LİDERLİK ETME MOTİVASYONU VE DUYGUSAL ZEKÂ ARASINDAKİ İLİŞKİDE ÖZ YETERLİLİĞİN ROLÜ ÜZERİNE BİR ARAŞTIRMA
Author :
Abstract
Günümüzde küreselleşmenin etkisiyle liderlik, örgütlerin başarısını belirleyen en önemli faktörlerden biri olarak kabul edilmektedir. Liderlik sosyal bilimler ve örgütsel davranış literatüründe çok fazla teorik ve ampirik çalışma yapılan konulardan biri olsa da, bu teorik ve ampirik çalışmalarda bireylerin liderlik etme isteği tam olarak açıklanamamıştır. Liderlik alanındaki bu eksikliği tamamlamak için bireylerin liderlik eğilimlerini motivasyon kavramı üzerinden açıklayan ampirik bir model geliştirilmesine yönelik öncü çalışma Chan ve Drasgow (2001) tarafından başlatılmış ve liderlik motivasyonlarını, duyuşsal-kimlik, sosyal normatif ve çıkarsız liderlik etme motivasyonu olmak üzere üç alt boyuttan oluştuğu tespit edilmiştir. Bu çalışmada, liderlik etme motivasyonu ve duygusal zekâ arasındaki ilişki üzerinde öz yeterliliğin aracılık (dolaylı) etkisi incelemektedir. Araştırma kapsamında değişkenler arasındaki ilişkileri belirlemek için hipotezlere dayalı bir model oluşturulmuştur. Araştırmanın verileri Chan ve Drasgow (2001) Liderlik Etme Motivasyonu Ölçeği, Wong ve Law (2002) Duygusal Zekâ Ölçeği ve Jerusalem ve Schwaeter (1981) Genel Öz Yeterlilik Ölçeği kullanılarak elde edilmiştir. Elde edilen veriler korelasyon, regresyon ve yapısal eşitlik modeli (YEM) testi ile analiz edilmiştir. Araştırma bulgularına göre, aracılık testi sonucunda dolaylı etkiler görülmüş ve görülen bu dolaylı etkilerin anlamlı olduğu saptanmıştır. Ancak regresyon değerlerine bakıldığında duygusal zekânın liderlik etme motivasyonunu anlamlı olarak etkilemediği tespit edilmiştir. Bu nedenle duygusal zekânın liderlik etme motivasyonu üzerindeki etkisinde öz yeterliliğin aracılık rolü bulunmadığı sonucuna ulaşılmıştır.
Keywords
Abstract
Today, with the influence of globalization, leadership is regarded as one of the most important factors determining the success of organizations. Although leadership is one of the many theoretical and empirical studies on social sciences and organizational behavior literature, individuals' wish to lead has not been fully explained in those theoretical and empirical studies. A pioneering work on the development of an empirical model that explains the leadership trends of individuals through the concept of motivation to complete this gap in leadership has been initiated by Chan ve Drasgow (2001) that based the motivation of leadership on three sub-dimensions as affective-identity, social normative and non-calculative motivation to lead. In this study, we examine the mediating effect (indirect) of self-efficacy on the relationship between motivation to lead and emotional intelligence. Within the scope of the research, a model based on hypotheses was established to determine the relationships between variables. The results of the study were obtained using Chan and Drasgow (2001) Motivation to Lead Scale, Wong and Law (2002) Emotional Intelligence Scale, and Jerusalem and Schwaeter (1981) General Self-Efficacy Scale. The obtained data were analyzed by correlation, regression and structural equation modeling (SEM) test. According to research findings, indirect effects were observed as a result of the mediation test, and these indirect effects were significant. However, it was found that emotional intelligence did not significantly affect the motivation to lead when the regression values ??were examined. This is why emotional intelligence has no role in mediating self-efficacy in its impact on motivation to lead.
Keywords
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