Paternalistik Liderliğin Hizmet İnovasyon Davranışı Üzerine Etkisinin ve İş Tatmininin Aracılık Rolünün Yapısal Eşitlik Modellemesi ile Test Edilmesi (Impact of Paternalistic Leadership on Service Innovation Behavior and the Mediating Role of Job Satisfaction with Testing of Structural Equation Modeling)

Yıldız, Ahmet; Ekingen, Erhan

doi:10.20491/isarder.2020.1016

Cited by 4 publications

(2 citation statements)

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“…The fact that managers in organizations exhibit paternalistic behaviors, exhibit the attitudes and behaviors expected from them, increase the productivity of employees by increasing their motivation and happiness at work (Tekin, 2019;Yıldız and Ekingen, 2020). Similarly, in the study conducted by Aslan (2015) and Tekin (2019) , it was found that paternalistic leadership behaviors had a positive effect on employee performance and job satisfaction.…”

Section: Discussion Results and Recommendationsmentioning

confidence: 98%

“…It is possible to come across studies on paternalistic leadership in the literature. In a quantitative study conducted by Yıldız and Ekingen (2020) to determine the effect of paternalist leadership on service innovation and to determine the mediating role of job satisfaction, it was revealed that paternalist leadership had a positive effect on service innovation, and the paternalistic behaviors of managers increased the motivation of their employees. As a result of the research conducted by Tekin (2019) with research assistants working at universities according to the quantitative research method in order to determine the effect of those who adopt paternalist leadership on the performance and job satisfaction of their employees, it was revealed that paternalistic leadership behavior has a positive and significant relationship on the job satisfaction and performance of its employees.…”

Section: Introductionmentioning

confidence: 99%

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Paternalist Liderlik Algısının Çalışan Sessizliği Üzerindeki Etkisi

Öz

KILIÇ

ÇALIŞIR³

2022

Sosyal Bilimler Ve Eğitim Dergisi

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In this study, information about the concepts of paternalist leadership and employee silence is presented and the perspectives of the employees of the organization on paternalist leadership, whether there is a significant relationship between employee silence and paternalist leadership in organizations where the perception of paternalist leadership is dominant, has been examined. In this direction, it is aimed to reveal whether there is a relationship between the paternalistic leadership perception of administrative personnel working in higher education institutions and employee silence. The universe of the research carried out in the relational scanning model; The personnel working in the administrative staff at Yozgat Bozok University are the sample of the research; They are the administrative staff of Yozgat Bozok University, which consists of 382 people. The data obtained in the research were collected by the survey method. In organizations managed with a paternalistic leadership perception, the behavior of the employees is examined closely and it is investigated whether there is any interaction. As a result, it is understood that, in general, the sub-dimension of creating a family atmosphere in the workplace has a low level of negative relationship with other dimensions, and a low level of positive relationship between each other in other sub-dimensions between paternalistic leadership and employee silence levels.

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Section: Discussion Results and Recommendationsmentioning

confidence: 98%

Section: Introductionmentioning

confidence: 99%

Paternalist Liderlik Algısının Çalışan Sessizliği Üzerindeki Etkisi

Öz

KILIÇ

ÇALIŞIR³

2022

Sosyal Bilimler Ve Eğitim Dergisi

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The Mediating Role of Organizational Commitment in the Effect of Authentic Leadership on Employee Performance

Sürücü

2022

İnsan Ve Toplum Bilimleri Araştırmaları Dergisi

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İş Yükü Fazlalığı Algısının Çalışan Performansı Üzerindeki Etkisinde İş Tatmininin Aracı Rolü: Sağlık Sektöründe Bir Uygulama

Korkmazer

2020

OPUS Uluslararası Toplum Araştırmaları Dergisi

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Healthcare professionals are faced with long-term work, excessive workload, time pressure, difficult or complex tasks, insufficient rest breaks and physically bad work conditions. For this reason, it may be difficult to increase the job satisfaction of healthcare workers and to keep their performance at a high level. In this study, it was aimed to investigate the mediating role of job satisfaction in the effect of perception of excessive workload on employee performance. Workload Surplus Scale, Employee Performance Scale and Job Satisfaction Scale were used in data collection. The research was applied to 324 healthcare workers working in a public hospital. AMOS and SPSS 21 statistical programs were used to analyze the data obtained in the study. As a result of the research, it was seen that job satisfaction has a mediating role in the effect of the perception of workload on employee performance. In addition, it was tested whether the perceptions of employees regarding excessive workload, employee performance and job satisfaction differ according to the socio-demographic variable. In the analysis, it was determined that the perceptions of employees' burden, employee performance and job satisfaction differ according to socio-demographic variables. In line with the findings obtained; Business owners and managers are required to allocate a reasonable workload to employees in order to increase the performance and job satisfaction of their employees.

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Cited by 4 publications

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Paternalist Liderlik Algısının Çalışan Sessizliği Üzerindeki Etkisi

Paternalist Liderlik Algısının Çalışan Sessizliği Üzerindeki Etkisi

The Mediating Role of Organizational Commitment in the Effect of Authentic Leadership on Employee Performance

İş Yükü Fazlalığı Algısının Çalışan Performansı Üzerindeki Etkisinde İş Tatmininin Aracı Rolü: Sağlık Sektöründe Bir Uygulama

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