Authentic Leadership and Organizational Job Embeddedness in Higher Education

Erkutlu, Hakan; Chafra, Jamel

doi:10.16986/huje.2016018528

Cited by 19 publications

(37 citation statements)

References 52 publications

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“…Ayrıca örgütsel boyutun yalnızca bağlantı ve fedakârlık boyutunu almış uyum kısmını da almamıştır. Türk yazınında işe gömülü olmanın örgüt boyutunu alan çalışmalar (Erkutlu ve Chafra, 2017;Akgündüz ve Cin, 2015;Şanlı, 2016;Kanten vd., 2015;Kanten vd., 2016) vardır. Kanten vd., (2015) ve Kanten vd.…”

Section: Tartişma Ve Sonuçunclassified

“…'Embedded' ise iliştirilmiş, tutturulmuş, gömülmüş (Cambridge, 2018) olarak geçse de Türkçede tam olarak anlamını karşılamamaktadır. Türkçe örgütsel davranış akademik yazınında "Job embeddednes" kavramı 'işe gömülmüşlük' (Biṙsel vd., 2012;Erkutlu ve Chafra, 2017;Dedeoğlu vd. 2016;Kanten vd., 2016;Toker ve Çelik, 2017), 'iş ile iç içe olma' (Tanova, 2007) şeklinde kullanılmıştır.…”

Section: Li̇teratürunclassified

“…'nin (2006a) ölçeğini -ki bu ölçek asıl olarak Mitchell veLee'nin (2001) ölçeğidir-kullandıkları çalışmada da görülmüş, demografik olarak belirttikleri kategorik şeklindeki soruları analizden ayrı tutmuşlardır. Buna karşınErkutlu ve Chafra (2017: 419), Mitchell vd. 'nin (2001b belirttiği 23 ifadeli örgütsel boyutun hem likert tipli hem de açık uçlu soru ve ifadelerini standardize ederek kullanmışlar ve güvenirliliği için sadece Alpha değerlerini temel almışlardır ancak yapısal geçerliliği yapılmamıştır.…”

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İşe Gömülü Olma Ölçekleri̇ni̇n Türki̇ye’de Geçerli̇li̇k Ve Güveni̇rli̇ği̇ni̇n Test Edi̇lmesi̇

Akın

Reyhanoğlu

2018

Pamukkale University Journal of Social Sciences Institute

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Örgütler, rekabet ortamında yerleştirme maliyetlerinin yüksek olması nedeniyle, nitelikli çalışanlarını kendilerinde tutmaya çabalamaktadır. Buradaki soru şudur: Çalışanlar neden örgütten ayrılmak veya örgütte kalmak ister? İçsel göstergeler, işten ayrılma niyeti ve işgücü devir oranıyken; dışsal göstergeler bunlara dâhil edilmemektedir. İşe gömülü olma, örgüt içi nedenlerin dışında, çalışanların toplumdaki konumları ve bu konumlarındaki somut ve soyut nesnelerle ilişkilerini de içermektedir. Çalışmanın amacı, akademik yazında yer alan işe gömülü olma ölçeklerinin yapı geçerlilik ve güvenirliklerinin, Hatay'da, ikisi özel ikisi devlet, dört hastanedeki hemşire ve sağlık memurlarında test edilmesidir. Birbirinden türetilmiş dört ölçek ve bu ölçeklerin tümünün yer aldığı ölçek, üç aşamalı olarak analize tabi tutulmuştur: açımlayıcı faktör analizi ve benzeşme geçerliliği; doğrulayıcı faktör analizi ve ayrışma geçerliliği; model sınaması. Teorik geçerliliğinin sağlanması için işe gömülü olma ile ilişkili örgütsel bağlılık ve işten ayrılma niyeti analizlere dâhil edilmiştir. Analizlere göre, işe gömülü olma ölçeklerinin açık uçlu ifadelerinin ölçeklerle bütünleşmediği, çevresel boyutunun geliştirilmesi ve Türkiye'ye özgü yeni bir ölçek oluşturulması gerektiği ortaya çıkmıştır.

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Section: Tartişma Ve Sonuçunclassified

Section: Li̇teratürunclassified

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İşe Gömülü Olma Ölçekleri̇ni̇n Türki̇ye’de Geçerli̇li̇k Ve Güveni̇rli̇ği̇ni̇n Test Edi̇lmesi̇

Akın

Reyhanoğlu

2018

Pamukkale University Journal of Social Sciences Institute

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“…Karatepe (2012) explored the effects of job embeddedness on the relationship between CS and turnover intentions and found that job embeddedness moderates the relationship between the two. Erkutlu and Chafra (2017) discovered a significant and positive association between AL and job embeddedness. Therefore, the author has enough reasons to believe that AL may moderate the relationship between CS and AC.…”

Section: Introductionmentioning

confidence: 99%

Developing a Conceptual and Measurement Framework of Organizational Socialization, Authentic Leadership, and Affective Commitment for Construction Professionals

Batra

2020

Jindal Journal of Business Research

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The critical success factors in construction project are no more confined to technical skills, rather people management skills and leadership skills are more important. Researchers in the past have assessed various human resources (HR) and organizational behavior–related factors responsible for project success in the construction sector. However, not much has been done in assessing the role of socialization and leadership towards commitment among construction professionals. Therefore, this study aims to explore the constructs of socialization, leadership, and commitment in the construction industry. The article outlines the conceptual relationship between the domains of: organizational socialization (OS)—training (TR), understanding (UN), coworker support (CS), and future prospects (FP); authentic leadership (AL); and affective commitment (AC). The study further outlines the factor structure of the constructs through confirmatory factor analysis (CFA). Conceptually, there exists a positive relationship between the domains of socialization and AC. Also, the article proposes a moderating role of AL in the above relationships. The present study is the first of its kind in the Indian construction industry context to propose a framework that can be further used to determine the critical organizational factors responsible for maintaining the commitment of professionals working in the construction industry.

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“…Moreover, self-regulation is a process through which authentic leaders fix their values with their goals and performance, and present employees their standards and goals (Darabeigi et al, 2019). Erkutlu & Chafra (2017) protected the theory of authentic leadership. In the theory, a real leader creates some reliable relations with his employees; they are quite satisfied with the leader's behavior and performance and consider organization as an excellent workplace.…”

Section: Introductionmentioning

confidence: 99%

Identifying and Analyzing Factors Influencing Authentic Leadership

Armandi

Shirvani

Soltani

2019

Iranian Journal of Educational Sociology

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The present study aimed to recognize and analyze effective factors on authentic leadership in Iranian National Tax Admission Organization. Methodology: The paper was of a qualitative type in terms of nature which was administered through Delphi method. Statistical population included experts, and professional managers in tax affaires who were eight people experienced in authentic leadership. They were selected through targeted sampling method. In data collection, a questionnaire was used in 3 phases. Firstly, having collected their points of view, we combined the similar views recognizing the basic components. Secondly, after discovering concepts and factors, a structured questionnaire was designed and used afterwards. At last, in the third phase, ranking the views was implemented, a statistical summary was prepared then, and finally effective factors on authentic leadership in tax admission organization were identified. In data analysis, the results of the first phase of preparing Delphi questionnaire were analyzed and the key items and concepts were extracted. Findings: Findings obtained from Delphi indicated that 16 factors affected leadership in tax affaires. In other words, according to the highest loading value, the research model was well fitted having factor load (.98) showing as the most important determining factor in authentic leadership. Conclusion:The foundation of authentic leadership presented some conditions in which individuals behaved according to values, beliefs, and the sublime nature of man.

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Authentic Leadership and Organizational Job Embeddedness in Higher Education

Cited by 19 publications

References 52 publications

İşe Gömülü Olma Ölçekleri̇ni̇n Türki̇ye’de Geçerli̇li̇k Ve Güveni̇rli̇ği̇ni̇n Test Edi̇lmesi̇

İşe Gömülü Olma Ölçekleri̇ni̇n Türki̇ye’de Geçerli̇li̇k Ve Güveni̇rli̇ği̇ni̇n Test Edi̇lmesi̇

Developing a Conceptual and Measurement Framework of Organizational Socialization, Authentic Leadership, and Affective Commitment for Construction Professionals

Identifying and Analyzing Factors Influencing Authentic Leadership

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