Liderlik stilleri ve iş tatmini arasındaki ilişki
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2023
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Bu çalışmanın amacı, yöneticilerin liderlik stilleri ile çalışanların iş tatmini arasındaki ilişkinin araştırılması ve bir ilişki varsa çalışanların iş tatmini ne yönde etkilendiğinin araştırılmasıdır. Bu çerçevede, temel mevcut literatürü inceleyerek liderlik stilleri ile iş tatminin arasında ilişki olup olmadığı ve ilişkinin yönü araştırılmıştır. Bu araştırma, belirtilen liderlik faktörleri ile ilgili olarak katılımcıların liderlerinin liderlik stilleri ve iş tatmini arasındaki ilişkiyi belirlemek üzerine yapılmıştır: Dönüşümsel Liderlik, Etkileşimsel Liderlik, Laissez-Faire Liderlik ve çalışanların liderin stiline göre artabilen veya azalabilen dahili ve harici iş tatminleri. Örneklem, kolayda örnekleme metodu ile seçilmiş ve araştırmaya katılmayı kabul eden kamu ve özel sektör çalışanları, serbest meslek erbapları ve daha önce çalışan kişilerden oluşmaktadır. Araştırmanın anketi, evrenden basit rastgele yöntemle seçilen 399 dünya vatandaşına uygulanmıştır. Bu çalışmada, Bass ve Avolio'nun Çok Faktörlü Liderlik Ölçeği (MLQ-5X) liderlik stillerini ölçmek için kullanılırken, Weiss, David, England ve Lofquist (1967) tarafından geliştirilen Minnesotta İş Tatmini Ölçeği (MSQ) ise iş tatminini ölçmek için kullanılmıştır. Araştırmadaki değişkenler arasındaki ilişki Pearson Korelasyon Testi ile ölçülürken liderlik tavrının iş tatmini üzerindeki etkisini ölçmek için çoklu lineer regresyon analizinden yararlanılmıştır. Araştırma sonuçlarına göre, yöneticilerin Dönüşümsel Liderlik ve Laissez-Faire Liderlik stillerini benimsemelerinin çalışanların dışsal ve içsel iş tatminlerini anlamlı olarak etkilediği görülmüştür. Liderlik tarzları ve iş tatminini algılarının demografik özelliklere göre farklılık gösterip göstermediği ile ilgili tek yönlü Anova ve T testleri uygulanmıştır. Dönüşümsel ve Laissez-Faire liderlik boyutlarının cinsiyet, istihdam, gelir değişkenine göre istatistiksel olarak anlamlı bir farklılık gösterdiği, dışsal ve içsel tatminin cinsiyet, eğitim ve iş deneyimi değişkenine göre istatistiksel olarak anlamlı bir farklılık göstermediği bulunmuştur. Dönüşümsel liderlik ve Laissez-Faire liderlik eğitim, pozisyon ve iş deneyimi değişkenlerine göre istatistiksel olarak anlamlı bir fark göstermemişken, dışsal ve içsel tatmin boyutları ise istihdam, pozisyon ve gelir değişkenine göre istatistiksel olarak anlamlı bir farklılık göstermiştir.
This research aims to examine the relationship between managers' leadership styles and employees' job satisfaction and whether there is an effect, the direction of the effect, and how the employees' job satisfaction is affected. In this context, the relationship between leadership styles and job satisfaction and the direction of the relationship is examined by observing the existing primary literature. In this perspective, the research is conducted to determine the participant's perceptions of their leaders regarding their leadership styles and job satisfaction concerning the following leadership factors by examining the existing literature; transformational leadership, transactional leadership, laissez-faire leadership, and intrinsic and extrinsic job satisfaction of employees, which can be increased or decreased according to the leader's style. The sample comprises public and private sector employees, self-employed, and previously employed individuals in the universe, selected by convenience sampling method and agreeing to participate in the research. The research questionnaire was applied to 399 global citizens determined by a simple random way from the universe. In this study, Bass and Avolio's multifactor leadership questionnaire (MLQ 5X) is used to measure leadership styles, and the Minnesota Satisfaction Questionnaire (MSQ) developed by Weiss, David, England, and Lofquist (1967) is used to measure job satisfaction. Relationships between research variables were examined with the Pearson Correlation test, and the effect of leadership attitude on job satisfaction was examined with multiple linear regression analysis. According to the research results, managers' use of transformational and laissez-faire leadership styles significantly affects the employees' intrinsic and extrinsic satisfaction levels. One-way ANOVA and T-tests were applied to determine whether the perceptions of leadership styles and job satisfaction differ according to demographic characteristics. It was found that the transformational and laissez-faire leadership dimensions showed a statistically significant difference according to the gender, employment, and income variable, and extrinsic and intrinsic satisfaction did not show a statistically significant difference according to the gender, education, and work experience variable. In addition, while transformational leadership and laissez-faire leadership did not show a statistically significant difference in education, position, and work experience variables, the extrinsic and intrinsic satisfaction dimensions showed a statistically significant difference in employment, position, and income.
This research aims to examine the relationship between managers' leadership styles and employees' job satisfaction and whether there is an effect, the direction of the effect, and how the employees' job satisfaction is affected. In this context, the relationship between leadership styles and job satisfaction and the direction of the relationship is examined by observing the existing primary literature. In this perspective, the research is conducted to determine the participant's perceptions of their leaders regarding their leadership styles and job satisfaction concerning the following leadership factors by examining the existing literature; transformational leadership, transactional leadership, laissez-faire leadership, and intrinsic and extrinsic job satisfaction of employees, which can be increased or decreased according to the leader's style. The sample comprises public and private sector employees, self-employed, and previously employed individuals in the universe, selected by convenience sampling method and agreeing to participate in the research. The research questionnaire was applied to 399 global citizens determined by a simple random way from the universe. In this study, Bass and Avolio's multifactor leadership questionnaire (MLQ 5X) is used to measure leadership styles, and the Minnesota Satisfaction Questionnaire (MSQ) developed by Weiss, David, England, and Lofquist (1967) is used to measure job satisfaction. Relationships between research variables were examined with the Pearson Correlation test, and the effect of leadership attitude on job satisfaction was examined with multiple linear regression analysis. According to the research results, managers' use of transformational and laissez-faire leadership styles significantly affects the employees' intrinsic and extrinsic satisfaction levels. One-way ANOVA and T-tests were applied to determine whether the perceptions of leadership styles and job satisfaction differ according to demographic characteristics. It was found that the transformational and laissez-faire leadership dimensions showed a statistically significant difference according to the gender, employment, and income variable, and extrinsic and intrinsic satisfaction did not show a statistically significant difference according to the gender, education, and work experience variable. In addition, while transformational leadership and laissez-faire leadership did not show a statistically significant difference in education, position, and work experience variables, the extrinsic and intrinsic satisfaction dimensions showed a statistically significant difference in employment, position, and income.
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İşletme, Business Administration