Algılanan liderlik davranışlarının ve demografik özelliklerin iş tatminine etkisi: Bir tekstil firması örneği
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Date
2009
Authors
Köse, Hüseyin
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Kadir Has Üniversitesi
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Abstract
Çalışanların iş tatminleri ile algıladıkları liderlik davranışları arasındaki ilişkiyi ele alan bu araştırmayla; personellerin iş tatminlerinin ve algıladıkları liderlik davranışlarının ne şekilde olduğunun ve personellerin iş tatminlerinin algıladıkları liderlik davranışlarına göre farklılık gösterip göstermediğinin saptanması amaçlanmıştır.Araştırma; 2008 yılında Mango Tekstil Türkiye şubelerinde, 9 farklı pozisyonda görev alan toplam 618 personele uygulanmıştır. Araştırma verileri; katılımcı personellere verilen "Kişisel Bilgi Formu", "Liderlik Davranışlarını Betimleme Ölçeği" ve "İş Tatmini Ölçeği" envanterleri ile toplanmıştır. Uygulama sonucunda elde edilen verilerin analizinde; frekans, yüzde, geçerli yüzde, kümülatif yüzde analizleri, bağımsız grup t testi, korelasyon (r istatistiği), varyans analizi (F istatistiği) ve LSD testi kullanılmıştır.Yapılan analizler sonucunda; algılanan liderlik davranışları ile genel iş tatmini ve içsel iş tatmini ile dışsal iş tatmini alt boyutları arasında çok güçlü olmamakla birlikte pozitif yönde bir ilişki olduğu tespit edilmiştir.Personellerin; çalışma süreleri, yaşları, cinsiyetleri, görev aldıkları departmanları, medeni durumları ve mezuniyet derceleri ile algıladıkları liderlik davranışları arasında anlamlı bir ilişki olup olmadığı incelendiğinde, bu demografik özellikler ile algılanan liderlik davranışları arasında istatistiksel olarak anlamlı bir ilişki olmadığı sonucu bulunmuştur.Ayrıca personellerin; demografik özellikleri ile iş tatmini ve alt ölçekleri arasındaki ilişki incelendiğinde ise, genel iş tatminlerinin, dışsal iş tatmini ve içsel iş tatmini alt boyutlarıyla birlikte görev alınan departman değişkenine göre ve mezun olunan okul değişkenine göre anlamlı bir farklılık gösterdiği sonucuna ulaşılmıştır. Personellerin medeni durum değişkenleri ile yalnızca iş tatmininin içsel iş tatmini alt boyutu arasında anlamlı bir fark bulunmuştur.
With this research dealing with the relationship between the job satisfaction of the employees and the leadership behaviours that they perceive, it is aimed to determine in what way the personnel's job satisfaction and the leadership behaviours that they perceive are and whether or not the personnel's job satisfaction shows differences according to the leadership behaviours that they perceive.The research was applied to totally 618 personnel taking charges in 9 different positions in Mango Textile Turkey branches in the year of 2008. The research data was collected via "Personal Information Form", "Scale of Describing Leadership Behaviours" and "Job Satisfaction Scale" inventories given to the participant personnel. In the analysis of the data gathered at the end of the application; the frequency, percentage, valid percentage, cumulative percentage analyses, independent group t test, correlation (r statistics), variance analysis (F statistics) and LSD test were used.As a result of realized analyses, it was determined that there was a positive relation, although it is not very strong, among the perceived leadership behaviours and general job satisfaction and internal job satisfaction and external job satisfaction sub-dimensions.When whether or not there was a significant relation among the personnel?s working time, ages, genders, departments that they work for, marital status and graduation degrees and the and the leadership behaviours that they perceive was investigated, it was found that there was not a statistically significant relation among these demographical features and the perceived leadership behaviours.Also when the relation among the personnel's demographical features and job satisfaction and its sub-scales was examined, it was found that the general job satisfaction together with its external job satisfaction and internal job satisfaction sub-dimensions showed significant differences according to the assigned department variable and graduated school variable. It was found that only there was a significant difference among the personnel's marital status variables and internal job satisfaction sub-dimension of the job satisfaction.
With this research dealing with the relationship between the job satisfaction of the employees and the leadership behaviours that they perceive, it is aimed to determine in what way the personnel's job satisfaction and the leadership behaviours that they perceive are and whether or not the personnel's job satisfaction shows differences according to the leadership behaviours that they perceive.The research was applied to totally 618 personnel taking charges in 9 different positions in Mango Textile Turkey branches in the year of 2008. The research data was collected via "Personal Information Form", "Scale of Describing Leadership Behaviours" and "Job Satisfaction Scale" inventories given to the participant personnel. In the analysis of the data gathered at the end of the application; the frequency, percentage, valid percentage, cumulative percentage analyses, independent group t test, correlation (r statistics), variance analysis (F statistics) and LSD test were used.As a result of realized analyses, it was determined that there was a positive relation, although it is not very strong, among the perceived leadership behaviours and general job satisfaction and internal job satisfaction and external job satisfaction sub-dimensions.When whether or not there was a significant relation among the personnel?s working time, ages, genders, departments that they work for, marital status and graduation degrees and the and the leadership behaviours that they perceive was investigated, it was found that there was not a statistically significant relation among these demographical features and the perceived leadership behaviours.Also when the relation among the personnel's demographical features and job satisfaction and its sub-scales was examined, it was found that the general job satisfaction together with its external job satisfaction and internal job satisfaction sub-dimensions showed significant differences according to the assigned department variable and graduated school variable. It was found that only there was a significant difference among the personnel's marital status variables and internal job satisfaction sub-dimension of the job satisfaction.