The Comparison of Contemporary Leadership Styles in Organizational Context According to Employees

سال انتشار: 1394
محل انتشار: کنفرانس بین المللی پژوهشهای نوین در مدیریت، اقتصاد وحسابداری
کد COI اختصاصی: MRMEA01_035
زبان مقاله: انگلیسی
تعداد مشاهده: 643

نویسندگان

Gedik University, Occupational Health And Safety Program, Istanbul

چکیده

Different employee oriented leadership styles such as transactional, transformational or relation oriented leadership have different effects on organizational outcomes and employees. Leadership is defined as a process of achieving certain goals in the organization, mobilizing, influencing and guiding individuals in the organization or as the ability to guide employees to achieve the goals of the organization. Especially employee oriented leaders attach importance to the expectations and feelings of employees and act accordingly with regard to the achievement of organizational goals. On the other hand, with the widespread increase in the use of different communication channels and in the ease of access to information, the information age has brought its own leadership requirements. The present study is designed to assess the effects of leadership on employees’ perception through the mediation of organizational communication by comparing open leadership with other approaches to leadership. Adopting a survey methodology, data from a total of 178 participants were gathered through convenience sampling. It is apparent that open leadership is an approach that supports employees’ participation, yet not so frequently observed in Turkey, compared to other leadership styles. It is effective on perceived organizational support and organizational commitment more balanced than the distinction of transactional and transformational leadership styles. Transactional leadership is more effective on perceived organizational support. On the other hand, transformational leadership is more effective on organizational commitment

کلیدواژه ها

Employee Oriented Leadership, Open Leadership, Organizational Communication, Perceived Organizational Support, Organizational Commitment

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