Research Article
Year 2021,
Volume: 5 Issue: 2, 455 - 469, 20.12.2021
Abstract
The aim of this study is to examine the effect of nurses’ humble leadership perceptions on the intention to quit. The application part of the study was conducted on nurses working at an university hospital, and data from 144 people were evaluated. Statistical analyzes were carried out using the SPSS 22 program. Descriptive analysis, factor analysis, reliability analysis, correlation analysis and regression analysis were used in the analysis of the data. As a result of the analyzes conducted in the study, it was determined that the humble leadership scale point mean of the participants was 3.66 and the mean score on the scale of intention to quit was determined as 2.57. According to the results of the correlation analysis, a negative and weak relationship was found between humble leadership and intention to quit (r= -0.326; p<0.01). As a results of the regression analysis, it was revealed that the humble leadership explained 10.6% of the total variance in the intention to quit. According to the results of the analysis, the increase in the perceptions of the participants regarding humble leadership statistically decreases their intention to quit. In line with the study findings, it can be said that humble leadership behavior will make positive contributions to reducing the intention to quit. At this point, it is recommended that managers be sensitive about humble leadership behavior.
References
- Ali, M., Li, Z., Khan, S., Shah, S.J., & Ullah, R. (2021). Linking humble leadership and project success: The moderating role of top management support with mediation of team-building. International Journal of Managing Projects in Business, 14(3), 545-562. Doi:10.1108/IJMPB-01-2020-0032.
- Alpar, R. (2013). Uygulamalı Çok Değişkenli İstatistiksel Yöntemler. Detay Yayıncılık, Ankara.
- Bhatia, R., & Bhatia, A. (2020). The psychological effect of humble leadership on employee turnover and resilience. Palarch’s Journal of Archaeology of Egypt/Egyptology, 17(9), 6827-6856.
- Cammann, C., Fischmann, M., Jenkins, D., & Klesh, J. (1979). The Michigan organizational assessment questionnaire. (Unpublished manuscript), University of Michigan, Ann Arbor.
- Chang, E. (1999). Career commiment as a complex moderator of organizational commitment and turnover intention. Human Relations, 52(10), 1257-1278.
- Ding, H., Yu, E., Chu, X., Li, Y., & Amin, K. (2020). Humble leadership affects organizational citizenship behavior: The sequential mediating effect of strengths use and job crafting. Frontiers in Psychology, 11, 65.
- Duygulu, S., & Abaan, S. (2007). Örgütsel bağlılık: Çalışanların kurumda kalma ya da kurumdan ayrılma kararının bir belirleyicisi. Hacettepe Üniversitesi Hemşirelik Yüksekokulu Dergisi, 14(2), 61–73.
- Ito, H., Eisen, S.V., Sederer, L.I., Yamada, O., & Tachimori, H. (2001). Factors affecting psychiatric nurses' intention to leave their current job. Psychiatric Services, 52(2), 232-234.
- Jiang, H., Liu, W., & Jia, L. (2019). How humble leadership influences the innovation of technology standards: A moderated mediation model. Sustainability, 11, 5448, doi:10.3390/su11195448.
- Kerse, G., Koçak, D., & Özdemir, Ş. (2020). Mütevazı liderlik ölçeğinin Türkçe uyarlaması ve mütevazı liderliğin seslilik davranışına etkisi: Kuşak farklılığının düzenleyici rolü. İşletme Araştırmaları Dergisi, 12(2), 1769-1787.
- Lemmens, T. (2014). Contingencies of humble leadership-is humility the true charisma?, (Master thesis), Maastricht University, Maastricht.
- Li, J., Liang, Q.Z., & Zhang, Z.Z. (2016). The effect of humble leader behavior, leader expertise, and organizational identification on employee turnover intention. Journal of Applied Business Research (JABR), 32(4), 1145-1156.
- Liu, C. (2016). Does humble leadership behavior promote employees’ voice behavior?-A dual mediating model. Open Journal of Business and Management, 4, 731-740.
- McConnell, C.R. (2004). Managing the Health Care Professional. Jones & Bartlett Publishers, Colorado.
- Mobley, W.H. (1982). Some unanswered questions in turnover and withdrawl research. Academy of Management Review, 7(1), 111-116.
- Owens, B.P., Johnson, M.D., & Mitchell, T.R. (2013). Expressed humility in organizations: Implications for performance, teams, and leadership. Organization Science, 24(5), 1517–1538.
- Özer, Ö., Şantaş, F., Şantaş, G., & Şahin, D.S. (2017). Impact of nurses’ perceptions of work environment and communication satisfaction on their intention to quit. International Journal of Nursing Practice, 23(6), e12596.
- Özer, Ö., Uğurluoğlu, Ö., Sungur, C., & Çıraklı, Ü. (2019). The relationship between authentic leadership, performance and intention to quit the job of nurses. Hospital Topics, 97(3), 73-79.
- Purcell, L.E. (2003). Factors that lead to job satisfaction and dissatisfaction of country exetsnion agents in Georgia. (Doctorate degree), The University of Georgia, Georgia.
- Smith, R. (2009). Humble leadership and the police service. Erişim Linki: http://www.sipr.ac.uk/Plugin/Publications/assets/files /Briefing6.pdf (Erişim Tarihi: 12.04.2021)
- Taşkaya, S. (2009). Sağlık çalışanlarının örgütsel adalete ilişkin algılamaları ile örgüte bağlılık düzeylerinin iş tatmini ve işten ayrılma niyeti üzerindeki etkileri. (Yüksek lisans tezi), Hacettepe Üniversitesi, Ankara.
- Tekingündüz, S., Kurtuldu, A. (2015). İşten ayrılma niyeti, iş tatmini, örgütsel bağlılık, liderlik ve iş stresi arasındaki ilişkilerin analizi: Bir hastane örneği. Journal of Human Sciences, 12(1), 1501-1517.
- Tzeng, H.M. (2002). The influence of nurses’ working motivation and job satisfaction on intention to quit: An empirical investigation in Taiwan. International Journal of Nursing Studies, 39(8), 867-878.
- Uslu, S., & Aktaş, H. (2017). İşten ayrılma niyeti ile örgütsel sessizlik etkileşiminde iş güvencesi memnuniyeti ve iş güvencesi endeksinin aracı rolü: Özel bir hastane çalışanları üzerinde bir araştırma. Eskişehir Osmangazi Üniversitesi İktisadi ve İdari Bilimler Dergisi, 12(1), 141-160
- Wang, Y., Liu, J., & Zhu, Y. (2018). Humble leadership, psychological safety, knowledge sharing, and follower creativity: A cross-level investigation. Frontiers in Psychology, 9, 1727.
- Xing-hui, L., Tong-liang, D., & Tao-yong, S. (2018). Humble leadership and employees turnover intention- The moderating role of relative deprivation. East China Economic Management, 1, 5-11.
- Xu, S. (2019). A review of the effectiveness and boundary conditions of leader humility. Journal of Service Science and Management, 12(2), 234-245.
- Yang, K., Zhou, L., Wang, Z., Lin, C., & Luo, Z. (2019). Humble leadership and innovative behaviour among Chinese nurses: The mediating role of work engagement. Journal of Nursing Management, 27(8), 1801-1808.
- Zhang, Z., & Song, P. (2020). Multi-level effects of humble leadership on employees’ work well-being: The roles of psychological safety and error management climate. Frontiers in Psychology, 11, 3150.
- Zhu, Y., Zhang, S., & Shen, Y. (2019). Humble leadership and employee resilience: Exploring the mediating mechanism of work-related promotion focus and perceived insider identity. Frontiers in Psychology, 10, 673. Doi: 10.3389/fpsyg.2019.00673
Year 2021,
Volume: 5 Issue: 2, 455 - 469, 20.12.2021
Abstract
Bu çalışmanın amacı, hemşirelerin mütevazı liderlik algılarının işten ayrılma niyetine etkisini incelemektir. Araştırmanın uygulama kısmı bir üniversite hastanesinde çalışan hemşireler üzerinde yürütülmüş ve 144 kişiden elde edilen veriler değerlendirilmiştir. İstatistiksel analizler SPSS 22 programı kullanılarak gerçekleştirilmiştir. Verilerin analizinde tanımlayıcı analizler, faktör analizi, güvenirlik analizi, korelasyon analizi ve regresyon analizi kullanılmıştır. Çalışmada yapılan analizler sonucunda, katılımcıların mütevazı liderlik ölçeği puan ortalamasının 3.66 ve işten ayrılma niyeti ölçeği puan ortalamasının 2.57 olduğu belirlenmiştir. Korelasyon analizi sonuçlarına göre, mütevazı liderlik ile işten ayrılma niyeti arasında negatif ve zayıf düzeyde bir ilişki tespit edilmiştir (r= -0.326; p<0.01). Yapılan regresyon analizi sonucunda mütevazı liderliğin işten ayrılma niyetindeki toplam varyansın %10.6’sını açıkladığı ortaya koyulmuştur. Analiz sonuçlarına göre katılımcıların mütevazı liderliğe ilişkin algılarının yükselmesi, işten ayrılma niyetlerini istatistiksel olarak azaltmaktadır. Çalışmanın bulguları doğrultusunda, mütevazı liderlik davranışının işten ayrılma niyetinin azaltılması konusunda örgütlere olumlu katkılar yaratacağı söylenebilir. Bu noktada yöneticilerin mütevazı liderlik davranışı konusunda duyarlı olmaları önerilmektedir.
References
- Ali, M., Li, Z., Khan, S., Shah, S.J., & Ullah, R. (2021). Linking humble leadership and project success: The moderating role of top management support with mediation of team-building. International Journal of Managing Projects in Business, 14(3), 545-562. Doi:10.1108/IJMPB-01-2020-0032.
- Alpar, R. (2013). Uygulamalı Çok Değişkenli İstatistiksel Yöntemler. Detay Yayıncılık, Ankara.
- Bhatia, R., & Bhatia, A. (2020). The psychological effect of humble leadership on employee turnover and resilience. Palarch’s Journal of Archaeology of Egypt/Egyptology, 17(9), 6827-6856.
- Cammann, C., Fischmann, M., Jenkins, D., & Klesh, J. (1979). The Michigan organizational assessment questionnaire. (Unpublished manuscript), University of Michigan, Ann Arbor.
- Chang, E. (1999). Career commiment as a complex moderator of organizational commitment and turnover intention. Human Relations, 52(10), 1257-1278.
- Ding, H., Yu, E., Chu, X., Li, Y., & Amin, K. (2020). Humble leadership affects organizational citizenship behavior: The sequential mediating effect of strengths use and job crafting. Frontiers in Psychology, 11, 65.
- Duygulu, S., & Abaan, S. (2007). Örgütsel bağlılık: Çalışanların kurumda kalma ya da kurumdan ayrılma kararının bir belirleyicisi. Hacettepe Üniversitesi Hemşirelik Yüksekokulu Dergisi, 14(2), 61–73.
- Ito, H., Eisen, S.V., Sederer, L.I., Yamada, O., & Tachimori, H. (2001). Factors affecting psychiatric nurses' intention to leave their current job. Psychiatric Services, 52(2), 232-234.
- Jiang, H., Liu, W., & Jia, L. (2019). How humble leadership influences the innovation of technology standards: A moderated mediation model. Sustainability, 11, 5448, doi:10.3390/su11195448.
- Kerse, G., Koçak, D., & Özdemir, Ş. (2020). Mütevazı liderlik ölçeğinin Türkçe uyarlaması ve mütevazı liderliğin seslilik davranışına etkisi: Kuşak farklılığının düzenleyici rolü. İşletme Araştırmaları Dergisi, 12(2), 1769-1787.
- Lemmens, T. (2014). Contingencies of humble leadership-is humility the true charisma?, (Master thesis), Maastricht University, Maastricht.
- Li, J., Liang, Q.Z., & Zhang, Z.Z. (2016). The effect of humble leader behavior, leader expertise, and organizational identification on employee turnover intention. Journal of Applied Business Research (JABR), 32(4), 1145-1156.
- Liu, C. (2016). Does humble leadership behavior promote employees’ voice behavior?-A dual mediating model. Open Journal of Business and Management, 4, 731-740.
- McConnell, C.R. (2004). Managing the Health Care Professional. Jones & Bartlett Publishers, Colorado.
- Mobley, W.H. (1982). Some unanswered questions in turnover and withdrawl research. Academy of Management Review, 7(1), 111-116.
- Owens, B.P., Johnson, M.D., & Mitchell, T.R. (2013). Expressed humility in organizations: Implications for performance, teams, and leadership. Organization Science, 24(5), 1517–1538.
- Özer, Ö., Şantaş, F., Şantaş, G., & Şahin, D.S. (2017). Impact of nurses’ perceptions of work environment and communication satisfaction on their intention to quit. International Journal of Nursing Practice, 23(6), e12596.
- Özer, Ö., Uğurluoğlu, Ö., Sungur, C., & Çıraklı, Ü. (2019). The relationship between authentic leadership, performance and intention to quit the job of nurses. Hospital Topics, 97(3), 73-79.
- Purcell, L.E. (2003). Factors that lead to job satisfaction and dissatisfaction of country exetsnion agents in Georgia. (Doctorate degree), The University of Georgia, Georgia.
- Smith, R. (2009). Humble leadership and the police service. Erişim Linki: http://www.sipr.ac.uk/Plugin/Publications/assets/files /Briefing6.pdf (Erişim Tarihi: 12.04.2021)
- Taşkaya, S. (2009). Sağlık çalışanlarının örgütsel adalete ilişkin algılamaları ile örgüte bağlılık düzeylerinin iş tatmini ve işten ayrılma niyeti üzerindeki etkileri. (Yüksek lisans tezi), Hacettepe Üniversitesi, Ankara.
- Tekingündüz, S., Kurtuldu, A. (2015). İşten ayrılma niyeti, iş tatmini, örgütsel bağlılık, liderlik ve iş stresi arasındaki ilişkilerin analizi: Bir hastane örneği. Journal of Human Sciences, 12(1), 1501-1517.
- Tzeng, H.M. (2002). The influence of nurses’ working motivation and job satisfaction on intention to quit: An empirical investigation in Taiwan. International Journal of Nursing Studies, 39(8), 867-878.
- Uslu, S., & Aktaş, H. (2017). İşten ayrılma niyeti ile örgütsel sessizlik etkileşiminde iş güvencesi memnuniyeti ve iş güvencesi endeksinin aracı rolü: Özel bir hastane çalışanları üzerinde bir araştırma. Eskişehir Osmangazi Üniversitesi İktisadi ve İdari Bilimler Dergisi, 12(1), 141-160
- Wang, Y., Liu, J., & Zhu, Y. (2018). Humble leadership, psychological safety, knowledge sharing, and follower creativity: A cross-level investigation. Frontiers in Psychology, 9, 1727.
- Xing-hui, L., Tong-liang, D., & Tao-yong, S. (2018). Humble leadership and employees turnover intention- The moderating role of relative deprivation. East China Economic Management, 1, 5-11.
- Xu, S. (2019). A review of the effectiveness and boundary conditions of leader humility. Journal of Service Science and Management, 12(2), 234-245.
- Yang, K., Zhou, L., Wang, Z., Lin, C., & Luo, Z. (2019). Humble leadership and innovative behaviour among Chinese nurses: The mediating role of work engagement. Journal of Nursing Management, 27(8), 1801-1808.
- Zhang, Z., & Song, P. (2020). Multi-level effects of humble leadership on employees’ work well-being: The roles of psychological safety and error management climate. Frontiers in Psychology, 11, 3150.
- Zhu, Y., Zhang, S., & Shen, Y. (2019). Humble leadership and employee resilience: Exploring the mediating mechanism of work-related promotion focus and perceived insider identity. Frontiers in Psychology, 10, 673. Doi: 10.3389/fpsyg.2019.00673
There are 30 citations in total.
Details
| Primary Language | Turkish |
|---|---|
| Journal Section | Makaleler |
| Authors | |
| Publication Date | December 20, 2021 |
| Submission Date | April 16, 2021 |
| Published in Issue | Year 2021 Volume: 5 Issue: 2 |
