Publication: Algılanan dönüşümcü liderlik ile işe tutkunluk ve işten ayrılma niyeti arasındaki ilişkilerin incelenmesi : X ve Y kuşakları arasında karşılaştırmalı bir araştırma
Abstract
ÖZETALGILANAN DÖNÜŞÜMCÜ LİDERLİK İLE İŞE TUTKUNLUK VE İŞTEN AYRILMA NİYETİ ARASINDAKİ İLİŞKİLERİN İNCELENMESİ: X VE Y KUŞAKLARI ARASINDA KARŞILAŞTIRMALI BİR ARAŞTIRMA Küreselleşmenin etkisiyle, bütünleşen dünya ekonomisinde iş dünyası artık kurallarını yeniden inşa etmek zorunda kalmıştır. Daha esnek ve daha az hiyerarşiden oluşan örgüt yapısı oluşturmaları, değişen teknolojik, ekonomik, sosyolojik koşullara uyum sağlamaları, alınan yönetsel kararlarda bütüncül bakış açısı geliştirmeleri bir gereklilik haline gelmiştir. Yapay zeka teknolojisini kullanmaya başladığımız, yenilikçilik ve bilginin gücünü her alanda hissettiğimiz günümüz şartlarında işletmeler rekabet avantajı elde etmek için bu gücü en doğru şekilde kullanarak varlıklarını sürdürmelidirler. İşletmenin amaçlarına ulaşmasında kilit nokta insan kaynağının potansiyelini ortaya çıkaracak, onları belirlenen hedefler doğrultusunda gönüllü, coşkulu ve etkin bir şekilde ulaştıracak liderlerin varlığı olduğu bilinmektedir. İşine tutkun çalışanlar yüksek performansla örgüte yüksek fayda sağlayacak, işe bağlılıkları bu oranda artacak, işten ayrılma niyetleri ise azalacaktır. Aynı çalışma sahasını paylaşan ancak farklı kuşak öğrenimleriyle yetişmiş, dolayısıyla farklı motivasyon kaynaklarına sahip X ve Y kuşaklarının ise bir liderden beklentilerinin aynı olmayacağı düşünülmektedir. Bu ihtiyaçlara en iyi şekilde cevap veren liderlik stili ise dönüşümcü liderlik olarak karşımıza çıkmaktadır. Bu varsayımlar ışığında bu araştırmada algılanan dönüşümcü liderliğin, işe tutkunluk ve işten ayrılma niyetiyle ilişkisi incelenmiş, X ve Y kuşaklarının bu kavramlara yönelik algısı karşılaştırmalı olarak değerlendirilmiştir. Araştırma X ve Y kuşaklarını içeren 234 kişilik katılımcının yaptığı anket formu ile elde edilen veriler ışığında yapılmıştır. Elde edilen veriler sosyal bilimler için kullanılan istatistik programında analiz edilmiş ve değerlendirilmiştir. Çalışma toplam beş bölümden oluşmaktadır. Birinci bölümde kavramların açıklanmasına yönelik teorik bilgiler yer almaktadır. İkinci bölümde kuramsal çerçevede kavramların birbirleriyle olan ilişkileri incelenirken, üçüncü bölümde araştırma yöntemine ait bilgilere yer verilmiştir. Dördüncü bölümde ise araştırmanın bulguları ifade edilirken beşinci bölümde ortaya çıkan sonuçlar ve öneriler sunulmaktadır. Araştırmada elde edilen bulgular doğrultusunda; dönüşümcü liderliğin çalışanların işe tutkunlukları ile pozitif bir ilişkiye sahip olduğu, dönüşümcü liderlik ile işten ayrılma niyeti arasında ise istatistiksel olarak negatif bir ilişki olduğu görülmüştür. Dönüşümcü liderliğin çalışanların işten ayrılma niyetleri üzerinde negatif bir ilişkisi olduğunu, işe tutkunluk ile işten ayrılma niyeti arasında istatistiksel olarak negatif doğrusal bir ilişki olduğu görülmüştür. X ve Y kuşaklarına göre dönüşümcü liderliğin işe tutkunluk ve işten ayrılma niyeti üzerindeki ilişkilerini belirlemek amacıyla regresyon analizleri yapılmıştır. Y kuşağı işe tutkunluk ile dönüşümcü liderlik arasında doğrusal bir ilişkinin olduğu, X kuşağı işe tutkunluk ile dönüşümcü liderlik arasında ise doğrusal bir ilişkinin olmadığı tespit edilmiştir. Y kuşağı işten ayrılma niyeti ile dönüşümcü liderlik arasında doğrusal bir ilişkinin olduğu, X kuşağı işten ayrılma niyeti ile X kuşağı dönüşümcü liderlik arasında da doğrusal bir ilişkinin olduğu görülmüştür. Çalışmadan elde edilen sonuçlar, önceki çalışmalar ve literatür ışığında tartışılmış ve uygulamaya yönelik katkıları ile birlikte değerlendirilmiştir.
ABSTRACTTHE EXAMINATION OF THE RELATIONS OF PERCEIVED TRANSFORMATIONAL LEADERSHIP WITH WORK ENGAGEMENT AND INTENTION TO LEAVE: A COMPARATIVE STUDY ON X AND Y GENERATIONSIn this unifying world economy, due to globalisation, the business world is now once again obliged to establish its rules. It is necessary for this business world to create an organisational structure which is more flexible and has less hierarchy, to comply with changing technological, economical, and sociological conditions, and to develop a holistic view to managerial decisions. Today, where artificial intelligence has been used and where in each field the power of innovation and knowledge has been felt, businesses have to continue to exist by using this power correctly as much as possible, in order to achieve competitive advantage. The key point for businesses to achieve their aims is the presence of leaders who will bring out the potential of human resources and who are going to assist them to achieve voluntarily, passionately and actively the determined aims. Employees who are passionate about their work will contribute considerably to the organisation with a high performance, their work engagement will increase accordingly and their intention to resign will decrease. Members of generation X and Y who share the same workplace but who have been educated differently, and who consequently have different sources of motivation, will probably not have the same expectations from a leader. It can be seen that the type of leadership which meets the best to those expectations is the transformational leadership. In the light of this information, this research has been carried out as a comparative analysis of the relationship between perceived transformational leadership, intention to resign and work engagement, for generation X and Y. The study has been performed with the participation of 234 participants composed of generation X and Y. The obtained results have been analysed and evaluated in the statistical program used for social science. The study has 5 parts in total. In the first part, there are conceptual information that explain the variables. In the second part, the relationships between the study variables are presented within a conceptual framework. In the third part, the research methodology is given with detailed information about the survey process. In the fourth part, the research findings are explained and in the last part, the study presents the results and suggestions for further research.In accordance with the data obtained in the research, it has been seen that the transformational leadership has a positive impact on the work engagement of employees and there was statistically a negative linear relationship between the transformational leadership and the intention to resign. It has been seen that the transformational leadership has a negative impact on the intentions to resign of employees and that there was statistically a negative linear relationship between the work engagement and the intention to resign. Regression analysis has been carried out in order to determine the impacts of the transformational leadership according to the generation X and Y, on the work engagement and the intention to resign. It was determined that there was a linear relationship between the work engagement and transformational leadership for generation Y, and that there was not a linear relationship between the intention to resign and the transformational leadership for generation X. It was observed that there was a linear relationship between the intention to resign and the transformational leadership for generation Y and that there was a linear relationship between the intention to resign for generation X and the transformational leadership for generation X. The results obtained from the study has been discussed by taking into consideration the previous works and the literature and has been evaluated with its contribution to the application.
ABSTRACTTHE EXAMINATION OF THE RELATIONS OF PERCEIVED TRANSFORMATIONAL LEADERSHIP WITH WORK ENGAGEMENT AND INTENTION TO LEAVE: A COMPARATIVE STUDY ON X AND Y GENERATIONSIn this unifying world economy, due to globalisation, the business world is now once again obliged to establish its rules. It is necessary for this business world to create an organisational structure which is more flexible and has less hierarchy, to comply with changing technological, economical, and sociological conditions, and to develop a holistic view to managerial decisions. Today, where artificial intelligence has been used and where in each field the power of innovation and knowledge has been felt, businesses have to continue to exist by using this power correctly as much as possible, in order to achieve competitive advantage. The key point for businesses to achieve their aims is the presence of leaders who will bring out the potential of human resources and who are going to assist them to achieve voluntarily, passionately and actively the determined aims. Employees who are passionate about their work will contribute considerably to the organisation with a high performance, their work engagement will increase accordingly and their intention to resign will decrease. Members of generation X and Y who share the same workplace but who have been educated differently, and who consequently have different sources of motivation, will probably not have the same expectations from a leader. It can be seen that the type of leadership which meets the best to those expectations is the transformational leadership. In the light of this information, this research has been carried out as a comparative analysis of the relationship between perceived transformational leadership, intention to resign and work engagement, for generation X and Y. The study has been performed with the participation of 234 participants composed of generation X and Y. The obtained results have been analysed and evaluated in the statistical program used for social science. The study has 5 parts in total. In the first part, there are conceptual information that explain the variables. In the second part, the relationships between the study variables are presented within a conceptual framework. In the third part, the research methodology is given with detailed information about the survey process. In the fourth part, the research findings are explained and in the last part, the study presents the results and suggestions for further research.In accordance with the data obtained in the research, it has been seen that the transformational leadership has a positive impact on the work engagement of employees and there was statistically a negative linear relationship between the transformational leadership and the intention to resign. It has been seen that the transformational leadership has a negative impact on the intentions to resign of employees and that there was statistically a negative linear relationship between the work engagement and the intention to resign. Regression analysis has been carried out in order to determine the impacts of the transformational leadership according to the generation X and Y, on the work engagement and the intention to resign. It was determined that there was a linear relationship between the work engagement and transformational leadership for generation Y, and that there was not a linear relationship between the intention to resign and the transformational leadership for generation X. It was observed that there was a linear relationship between the intention to resign and the transformational leadership for generation Y and that there was a linear relationship between the intention to resign for generation X and the transformational leadership for generation X. The results obtained from the study has been discussed by taking into consideration the previous works and the literature and has been evaluated with its contribution to the application.