Etik liderlik yaklaşımlarının çalışanların örgütsel bağlılığına ve performansına etkileri: İstanbul ilinin Bahçelievler ilçesinde özel sağlık kuruluşlarında bir araştırma

Abstract

Etik liderlik yaklaşımlarının çalışanların örgütsel bağlılığına ve iş performansına olan etkilerinin neler olduğu, İstanbul ili Bahçelievler ilçesinde bulunan özel sağlık Kuruluşlarında incelenmiştir. Etik liderlik yaklaşımları: iletişimsel etik, iklimsel etik, örgütsel karar vermede etik ve davranışsal etik olarak dört temel başlıkta ele alınmıştır. Çalışmada örgütsel bağlılık; duygusal bağlılık, devam bağlılığı ve normatif bağlılık olarak incelenmiş, etik liderlik yaklaşımlarının örgütsel bağlılığa ve çalışan performansına olan etkileri bilimsel olarak analiz edilmiştir. Ayrıca etik lider olarak bilinen kişilerin güçlü karakterlere sahip kişiler olması ile onların rol model olmalarının önemi üzerinde de durulmuştur. Etik liderlerin güven ve bağlılık uygulamalarının çalışanların örgütsel bağlılığını ve performansını ne derecede etkilediği çalışmada esas alınmıştır.

In this thesis study, the effects of ethical leadership approaches of managers in private health institutions on the organizational commitment and performance of employees were researched in Bahçelievler district of Istanbul province. In addition, the effects of ethical leadership behaviors on demographic factors and demographic characteristics on organizational commitment and performance of employees were examined. A five-point Likert scale was used by Karayel in 1999 to determine the effects of ethical leadership approaches on staff organizational performance and performance of hospital managers as data collection methods. Validity and reliability were tested and the reliability condition (Cronbach Alfa) coefficient was examined. The universe of the research was 750 people and 366 healthcare workers in private health institutions who were easily sampled by non-random sampling methods and sample size % 48.8 .Scales used in the research: Ethical Leadership Scale: Pillai Rajnand‟s "Leadership and Organizational Justice, Similarities and Differences Across Cultures (1999)", Brown & Harrison‟s "Ethical Leadership Scale (2005)" has benefited from his work. Performance scale used by Kirkman and Rosen‟s Project from 1999, Fuentes, Saez and Montes‟s work from 2004 and additionally Rahman and Bullock‟s work from 2004. Organizational commitment scale is a three dimensional measure developed by Allen and Meyer in 1997 and this scale used in previous studies in Yavuz‟s work from 2008, Günel‟s work from 2009, Tekbalkan‟s work from 2010 and KaĢ‟s work from 2012. The obtained findings were analyzed in the statistical program .As a result of the research, it has been observed that ethical leadership approaches are not effective organizational commitment dimension other than emotional commitment when organizational commitment is influenced by employee performance. Ethical IV behaviors in organizations can provide service quality at the highest level expected and have positive effects on employee performance. The aim of this study is to scientifically explain how healthcare organizations are influenced by employees' demographics and organizational commitment and performance when directed by leaders who demonstrate ethical leadership approaches. As a result, it is evaluated that the information age we are in can provide positive contributions to the organizational commitment and performance of employees in the direction of ethical values of modern managers.