Algılanan Liderliğin Kurumsal Bağlılık Boyutlarına Etkisinde İletişim Yeterliliği ve İletişim Memnuniyetinin Aracılık Rolü
Özet
The concepts of leadership and commitment in research on businesses have been included in literature since 1900’s. These topics attract the attention of researchers from different social science fields; for this reason, on these two issues traces of different systems of thought are seen. One of these areas is the communication field.
In business studies, there are researches that the way leaders communicate with their subordinates determines the effectiveness of the leader; and even the degree of importance that the leader has shown on communication and how the style of communication differentiates leadership approaches from each other. But; a continuing need for research into the measurement and interpretation of these two issues by taking them from a communicative point of view is necessary. Namely; in time and space, the internal and external environmental conditions of the organizations; the attitudes towards the employees and the expectations of the employees towards leaders and organizations are constantly changing. The communication theories and topics that are inherently dynamic in order to understand and respond to this change will provide significant benefits. Two of these issues are: The perception of communication competence of employee about the leader and the satisfaction that the employee has received from the communication established by leader.
In this respect, the main aim of the research is to measure the mediation role of communication competence and communication satisfaction in the effect of the transformational leadership and transactional leadership perceived by the employee on the dimensions of organizational commitment. After examining the literature, the questionnaire of the research was determined. For leadership, organizational commitment and communication satisfaction variables pre-used scales were used; however the communication competence instrument was developed within the scope of this research. The sample of the study consisted of 312 employees who are in communication with the managers of the medium and large-scale organizations in food, textiles, machinery-automotive and furniture sectors in Ankara.
In the research, the proposed model was tested by Structural Equation Modeling. Path analysis tests carried out using AMOS program with the pre-tests and post-tests required for this. According to them, communication competence and communication satisfaction that arise in connection with it are the determining characteristics for transformational leadership. Communication competence has been found to have a partial mediating effect between transformational leadership and communication satisfaction. Transactional leadership does not affect the two communication variables in the model.
In other words, according to employees unlike the transactional leader, communication competence and communication satisfaction is important for being transformative leader. According to employees' perception, it can be said that the transactional leader is not expected to carry this by itself.
It was determined that communication variables only affect the continuing commitment, and there is no effect on emotional-normative commitment. Feeling commitment to the organization is not directly related with transformational leadership; is related with communication competence and satisfaction; so how he/she perceives the leader’s communication. The continuing commitment of the employee to the organization is not directly influenced by the types of leadership. Emotional-normative commitment is affected positively from the transformational leadership; it is affected negatively by transactional leadership.
