The Effect of Laissez-Faire Leadership on Interpersonal Conflict and Work Alienation: The Mediating Role of Role Ambiguity

Year 2022, Volume: 24 Issue: 42, 527 - 545, 27.06.2022

Esra Ulukök , Ethem Merdan

Abstract

Constructive leadership behaviors have been the primary focus of the organizational behavior field, while destructive leadership behavior, although quite common in business life, has received less attention. The main purpose of this study is to investigate the mediating role of role ambiguity in the relationship of laissez-faire leadership with interpersonal conflict and work alienation, based on role stress theory. The results of this cross-sectional study using a sample of 368 municipal employees from the Central Anatolia Region showed that laissez-faire leadership was positively associated with role ambiguity, work alienation, and conflict with co-workers. According to the results of the mediation analysis, role ambiguity mediated the positive relationship between laissez-faire leadership and co-worker conflict, while role ambiguity did not mediate the relationship between laissez-faire leadership and job alienation. Implications for theory and practice as well as directions for future research are discussed.

Keywords

Laissez‐Faire Leadership, Role Ambiguity, Conflict with Coworkers, Work Alienation

Tam Serbesti Tanıyan Liderliğin Kişilerarası Çatışma ve İşe Yabancılaşma Üzerindeki Etkisi: Rol Belirsizliğinin Aracı Rolü

Abstract

Yapıcı liderlik davranışları, örgütsel davranış alanının birincil odak noktası olurken, yıkıcı liderlik davranışı iş yaşamında oldukça yaygın olmasına rağmen daha az ilgi görmüştür. Bu çalışmanın temel amacı, rol stresi teorisine dayanarak, tam serbesti tanıyan liderliğin, kişiler arası çatışma ve işe yabancılaşma ile ilişkisinde rol belirsizliğinin aracı rolünü araştırmaktır. İç Anadolu Bölgesi’ndeki 368 belediye çalışanından oluşan bir örneklemi kullanan bu kesitsel çalışmanın sonuçları, tam serbesti tanıyan liderliğin rol belirsizliği, işe yabancılaşma ve iş arkadaşları ile çatışma ile pozitif ilişkili olduğunu göstermiştir. Aracılık analizi sonuçlarına göre, rol belirsizliği, tam serbesti tanıyan liderlik ile iş arkadaşları çatışması arasındaki pozitif ilişkiye aracılık ederken, tam serbesti tanıyan liderlik ve işe yabancılık ilişkisinde rol belirsizliğinin aracı rolü bulunmamıştır. Teori ve uygulamalar için çıkarımların yanı sıra gelecekteki araştırmalar için yönelimler tartışılmaktadır.

Keywords

Tam Serbesti Tanıyan Liderlik, Rol Belirsizliği, İş Arkadaşları İle Çatışma, İşe Yabancılaşma

References

• Aasland, M. S., Skogstad, A., Notelaers, G., Nielsen, M. B. ve Einarsen, S. (2010). The Prevalence of Destructive Leadership Behaviour. British Journal of management, 21, 438-452.
• Ågotnes, K.W., Einarsen, S. V., Hetland, J. ve Skogstad, A. (2018). The Moderating Effect of Laissez‐ Faire Leadership on The Relationship Between Co‐Worker Conflicts And New Cases of Workplace Bullying: A True Prospective Design. Human Resource Management Journal, 28, 555–568.
• Al-Malki, M. ve Juan, W. (2018). Impact of Laissez-Faire Leadership on Role Ambiguity and Role Conflict: Implications for Job Performance. International Journal of Innovation and Economic Development, 4(1), 29-43.
• Amarat, M., Akbolat, M., Ünal, Ö. ve Güneş Karakaya, B. (2019). The Mediating Role of Work Alienation in The Effect of Workplace Loneliness on Nurses’ Performance. Journal of nursing management, 27(3), 553-559.
• Antonakis, J., Avolio, B. J. ve Sivasubramaniam, N. (2003). Context and Leadership: An Examination of The Nine-Factor Full-Range Leadership Theory Using The Multifactor Leadership Questionnaire. The Leadership Quarterly, 14, 261-295.
• Atay, S. E. ve Gerçek, M. (2017). Algılanan Rol Belirsizliğinin İşe Yabancılaşma Üzerindeki Etkisinin ve Demografik Değişkenlere Göre Farklılıklarının İncelenmesi. Ordu Üniversitesi Sosyal Bilimler Araştırmaları Dergisi, 7(2), 321-332.
• Avolio, B. J., Bass, B. M. ve Jung, D. I. (1999). Re‐Examining The Components of Transformational and Transactional Leadership Using The Multifactor Leadership. Journal of Occupational and Organizational Psychology, 72, 441-462.
• Avolio, B. J. ve Bass, B. M. (2004). Multifactor Leadership Questionnaire (TM). Mind Garden, Inc. Menlo Park, CA.
• Aytaç, S. ve Başol, O. (2018). İşyerinde Kişilerarası Çatışma Ölçeğinin Geçerlik ve Güvenirlik Çalışması. Yönetim Bilimleri Dergisi, 16(32), 471-484.
• Banai, M. ve Reisel, W. D. (2007). The Influence of Supportive Leadership and Job Characteristics on Work Alienation: A Six-Country Investigation. Journal of World Business, 42, 463-476.
• Barki, H. ve Hartwick, J. (2004). Conceptualizing The Construct of Interpersonal Conflict. International Journal of Conflict Management, 15(3), 216-244.
• Barling, J. ve Frone, M. R. (2017). If Only My Leader Would Just Do Something! Passive Leadership Undermines Employee Well-Being through Role Stressors and Psychological Resource Depletion. Stress and Health, 33(3), 211-222.
• Bass, B. M. (1990b). ‘Laissez-Faire Leadership Versus Motivation to Manage’. B. M. Bass (Ed.), Bass & Stogdill’s Handbook of Leadership. Theory, Research and Managerial Applications, içinde (ss. 544–559). New York: Free Press.
• Beehr, T. A. ve Glazer, S. (2005). Organizational Role Stress. J. Barling, E. K. Kelloway, & M. R. Frone (Ed.), Handbook of Work Stress içinde (ss. 7–33). Thousand Oaks, CA: Sage.
• Beehr, T. A., King, L. A. ve King., D. W. (1990). Social Support, And Occupational Stress: Talking to Supervisors. Journal of Vocational Behavior, 36, 61-81.
• Beehr, T. A. ve McGrath, J. E. (1992). Social Support, Occupational Stress and Anxiety. Anxiety, Stress, And Coping, 5, 7-19.
• Breevaart, K. ve Zacher, H. (2019). Main and Interactive Effects of Weekly Transformational and Laissez‐Faire Leadership on Followers’ Trust in The Leader and Leader Effectiveness. Journal of Occupational and Organizational Psychology, 92(2), 384-409.
• Ceylan, A. ve Sulu, S. (2011). Organizational Injustice and Work Alienation. Ekonomika A Managemet, 2, 65-78.
• De Dreu, C. K. W. (2006). When Too Little or Too Much Hurts: Evidence for A Curvilinear Relationship Between Task Conflict and Innovation in Teams. Journal of Management, 32(1), 83-107.
• Deluga, R. J. (1990). The Effects of Transformational, Transactional, And Laissez Faire Leadership Characteristics on Subordinate Influencing Behavior. Basic and Applied Social Psychology, 11(2), 191-203.
• Diebig, M. ve Bormann, K. C. (2020). The Dynamic Relationship Between Laissez-Faire Leadership and Day-Level Stress: A Role Theory Perspective. German Journal of Human Resource Management, 34(3), 324-344.
• Einarsen, S., Hoel, H., Zapf, D. ve Cooper, C. L. (Ed). (2003). Bullying and Emotional Abuse in The Workplace: International Perspectives in Research and Practice. London: Taylor & Francis.
• Eray, T. E. (2017). Rol Çatışması, Rol Belirsizliği ve İş Tatmini Arasındaki İlişkiler: İletişim Fakültesi Dekanları Üzerine Bir Uygulama. Akdeniz Üniversitesi İletişim Fakültesi Dergisi, (27), 201-213.
• Fiedler, F. E. (1996). Research on Leadership Selection and Training: One View of The Future. Administrative Science Quarterly, 41, 241-250.
• Frischer, J. ve Larsson, K. (2000). Laissez-Faire in Research Education – An Inquiry into A Swedish Doctoral Program. Higher Education Policy, 13, 131–155.
• Glambek, M., Skogstad, A. ve Einarsen, S. (2018). Workplace Bullying, The Development of Job Insecurity and The Role of Laissez-Faire Leadership: A Two-Wave Moderated Mediation Study. Work & Stress, 32(3), 297-312.
• Glazer, S. ve Beehr, T. A. (2005). Consistency of Implications of Three Role Stressors Across Four Countries. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26, 467-487.
• Günay, E. ve Köroğlu, A. (2013). Liderlik Tarzları ve Örgütsel Sessizlik İlişkisi: Otel İşletmelerinde Bir Araştırma. Seyahat ve Otel İşletmeciliği Dergisi, 10(3), 45-64.
• Hayes, A. F. (2013). Introduction to Mediation, Moderation and Conditional Process Analysis: A Regression-Based Approach. New York, NY: Guilford Press.
• Hinkin, T. R. ve Schriesheim, C. A. (2008a). An Examination of “Nonleadership": From Laissez-Faire Leadership to Leader Reward Omission and Punishment Omission. Journal of Applied Psychology, 93(6), 1234-1248.
• Hinkin, T. R. ve Schriesheim, C. A. (2008b). A Theoretical and Empirical Examination of The Transactional and Non-Leadership Dimensions of the Multifactor Leadership Questionnaire (MLQ). The Leadership Quarterly, 19(5), 501-513.
• Hirschfeld, R. R. ve Feild, H. S. (2000). Work Centrality and Work Alienation: Distinct Aspects of A General Commitment to Work. Journal of Organizational Behavior, 21(7), 789-800.
• Hoel, H., Glasø, L., Hetland, J., Cooper, C. L. ve Einarsen, S. (2010). Leadership Styles as Predictors of Self‐Reported and Observed Workplace Bullying. British Journal of management, 21, 453-468.
• House, R. J. ve Rizzo, J. R. (1972). Role Conflict and Ambiguity as Critical Variables in A Model of Organizational Behavior. Organizational behavior and human performance, 7(3), 467-505.
• Hu, L. T., ve Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria Versus New Alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
• İyigün, N. Ö. (2012). Örgütsel Adalet: Kuramsal Bir Yaklaşım. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 11(21), 49-64.
• Jackson, S. E. ve Schuler, R. S. (1985). A Meta-Analysis and Conceptual Critique of Research on Role Ambiguity and Role Conflict in Work Settings. Organizational behavior and human decision processes, 36(1), 16-78.
• Jehn K. A. (1997). A Qualitative Analysis of Conflict Types and Dimensions in Organizational Groups. Administrative Science Quarterly, 42(3), 530–557.
• Jehn, K. A., Greer, L., Levine, S. ve Szulanski, G. (2008). The Effects of Conflict Types, Dimensions, And Emergent States on Group Outcomes. Group Decision and Negotiation, 17, 465-495.
• Judge, T. A. ve Piccolo, R. F. (2004). Transformational and Transactional Leadership: A Meta-Analytic Test of Their Relative Value. Journal of Applied Behavioral Science, 89, 755-768.
• Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D. ve Rosenthal, R. A. (1964). Organizational Stress: Studies in Role Conflict and Ambiguity. Administrative Science Quarterly, 10(1), 125-129.
• Kanten, P. ve Ülker, F. (2014). Yönetim Tarzının Üretkenlik Karşıtı İş Davranışlarına Etkisinde İşe Yabancılaşmanın Aracılık Rolü. Muğla Sıtkı Koçman Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 32, 16-40.
• Kanungo, R. N. (1979). The Concepts of Alienation and Involvement Revisited. Psychological Bulletin, 86(1), 119–138.
• Kaya, K. (2021). Banka Çalışanlarında İşe Yabancılaşma, İş Doyumu ve Tükenmişlik Arasındaki İlişki. OPUS Uluslararası Toplum Araştırmaları Dergisi, 17(37), 4510-4534.
• Kelloway, E. K., Sivanathan, N., Francis, L. ve Barling, J. (2005). Poor Leadership. J. Barling, E. K. Kelloway & M. R. Frone (Ed.), Handbook of Work Stress. Thousand Oaks, CA: Sage.
• Kelloway, E. K., Turner, N., Barling, J. ve Loughlin, C. (2012). Transformational Leadership and Employee Psychological Well-Being: The Mediating Role of Employee Trust in Leadership. Work & Stress, 26(1), 39-55.
• Kılıç, R., Keklik, B. ve Yıldız, H. (2014). Dönüştürücü, Etkileşimci ve Tam Serbesti Tanıyan Liderlik Tarzlarının Örgütsel Sessizlik Üzerindeki Etkisini Belirlemeye Yönelik Bir Araştırma. Yönetim ve Ekonomi, 21(2), 249-268.
• Kurtulmuş, M. ve Yiğit, B. (2016). İşe yabancılaşmanın öğretmenlerin işten ayrılma niyetine etkisi. Mersin Üniversitesi Eğitim Fakültesi Dergisi, 12(3), 860-871.
• LaRocco, J. M., House, J. S. ve French Jr, J. R. (1980). Social Support, Occupational Stress, And Health. Journal of Health and Social Behavior, 21(3), 202-218.
• La Rocco, J. M. ve Jones, A. P. (1978). Co-Worker and Leader Support as Moderators of Stress-Strain Relationships in Work Situations. Journal of Applied Psychology, 63(5), 629-634.
• Lundmark, R., Richter, A. ve Tafvelin, S. (2022). Consequences of Managers’ Laissez-faire Leadership During Organizational Restructuring. Journal of Change Management, 22(1), 40-58.
• Michaels, R. E., Cron, W. L., Dubinsky, A. J. ve Joachimsthaler, E. A. (1988). Influence of Formalization on The Organizational Commitment and Work Alienation of Salespeople and Industrial Buyers. Journal of Marketing Research, 25(4), 376-383.
• Mottaz, C. J. (1981). Some Determinants of Work Alienation. The Sociological Quarterly, 22, 515-529.
• Nair, N. ve Vohra, N. (2009). Developing A New Measure of Work Alienation. Journal of Workplace Rights, 14(3), 293-309.
• Nair, N. ve Vohra, N. (2010). An Exploration of Factors Predicting Work Alienation of Knowledge Workers. Management Decision, 48(4), 600-615.
• Özbek, M. F. (2011). Örgüt İçerisindeki Güven ve İşe Yabancılaşma İlişkisinde Örgüte Uyum Sağlamanın Aracı Rolü. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 16(1), 231-248.
• Pinneau, S. R. (1975). Effects of Social Support on Psychological and Physiological Stress. (Doktora Tezi). University of Michigan, Ann Arbor.
• Rizzo, J. R., House, R. J. ve Lirtzman, S. I. (1970). Role Conflict and Ambiguity in Complex Organizations. Administrative science quarterly, 15(2), 150-163.
• Robert, V. ve Vandenberghe, C. (2021). Laissez-Faire Leadership and Affective Commitment: The Roles of Leader-Member Exchange and Subordinate Relational Self-Concept. Journal of Business and Psychology, 36, 533-551.
• Sarros, J. C., Tanewski, G. A., Winter, R. P., Santora, J. C. ve Densten, I. L. (2002). Work Alienation and Organizational Leadership. British Journal of Management, 13, 285-304.
• Sayadi, Y. (2016). The Effect of Dimensions of Transformational, Transactional, And Non-Leadership on The Job Satisfaction and Organizational Commitment of Teachers in Iran. Management in Education, 30(2), 57-65.
• Schuler, R. S., Aldag, R. J. ve Brief, A. P. (1977). Role Conflict and Ambiguity: A Scale Analysis. Organizational Behavior and Human Performance, 20, 111-128.
• Schyns, B. ve Schilling, J. (2013). How Bad Are The Effects of Bad Leaders? A Meta-Analysis of Destructive Leadership and Its Outcomes. The Leadership Quarterly, 24, 138-158.
• Seeman, M. (1967). On The Personal Consequences of Alienation in Work. American Sociological Review, 32(2), 273-285.
• Seeman, M. (1975). Alienation Studies. Annual Review of Sociology, 1, 91-123.
• Shantz, A., Alfes, K., Bailey, C. ve Soane, E. (2015). Drivers and Outcomes of Work Alienation: Reviving A Concept. Journal of Management Inquiry, 24(4), 382-393.
• Singh, J. (1993). Boundary Role Ambiguity: Facets, Determinants, And Impacts. Journal of Marketing, 57(2), 11-31.
• Skogstad, A., Einarsen, S., Torsheim, T., Aasland, M. S. ve Hetland, H. (2007). The Destructiveness of Laissez-Faire Leadership Behavior. Journal of Occupational Health Psychology, 12(1), 80-92.
• Skogstad, A., Hetland, J., Glasø, L. ve Einarsen, S. (2014). Is Avoidant Leadership A Root Cause of Subordinate Stress? Longitudinal Relationships Between Laissez-Faire Leadership and Role Ambiguity. Work & Stress, 28(4), 323-341.
• Spector, P. E. ve Jex, S.M. (1998). Development of Four Self-Report Measures of Job Stressors and Strain: Interpersonal Conflict at Work Scale, Organizational Constraint Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory. Journal of Occupational Health Psychology, 3(4), 356-367.
• Tanrıverdi, H., Akova, O. ve Çifçi, İ. (2016). Açılış-Otellerinde Dönüşümcü, Etkileyici, Tam Serbesti Tanıyan Liderlik Tarzlarının ve Çatışma Yönetim Stillerinin İşten Ayrılma Niyeti Üzerine Etkisi. KMÜ Sosyal ve Ekonomik Araştırmalar Dergisi, 18(30), 114-123.
• Tokmak, M. (2020). Algılanan Örgütsel Desteğin Çalışanların İşe Yabancılaşması ve İşten Ayrılma Niyetine Etkisi Üzerine Bir Araştırma. Anemon Muş Alparslan Üniversitesi Sosyal Bilimler Dergisi, 8(2), 429-439.
• Tubre, T. C. ve Collins, J. M. (2000). Jackson and Schuler (1985) Revisited: A Meta-Analysis of The Relationships Between Role Ambiguity, Role Conflict, And Job Performance. Journal of management, 26(1), 155-169.
• Tuna, M. ve Yeşiltaş, M. (2014). Etik İklim, İşe Yabancılaşma ve Örgütsel Özdeşleşmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Otel İşletmelerinde Bir Araştırma. Anatolia: Turizm Araştırmaları Dergisi, 25(1), 105-117.
• Turgut, T. ve Kalafatoğlu, Y. (2016). İşe Yabancılaşma ve Örgütsel Adalet. “İş, Güç” Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 18(1), 23-46.
• Usman, M., Ali, M., Yousaf, Z., Anwar, F., Waqas, M. ve Khan, M. A. S. (2020). The Relationship Between Laissez‐Faire Leadership and Burnout: Mediation through Work Alienation and The Moderating Role of Political Skill. Canadian Journal of Administrative Sciences, 37, 423-434.
• Van Dierendonck, D., Stam, D., Boersma, P., De Windt, N. ve Alkema, J. (2014). Same Difference? Exploring The Differential Mechanisms Linking Servant Leadership and Transformational Leadership to Follower Outcomes. The Leadership Quarterly, 25(3), 544-562.
• Vullinghs, J. T., De Hoogh, A. H., Den Hartog, D. N. ve Boon, C. (2018). Ethical and Passive Leadership and Their Joint Relationships with Burnout via Role Clarity and Role Overload. Journal of Business Ethics, 165, 719-733.
• West, J. P. ve West, C. M. (1989). Job stress and Public Sector Occupations: Implications for Personnel Managers. Review of Public Personnel Administration, 9(3), 46-65.
• Yadav, G. K. ve Nagle, Y. K. (2012). Work Alienation and Occupational Stress. Social Science International, 28(2), 333-344.
• Yılmaz, A. ve Ekici, S. (2006). Örgütsel Yaşamda Kamu Çalışanlarının Örgütsel Stres Kaynakları Üzerine Bir Araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11(1), 31-58.
• Yörük, D. ve Dündar, S. (2011). Türkiye’deki Yerel Yöneticilerin Benimsedikleri Liderlik Tarzlarına Göre Boyun Eğici Davranışlarının İncelenmesi. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(1), 93-106.