Araştırma Makalesi
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Yıl 2020, Cilt: 8 Sayı: 2, 41 - 59, 31.12.2020

Berat Çiçek , Mehmet Ali Türkmenoğlu

https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59

Öz

Kaynakça

  • Aiken, L. S. & West, S. G. (1991). Multiple Regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
  • Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
  • Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15(6), 801-823.
  • Bagozzi, R. P. and Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74-94.
  • Banai, M., & Reisel, W. D. (2007). The influence of supportive leadership and job characteristics on work alienation: A six-country investigation. Journal of World Business, 42(4), 463-476.
  • Banai, M., Reisel, W. D., & Probst, T. M. (2004). A managerial and personal control model: predictions of work alienation and organizational commitment in Hungary. Journal of International Management, 10(3), 375-392.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Blauner, R. (1964). Alienation and freedom: The factory worker and his industry. Chicago: University of Chicago Press.
  • Braverman, H. (1974). Labour and monopoly capital. New York: Monthly Review.
  • Brislin, R. W. (1980). Translation and content analysis of oral and written material. In: Triandis, H.C. & Berry, J.W. (Ed.), Handbook of Cross-Cultural Psychology: Methodology. (pp. 389- 444). Boston: Allyn and Bacon.
  • Cheung, C. K. (2008). Lagged harm of work restructuring and work alienation to work commitment. International Journal of Employment Studies, 16(2), 170-207.
  • Chiaburu, D. S., Diaz, I., & De Vos, A. (2013). Employee alienation: relationships with careerism and career satisfaction. Journal of Managerial Psychology, 28(1), 4-20.
  • Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies, 15(3), 227-240.
  • Cohen, L., Manion, L., & Morrison, K. (2013). Research methods in education. New York: Routledge.
  • Cropanzano, R., Dasborough, M. T., & Weiss, H. M. (2017). Affective events and the development of leader-member exchange. Academy of Management Review, 42(2), 233-258.
  • Çiçek, B., & Deniz, M. (2017). Liderlere ve organizasyonlara değer temelli yaklaşım: değer merkezli liderlik ve etik iklim ilişkisi üzerine bir araştırma. İşletme Araştırmaları Dergisi, 9(2), 150-168.
  • Dansereau Jr, F., Cashman, J., & Graen, G. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organizational Behavior and Human Performance, 10(2), 184-200.
  • Dansereau Jr, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), 46-78.
  • DeConinck, J. B. (2011). The effects of leader–member exchange and organizational identification on performance and turnover among salespeople. Journal of Personal Selling & Sales Management, 31(1), 21-34.
  • Demi̇rel, A. G., Ötken, A. B., & Kunday, Ö. (2012). Mobbing and work alienation: support from colleagues as a moderator. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 30(1), 1-28.
  • Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618-634.
  • Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management, 38(6), 1715-1759.
  • Erdogan, B., & Bauer, T. N. (2014). Leader‐member exchange (LMX) theory: The relational approach to leadership. In D. Day (Ed.), The Oxford handbook of leadership and organizations (pp. 407– 433). New York, NY: Oxford University Press.
  • Erdogan, B., & Liden, R. C. (2002). Social exchanges in the workplace. Leadership, 65-114.
  • Erdogan, B., Kraimer, M. L., & Liden, R. C. (2002). Person-organization Fit And Work Attitudes: The Moderating Role Of Leader-member Exchange. In Academy of Management Proceedings (Vol. 2002, No. 1, pp. F1-F6). Briarcliff Manor, NY 10510: Academy of Management.
  • Fladerer, M. P., & Braun, S. (2020). Managers' Resources for Authentic Leadership–a Multi‐study Exploration of Positive Psychological Capacities and Ethical Organizational Climates. British Journal of Management, 31(2), 325-343.
  • Fornell, C. & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50.
  • Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). "Can you see the real me?" A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
  • Gerstner, C. R., & Day, D. V. (1997). Meta-Analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827-844.
  • Giallonardo, L. M., Wong, C. A., & Iwasiw, C. L. (2010). Authentic leadership of preceptors: predictor of new graduate nurses' work engagement and job satisfaction. Journal of Nursing Management, 18(8), 993-1003.
  • Golden, T. D., & Veiga, J. F. (2018). Self-estrangement's toll on job performance: The pivotal role of social exchange relationships with coworkers. Journal of Management, 44(4), 1573-1597.
  • Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175–208
  • Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247.
  • Hair, J. F. (2014). Multivariate Data Analysis. Harlow: Pearson.
  • Harter, S. (2002). Authenticity. In C. R. Snyder & S. J. Lopez (Ed.), Handbook of Positive Psychology (pp. 382–394). London: Oxford University Press.
  • Hirschfeld, R. R., & 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.
  • İlhan, T., & Özdemir, Y. (2016). Otantiklik Ölçeğinin Türkçe’ye uyarlanması: Geçerlik ve güvenirlik çalışması. Türk Psikolojik Danışma ve Rehberlik Dergisi, 4(40), 142-153.
  • Janssen, O., & Van 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.
  • Kanungo, R.N. (1983). Work Alienation: A Pancultural Perspective, International Studies of Management and Organization, 13 (½), 119-138.
  • Kanungo, R.N. (1990). Culture and Work Alienation: Western Models and Eastern Realities, International Journal of Psychology, 25(5/6), 795-812.
  • Kesken, J., & Ayyıldız, N. A. (2008). Liderlik yaklaşımlarında yeni perspektifler: pozitif ve otantik liderlik. Ege Akademik Bakış Dergisi, 8(2), 729-754.
  • Kline, R. B. (2015). Principles and Practice of Structural Equation Modeling. New York: Guilford Publications.
  • Lee, J. (2008). Effects of leadership and leader‐member exchange on innovativeness. Journal of Managerial Psychology, 23(6), 670-687.
  • Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23(3), 451-465.
  • Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. In G. R. Ferris (Ed.), Research in personnel and human resources management, Vol. 15 (p. 47–119). Elsevier Science/JAI Press
  • Loi, R., Chan, K. W., & Lam, L. W. (2014). Leader–member exchange, organizational identification, and job satisfaction: A social identity perspective. Journal of Occupational and Organizational Psychology, 87(1), 42-61.
  • Luthans, F., & Avolio, B. (2003). Authentic leadership: A positive development approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Ed.), Positive Organizational Scholarship (pp. 241–258). San Francisco, CA: Berrett-Koehler
  • Mardanov, I. T., Heischmidt, K., & Henson, A. (2008). Leader-member exchange and job satisfaction bond and predicted employee turnover. Journal of Leadership & Organizational Studies, 15(2), 159-175.
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OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ

Yıl 2020, Cilt: 8 Sayı: 2, 41 - 59, 31.12.2020

Berat Çiçek , Mehmet Ali Türkmenoğlu

https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59

Öz

Bu araştırmanın amacı, otantik liderliğin işe yabancılaşmaya olan etkisini ve lider-üye etkileşimin bu ilişkideki düzenleyici rolünün incelenmesidir. İşe yabancılaşma sorunu uzun yıllardır düşünürlerin ve araştırmacıların kafa yorduğu ve çözmeye çalıştığı bir olgudur. Bazı çalışmalar iş yabancılaşmanın sebep ve sonuçlarını incelerken, bazıları da aracı ve düzenleyici rollerini araştırmışlar. Bu çalışma açıklık, şeffaflık ve dürüstlüğü önceleyen liderlik teorilerinden otantik liderliğin işe yabancılaşmadaki etkisini anlayamaya çalışmaktadır. Bu ilişki incelenirken, lider ile üyelerin ilişkisinin niteliğini tarif eden lider-üye etkileşiminin düzenleyici rolüne bakılmaktadır. Doğu ve Güneydoğu Anadolu bölgesinden 394 çalışan ile yürütülen bu çalışmada nicel araştırma yaklaşımı benimsenmiştir. Yapılan analizler sonucunda otantik liderliğin alt boyutlarının tümünün işe yabancılaşma üzerinde negatif yönlü bir etkiye sahip olduğu görülmüştür. Ayrıca lider üye etkileşiminin otantik liderliğin alt boyutlarından ilişkilerde şeffaflık ile öz farkındalığın işe yabancılaşma üzerindeki etkisini düzenlediği sonucuna ulaşılmıştır.

Anahtar Kelimeler

Otantik Liderlik İşe Yabancılaşma Lider-üye Etkileşimi

Kaynakça

  • Aiken, L. S. & West, S. G. (1991). Multiple Regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
  • Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
  • Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15(6), 801-823.
  • Bagozzi, R. P. and Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74-94.
  • Banai, M., & Reisel, W. D. (2007). The influence of supportive leadership and job characteristics on work alienation: A six-country investigation. Journal of World Business, 42(4), 463-476.
  • Banai, M., Reisel, W. D., & Probst, T. M. (2004). A managerial and personal control model: predictions of work alienation and organizational commitment in Hungary. Journal of International Management, 10(3), 375-392.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Blauner, R. (1964). Alienation and freedom: The factory worker and his industry. Chicago: University of Chicago Press.
  • Braverman, H. (1974). Labour and monopoly capital. New York: Monthly Review.
  • Brislin, R. W. (1980). Translation and content analysis of oral and written material. In: Triandis, H.C. & Berry, J.W. (Ed.), Handbook of Cross-Cultural Psychology: Methodology. (pp. 389- 444). Boston: Allyn and Bacon.
  • Cheung, C. K. (2008). Lagged harm of work restructuring and work alienation to work commitment. International Journal of Employment Studies, 16(2), 170-207.
  • Chiaburu, D. S., Diaz, I., & De Vos, A. (2013). Employee alienation: relationships with careerism and career satisfaction. Journal of Managerial Psychology, 28(1), 4-20.
  • Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies, 15(3), 227-240.
  • Cohen, L., Manion, L., & Morrison, K. (2013). Research methods in education. New York: Routledge.
  • Cropanzano, R., Dasborough, M. T., & Weiss, H. M. (2017). Affective events and the development of leader-member exchange. Academy of Management Review, 42(2), 233-258.
  • Çiçek, B., & Deniz, M. (2017). Liderlere ve organizasyonlara değer temelli yaklaşım: değer merkezli liderlik ve etik iklim ilişkisi üzerine bir araştırma. İşletme Araştırmaları Dergisi, 9(2), 150-168.
  • Dansereau Jr, F., Cashman, J., & Graen, G. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organizational Behavior and Human Performance, 10(2), 184-200.
  • Dansereau Jr, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), 46-78.
  • DeConinck, J. B. (2011). The effects of leader–member exchange and organizational identification on performance and turnover among salespeople. Journal of Personal Selling & Sales Management, 31(1), 21-34.
  • Demi̇rel, A. G., Ötken, A. B., & Kunday, Ö. (2012). Mobbing and work alienation: support from colleagues as a moderator. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 30(1), 1-28.
  • Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618-634.
  • Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management, 38(6), 1715-1759.
  • Erdogan, B., & Bauer, T. N. (2014). Leader‐member exchange (LMX) theory: The relational approach to leadership. In D. Day (Ed.), The Oxford handbook of leadership and organizations (pp. 407– 433). New York, NY: Oxford University Press.
  • Erdogan, B., & Liden, R. C. (2002). Social exchanges in the workplace. Leadership, 65-114.
  • Erdogan, B., Kraimer, M. L., & Liden, R. C. (2002). Person-organization Fit And Work Attitudes: The Moderating Role Of Leader-member Exchange. In Academy of Management Proceedings (Vol. 2002, No. 1, pp. F1-F6). Briarcliff Manor, NY 10510: Academy of Management.
  • Fladerer, M. P., & Braun, S. (2020). Managers' Resources for Authentic Leadership–a Multi‐study Exploration of Positive Psychological Capacities and Ethical Organizational Climates. British Journal of Management, 31(2), 325-343.
  • Fornell, C. & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50.
  • Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). "Can you see the real me?" A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
  • Gerstner, C. R., & Day, D. V. (1997). Meta-Analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827-844.
  • Giallonardo, L. M., Wong, C. A., & Iwasiw, C. L. (2010). Authentic leadership of preceptors: predictor of new graduate nurses' work engagement and job satisfaction. Journal of Nursing Management, 18(8), 993-1003.
  • Golden, T. D., & Veiga, J. F. (2018). Self-estrangement's toll on job performance: The pivotal role of social exchange relationships with coworkers. Journal of Management, 44(4), 1573-1597.
  • Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175–208
  • Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247.
  • Hair, J. F. (2014). Multivariate Data Analysis. Harlow: Pearson.
  • Harter, S. (2002). Authenticity. In C. R. Snyder & S. J. Lopez (Ed.), Handbook of Positive Psychology (pp. 382–394). London: Oxford University Press.
  • Hirschfeld, R. R., & 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.
  • İlhan, T., & Özdemir, Y. (2016). Otantiklik Ölçeğinin Türkçe’ye uyarlanması: Geçerlik ve güvenirlik çalışması. Türk Psikolojik Danışma ve Rehberlik Dergisi, 4(40), 142-153.
  • Janssen, O., & Van 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.
  • Kanungo, R.N. (1983). Work Alienation: A Pancultural Perspective, International Studies of Management and Organization, 13 (½), 119-138.
  • Kanungo, R.N. (1990). Culture and Work Alienation: Western Models and Eastern Realities, International Journal of Psychology, 25(5/6), 795-812.
  • Kesken, J., & Ayyıldız, N. A. (2008). Liderlik yaklaşımlarında yeni perspektifler: pozitif ve otantik liderlik. Ege Akademik Bakış Dergisi, 8(2), 729-754.
  • Kline, R. B. (2015). Principles and Practice of Structural Equation Modeling. New York: Guilford Publications.
  • Lee, J. (2008). Effects of leadership and leader‐member exchange on innovativeness. Journal of Managerial Psychology, 23(6), 670-687.
  • Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23(3), 451-465.
  • Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. In G. R. Ferris (Ed.), Research in personnel and human resources management, Vol. 15 (p. 47–119). Elsevier Science/JAI Press
  • Loi, R., Chan, K. W., & Lam, L. W. (2014). Leader–member exchange, organizational identification, and job satisfaction: A social identity perspective. Journal of Occupational and Organizational Psychology, 87(1), 42-61.
  • Luthans, F., & Avolio, B. (2003). Authentic leadership: A positive development approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Ed.), Positive Organizational Scholarship (pp. 241–258). San Francisco, CA: Berrett-Koehler
  • Mardanov, I. T., Heischmidt, K., & Henson, A. (2008). Leader-member exchange and job satisfaction bond and predicted employee turnover. Journal of Leadership & Organizational Studies, 15(2), 159-175.
  • Marx, K. (1986). 1844 Felsefe Yazıları, çev. M. Belge, Ankara: V Yayınları.
  • Maslow, A. H. (1954) Motivation and Personality. New York: Harper.
  • Mottaz, C. J. (1981). Some determinants of work alienation. Sociological Quarterly, 22(4), 515-529.
  • Nair, N. & Vohra, N. (2010), An exploration of factors predicting work alienation of knowledge workers, Management Decision, 48(4), 600-615.
  • Nair, N., & Vohra, N. (2009). Developing a new measure of work alienation. Journal of Workplace Rights, 14(3), 293-309.
  • Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity to turnover relationship. Journal of Applied Psychology, 94(6), 1412-1426.
  • Niu, W., Yuan, Q., Qian, S., & Liu, Z. (2018). Authentic leadership and employee job behaviors: The mediating role of relational and organizational identification and the moderating role of LMX. Current Psychology, 37(4), 982-994.
  • Öcal, H., & Barın, N. E. (2016). Örgütlerde otantik liderlik davranışının işe yabancılaşma ile ilişkisi: Bursa ili dericilik sektöründe bir araştırma. "İŞ, GÜÇ" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 18(2), 63-94.
  • Özdemi̇r, H., Erkutlu, H., & Elden, B. (2018). Otantik Liderlik ve Örgütsel Sinizm Arasındaki İlişkide Demografik Faktörlerin Düzenleyici Etkisi. International Journal of Social Science, 1(2), 202-210.
  • Pellegrini, E. K., Scandura, T. A., & Jayaraman, V. (2010). Cross-cultural generalizability of paternalistic leadership: An expansion of leader-member exchange theory. Group & Organization Management, 35(4), 391-420.
  • Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
  • Sarros, J. C., Tanewski, G. A., Winter, R. P., Santora, J. C., & Densten, I. L. (2002). Work alienation and organizational leadership. British Journal of Management, 13(4), 285-304.
  • Schermelleh-Engel, K., Moosbrugger, H. & Müller, H. (2003). Evaluating the Fit of Structural Equation Models: Tests of Significance and Descriptive Goodness-Of-Fit Measures. Methods of Psychological Research Online, 8(2), 23-74.
  • Schermuly, C. C., & Meyer, B. (2016). Good relationships at work: The effects of Leader–Member Exchange and Team–Member Exchange on psychological empowerment, emotional exhaustion, and depression. Journal of Organizational Behavior, 37(5), 673-691.
  • Seeman, M. (1959). On the meaning of alienation. American Sociological Review, 24(6) 783-791.
  • Settoon, R. P., Bennett, N., & 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.
  • Shantz, A., Alfes, K., Bailey, C., & Soane, E. (2015). Drivers and outcomes of work alienation: Reviving a concept. Journal of Management Inquiry, 24(4), 382-393.
  • Sharma, D. (2018). When fairness is not enough: Impact of corporate ethical values on organizational citizenship behaviors and worker alienation. Journal of Business Ethics, 150(1), 57-68.
  • Sulu, S., Ceylan, A., & Kaynak, R. (2010). Work alienation as a mediator of the relationship between organizational injustice and organizational commitment: Implications for healthcare professionals. International Journal of Business and Management, 5(8), 27-38.
  • Şimşek, M. Ş., Çelik, A., Akgemci, T., & Fettahlıoğlu, T. (2006). Örgütlerde yabancılaşmanın yönetimi araştırması. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, (15), 569-587.
  • Tabak, A., Polat, M., Coşar, S., & Türköz, T. (2012). Otantik liderlik ölçeği: güvenirlik ve geçerlik çalışması. ISGUC The Journal of Industrial Relations and Human Resources, 14(4), 89-106.
  • Tuna, M., & Yeşi̇ltaş, 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.
  • Volmer, J., Niessen, C., Spurk, D., Linz, A., & Abele, A. E. (2011). Reciprocal relationships between leader–member exchange (LMX) and job satisfaction: A cross‐lagged analysis. Applied Psychology, 60(4), 522-545.
  • Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of management, 34(1), 89-126.
  • Walumbwa, F. O., Christensen, A. L., & Hailey, F. (2011). Authentic leadership and the knowledge economy: Sustaining motivation and trust among knowledge workers. Organizational Dynamics, 40(2), 110-118.
  • Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management journal, 40(1), 82-111.
  • Wong, C. A., & Cummings, G. G. (2009). The influence of authentic leadership behaviors on trust and work outcomes of health care staff. Journal of Leadership Studies, 3(2), 6-23.
  • Woolley, L., Caza, A., & Levy, L. (2011). Authentic leadership and follower development: Psychological capital, positive work climate, and gender. Journal of Leadership & Organizational Studies, 18(4), 438-448.
  • Yeşiltaş, M., Kanten, P., & Sormaz, Ü. (2013). Otantik liderlik tarzının prososyal hizmet davranışları üzerindeki etkisi: Konaklama işletmelerine yönelik bir uygulama. Istanbul University Journal of the School of Business Administration, 42(2), 333-350.
  • Yukl, G., O'Donnell, M., & Taber, T. (2009). Influence of leader behaviors on the leader‐member exchange relationship. Journal of Managerial Psychology, 24(4), 289-299.
Toplam 78 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Research Article
Yazarlar

Berat Çiçek 0000-0002-4584-5862

Mehmet Ali Türkmenoğlu 0000-0001-5668-2184

Yayımlanma Tarihi 31 Aralık 2020
Gönderilme Tarihi 26 Mayıs 2020
Kabul Tarihi 11 Ekim 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 8 Sayı: 2

Kaynak Göster

APA Çiçek, B., & Türkmenoğlu, M. A. (2020). OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi, 8(2), 41-59. https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59
AMA Çiçek B, Türkmenoğlu MA. OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi. Aralık 2020;8(2):41-59. doi:10.14514/byk.m.26515393.2020.8/2.41-59
Chicago Çiçek, Berat, ve Mehmet Ali Türkmenoğlu. “OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ”. Beykoz Akademi Dergisi 8, sy. 2 (Aralık 2020): 41-59. https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59.
EndNote Çiçek B, Türkmenoğlu MA (01 Aralık 2020) OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi 8 2 41–59.
IEEE B. Çiçek ve M. A. Türkmenoğlu, “OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ”, Beykoz Akademi Dergisi, c. 8, sy. 2, ss. 41–59, 2020, doi: 10.14514/byk.m.26515393.2020.8/2.41-59.
ISNAD Çiçek, Berat - Türkmenoğlu, Mehmet Ali. “OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ”. Beykoz Akademi Dergisi 8/2 (Aralık 2020), 41-59. https://doi.org/10.14514/byk.m.26515393.2020.8/2.41-59.
JAMA Çiçek B, Türkmenoğlu MA. OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi. 2020;8:41–59.
MLA Çiçek, Berat ve Mehmet Ali Türkmenoğlu. “OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ”. Beykoz Akademi Dergisi, c. 8, sy. 2, 2020, ss. 41-59, doi:10.14514/byk.m.26515393.2020.8/2.41-59.
Vancouver Çiçek B, Türkmenoğlu MA. OTANTİK LİDERLİĞİN İŞE YABANCILAŞMAYA ETKİSİ VE LİDER-ÜYE ETKİLEŞİMİNİN BU İLİŞKİDEKİ DÜZENLEYİCİ ROLÜ. Beykoz Akademi Dergisi. 2020;8(2):41-59.
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