradoxical leadership on role-based performance and only the effect of initiative and autonomy as a form of proactive behaviors on role-based performance. Finally, discussions of the results and limitations, implications for employees in manufacturing enterprises and avenues for future research are presented in the study.

Keywords

Paradoxical Leader Behavior, Proactive Behaviors, Perceived Motivational Climate, Role-Based Performance.

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