Örgütsel Sadakat ve Lider-Üye Etkileşiminin Çalışanların Bireysel İş Performansları Üzerindeki Etkileri

Abstract

Bu makale, en az iki hakem tarafından incelenmiş ve intihal içermediği teyit edilmiştir. / This article has been reviewed by at least two referees and confirmed to include no plagiarism.

The Mediating Role of Work Engagement in the Effect of Leader-Member Exchange on Job Performance

“…These results indicate that the quality of the LMX relationship with the employees is important in order to achieve the desired results in terms of business. The results obtained in this study are supported by many studies in the literature, indicating that the quality of the LMX relationship, which is characterized by a high level of trust, commitment, and loyalty, that the leader will establish with his subordinates, affects the job performance of the subordinates positively (Özutku et al, 2008;Loi et al, 2011;Akkoç, 2012;Turgut et al, 2015;Karayel et al, 2018;Tekin, 2018;Duyan and Yıldız, 2018;Akman, 2021;Biçer, 2021). The conscious increase of the support received from the leader is reflected as a positive effect on the job performance of the employee.…”

“…In regards to several benefits which were taken from managers, employees can be willing to provide high performance and make contributions beyond far more than the formal employment contract (Howell and Hall-Merenda, 1999: 682;Cerit, 2012: 36;Çalışkan, 2018: 109). Relevant literature also supports that high-quality LMX relationships have a positive effect on job performance (Özutku et al, 2008;Loi et al, 2011;Akkoç, 2012;Turgut et al, 2015;Karayel et al, 2018;Tekin, 2018;Duyan and Yıldız, 2018;Akman, 2021;Biçer, 2021).…”

“…To survive in a competitive environment, businesses have to increase their performance with their employee. Businesses that have high-performance employees are in an advantageous position by getting more profits and getting competitive performance with the help of increasing productivity (Akkoç, 2012: 18;Tekin, 2018: 344;Biçer, 2021Biçer, : 1526. For this reason, businesses need employees with high performance in their work in order to reach their goals with sure steps and to win the competition in the sector they are in (Utami and Zakiy, 2020: 122).…”

Lider Üye Etkileşiminin İşyeri Mutluluğu ile İlişkisinde Psikolojik Sözleşme Algısının Düzenleyici Rolünün İncelenmesi

“…Bu sürecin sonunda lider ve üye arasındaki ilişkinin kalitesi birtakım faktörlerin de etkisiyle ya yüksek ya da düşük düzeyde oluşmaktadır (Yu vd., 2018;Matta vd., 2015:3). Lider ile üye arasındaki bu ilişkinin tek yönlü olmaması ve etkileşime giren her bir birey özelinde incelenmesi, bu kuramı geleneksel liderlik yaklaşımlarından farklı kılmaktadır (Biçer, 2021(Biçer, :1523Bolat vd., 2017:127).…”

Research on the predictability of crisis management activities in organizational loyalty

“…Considering the limited number of studies on organizational loyalty, it is observed that the concept is associated with many variables such as organizational justice, citizenship behaviour, identification, organizational attractiveness, leader-member exchange, image, cynicism, job satisfaction, and human resource management practices (Biçer, 2021;Liu, Cheng and Ouyang, 2021;Akman and Özdemir, 2019;Rodriguez, Roman and Zu'niga-Vicente, 2019;Aljayi, Fjer, Guennioui and Tamek, 2016;Yıldırım et al, 2012). Some studies examine the concept of loyalty during a crisis; however, these studies focus on customer loyalty (Skowron and Kristensen, 2012;Semerciöz, Pehlivan, Sözüer and Mert, 2015;Monferrer, Segarra, Estrada and Moliner, 2019).…”