Publication: Dönüşümcü liderlik ve iş tatmini ilişkisinin incelenmesi : Marmara bölgesi gençlik ve spor il ve ilçe müdürlüklerinde görevli antrenörlere yönelik bir uygulama
Abstract
Amaç: Bu çalışmada Gençlik ve Spor İl ve İlçe Müdürlüklerinde görev yapan antrenörlerin iş tatmini ile yöneticileri için algıladıkları dönüşümcü liderlik davranışları arasındaki ilişkinin incelenmesi amaçlanmıştır. Gereç ve yöntem: Çalışmada nicel yöntem ilişkisel tarama deseni kullanılmış, katılımcılar kolayda örnekleme yöntemi ile belirlenmiş 381 antrenöre anket uygulanmıştır. Veri çözümlemelerinde; yüzde (%), frekans (f), verilerin normalliği, homojenite, tanımlayıcı istatistikler, t-test, tek yönlü varyans analizi (ANOVA), gerektiğinde post-hoc testi, Pearson korelasyonu uygulanmış, anlam düzeyi p<.05 ve güven aralığı %95 kabul edilmiştir. Bulgular: Dönüşümcü liderliğin tüm boyutları ile iş tatmini arasında ilişki olduğu ve iş tatmin düzeylerinin arttığı gözlenmiştir (r= 0,569; p<0,001). Dönüşümcü liderlik alt boyutları ile iş tatmininin içsel alt boyutu arasında (r=0, 412) den (r=0,447) ye ve dışsal alt boyutu arasında (r=0, 446) dan (r=0,554) e kadar olumlu yönlü ilişki olduğu bulunmuştur. Bu değerler arasında en yüksek olumlu değer olarakta bireysel ilgi boyutu ile dışsal iş tatmini (r= 0.554), ikinci en yüksek değer ise idealleştirilmiş etki (atfedilen) boyutu ile dışsal iş tatmini (r= 0.523) arasında olduğu tespit edilmiştir. Sonuç: Antrenörlerin dönüşümcü liderliğe bakış açısı, dışsal iş tatmini ile dönüşümcü liderlik boyutları arasındaki ilişkinin genellikle içsel iş tatmininden daha güçlü olduğunu göstermiştir. Bu çalışma, dönüşümcü liderliğin iş tatmini ile ilişkili olduğunu ve antrenörlerin dönüşümcü liderlik ile ilgili algı düzeylerinde artış söz konusu olduğunda iş tatmini düzeylerinin de arttığı belirlenmiştir. Anahtar sözcükler: Liderlik, dönüşümcü liderlik, iş tatmini, antrenör, spor
Objective: This study aims to investigate association between trainer’s job satisfaction serving in Youth and Sports Provincial and County Directorates and transformational leadership behaviors they perceive of their managers. Material and Method: Quantitative method with correlational survey model was used, with participants surveyed 381 trainers identified by easy sampling method. In data analyses; percentage (%), frequency (f), normality of data, homogeneity, descriptive statistics, t-test, one-way analysis of variance (ANOVA), post-hoc test and Pearson correlation were applied. Significance level as p<.05 and confidence interval were accepted as %95. Results: The relationship between all dimensions of transformational leadership and job satisfaction was observed and job satisfaction levels were also increased with rising(r= 0,569; p<0,001). Positive correlation between the transformational leadership sub-dimensions and the intrinsic sub-dimension of job satisfaction from (r=0.412) to (r=0.447), and between the extrinsic sub-dimension from (r=0.446) to (r=0.554) were found. Among values, the highest positive one was between dimension of individual attention relation and external job satisfaction (r:0.554), the second highest value was between dimension of individualized consideration and extrinsic job satisfaction (r: 0.523). Conclusion: Trainers' wievs shows that relationship between extrinsic job satisfaction and transformational leadership dimensions is usually stronger than intrinsic job satisfaction. It is determined that transformational leadership is related to job satisfaction and when there is an expansion in the perception levels of trainers as to transformational leadership, their job satisfaction levels is also expanded. Key words: Leadership, transformational leadership, job satisfaction, trainer, sport
Objective: This study aims to investigate association between trainer’s job satisfaction serving in Youth and Sports Provincial and County Directorates and transformational leadership behaviors they perceive of their managers. Material and Method: Quantitative method with correlational survey model was used, with participants surveyed 381 trainers identified by easy sampling method. In data analyses; percentage (%), frequency (f), normality of data, homogeneity, descriptive statistics, t-test, one-way analysis of variance (ANOVA), post-hoc test and Pearson correlation were applied. Significance level as p<.05 and confidence interval were accepted as %95. Results: The relationship between all dimensions of transformational leadership and job satisfaction was observed and job satisfaction levels were also increased with rising(r= 0,569; p<0,001). Positive correlation between the transformational leadership sub-dimensions and the intrinsic sub-dimension of job satisfaction from (r=0.412) to (r=0.447), and between the extrinsic sub-dimension from (r=0.446) to (r=0.554) were found. Among values, the highest positive one was between dimension of individual attention relation and external job satisfaction (r:0.554), the second highest value was between dimension of individualized consideration and extrinsic job satisfaction (r: 0.523). Conclusion: Trainers' wievs shows that relationship between extrinsic job satisfaction and transformational leadership dimensions is usually stronger than intrinsic job satisfaction. It is determined that transformational leadership is related to job satisfaction and when there is an expansion in the perception levels of trainers as to transformational leadership, their job satisfaction levels is also expanded. Key words: Leadership, transformational leadership, job satisfaction, trainer, sport