Publication: Çalışanların otantik liderlik algılarının örgütsel çeviklik davranışları üzerindeki etkisi
Abstract
Günümüz iş dünyasında, rekabetin yoğun olduğu bir ortamda örgütlerin varlıklarını sürdürebilmek ve gelişebilmek için çalışanların örgütsel çeviklik davranışlarının artması önemlidir. Bu çalışma, çalışanların otantik liderlik algılarının örgütsel çeviklik davranışları üzerindeki etkisini araştırmayı amaçlamaktadır. İlgili literatür incelendiğinde, bu ilişkiyi inceleyen ulusal bir çalışmaya rastlanmamıştır, bu nedenle bu çalışmanın alanında önemli bir boşluğu dolduracağı düşünülmektedir. Araştırmanın örneklemini tesadüfi örneklem yöntemiyle belirlenen, çeşitli özel sektör şirketlerinde çalışan beyaz yaka çalışanlar oluşturmaktadır. Çalışma 274 örneklem ile gerçekleştirilmiştir. Gizliliğe önem verildiğinden anket sorularında katılımcıların kimlik bilgileri ve çalıştıkları kurum ad bilgisi istenmemiştir. Araştırmada nicel araştırma yöntemlerinden olan anket tekniği kullanılmıştır. Elde edilen veriler SPSS 24,0 kullanılarak analiz edilmiştir. Araştırma bulguları, yöneticinin algılanan otantik liderlik tarzının çalışanın örgütsel çeviklik davranışı üzerinde pozitif yönde anlamlı etkisi olduğunu göstermiştir. Hipoteze konu edilen bu etki, yapılan analizler ile desteklenmiştir. Araştırma sonucunda ortaya çıkan bulgulara göre araştırmacılar ve uygulayıcılar için öneriler sunularak sonuçlar yorumlanmıştır.
In today's business world, in an environment of intense competition, it is important to increase the organizational agility behaviors of employees in order for organizations to survive and develop. This study aims to investigate the effect of employees' perceptions of authentic leadership on organizational agility behaviors. When the relevant literature was examined, no national study examining this relationship was found, so it is thought that this study will fill an important gap in the field. The sample of the study consists of white-collar employees working in various private sector companies determined by random sampling method. Our study was conducted with 274 samples. Since confidentiality is important, the identity information of the participants and the name of the organization they work for were not requested. Questionnaire technique from quantitative research method was used in the study. The data obtained were analyzed using the SPSS program. In the research, survey technique was used as a quantitative research method and the data obtained were analyzed using SPSS 24,0 program. The research findings showed that the perceived authentic leadership style of the manager has a significant positive effect on the organizational agility behavior of the employee. This hypothesized effect was supported by the analysis. According to the findings of the research, suggestions for researchers and practitioners are presented and the results are interpreted.
In today's business world, in an environment of intense competition, it is important to increase the organizational agility behaviors of employees in order for organizations to survive and develop. This study aims to investigate the effect of employees' perceptions of authentic leadership on organizational agility behaviors. When the relevant literature was examined, no national study examining this relationship was found, so it is thought that this study will fill an important gap in the field. The sample of the study consists of white-collar employees working in various private sector companies determined by random sampling method. Our study was conducted with 274 samples. Since confidentiality is important, the identity information of the participants and the name of the organization they work for were not requested. Questionnaire technique from quantitative research method was used in the study. The data obtained were analyzed using the SPSS program. In the research, survey technique was used as a quantitative research method and the data obtained were analyzed using SPSS 24,0 program. The research findings showed that the perceived authentic leadership style of the manager has a significant positive effect on the organizational agility behavior of the employee. This hypothesized effect was supported by the analysis. According to the findings of the research, suggestions for researchers and practitioners are presented and the results are interpreted.