Otantik Liderlik ve İşten Ayrılma Niyeti İlişkisi: Algılanan Örgütsel Desteğin Aracılık Etkisi

Year 2021, Volume: 20 Issue: 3, 1297 - 1323, 29.07.2021

Cenk Tufan

https://doi.org/10.21547/jss.876033

Cited By: 1

Abstract

Küreselleşmenin beraberinde getirdiği uluslararası rekabet nedeni ile işletmeler kendilerine rekabet avantajı sağlayacak yeniliklere yönelmeye başlamıştır. Bu bağlamda değer yaratmak önem kazandığından çalışanlar stratejik değer yaratan bir unsur olarak görülmeye başlanmıştır. Bu sebeple işletmeler için, stratejik bir unsur haline gelen çalışanın işten ayrılma niyeti ciddi bir mesele oluşturmaktadır. Yüksek düzeyde özgünlük, konuşmada dürüstlük ve davranışta bütünlük, yüksek etik standartlar ve karar ve eylemlerde ahlaki değerlere bağlılık, çalışanın gelişimine ve çalışanların refahına önem verme ile karakterize edilen otantik liderlik ise algılanan örgütsel desteği ve çalışanların işten ayrılma niyetlerini etkileyebilmektedir.
Bu çalışmada, lojistik hizmet sağlayıcılarında otantik liderliğin işten ayrılma niyeti üzerindeki etkisi incelenerek bu ilişkide algılanan örgütsel desteğin aracılık etkisinin ölçülmesi amaçlanmıştır. Araştırmada Türkiye İhracat Meclisi’ nin ‘‘2018 Yılı Türkiye’nin İlk 500 Hizmet İhracatçısı Araştırması’’nda yer alan Yük Taşımacılığı ve Lojistik sektöründe faaliyet gösteren 26 firmanın alt ve orta kademedeki beyaz yakalı çalışanına anket formu gönderilmiştir. Yapısal eşitlik modeli kullanılarak, geri dönüş elde edilen 245 anketten toplanan veriler incelenmiştir. Araştırma bulgularına göre, otantik liderliğin işten ayrılma niyetinde negatif yönlü anlamlı bir etkiye sahip olduğu; algılanan örgütsel desteğin işten ayrılma niyeti üzerinde negatif yönlü anlamlı bir etkiye sahip olduğu; otantik liderliğin algılanan örgütsel desteği pozitif ve anlamlı bir şekilde etkilediği ve otantik liderlik ile işten ayrılma niyeti arasında algılanan örgütsel desteğin, kısmen aracılık etkisinin bulunduğu sonucuna varılmıştır.

Keywords

otantik liderlik, algılanan örgütsel destek, işten ayrılma niyeti, aracılık etkisi

The Relationship of Authentic Leadership and Turnover Intention: The Mediating Effect of Perceived Organizational Support

Abstract

Due to the international competition brought about by globalization, businesses have started to turn to innovations that will provide them with a competitive advantage. In this context, as creating value has become important, employees have begun to be seen as an element that creates strategic value. For this reason, the turnover intention of the employee, which has become a strategic element, is an important problem for businesses. Authentic leaders can be defined as people who can influence a high level of authenticity, honesty in speech and integrity in behavior, high ethical standards and adherence to moral values in decision and action, caring for the development and well-being of employees, perceived organizational support, and turnover intentions.
In this study, it was aimed to investigate the effect of authentic leadership on the intention to quit in logistics service providers and to measure the mediating effect of perceived organizational support in this relationship. A questionnaire form was sent to the white collar employees of 26 companies operating in the Freight Transport and logistics sector in the ‘2018 Turkey's top 500 service exporter survey " of the Turkish export Assembly. Data collected from 245 questionnaires were examined by the structural equation model. As a results, authentic leadership has a negative and significant effect on the turnover intention; perceived organizational support had a negative and significant effect on turnover intentions; and authentic leadership has a positive and significant effect on perceived organizational support, and perceived organizational support has a partial mediating effect on the relationship between authentic leadership and turnover intention

Keywords

authentic leadership, percived organizational support, turnover intention, mediating effect

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