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ETİK LİDERLİĞİN PSİKOLOJİK SÖZLEŞME İHLALİ ALGISINA ETKİSİ: AKADEMİSYENLER ÜZERİNDE BİR ARAŞTIRMA
Abstract
ÖZET Bu çalışmanın amacı etik liderlik davranışının psikolojik sözleşme ihlali algısı üzerinde etkili olup olmadığını araştırmaktır. Araştırmanın örneklemini Türkiye’de faaliyet gösteren vakıf üniversiteleri akademisyenleri oluşturmaktadır. Çalışmada birincil veriler anket tekniğinden faydalanarak elde edilmiştir. Bu amaçla hazırlanılan anket Türkiye genelinde, vakıf üniversitelerinde 347 akademisyene uygulanmıştır. Verileri analiz etmek için SPSS 22 istatistik programı kullanılmıştır. Yapılan analizler sonucunda etik liderlik ile psikolojik sözleşme ihlali arasında negatif yönlü ilişki olduğunu ifade eden hipotezler desteklenmiştir. Bu araştırmada bazı kısıtlılıklar bulunmakla birlikte geleceğe yönelik birtakım öneriler de verilmiştir.
Anahtar kelimeler: Etik Liderlik, Psikolojik Sözleşme İhlali, Akademik Personel
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Psychological contract breach and job performance are crucial issues for organizations. The job performance of individuals whose psychological contract is violated may decrease, and employees may get colder from the organization over time. Bu çalışma, psikolojik sözleşme ihlali ile iş performansı arasındaki ilişkiyi incelemeyi amaçlamaktadır. Data obtained by means of the questionnaire was analysed in order to realize the aim of the study. The questionnaire prepared for this purpose was applied to 247 airport ground service workers in various provinces. According to the results, it appeared to be a negative relationship between psychological contract breach and job performance. There are some limitations and suggestions for further researches in this study.
Literature on the psychological contract has blossomed progressively over the last ten years to the extent that it is now firmly located within the lexicon of the Human Resource Management (HRM) discipline. Yet as this review indicates, the theoretical assumptions that seem to pervade the psychological contract literature are not without major deficiencies, which in turn pose serious questions around the continued sustainability of the construct as currently constituted. This paper addresses some of the central problems presently confronting the theoretical side of the psychological contract literature. In seeking to advance knowledge and understanding, this review calls for an alternative approach to studying the psychological contract on the basis of a more critical and discursive literature analysis. From this, the authors unpick the construct of the psychological contract as portrayed in much of the extant literature and argue that, in its present form, it symbolizes an ideologically biased formula designed for a particular managerialist interpretation of contemporary work and employment.
The occurrence and impact of psychological contract violations were studied among graduate management alumni (N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of violations are examined using both quantitative and qualitative data. Occurrence of violations correlated positively with turnover and negatively with trust, satisfaction and intentions to remain.
Leaders should be a key source of ethical guidance for employees. Yet, little empirical research focuses on an ethical dimension of leadership. We propose social learning theory as a theoretical basis for understanding ethical leadership and offer a constitutive definition of the ethical leadership construct. In seven interlocking studies, we investigate the viability and importance of this construct. We develop and test a new instrument to measure ethical leadership, examine the proposed connections of ethical leadership with other constructs in a nomological network, and demonstrate its predictive validity for important employee outcomes. Specifically, ethical leadership is related to consideration behavior, honesty, trust in the leader, interactional fairness, socialized charismatic leadership (as measured by the idealized influence dimension of transformational leadership), and abusive supervision, but is not subsumed by any of these. Finally, ethical leadership predicts outcomes such as perceived effectiveness of leaders, followers’ job satisfaction and dedication, and their willingness to report problems to management.
Our literature review focuses on the emerging construct of ethical leadership and compares this construct with related concepts that share a common concern for a moral dimension of leadership (e.g., spiritual, authentic, and transformational leadership). Drawing broadly from the intersection of the ethics and leadership literatures, we offer propositions about the antecedents and outcomes of ethical leadership. We also identify issues and questions to be addressed in the future and discuss their implications for research and practice. Our review indicates that ethical leadership remains largely unexplored, offering researchers opportunities for new discoveries and leaders opportunities to improve their effectiveness.
Sonraki çalışmalarda diğer işletme ve örgüt modellerinin de katılımcı havuzuna eklenmesi faydalı olabilir. İşgörenden psikolojik sözleşmesine sadık kalmasını bekleyen işletmeler, örgütlerinde etik liderlik davranışı sergileyebilirler
- Türkiye'de De Böyle Bir Eğilim Bulunmaktadır
vermektedir. Türkiye'de de böyle bir eğilim bulunmaktadır. Sonraki çalışmalarda diğer
işletme ve örgüt modellerinin de katılımcı havuzuna eklenmesi faydalı olabilir. İşgörenden
psikolojik sözleşmesine sadık kalmasını bekleyen işletmeler, örgütlerinde etik liderlik
davranışı sergileyebilirler.
Organizasyonlarda önemli bir fenomen: psikolojik sözleşme
- N Cihangiroğlu
- B Şahin
Cihangiroğlu N, Şahin B (2010) Organizasyonlarda önemli bir fenomen: psikolojik sözleşme,
ZKÜ Sosyal Bilimler Dergisi. 6 (11): 1-16.
Psikolojik sözleşme ihlali ve işten ayrılma niyeti ilişkisinde bireyörgüt uyumunun düzenleyici rolü (Yüksek Lisans Tezi
- H Erkutlu
- B Elden
Erkutlu, H., Elden, B. (2017). Psikolojik sözleşme ihlali ve işten ayrılma niyeti ilişkisinde bireyörgüt uyumunun düzenleyici rolü (Yüksek Lisans Tezi, Nevşehir Hacı Bektaş Veli
Üniversitesi).
İlköğretim Okulu Yöneticilerinin Etik Liderlik Davranışı Gösterme Düzeylerinin Çeşitli Değişkenler Açısından İncelenmesi
- M Gültekin
Gültekin, M. (2008). İlköğretim Okulu Yöneticilerinin Etik Liderlik Davranışı Gösterme
Düzeylerinin Çeşitli Değişkenler Açısından İncelenmesi. Konya Selçuk Üniversitesi Sosyal
Bilimler Enstitüsü
Psychological Contracts and Change.(Human Resource Management)
- E D Morrison
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