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THE MEDIATING ROLE OF ORGANIZATIONAL JUSTICE AND JOB SATISFACTION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON INTENTION TO LEAVE: AN APPLICATION IN HATAY

Yıl 2020, Cilt: 10 Sayı: 2, 549 - 582, 25.12.2020
https://doi.org/10.18074/ckuiibfd.632900

Öz

While organizations are active in a competitive environment,
they need leaders who can direct employees to organizational goals. In line
with this need, the concept of leader-member interaction focuses on the level
and quality of the relationship and interaction leading the employees to the
goals. The behaviors and attitudes of the leaders towards the employees can
change the perceptions of employees about organizational justice, job
satisfaction and can affect the intention to leave. The aim of this study is to
test the mediation of organizational justice in the effect of leader-member
exchange on job satisfaction and intention to leave. Data were gathered by
questionnaire and mediation effect, created by Baron and Kenny (1986), models
were tested by Structural Equation Model. In the study, all the ways have been meaningful except for the
effect of internal job satisfaction on the intention to leave the job.
It
was found that the leader-member exchange affected the intention to leave the
job negatively and the organizational justice positively. The partial mediation
effect of organizational justice has been found in the effect of the
leader-member exchange on the intention to leave. 

Kaynakça

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  • Bauer, T.N., Erdoğan, B., Liden, R.C. ve Wayne, S. J. (2006). A longitudinal study of the moderating role of extraversion: Leader-member exchange, performance and turnover during new executive development. Journal of Applied Psychology, 91(2), 298-310.
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  • Bies, R.J. ve Moag, J.F. (1986). Interactional justice: Communication criteria of fairness. In R.J. Lewicki, Sheppard, B.H. ve Bazerman, M.H. (Eds.), Research on negotiations in organizations (Vol.1, pp. 43–55) Greenwich.
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Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma

Yıl 2020, Cilt: 10 Sayı: 2, 549 - 582, 25.12.2020
https://doi.org/10.18074/ckuiibfd.632900

Öz

Örgütler rekabetin yoğun olduğu bir çevrede
faaliyette bulunurken, çalışanları örgütsel amaçlara yönlendirebilecek
liderlere ihtiyaç duymaktadır. Bu ihtiyaç doğrultusunda lider-üye etkileşimi
kavramı, liderin çalışanları amaçlara yönlendirecek ilişki ve etkileşimin
düzeyine ve kalitesine odaklanmaktadır. Liderlerin çalışanlara gösterdiği
davranış ve tutumlar, çalışanların örgütsel adalet, iş tatmini algıları
üzerinde değişiklik yaratabilmekte ve işten ayrılma niyetine etki
edebilmektedir.
Bu
çalışmanın amacı lider-üye etkileşiminin iş tatmini ve işten ayrılma niyeti
üzerine etkisinde örgütsel adaletin aracılığının test edilmesidir. Veriler anket
tekniği yoluyla toplanılmış ve Baron ve Kenny’nin (1986) aracılık modeli
çerçevesinde oluşturulan model Yapısal Eşitlik Modeliyle test edilmiştir. Geliştirilen
modelde içsel iş tatmininin işten ayrılma niyeti üzerine etkisi hariç tüm
yollar anlamlı çıkmıştır. Çalışmada lider-üye etkileşiminin işten ayrılma
niyetini olumsuz, örgütsel adaleti ise olumlu etkilediği bulunmuştur. Lider üye
etkileşiminin işten ayrılma niyeti üzerine etkisinde örgütsel adaletin kısmi
aracılık etkisi vardır. 

Kaynakça

  • Adams, J.S. (1965). Inequity in Social Exchange. In L. Berkowitz (Ed.). Advances in experimental social psychology.(pp.267-299). New York Academic Press
  • Alexander, S. ve Ruderman, M. (1987). The role of procedural and distributive justice in organizational behavior. Social Justice Research, 1(2), 177-197.
  • Altunoğlu, A.E., Çataloğlu, B. ve Okursoy, A. (2008). Çalışan morali ve işten ayrılma isteği: Muhasebecilik mesleği üzerine bir araştırma. Muhasebe ve Denetime Bakış, 26(Ekim), 71-84.
  • Aryee, S. ve Chen, Z. X. (2006). Leader-member exchange in a Chinese context: antecedents, outcomes and mediating role of psychological empowerment. Journal of Business Research, 59(7), 793-801.
  • Baron, R.M. ve 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.
  • Bauer, T.N., Erdoğan, B., Liden, R.C. ve Wayne, S. J. (2006). A longitudinal study of the moderating role of extraversion: Leader-member exchange, performance and turnover during new executive development. Journal of Applied Psychology, 91(2), 298-310.
  • Baycan, F.A. (1985). Farklı gruplarda çalışan gruplarda iş doyumunun bazı yönlerinin analizi, Basılmamış Bilim Uzmanlığı Tezi, Boğaziçi Üniversitesi, İstanbul.
  • Bemmels, B., Brown, G. ve Barclay, L. (2004). The Effect of Policy on Fairness Perceptions. Academy of Management Best Conference Paper, 1-6.
  • Beuren, I. M., dos Santos, V., Marques, L. ve Resendes, M. (2017). Relation between perceived organizational justice and job satisfaction. Brazilian Academy of Science in Accounting, 11(4), 67-84.
  • Bies, R.J. (2005). Perceptions of systemic justice: The effects of distributive, procedural and interactional justice. Journal of Applied Psychology, 31, 324-339.
  • Bies, R.J. ve Moag, J.F. (1986). Interactional justice: Communication criteria of fairness. In R.J. Lewicki, Sheppard, B.H. ve Bazerman, M.H. (Eds.), Research on negotiations in organizations (Vol.1, pp. 43–55) Greenwich.
  • Cevrioğlu, E. (2007). Lider-üye etkileşimi ile bireysel ve örgütsel sonuçlar arasındaki ilişki: Ampirik bir inceleme. Afyonkarahisar Kocatepe Üniversitesi Sosyal Bilimler Enstitüsü, Yayınlanmamış Doktora Tezi, Afyonkarahisar.
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  • Colquitt J. A., Greenberg, J. ve Zapata-Phelan, C. (2005). What is organizational justice: an historical analysis. In J. Greenberg & J. A. Colquitt (Eds.), Handbook of Organizational Justice (pp. 3-57). Mahwah, NJ: Lawrence Erlbaum.
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  • Lester, S.W. ve Kickull, J. (2001). Psychological contracts in the 21st Century: What employees value most and how well organizations are responding to these expectations. HR Human Resource Planning, 24(1), 10-21.
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  • Liden, R. C., Wayne S.J., Zhao, H., ve Henderson, D. (2008). Servant leadership: development of a multidimensional measure and multi‐level assessment. The Leadership Quarterly. 19, 161–177.
  • Luo, Z.,Song, H., Marnburg, E. ve Qgaard, T. (2014). The impact of relational identity on the relationship between LMX,interpersonal justice, and employees’ group commitment. International Journal of Hospitality Management, 41, 21–27.
  • March, J.G. ve Simon, H.A. (1958). Organizations. Wiley, New York.
  • McFarlin, D.B. ve Sweeney, P.D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 626-637.
  • Moorman, R.H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76(6), 845-855.
  • Morrow, P.C., Suzuki, Y., Crum, M.R., Ruben, R. ve Pautsch, G. (2005). The role of leader-member exchange in high turnover work environments. Journal of Managerial Psychology, 20(8), 681-694.
  • Nakip, M. (2013). Pazarlamada Araştırma Teknikleri. Ankara, Seçkin Yayıncılık.
  • Newbye, J.E. (1999). Job satisfaction of middle school principles in Virginia. Blacksburg, Virginia, 1-147.
  • Niehoff, B.P. ve Moorman, R.H. (1993), Justice As A Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management Journal, 36(3), 527-556.
  • Omar, A., Ferreira, M.C., Souto, S.O., Delgado, H.U., Assmar, E.M.L., González, A.T. ve Galáz, M. T. (2007). Colectivismo, justicia y ciudadanía organizacional en empresas argentinas, mexicanas y brasileiras. Revista Mexicana de Psicología, 24(1), 101-116.
  • Örücü, E. ve Özafşarlıoğlu, S. (2013). Örgütsel adaletin çalışanların işten ayrılma niyetine etkisi: Güney Afrika cumhuriyetinde bir uygulama. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(23), 335-358.
  • Özdevecioğlu, M. (2004). Algılanan örgütsel desteğin işten ayrılma niyeti üzerindeki etkileri. Amme İdaresi Dergisi, 37(4), 97-115.
  • Öztürk, M. ve Eryeşil, K. (2016). Lider-Üye Etkileşimi ve Örgütsel Destek Algılarının Çalışanların İşten Ayrılma Niyeti Üzerindeki Etkisi. Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi, 19(2), 123-141.
  • Özutku, H., Ağca, V. ve Cevrioğlu, E. (2008). Lider-Üye Etkileşim Kuramı Çerçevesinde, Yönetici-Ast Etkileşimi ile Örgütsel Bağlılık Boyutları ve İş Performansı Arasındaki İlişki: Ampirik Bir İnceleme. İktisadi ve İdari Bilimler Dergisi, 22(2), 193-210.
  • Özutku, H. (2007). Yönetici-Ast Etkileşimi İle İş Tatmini Arasındaki İlişki. Amme İdaresi Dergisi, 40(2), 79-98.
  • Reed, S.A., Kratchman, S.H. ve Strawser, R.H. (1994). Job satisfaction, organizational commitment, and turnover intentions of United States Accountants. Accounting, Auditing and Accountability Journal, 7(1), 31-58.
  • Rego, A., Ribeiro, N. ve Cunha, M.P. (2010). Perceptions of organizational virtuousness and happiness as predictors of organizational citizenship behaviors. Journal of Business Ethics, 93(2), 215-235.
  • Ribeiro, N. ve Semedo, A.S. (2014). Human Resources Management Practices and Turnover Intentions: The Mediating Role of Organizational Justice. The IUP Journal of Organizational Behavior, 13(1), 7-32.
  • Robbins, S.P. (1998). Organizational behavior: Concepts, controversies, applications (8th. Ed.), Prentice-Hall Upper Saddle River, New Jersey.
  • Rupp, D.E. ve Cropanzano, R. (2002). The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice. Organizational Behavior and Human Decision Processes, 89, 925–946.
  • Scandura, T.A. ve Graen, G. (1984). Moderating effects of initial leader-member Exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69, 428-436.
  • Schriesheim, C.A., Powers, K.J., Scandura, T.A., Gardiner, C.C. ve Lankau, M.J. (1993). Improving Construct Measurement in Management Research: Comments and A Quantitative Approach For Assessing The Theoretical Content Adequacy of Paper-And-Pencil Survey-Type İnstruments. Journal of Management, 19(2), 385–417.
  • Sethi, M., Iqbal, H. ve Rauf, M.O. (2014). Relationship between perceived organizational justice and the employees job satisfaction. Abasyn University Journal of Social Sciences, 7(1), 100-117.
  • Seo, Y. ve Lee, J.Y. (2017). Leader-member exchange level and differentiation: The roles of interpersonal justice climate and group affective tone. Social Behavior and Personality, 45(7), 1175-1186.
  • Sezgin, F. ve Yıldızhan. (2013). Örgütsel adalet ile iş doyumu arasındaki İlişki: Eğitim Teknolojileri Genel Müdürlüğü Örneği. Milli Eğitim, 20, 220-235.
  • Shao, R., Rupp, D.E., Skarlicki, D.P. ve Jones, K. S. (2013). Employee justice across cultures: A meta-analytic review. Journal of Management, 39, 263–301. doi: 10.1177/0149206311422447
  • Sparrowe, R.T. ve Liden, R. C. (1997). Process and structure in leader–member exchange. Academy of Management Review, 22, 522–552. doi: 10.5465/AMR.1997.9707154068
  • Steers R. M. ve Mowday R. T. (1981). Employee turnover and post-decision accommodation process. In: Cummings L.L., Staw B.M. Research in Organizational Behaviour, 235-281.
  • Şahin, F. (2011). Lider-Üye Etkileşimi İle İşten Ayrılma Niyeti Arasındaki İlişki Üzerinde Cinsiyetin Etkisi. Ege Akademik Bakış, 2, 277–288.
  • Tan, P.P. ve Hawkins, W. E. (2000). The Factor Structure of the Minnesota Satisfaction Questionnaire and Participants of Vocational Rehabilitation. Psychological Reports, 87(1), 34–36.
  • Tepper, B.J. (2001). Health consequences of organizational injustice: Tests of main and interactive effects. Organizational Behavior and Human Decision Processes, 86(2), 197-215.
  • Testa, M.R. (1999). Satisfaction with Organizational Vision, Job Satistaction and Service Efforts: An Emprical Investigation. Leadership and Organizational Development Journal, 20(3), 154-161.
  • Thibaut, J.W. ve Walker, L. (1975). Procedural justice: A psychological analysis. L.Erlbaum Associates, Hillsdale.
  • Thompson, L.L. (2004). Making the team: A guide for managers (2nd. Ed.). Upper Saddle River, New Jersey: Pearson Prentice Hall.
  • Torka, N. ve Goedegebure, I. (2017). Perceived distributive justice and leader-member exchange: An exploration among Dutch and Polish (agency) workers. Industrielle Beziehungen, 1, 100-123.
  • Vecchio, R.P. ve Gobdel, B.C. (1984). The vertical dyad linkage model of leadership: Problems and prospects. Organizational Behavior & Human Performance, 34(1), 5-20.
  • Volmer, J., Niessen, C., Spurk, D., Linz, A. ve Abele, A. E. (2011). Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis. Applied Psychology, 60(4), 522-545.
  • Wayne, S.J., Shore, L.M., Bommer, W.H. ve Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology, 87, 590–598.
  • Weiss, D.J. , Dawis, R.V. England, G.W. ve Lofquist, L. H., 1967, Manual for the Minnesota Satisfaction Questionnaire. http://vpr.psych.umn.edu/assets/pdf/Monograph%20XXII%20-%20Manual%20for%20the%20MN%20Satisfaction%20Questionnaire.pdf (Erişim Tarihi: 06.08.2019)
  • West, S.G., Finch, J.F. ve Curran, P.J. (1995). Structural Equation Models with Nonnormal Variables. Problems and Remedies. R.H. Hoyle (Ed.). Structural equation Modeling: Concepts, issues and applications, 56-75. Newbury Park, CA: Sage.
  • Whisenant, W. ve Smucker, M. (2009). Organizational justice and job satisfaction in coaching. Public Organization Review, 9, 157-167.
  • Wilhelm, C.C., Herd, A. M. ve Steiner, D.D. (1993). Attributional conflict between managers and subordinates: An investigation of leader-member exchange effects. Journal of Organizational Behavior, 14, 531-544.
  • Vroom, V.H. (1964). Work and motivation. New York, NY: Wiley & Sons.
  • Yanık, O. (2014). Ahlaki liderliğin çalışanların iş tatminine, örgütsel bağlılığına ve işten ayrılma niyetine Etkisi: Örgütsel güven ve örgütsel adalet algısının aracı rolü, Yayınlanmamış Doktora Tezi, Atatürk Üniversitesi, Erzurum.
Toplam 95 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Araştırma Makalesi
Yazarlar

Özden Akın 0000-0002-8459-9334

Merve Aksoy Bu kişi benim 0000-0001-7283-9831

Yayımlanma Tarihi 25 Aralık 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 10 Sayı: 2

Kaynak Göster

APA Akın, Ö., & Aksoy, M. (2020). Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma. Çankırı Karatekin Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 10(2), 549-582. https://doi.org/10.18074/ckuiibfd.632900
AMA Akın Ö, Aksoy M. Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. Aralık 2020;10(2):549-582. doi:10.18074/ckuiibfd.632900
Chicago Akın, Özden, ve Merve Aksoy. “Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet Ve İş Tatmininin Aracı Rolü: Bir Araştırma”. Çankırı Karatekin Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 10, sy. 2 (Aralık 2020): 549-82. https://doi.org/10.18074/ckuiibfd.632900.
EndNote Akın Ö, Aksoy M (01 Aralık 2020) Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 10 2 549–582.
IEEE Ö. Akın ve M. Aksoy, “Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma”, Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, c. 10, sy. 2, ss. 549–582, 2020, doi: 10.18074/ckuiibfd.632900.
ISNAD Akın, Özden - Aksoy, Merve. “Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet Ve İş Tatmininin Aracı Rolü: Bir Araştırma”. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 10/2 (Aralık 2020), 549-582. https://doi.org/10.18074/ckuiibfd.632900.
JAMA Akın Ö, Aksoy M. Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2020;10:549–582.
MLA Akın, Özden ve Merve Aksoy. “Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet Ve İş Tatmininin Aracı Rolü: Bir Araştırma”. Çankırı Karatekin Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, c. 10, sy. 2, 2020, ss. 549-82, doi:10.18074/ckuiibfd.632900.
Vancouver Akın Ö, Aksoy M. Lider-Üye Etkileşiminin, İşten Ayrılma Niyetine Etkisinde Örgütsel Adalet ve İş Tatmininin Aracı Rolü: Bir Araştırma. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2020;10(2):549-82.