The Effect of Paternalistic Leadership Perception on Employee Silence

Year 2022, , 27 - 45, 30.05.2022

Hamza Öz , Seniye Kılıç , Murat Çalışır

https://doi.org/10.53047/josse.1075642

Cited By: 2

Abstract

In this study, information about the concepts of paternalist leadership and employee silence is presented and the perspectives of the employees of the organization on paternalist leadership, whether there is a significant relationship between employee silence and paternalist leadership in organizations where the perception of paternalist leadership is dominant, has been examined. In this direction, it is aimed to reveal whether there is a relationship between the paternalistic leadership perception of administrative personnel working in higher education institutions and employee silence. The universe of the research carried out in the relational scanning model; The personnel working in the administrative staff at Yozgat Bozok University are the sample of the research; They are the administrative staff of Yozgat Bozok University, which consists of 382 people. The data obtained in the research were collected by the survey method. In organizations managed with a paternalistic leadership perception, the behavior of the employees is examined closely and it is investigated whether there is any interaction. As a result, it is understood that, in general, the sub-dimension of creating a family atmosphere in the workplace has a low level of negative relationship with other dimensions, and a low level of positive relationship between each other in other sub-dimensions between paternalistic leadership and employee silence levels.

Keywords

Leadership, paternalism, paternalistic leadership, organizational silence, employee silence

Paternalist Liderlik Algısının Çalışan Sessizliği Üzerindeki Etkisi

Abstract

Bu çalışmada paternalist liderlik ve çalışan sessizliği kavramları hakkında bilgiler sunulmuş ve örgüt çalışanlarının paternalist liderliğe bakış açıları, paternalist liderlik algısının hâkim olduğu örgütlerde çalışan sessizliği ile paternalist liderlik arasında anlamlı bir ilişki olup olmadığı hususları incelenmiştir. Bu doğrultuda yükseköğretim kurumlarında görev yapan idari personellerin paternalist liderlik algısı ile çalışan sessizliği arasında ilişki olup olmadığını ortaya koymak amaçlanmaktadır. İlişkisel tarama modelinde gerçekleştirilen araştırmanın evrenini; Yozgat Bozok Üniversitesi’nde idari kadroda görev yapan personeller araştırmanın örneklemini ise; 382 kişiden oluşan Yozgat Bozok Üniversitesi idari personelidir. Araştırmada elde edilen veriler anket yöntemi ile toplanmıştır. Paternalist liderlik algısı ile yönetilen örgütlerde iş görenlerin davranışları yakından incelenerek herhangi bir etkileşim olup olmadığı araştırılmaktadır. Sonuç olarak paternalist liderlik ile çalışan sessizliği düzeyleri arasında, genel olarak iş yerinde aile ortamı oluşturma alt boyutunun diğer boyutlarla düşük düzeyde negatif yönlü bir ilişki düzeyine sahip olduğu, diğer alt boyutlarda kendi aralarında düşük düzeyde pozitif yönde bir ilişkiye sahip oldukları anlaşılmaktadır.

Keywords

Liderlik, Paternalizm, paternalist liderlik, örgütsel sessizlik, çalışan sessizliği

References

• Arıkboga, F.S. (2014). Management skills, Istanbul: Der Publishing.
• Aslan, E. (2015). “The role of work ethic in the effect of paternalist leadership on employee performance”, (Unpublished Master's Thesis), Beykent University Institute of Social Sciences, Istanbul.
• Aycan, Z. (2001). “Human resource management in turkey: current issues and future challenges”, International Journal of Manpower, 22 (3).
• Aycan, Z. (2006). Paternalism: Towards conceptual refinement and operationalization, Yang, KS, Hwang, KK and Kim, U. (Eds.), Scientific advances in industrial psychologies: empirical, scientific, and cultural contributions, London: Cambridge University Press, 445-466.
• Aycan, Z., Kanungo, RN, Mendonca, M., Yu, K., Deller, J., Stahl, G. and Khursid, A., (2000). Impact of culture on human resource management practices: A ten country comparison, Applied Psychology: An International Review, 49 (1).
• Aydınoglu, N. (2020). Investigation of the effects of administrators' authentic and paternalistic leadership behaviors on teachers' motivation, job satisfaction and organizational commitment (Ankara private schools example). (Unpublished PhD Thesis).
• Basaran, I.E. (1991). Organizational behavior - man's productive power. Ankara: Gul Publishing House.
• Bennis, W. (2016). To be a leader (5th Edition). Istanbul, Aura Publishing.
• Brinsfield, CT (2009). Employee silence: Investigation of dimensionality, development of measures, and examination of related factors. Unpublished MBA Thesis. Ohio: The Ohio State University.
• Cerit, Y. (2012). The relationship between paternalistic leadership and satisfaction with the manager and the nature of work. Ondokuz Mayıs University Journal of the Faculty of Education, 31 (2).
• Cesur, DK, Erkilet, A. and Taylan, H. (2015). The relationship between paternalistic leadership and organizational culture: The case of Sakarya University. Journal of Academic Reviews (AID), 14 (1), 87-116.
• Cakici, A. (2010). Why do we prefer to remain silent about the silence of those who work in organizations?, Ankara: Detay Pubishing.
• Cakici, A. and Aysen, B. (2014). Is executive silence possible in organizations? An exploratory research, Journal of Niğde University Faculty of Economics and Administrative Sciences, 7 (1).
• Calıskan, N. and Ozkoc, AG (2016). Determination of national culture types that affect the perception of paternalistic leadership in organizations. Journal of Yasar University, 11 (44), 240-250.
• Steel, V. (2007). Educational leadership (4th Edition). Ankara: Pegem A Publications.
• Cetin, G. and Beceren, E. (2007). Leading personality: Gandhi. Journal of the Social Sciences Institute of Süleyman Demirel University, 5.
• Cetindere, ED (2019). Examining the relationship between teachers' perceptions of organizational silence and their motivation. (Unpublished Master's Thesis). Yıldız Technical University Institute of Social Sciences, Istanbul.
• Daglı, A. and Agalday, B. (2018). Examination of school principals' paternalistic leadership behaviors. Electronic Journal of Social Sciences, 17 (66), 518-534.
• Demir, E. and Comert, M. (2019). Organizational silence perceptions of secondary school teachers. Journal of Mehmet Akif Ersoy University Faculty of Education (49), 148-165.
• Dincer, H. (2017). The relationship between mobbing and organizational silence in the workplace: A research on the energy sector. (Unpublished Master's Thesis). Beykent University Institute of Social Sciences, Istanbul.
• Dogan, S. and Kır, A. (2018). The relationship between organizational silence, burnout syndrome and employee performance. Journal of Ömer Halisdemir University, Faculty of Economics and Administrative Sciences, 11 (4), 1-14.
• Erbasi, A. and Akdeniz, G. (2021). The effect of perception of performance appraisal errors on employee silence. Pamukkale University Journal of Social Sciences Institute (46), 243-253. Erben, GS and Otken, AB (2014). The role of work-life balance in the relationship between paternalistic leadership and work-related happiness. Journal of Management and Economics Studies, 12 (22), 103-121.
• Eren, E. (2017). Management and organization. Istanbul: Beta Publishing House.
• Erogluer, K. and Erselcan, RC (2017). The Effect of Employees' Perception of Organizational Justice and Burnout Levels on Employee Silence. Business and Economics Research Journal, 8 (2).
• Erol, G. (2012). Relationship between leadership styles and organizational silence: a research in hotel businesses. (Unpublished Master's Thesis), Balikesir University Institute of Social Sciences, Balikesir.
• Gokce, N. (2013). Organizational silence levels of high school teachers. (Unpublished Master's Thesis). Maltepe University, Institute of Social Sciences, Istanbul.
• Karabulut, A. and Seymen, O. (2020). The mediating effect of perceived managerial support in the relationship between paternalistic leadership style and organizational identification. Çanakkale Onsekiz Mart University International Journal of Social Sciences, 5 (2), 59-82.
• Karasar, N. (2007). Scientific research method. Ankara: Nobel Publishing.
• Kennedy, J. and Anderson, R. (2002). “Impact of leadership style and emotions on subordinate performance”, The Leadership Quarterly, 13.
• Khalid, J. and Ahmed, J. (2016). Perceived organizational politics and employee silence: Supervisor trust as a moderator. Journal of the Asia Pacific Economy. 21 (2).
• Khlaf, AEA and Tekin, E. (2021). The effect of national culture on the perception of paternalistic leadership: The case of Libya. Journal of Social and Cultural Studies (7), 44-70.
• Koksal, O. (2011). A cultural leadership paradox: Paternalism. Journal of Mustafa Kemal University Institute of Social Sciences, 8 (15), 101-122.
• Morrison EW and Mıllıken FJ (2000). “Organizational silence: A barrier to change and development in a pluralistic”, The Academy Of Management Review, 25.
• Nikmaram, S., Yamchi, H. G, Shojai, S., Zahmani, MA, and Alvani, SM (2012). Study on relationship between organizational silence and commitment in Iran. World Applied Science Journal. 17 (10).
• Oz, H. (2019). Data-based school administrator selection, training and assignment model. Journal of Social Sciences and Education, 2 (2), 311-334. https://dergipark.org.tr/tr/pub/josse/issue/49908/600008
• Ozgenel, M. and Dursun, İ. E. (2020). The effect of school principals' paternalistic leadership behaviors on school culture. Journal of Social, Human and Administrative Sciences, 3 (4), 284-302.
• Ozmen, A. (2019). The Relationship Between Paternalist Leadership and Mobbing: A Research in Public Institutions. Journal of the Faculty of Economics and Administrative Sciences of Süleyman Demirel University, 24 (2), 253-262.
• Ozyılmaz, B. and Lale, O. (2019). The effect of paternalistic leadership perception on employee voice: A research on food industry employees. Management and Economics: Journal of Celal Bayar University Faculty of Economics and Administrative Sciences, 26 (2), 397-410.
• Paksoy, M. (2002). “People and total quality management in the working environment. Istanbul University Faculty of Business Publications, No: 282.
• Pellegrini, EK and Scandura, TA (2006). “Leader–member exchange (lmx), paternalism, and delegation in the Turkish business culture: An empirical investigation”, Journal of International Business Studies. 37 (264).
• Pinder, CC and KP Harlos. (2001). Employee silence: Quiescence and acquiescence as response to perception injustice. Research in Personnel and Human Resources Management.
• Sehitoğlu, Y. and Zehir, C. (2010). Investigation of employee performance in Turkish public institutions in the context of employee silence and organizational citizenship behavior. Journal of Public Administration, 43 (4), 87-110.
• Sisman, M. (2012). Instructional leadership (4th Edition). Ankara: Pegem Academy.
• Taskiran, E. (2011). Interaction between leadership and organizational silence:(Role of organizational justice) . Istanbul: Beta Publishing.
• Taslıyan, M., Cicekoglu, H., and Bıyıkbeyi, T. (2017). The relationship between paternalst leadership and organizational communication: An example of a municipality in the Eastern Mediterranean region. Assam International Refereed Journal, 4 (8), 70-87.
• Tayfun, A. and Catir, O. (2013). A research on the relationship between organizational silence and employee performance. Journal of Business Studies, 5 (3), 114-134.
• Tekin, E. (2019). A research on the effect of paternalistic leadership on job satisfaction and employee performance. Third Sector Social Economic Review, 54 (1), 178-204.
• Ucar, Z. (2019). Relationship between paternalistic leadership and job satisfaction from the lens of leader member interaction. Bitlis Eren University Faculty of Economics and Administrative Sciences Academic Projection Journal, 4 (1), 28-49.
• Whiteside, D. and Barclay, LJ (2013). Echoes of silence: Employee silence as a mediator between overall justice and employee outcomes. Journal of Business Ethics, 116 (2).
• Yıldız, A. and Ekingen, E. (2020). Testing the effect of paternalistic leadership on service innovation behavior and the mediating role of job satisfaction with structural equation modeling. Journal of Business Studies, 12 (3), 2916-2926.
• Yukl, G. (2002). “ Leadership in organization” (5th Edition). New Jersey: Prentice-Hall International, Inc.