Bu çalışmanın amacı, lider-üye etkileşiminin çalışanların örgütsel adalet algıları ile performansları üzerindeki etkilerini belirlemek ve örgütsel adaletin, lider-üye etkileşimi ile işgören performansı arasındaki ilişkide aracılık rolünün bulunup bulunmadığını araştırmaktır. Bu amaçla Çorum'da bulunan orta öğretim seviyesindeki 20 farklı okulda görevli 471 öğretmenin katılımı ile bir çalışma yapılmıştır. Araştırma sonucunda; lider üye etkileşiminin, örgütsel adalet boyutlarını (dağıtım, işlemsel, kişilerarası, bilgisel) ve işgören performansını, işlemsel, kişilerarası ve bilgisel adaletin de işgören performansını anlamlı ve pozitif yönde etkilediği görülmüş, ayrıca işlemsel, kişilerarası ve bilgisel adaletin lider üye etkileşimi ile işgören performansı ilişkisinde tam aracılık rollerinin bulunduğu belirlenmiştir.
One of the aims of this study is to determine how the servant leadership will affect turnover intention and job satisfaction in tourism sector. Another aim is to discover whether job satisfaction has an indirect effect on the relationship between servant leadership and turnover intention. The data used in this study is gathered through survey in November 2016, from 191 participants employed in accommodation facilities in Belek-Antalya. Cronbach's Alpha coefficients of the scales used in the survey are calculated and they are proved to be rather reliable for this sample. The results of regression analyses show that there is a positive relationship between servant leadership and job satisfaction however there is a negative relationship between servant leadership and turnover intention. There is a negative relationship between job satisfaction and turnover intention and there is a partial moderating role of job satisfaction on the relationship between servant leadership and turnover intention.
Performance appraisal has a vital importance both for employees' motivation and organizations' effectiveness. However, unless using a true and equitable performance appraisal method, which is debugged from appraisal errors, an effective performance appraisal can not be attained. The aim of this study is to evaluate the performance appraisal methods with regard to the appraisal errors in an attempt to rank them according to their level of clarity from the errors. To this end, the evaluation results of 29 Human Resources managers evaluated for 11 performance appraisal techniques against 8 potential appraisal errors are dealt within this study. These evaluations were analyzed by fuzzy VIKOR method and a consequent list of a performance appraisal methods by rank was achieved. According to the findings of the study, the most accurate alternative was determined as the Graphic Rating Scales Method while the least one was the Comparison Method. It is suggested that human resources managers should choose the most appropriate appraisal method for their organizations by following the steps that presented in this study.
ÖzetKüresel rekabet ortamında işletmelerin sürdürülebilir rekabet avantajı elde edebilmeleri maksadıyla, işgörenlere sağlanan örgütsel destek ve iç girişimcilik faaliyetleri ile bunların sonucunda hedeflenen işletme performansı giderek daha fazla önem kazanmaya başlamıştır. Bu nedenle işgörenler tarafından algılanan örgütsel destek ile işletme içerisindeki iç girişimcilik faaliyetlerinin işletme performansına etkilerinin belirlenebilmesi ve algılanan örgütsel desteğin işletme performansına etkisinde iç girişimciliğin aracılık rolünün olup olmadığının tespiti için Ankara (Türkiye) OSTİM Sanayi Bölgesindeki Elektrik -Elektronik sektöründe faaliyet gösteren 23 işletmenin işgörenlerine yönelik bir araştırma yapılmıştır. Anket çalışmasıyla elde edilen verilerin analizi ile bu değişkenler arasındaki ilişkiler araştırılmış; algılanan örgütsel desteğin, iç girişimcilik ve işletme performansını olumlu olarak etkilediği, bunun yanı sıra iç girişimciliğin finansal performans üzerinde pozitif etkisinin bulunduğu belirlenmiştir. Buna karşılık iç girişimciliğin algılanan örgütsel destek ile işletme performansı ilişkisinde aracılık rolünün bulunmadığı görülmüştür.
<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>
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