EXAMINING THE EFFECTS OF MORAL LEADERSHIP ON EMPLOYEES IN THE MANUFACTURING SECTOR

Yıl 2021, , 168 - 187, 03.01.2021

Zafer Adiguzel , Merve Cakir

https://doi.org/10.17755/esosder.632439

Öz

The companies in production sector in intense competition
environment fall behind as a result of not showing performance in desired level
and leave from the sector. In particular, psychological factors that employees
experience in the organization have a positive or negative effect. One of the
most important factors in the positive or negative effects of these
psychological effects is leadership style. Within the scope of the aim of the
study is to analyze the relationship between moral leadership, creativity, effective
communication, emotional exhaustion and instrinsic motivation variables on
engineers working in production sector. When the data obtained as a result of
the study is analyzed, it was concluded that Emotional Exhaustion had negative
but intrinsic motivation had a positive effect on employees.  SPSS 25 Program was used to analyze the data
collected from 427 white-collar employees in the production sector. After
confirmatory and explanatory factor analysis and reliability analysis,
correlation analysis, regression analysis and interobserver effect analysis
were performed.

Anahtar Kelimeler

Moral Leadership, Creativity, Effective Communication, Emotional Exhaustion, Instrinsic Motivation

EXAMINING THE EFFECTS OF MORAL LEADERSHIP ON EMPLOYEES IN THE MANUFACTURING SECTOR

Öz

Yoğun rekabet ortamında üretim sektöründe bulunan
firmaların istenilen seviyede performans sergileyememeleri sonucunda, yarışta
geriye düşmekte ve sektörden çıkmak zorunda kalmaktadırlar. Özellikle
çalışanların örgüt içinde yaşadıkları psikolojik etkenler, olumlu yada olumsuz
yönde etki etmektedir. Bu olumlu yada olumsuz yöndeki etkiler genellikle
çalışanların ve örgütün performansında ortaya çıkmaktadır. Bu çalışmanın amacı
da üretim sektöründe çalışan mühendisler üzerinde ahlaki liderlik, yaratıcılık,
etkili iletişim, duygusal tükenme ve içsel motivasyon değişkenleri arasındaki
ilişkilerin analiz edilmesidir. Çalışmanın sonucunda elde edilen veriler analiz
edildiğinde; Duygusal Tükenmenin çalışanlar üzerinde negatif ama içsel
motivasyonun olumlu yönde etkisinin olduğu sonucuna varılmıştır. Araştırmanın
amacı kapsamında Üretim sektöründe bulunan 427 beyaz yakalı çalışan ile anket
çalışması yürütülmüştür. Verilerin analiz edilmesinde IBM SPSS 25 İstatistik
Paket Programı kullanılmıştır. Likert ölçeğinin kullanıldığı sorularda
Doğrulayıcı ve açıklayıcı faktör analizi yapıldıktan sonra güvenirlilik analizi
yapılmıştır. Araştırma modeli kapsamında; Değişkenler arasındaki ilişkilerin
incelenmesinde korelasyon analizi; hipotezlerin test edilmesinde regresyon
analizi ve ara değişken etkisinin analizinde sobel testi kullanılmıştır.

Anahtar Kelimeler

Ahlaki Liderlik, Yaratıcılık, Etkili İletişim, Duygusal Tükenme, İçsel Motivasyon

Kaynakça

• Amabile, T. M. (1988). A model of creativity and innovation in organizations. Research in organizational behavior, 10(1), 123-167.
• Amabile, T. M. (2018). Creativity in context: Update to the social psychology of creativity. Routledge.Aroian, L. A. (1944/1947). The probability function of the product of two normally distributed variables. Annals of Mathematical Statistics, 18, 265-271.
• Aryee, S., Sun, L. Y., Chen, Z. X., & Debrah, Y. A. (2008). Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure. Management and Organization Review, 4, 393–411.
• Banks, G. C., Whelpley, C. E., Oh, I. S., & Shin, K. (2012). (How) are emotionally exhausted employees harmful?. International Journal of Stress Management, 19(3), 198.
• Bronkhorst, B., & Vermeeren, B. (2016). Safety climate, worker health and organizational health performance: Testing a physical, psychosocial and combined pathway. International Journal of Workplace Health Management, 9, 270–289.
• Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.
• Butz, R. M., Dietz, J., & Konovsky, M. A. (2001, April). Top management and immediate supervisors as distinct targets of trust. In 16th annual conference of the society for industrial and organizational psychology, San Diego, CA.
• Chan, Y. H., Taylor, R. R., & Markham, S. (2008). The role of subordinates' trust in a social exchangedriven psychological empowerment process. Journal of Managerial Issues, 444-467.
• Chen, C. C., & Farh, J. L. (2009). Developments in understanding Chinese leadership: Paternalism and its elaborations, moderations, and alternatives. In M. Bond (Ed.), Handbook of Chinese psychology (pp. 599–622). Oxford: Oxford University Press.
• Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L., & Cheng, B. S. (2014). Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance. Journal of Management, 40(3), 796-819.
• Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89–117.
• Cheng, B. S., Chou, L., & Farh, J. L. (2000). A triad model of paternalistic leadership: The constructs and measurement. Indigenous Psychological Research in Chinese Societies, 14, 3–64.
• Chi, S.-C. S., & Liang, S.-G. (2013). When do subordinates' emotion-regulation strategies matter? Abusive supervision, subordinates' emotional exhaustion, and work withdrawal. The Leadership Quarterly, 24, 125–137.
• Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. Journal of Applied Psychology, 92(4), 909.
• Cordes, C. L., & Dougherty, T. W. (1993). A review and an inte-gration of research on job burnout. Academy of ManagementReview, 18(4), 621–656.
• Diefendorff, J. M., Croyle, M. H., & Gosserand, R. H. (2005). The dimensionality and antecedents of emotional labor strategies. Journal of Vocational Behavior, 66(2), 339-357.
• Elsbach, K. D., & Hargadon, A. B. (2006). Enhancing creativity through “mindless” work: A framework of workday design. Organization Science, 17(4), 470-483.
• Eren, E. (1998). Örgütsel davranış ve örgüt psikolojisi. 5. Baskı. İstanbul: Beta Yayınları.Farh, J. L., Liang, J., Chou, L. F., & Cheng, B. S. (2008). Paternalistic leadership in Chinese organizations: Research progress and future research directions. In Leadership and management in China: Philosophies, theories, and practices (pp. 171-205). Cambridge University Press.
• Farh, J. L., & Cheng, B. S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In Management and organizations in the Chinese context (pp. 84-127). Palgrave Macmillan, London.
• Farh, J. L., Cheng, B. S., Chou, L. F., & Chu, X. P. (2006). Authority and Benevolence: Employees’ Responses to Paternalistic Leadership in China. In China’s domestic private firms: multidisciplinary perspectives on management and performance (pp. 230-260). Routledge, Taylor & Francis Group.
• Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.
• Gagné, M., Forest, J., Gilbert, M. H., Aubé, C., Morin, E., & Malorni, A. (2010). The Motivation at Work Scale: Validation evidence in two languages. Educational and Psychological Measurement, 70(4), 628-646.
• Goodman, L. A. (1960). On the exact variance of products. Journal of the American Statistical Association, 55, 708-713.
• Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis: Pearson new international edition. Essex: Pearson Education Limited.
• Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resource theory. Applied Psychology. An International Review, 50 (3), 337–369.
• Hobfoll, S. E., & Shirom, A. (2000). Conservation of resources theory: Applications to stress and management in the workplace. In R. T. Golembiewski (Ed.). Handbook of organization behavior (pp. 57–81). (2nd ed.). New York: Dekker.
• Hobfoll, S.E. (1988), The Ecology of Stress, Taylor & Francis Group. New York, NY.Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513.
• Hur, W. M., Kim, B. S., & Park, S. J. (2015). The relationship between coworker incivility, emotional exhaustion, and organizational outcomes: The mediating role of emotional exhaustion. Human Factors and Ergonomics in Manufacturing & Service Industries, 25, 701-712. doi:10.1002/hfm.20587
• İlhan, M., & Çetin B. (2014). LISREL ve AMOS Programları Kullanılarak Gerçekleştirilen Yapısal Eşitlik Modeli (YEM) Analizlerine İlişkin Sonuçların Karşılaştırılması. Eğitimde ve Psikolojide Ölçme ve Değerlendirme Dergisi, 5(2), 26-42.
• İslamoğlu, A. H., & Alnıaçık, Ü. (2014). Sosyal Bilimlerde Araştirma Yöntemleri. Beta Yayınevi, (3463), 511.Janssen, O., Van De Vliert, E., & West, M. (2004). The bright and dark sides of individual and group innovation: A special issue introduction. Journal of Organizational Behavior, 25, 129–145. https://doi.org/10.1002/job.242.
• Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238-251.
• Li, C. W., Wu, K., Johnson, D. E., & Wu, M. (2012). Ahlaki leadership and psychological empowerment in China. Journal of Managerial Psychology, 27(1), 90–108.
• Liang, S. K., Ling, H. C., & Hsieh, S. Y. (2007). The mediating effects of leader-member exchange quality to influence the relationships between paternalistic leadership and organizational citizenship behaviors. Journal of American Academy of Business, 10, 127-137.
• Liao, H., & Chuang, A. (2004). A multilevel investigation of factors influencing employee service performance and customer outcomes. Academy of Management Journal, 47(1), 41-58.
• MacKinnon, D. P., Warsi, G., & Dwyer, J. H. (1995). A simulation study of mediated effect measures. Multivariate Behavioral Research, 30, 41-62.
• Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113.
• Maslach, C., Jackson, S. E., Leiter, M. P., Schaufeli, W. B., & Schwab, R. L. (1986). Maslach burnout inventory (Vol. 21, pp. 3463-3464). Palo Alto, CA: Consulting Psychologists Press.
• Massey, G. R., & Dawes, P. L. (2007). The antecedents and consequence of functional and dysfunctional conflict between marketing managers and sales managers. Industrial Marketing Management, 36(8), 1118-1129.
• Mayfield, J., & Mayfield, M. (2007). The creative environment's influence on intent to turnover: A structural equation model and analysis. Management Research News, 31(1), 41–56. https://doi.org/10.1108/01409170810845949
• McCarthy, J. M., Trougakos, J. P., & Cheng, B. H. (2016). Are anxious workers less productive workers? It depends on the quality of social exchange. Journal of Applied Psychology, 101, 279–291.
• Moye, M. J., Henkin, A. B., & Egley, R. J. (2005). Teacher-principal relationships: Exploring linkages between empowerment and interpersonal trust. Journal of Educational Administration, 43(3), 260-277.
• Myatt, M. (2013). Hacking leadership: The 11 gaps every business needs to close and the secrets to closing them quickly. John Wiley & Sons.
• Niu, C. P., Wang, A. C., & Cheng, B. S. (2009). Effectiveness of a moral and benevolent leader: Probing the interactions of the dimensions of paternalistic leadership. Asian Journal of Social Psychology, 12(1), 32-39.
• Nunnally, J., & Bernstein, I. (1994). Psychometric Theory 3rd edition (MacGraw-Hill, New York).Olkkonen, R., Tikkanen, H., & Alajoutsijärvi, K. (2000). The role of communication in business relationships and networks. Management Decision, 38(6), 403-409.
• Özdamar, K. (2013). Paket Programlar İle İstatistiksel Veri Analizi Cilt 2, Ankara, Nisan Kitapevi, 9. Baskı.Rego, A., Sousa, F., Marques, C., & e Cunha, M. P. (2012). Authentic leadership promoting employees' psychological capital and creativity. Journal of Business Research, 65(3), 429-437.
• Rosso, B. D. (2014). Creativity and constraints: Exploring the role of constraints in the creative processes of research and development teams. Organization Studies, 35(4), 551-585.
• Rutherford, B., Boles, J., Hamwi, G. A., Madupalli, R., & Rutherford, L. (2009). The role of the seven dimensions of job satisfaction in salesperson’s attitudes and behaviors. Journal of Business Research, 62, 1146-1151. doi:10.1016/j.jbusres.2008.10.019
• 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.
• Sanzo, M. J., Santos, M. L., Vázquez, R., & Álvarez, L. I. (2003). The effect of market orientation on buyer–seller relationship satisfaction. Industrial Marketing Management, 32(4), 327-345.
• Shalley, C. E., Gilson, L. L., & Blum, T. C. (2000). Matching creativity requirements and the work environment: Effects on satisfaction and intentions to leave. Academy of Management Journal, 43(2), 215–223. https://doi.org/10.2307/1556378.
• Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here?. Journal of Management, 30(6), 933-958.
• Sharma, N., & Patterson, P. G. (1999). The impact of communication effectiveness and service quality on relationship commitment in consumer, professional services. Journal of Services Marketing, 13(2), 151-170.
• Shih, H. A., & Susanto, E. (2011). Is innovative behavior really good for the firm? Innovative work behavior, conflict with coworkers and turnover intention: Moderating roles of perceived distributive fairness. International Journal of Conflict Management, 22(2), 111–130. https://doi.org/10.1108/10444061111126666
• Silin, R. H. (1976), Leadership and Value: The Organization of Large-scale Taiwan Enterprises, Harvard University Press, Cambridge, MA.
• Sliter, M., Jex, S., Wolford, K., & McInnerney, J. (2010). How rude! Emotional labor as a mediator between customer incivility and employee outcomes. Journal of Occupational Health Psychology, 15(4), 468.
• Sobel, M. E. (1982). Asymptotic intervals for indirect effects in structural equations models. In S. Leinhart (Ed.), Sociological methodology (290-312). San Francisco: Jossey-Bass.
• Thomas, J. R., Nelson, J. K., & Silverman, S. J. (2015). Research methods in physical activity. Human kinetics.Tu, Y. D., & Lu, X. X. (2013). How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of Business Ethics, 116(2), 441–455.
• Ural, A., & Kılıç, İ. (2013). Bilimsel araştırma süreci ve spss ile veri analizi, Detay Yayıncılık, 4. Baskı, Ankara, 31.
• Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74.
• Westwood, R. (1997). Harmony and patriarchy: The cultural basis for paternalistic leadership among the overseas Chinese. Organization Studies, 18(3), 445–480.
• Wright, T. A., & Cropanzano, R. (1998). Emotional exhaustion as a predictor of job performance and voluntary turnover. Journal of Applied Psychology, 83(3), 486.
• Wu, M., Huang, X., Li, C., & Liu, W. (2012). Perceived interactional justice and trust-in-supervisor as mediators for paternalistic leadership. Management and Organization Review, 8(1), 97–121.
• Yen, Y. X., Shih-Tse Wang, E., & Horng, D. J. (2011). Suppliers' willingness of customization, effective communication, and trust: a study of switching cost antecedents. Journal of Business & Industrial Marketing, 26(4), 250-259.
• Yousafzai, S. Y., Pallister, J. G., & Foxall, G. R. (2005). Strategies for building and communicating trust in electronic banking: A field experiment. Psychology & Marketing, 22(2), 181-201.
• Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682–696.