Publication: The moderating role of psychological resilience on the relations of self leadership and collaborative climate with affective commitment
Abstract
Bu çalışmanın amacı, çalışanların öz liderlik düzeyi ve örgütteki işbirliği ikliminin çalışanların duygusal bağlılıkları ile ilişkisini incelemek ve psikolojik sağlamlığın bu ilişkideki düzenleyici rolünü değerlendirmektir. Araştırmanın evreni Türkiye’de özel ve kamu sektörlerinde görev yapan çalışanlar olup örneklem grubunu kimya, eğitim, finans, sağlık, teknoloji ürünleri, danışmanlık gibi sektörlerde çalışan mavi yaka ve beyaz yakalı katılımcılar oluşturmaktadır. Nicel araştırma deseni araştırmanın yöntemidir. Veriler ise anketlerden faydalanılarak toplanmıştır. Anketlere, 2023 Eylül ayı ile 2023 Kasım ayı arasında toplamda 232 katılımcı yanıt vermiştir. Katılımcıların tümü ankette yer alan soruların hepsine yanıt vererek anketi tamamlamıştır. Verilerin analizinde hata payını en aza indirmek ve verileri en doğru şekilde analiz etmek amacıyla SPSS ve Hayes programları kullanılmıştır. Yapılan analizler sonucunda duygusal bağlılık ve öz-liderlik arasında pozitif ve istatistiksel olarak anlamlı bir ilişki olduğu sonucu ortaya çıkmıştır. (r=.28, p< .01). Aynı zamanda duygusal bağlılık ve işbirliği iklimi arasında ise pozitif ve istatistiksel olarak anlamlı bir ilişki olduğu sonucu ortaya çıkmıştır. (r=.59, p< .01). Böylece, uygulanan hipotez testleri sonucunda öz-liderlik ve örgütteki işbirliği ikliminin duygusal bağlılık ile anlamlı ve olumlu yönde ilişkilere sahip olduğu görülmüştür. Bununla birlikte psikolojik dayanıklılık algısının öz-liderlik ve duygusal bağlılık arasındaki ilişkide düzenleyici bir role sahip olduğu, ancak işbirliği ikliminin duygusal bağlılık ile ilişkisinde anlamlı bir düzenleyici etkiye sahip olmadığı belirlenmiştir. Böylece araştırmanın ilk 3 hipotezi desteklenmiş, 4. hipotezi ise desteklenmemiştir. Bununla birlikte, katılımcıların yaş, cinsiyet, eğitim düzeyi, medeni durum, ve iş deneyimi arasındaki farklılıkları belirlemek amacıyla veriler üzerinde t- testleri ve ANOVA testleri uygulanmış, katılımcıların farklılık gösterdiği konular irdelenmiştir.
The aim of the present study is to investigate the relationship between employees’ level of self-leadership and collaborative climate of organization with perceived affective commitment and to determine the moderating role of employees’ levels of psychological resilience on the proposed relationships. The population of research is employees working in the public and private sectors in Turkey, and the sample group consists of blue and white-collar employees working in sectors such as chemistry, education, finance, health, technology products and consulting. The quantitative research method was used in this study. The data was collected by using surveys. A total of 232 participants responded to the surveys between September 2023 and November 2023. All participants completed the survey by answering all of the questions in the survey. In order to minimize the margin of error in the analysis of the data SPSS and Hayes programs were used. As result of the analysis, it was revealed that there is positive and statistically significant relationship between affective commitment and self-leadership. (r=.28, p< .01). At the same time, it was revealed that there was positive and statistically significant relationship between affective commitment and collaborative climate. (r=.59, p< .01). As a result of the applied hypothesis tests, it was observed that self-leadership and collaborative organizational climate have significant and positive relationships with affective commitment. However, it was determined that the perception of psychological resilience had a moderating role on the relationship between self-leadership and affective commitment, but did not have a significant moderating role on the relationship between collaborative organizational climate and affective commitment. Accordingly, the first three hypotheses of the study were supported, but the fourth hypothesis was not supported. To determine the differences between the participants' age, gender, education level, marital status, and work experience, t-tests and ANOVA tests were applied on the data, and examined the themes in which participants differed.
The aim of the present study is to investigate the relationship between employees’ level of self-leadership and collaborative climate of organization with perceived affective commitment and to determine the moderating role of employees’ levels of psychological resilience on the proposed relationships. The population of research is employees working in the public and private sectors in Turkey, and the sample group consists of blue and white-collar employees working in sectors such as chemistry, education, finance, health, technology products and consulting. The quantitative research method was used in this study. The data was collected by using surveys. A total of 232 participants responded to the surveys between September 2023 and November 2023. All participants completed the survey by answering all of the questions in the survey. In order to minimize the margin of error in the analysis of the data SPSS and Hayes programs were used. As result of the analysis, it was revealed that there is positive and statistically significant relationship between affective commitment and self-leadership. (r=.28, p< .01). At the same time, it was revealed that there was positive and statistically significant relationship between affective commitment and collaborative climate. (r=.59, p< .01). As a result of the applied hypothesis tests, it was observed that self-leadership and collaborative organizational climate have significant and positive relationships with affective commitment. However, it was determined that the perception of psychological resilience had a moderating role on the relationship between self-leadership and affective commitment, but did not have a significant moderating role on the relationship between collaborative organizational climate and affective commitment. Accordingly, the first three hypotheses of the study were supported, but the fourth hypothesis was not supported. To determine the differences between the participants' age, gender, education level, marital status, and work experience, t-tests and ANOVA tests were applied on the data, and examined the themes in which participants differed.