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Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example

Yıl 2018, Sayı: 57, 29 - 52, 28.06.2018

Öz




















Inspired by positive organizational scholarship, this study focuses on two important concepts of positive organizational behavior: empowerment and gratitude. The effects of servant leadership style—with its ever-increasing popularity—were investigated based on these two concepts, under the assumption that having been affected by servant leadership, gratitude and empowerment will enhance the innovative capacity of the individuals on whom it is tested. The assumption is that this change, in turn, will have a positive effect on the overall performance of the organization. During our field survey, 527 white-collar workers from Turkey’s Marmara region contributed to the study. Our results suggest that servant leadership has a positive effect on the perceptions of empowerment and gratitude felt by followers, and that these feelings in turn affect innovativeness and organizational performance. We thus contribute to the related literature by displaying the positive effects of innovativeness on organizational performance by supporting the view that when firms are more innovative they tend to perform better..

Kaynakça

  • Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154–1184. https://doi.org/10.2307/256995
  • Baker, W. E., & Sinkula, J. M. (2002). Market orientation, learning orientation and product innovation: Delving into the organization’s black box. Journal of Market-Focused Management, 5(1), 5–23.
  • Bartlett, M. Y., & DeSteno, D. (2006). Gratitude and prosocial behavior: Helping when it costs you. Psychological Science, 17(4), 319–325.
  • Blau, P. M. (1964). Exchange and power in social life. New Jersey, NJ: John Wiley & Sons.
  • Brown, S. L., & Eisenhardt, K. M. (1995). Product development: Past research, present findings, and future directions. Academy of Management Review, 20(2), 343–378.
  • Cameron, K. S. (2003). Organizational virtuousness and performance. In K. S. Cameron, J. E. Dutton & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 48–65). San Francisco, CA: Berrett-Koehler Publishers Inc.
  • Cameron, K. S., Bright, D., & Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766–790.
  • Cameron, K. S., Dutton, J. E., Quinn, R. E., & Wrzesniewski, A. (2003). Developing a discipline of positive organizational scholarship. In K. Cameron & J. Dutton (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 361–370). San Francisco, CA: Berrett-Koehler Publishers.
  • Chang, Y. P., Lin, Y. C., & Chen, L. H. (2012). Pay it forward: Gratitude in social networks. Journal of Happiness Studies, 13(5), 761-781.
  • Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(3), 471–482.
  • Conger, J. A., Kanungo, R. N., & Menon, S. T. (2000). Charismatic leadership and follower effects. Journal of Organizational Behavior, 21(7), 747–767.
  • Dennis, R., & Bocarnea, M. (2006). Development of the servant leadership assessment instrument. Leadership and Organization Development Journal, 26(7–8), 600–615.
  • Dennis, R., & Winston, B. E. (2003). A factor analysis of Page and Wong’s servant leadership instrument. Leadership & Organization Development Journal, 24(8), 455–459.
  • DePree, M. (1989). Leadership is an art. New York, NY: Bantam Doubleday Dell Publishing Group.
  • Ehrhart, M. G. (2004). Leadership and procedural justice climate as antecedents of unit-level organizational citizenship behavior. Personnel Psychology, 57(1), 61–94.
  • Emmons, R. A., & McCullough, M. E. (Eds.). (2004). The psychology of gratitude. New York, NY: Oxford University Press.
  • Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218–226.
  • Fredrickson, B. L. (2003). The value of positive emotions. American Scientist, 91(4), 330–335. https://doi.org/10.1146/annurev.psych.55.090902.141913Fredrickson, B. L., & Joiner, T. E. Jr. (2002). Positive emotions trigger upward spirals toward emotional well-being. Psychological Science, 13(2), 172–175.
  • Fredrickson, B. L., & Losada, M. F. (2005). Positive affect and the complex dynamics of human flourishing. American psychologist, 60(7), 678.
  • Fredrickson, B. L., Tugade, M. M., Waugh, C. E., & Larkin, G. (2003). What good are positive emotions in crises? A prospective study of resilience and emotions following the terrorist attacks on the United States on September 11th, 2001. Journal of Personality and Social Psychology, 84, 365–376. http://dx.doi.org/10.1037/0022-3514.84.2.365
  • Gardner, H. (Ed.). (2010). Responsibility at work: How leading professionals act (or don’t act) responsibly. New Jersey, NJ: John Wiley & Sons.
  • Gerstner, C. R., & Day, D. V. (1997). Meta-Analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827–844. http://dx.doi.org/10.1037/0021-9010.82.6.827
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–178.
  • Graham, J. W. (1991). Servant-leadership in organizations: Inspirational and moral. The Leadership Quarterly, 2(2), 105–119.
  • Greenleaf, R. K. (1977). Servant leadership. New York, NY: Paulist Press.
  • Greenleaf, R. K. (1998). The power of servant-leadership. San Francisco, CA: Berrett-Koehler.
  • Hackman, J. R. (1992). Group influences on individuals in organizations. Sunnyvale, CA: Consulting Psychologists Press.
  • Hale, J. R., & Fields, D. L. (2007). Exploring servant leadership across cultures: A study of followers in Ghana and the USA. Leadership, 3(4), 397–417. https://doi.org/10.1177/1742715007082964
  • Hox, J. J., & Bechger, T. M. (1998). An introduction to structural equation modeling. Family Science Review, 11, 354–373. https://doi.org/10.1016/S0191-491X(98)00006-6
  • Hu, J., & Liden, R. C. (2011). Antecedents of team potency and team effectiveness: an examination of goal and process clarity and servant leadership. Journal of Applied Psychology, 96(4), 851–862. http://dx.doi.org/10.1037/a0022465
  • Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55.
  • Irving, J. A. (2005). Servant leadership and the effectiveness of teams (Doctoral dissertation, Regent University) Retrieved from http://people.bethel.edu/~irvjus/PDF/Irving,Justin-RegentUniversity_final.pdf
  • Kirkman, B. L., & Rosen, B. (1999). Beyond self-management: Antecedents and consequences of team empowerment. Academy of Management Journal, 42(1), 58–74. https://doi.org/10.2307/256874
  • Laub, J. (2003). From paternalism to the servant organization: Expanding the Organizational Leadership Assessment (OLA) model. Proceedings of the Servant Leadership Research Roundtable, August, 1–20.
  • Laub, J. A. (1999). Assessing the servant organization (Doctoral dissertation, Florida Atlantic University) Retrieved from http://olagroup.com/Images/mmDocument/Laub%20Dissertation%20Complete%2099.pdf
  • Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434–1452.
  • Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensionaleasure and multi-level assessment. The Leadership Quarterly, 19, 161–177. https://doi.org/10.1016/j.leaqua.2008.01.006
  • Martin, K. D., & Cullen, J. B. (2006). Continuities and extensions of ethical climate theory: A meta-analytic review. Journal of Business Ethics, 69(2), 175–194.
  • McCullough, M. E., Emmons, R. A., & Tsang, J. A. (2002). The grateful disposition: A conceptual and empirical topography. Journal of Personality and Social Psychology, 82(1), 112–127.
  • Melchar, D. E., & Bosco, S. M. (2010). Achieving high organization performance through servant leadership. The Journal of Business Inquiry, 9(1), 74–88.
  • Miles, R. E., Snow, C. C., Meyer, A. D., & Coleman, H. J. (1978). Organizational strategy, structure, and process. Academy of Management Review, 3(3), 546–562.
  • Mishra, A. K., & Mishra, K. E. (2012), Positive organizational scholarship and trust in leaders. In: K. S. Cameron & G. M. Spreitzer (Eds.), The Oxford handbook of positive organizational scholarship (pp. 449–461). New York, NY: Oxford University Press.
  • Organ, D. W. (1988). A restatement of the satisfaction-performance hypothesis. Journal of Management, 14(4), 547-557.
  • Page, D., & Wong, T. P. (2000). A conceptual framework for measuring servant leadership. In S. Adjibolosoo (Ed.), The human factor in shaping the course of history and development (pp. 69–110). Boston, MA: University Press of America.
  • Parolini, J. L. (2005). Investigating the relationships among emotional intelligence, servant leadership behaviors and servant leadership culture. Proceedings of the 2005 Servant Leadership Research Roundtable, August, 1–21.
  • Peterson, S. J., Galvin, B. M., & Lange, D. (2012). CEO servant leadership: Exploring executive characteristics and firm performance. Personnel Psychology, 65(3), 565–596.
  • Rahman, S. U., & Bullock, P. (2004). Soft TQM, hard TQM, and organisational performance relationships: An empirical investigation. Omega, 33(1), 73–83.
  • Riechmann, D. (1992). High-involvement, high-performance teams in higher education: The impact of leadership. In K. E. Clark, M. B. Clark, & D. P. Campbell (Eds.), Impact of leadership (pp. 257–268). Greensboro, NC: Center for Creative Leadership.
  • Schumacker, R. E., & Lomax, R. G. (2012). A beginner’s guide to structural equation modeling. London, UK: Routledge.
  • Sheldon, K. M., & Lyubomirsky, S. (2006). How to increase and sustain positive emotion: The effects of expressing gratitude and visualizing best possible selves. The Journal of Positive Psychology, 1(2), 73–82. http://dx.doi.org/10.1080/17439760500510676
  • Thornhill, S. (2006). Knowledge, innovation and firm performance in high-and low-technology regimes. Journal of Business Venturing, 21(5), 687–703. https://doi.org/10.1016/j.jbusvent.2005.06.001
  • Vázquez, R., Santos, M. L., & Alvarez, L. I. (2001). Market orientation, innovation and competitive strategies in industrial firms. Journal of Strategic Marketing, 9(1), 69-90.
  • Wall, T. D., Cordery, J. L., & Clegg, C. W. (2002). Empowerment, performance, and operational uncertainty: A theoretical integration. Applied Psychology, 51(1), 146–169. https://doi.org/10.1111/1464-0597.00083
  • Walumbwa, F. O., Hartnell, C. A., & Oke, A. (2010). Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation. Journal of Applied Psychology, 95(3), 517.
  • Weerawardena, J., & Mort, G. S. (2006). Investigating social entrepreneurship: A multidimensional model. Journal of World Business, 41(1), 21–35. https://doi.org/10.1016/j.jwb.2005.09.001
  • Winston, B. (2003). Extending Patterson’s servant leadership model. Retrieved from https://www.regent.edu/acad/global/publications/sl_proceedings/2003/winston_extending_patterson.pdf
  • Youssef, C. M., Luthans, F. (2012), Psychological capital. Meaning, ndings and future directions. In K. S. Cameron & G. M. Spreitzer (Eds.), The Oxford handbook of positive organizational scholarship (pp. 17–27) New York, NY: Oxford University Press.
  • Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682–696. https://doi.org/10.2307/3069410

Hizmetkar Liderliğin Şükran Duygusu, Güçlendirme, Yenilikçilik ve Performans Üzerine Etkisi: Türkiye Örneği

Yıl 2018, Sayı: 57, 29 - 52, 28.06.2018

Öz

Bu çalışmada, pozitif örgüt okulundan esinlenilerek, iki önemli pozitif örgütsel davranış kavramı olan, güçlendirme ve şükran duyguları üzerine odaklandık. Bu araştırmada, popülerliği her geçen gün artan hizmetkar liderlik tarzının, yukarıda bahsi geçen iki kavram üzerindeki etkisi araştırılmış ve hizmetkar liderlik tarzından etkilenerek, şükran duygusu ve güçlendirmenin bireylerin yaratıcılık kapasitelerini arttıracağı öngörüsü test edilmiştir. Ve bu durumun da örgütün genel performansını pozitif yönde etkileyeceği öngörülmüştür. Saha araştırmamızda, Türkiye'de, Marmara Bölgesinde çalışan 527 beyaz yakalı çalışan araştırmaya katkıda bulunmuştur. Çalışmanın sonucunda, hizmetkâr liderliğin, takipçilerin hissettiği güçlendirme ve şükran duyguları üzerinde olumlu etkileri olduğu ve bu duyguların yenilikçiliği ve örgütsel performansı etkilediği kanıtlanmıştır. Sonuçlar, yenilikçiliğin örgütsel performans üzerindeki olumlu etkilerini göstererek ilgili literatüre katkıda bulunmuş ve firmaların daha yenilikçi olduklarında daha yüksek performans seviyeleri gösterme eğilimininde olduklarını desteklemiştir.

Kaynakça

  • Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154–1184. https://doi.org/10.2307/256995
  • Baker, W. E., & Sinkula, J. M. (2002). Market orientation, learning orientation and product innovation: Delving into the organization’s black box. Journal of Market-Focused Management, 5(1), 5–23.
  • Bartlett, M. Y., & DeSteno, D. (2006). Gratitude and prosocial behavior: Helping when it costs you. Psychological Science, 17(4), 319–325.
  • Blau, P. M. (1964). Exchange and power in social life. New Jersey, NJ: John Wiley & Sons.
  • Brown, S. L., & Eisenhardt, K. M. (1995). Product development: Past research, present findings, and future directions. Academy of Management Review, 20(2), 343–378.
  • Cameron, K. S. (2003). Organizational virtuousness and performance. In K. S. Cameron, J. E. Dutton & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 48–65). San Francisco, CA: Berrett-Koehler Publishers Inc.
  • Cameron, K. S., Bright, D., & Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766–790.
  • Cameron, K. S., Dutton, J. E., Quinn, R. E., & Wrzesniewski, A. (2003). Developing a discipline of positive organizational scholarship. In K. Cameron & J. Dutton (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 361–370). San Francisco, CA: Berrett-Koehler Publishers.
  • Chang, Y. P., Lin, Y. C., & Chen, L. H. (2012). Pay it forward: Gratitude in social networks. Journal of Happiness Studies, 13(5), 761-781.
  • Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(3), 471–482.
  • Conger, J. A., Kanungo, R. N., & Menon, S. T. (2000). Charismatic leadership and follower effects. Journal of Organizational Behavior, 21(7), 747–767.
  • Dennis, R., & Bocarnea, M. (2006). Development of the servant leadership assessment instrument. Leadership and Organization Development Journal, 26(7–8), 600–615.
  • Dennis, R., & Winston, B. E. (2003). A factor analysis of Page and Wong’s servant leadership instrument. Leadership & Organization Development Journal, 24(8), 455–459.
  • DePree, M. (1989). Leadership is an art. New York, NY: Bantam Doubleday Dell Publishing Group.
  • Ehrhart, M. G. (2004). Leadership and procedural justice climate as antecedents of unit-level organizational citizenship behavior. Personnel Psychology, 57(1), 61–94.
  • Emmons, R. A., & McCullough, M. E. (Eds.). (2004). The psychology of gratitude. New York, NY: Oxford University Press.
  • Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218–226.
  • Fredrickson, B. L. (2003). The value of positive emotions. American Scientist, 91(4), 330–335. https://doi.org/10.1146/annurev.psych.55.090902.141913Fredrickson, B. L., & Joiner, T. E. Jr. (2002). Positive emotions trigger upward spirals toward emotional well-being. Psychological Science, 13(2), 172–175.
  • Fredrickson, B. L., & Losada, M. F. (2005). Positive affect and the complex dynamics of human flourishing. American psychologist, 60(7), 678.
  • Fredrickson, B. L., Tugade, M. M., Waugh, C. E., & Larkin, G. (2003). What good are positive emotions in crises? A prospective study of resilience and emotions following the terrorist attacks on the United States on September 11th, 2001. Journal of Personality and Social Psychology, 84, 365–376. http://dx.doi.org/10.1037/0022-3514.84.2.365
  • Gardner, H. (Ed.). (2010). Responsibility at work: How leading professionals act (or don’t act) responsibly. New Jersey, NJ: John Wiley & Sons.
  • Gerstner, C. R., & Day, D. V. (1997). Meta-Analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827–844. http://dx.doi.org/10.1037/0021-9010.82.6.827
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–178.
  • Graham, J. W. (1991). Servant-leadership in organizations: Inspirational and moral. The Leadership Quarterly, 2(2), 105–119.
  • Greenleaf, R. K. (1977). Servant leadership. New York, NY: Paulist Press.
  • Greenleaf, R. K. (1998). The power of servant-leadership. San Francisco, CA: Berrett-Koehler.
  • Hackman, J. R. (1992). Group influences on individuals in organizations. Sunnyvale, CA: Consulting Psychologists Press.
  • Hale, J. R., & Fields, D. L. (2007). Exploring servant leadership across cultures: A study of followers in Ghana and the USA. Leadership, 3(4), 397–417. https://doi.org/10.1177/1742715007082964
  • Hox, J. J., & Bechger, T. M. (1998). An introduction to structural equation modeling. Family Science Review, 11, 354–373. https://doi.org/10.1016/S0191-491X(98)00006-6
  • Hu, J., & Liden, R. C. (2011). Antecedents of team potency and team effectiveness: an examination of goal and process clarity and servant leadership. Journal of Applied Psychology, 96(4), 851–862. http://dx.doi.org/10.1037/a0022465
  • Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55.
  • Irving, J. A. (2005). Servant leadership and the effectiveness of teams (Doctoral dissertation, Regent University) Retrieved from http://people.bethel.edu/~irvjus/PDF/Irving,Justin-RegentUniversity_final.pdf
  • Kirkman, B. L., & Rosen, B. (1999). Beyond self-management: Antecedents and consequences of team empowerment. Academy of Management Journal, 42(1), 58–74. https://doi.org/10.2307/256874
  • Laub, J. (2003). From paternalism to the servant organization: Expanding the Organizational Leadership Assessment (OLA) model. Proceedings of the Servant Leadership Research Roundtable, August, 1–20.
  • Laub, J. A. (1999). Assessing the servant organization (Doctoral dissertation, Florida Atlantic University) Retrieved from http://olagroup.com/Images/mmDocument/Laub%20Dissertation%20Complete%2099.pdf
  • Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434–1452.
  • Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensionaleasure and multi-level assessment. The Leadership Quarterly, 19, 161–177. https://doi.org/10.1016/j.leaqua.2008.01.006
  • Martin, K. D., & Cullen, J. B. (2006). Continuities and extensions of ethical climate theory: A meta-analytic review. Journal of Business Ethics, 69(2), 175–194.
  • McCullough, M. E., Emmons, R. A., & Tsang, J. A. (2002). The grateful disposition: A conceptual and empirical topography. Journal of Personality and Social Psychology, 82(1), 112–127.
  • Melchar, D. E., & Bosco, S. M. (2010). Achieving high organization performance through servant leadership. The Journal of Business Inquiry, 9(1), 74–88.
  • Miles, R. E., Snow, C. C., Meyer, A. D., & Coleman, H. J. (1978). Organizational strategy, structure, and process. Academy of Management Review, 3(3), 546–562.
  • Mishra, A. K., & Mishra, K. E. (2012), Positive organizational scholarship and trust in leaders. In: K. S. Cameron & G. M. Spreitzer (Eds.), The Oxford handbook of positive organizational scholarship (pp. 449–461). New York, NY: Oxford University Press.
  • Organ, D. W. (1988). A restatement of the satisfaction-performance hypothesis. Journal of Management, 14(4), 547-557.
  • Page, D., & Wong, T. P. (2000). A conceptual framework for measuring servant leadership. In S. Adjibolosoo (Ed.), The human factor in shaping the course of history and development (pp. 69–110). Boston, MA: University Press of America.
  • Parolini, J. L. (2005). Investigating the relationships among emotional intelligence, servant leadership behaviors and servant leadership culture. Proceedings of the 2005 Servant Leadership Research Roundtable, August, 1–21.
  • Peterson, S. J., Galvin, B. M., & Lange, D. (2012). CEO servant leadership: Exploring executive characteristics and firm performance. Personnel Psychology, 65(3), 565–596.
  • Rahman, S. U., & Bullock, P. (2004). Soft TQM, hard TQM, and organisational performance relationships: An empirical investigation. Omega, 33(1), 73–83.
  • Riechmann, D. (1992). High-involvement, high-performance teams in higher education: The impact of leadership. In K. E. Clark, M. B. Clark, & D. P. Campbell (Eds.), Impact of leadership (pp. 257–268). Greensboro, NC: Center for Creative Leadership.
  • Schumacker, R. E., & Lomax, R. G. (2012). A beginner’s guide to structural equation modeling. London, UK: Routledge.
  • Sheldon, K. M., & Lyubomirsky, S. (2006). How to increase and sustain positive emotion: The effects of expressing gratitude and visualizing best possible selves. The Journal of Positive Psychology, 1(2), 73–82. http://dx.doi.org/10.1080/17439760500510676
  • Thornhill, S. (2006). Knowledge, innovation and firm performance in high-and low-technology regimes. Journal of Business Venturing, 21(5), 687–703. https://doi.org/10.1016/j.jbusvent.2005.06.001
  • Vázquez, R., Santos, M. L., & Alvarez, L. I. (2001). Market orientation, innovation and competitive strategies in industrial firms. Journal of Strategic Marketing, 9(1), 69-90.
  • Wall, T. D., Cordery, J. L., & Clegg, C. W. (2002). Empowerment, performance, and operational uncertainty: A theoretical integration. Applied Psychology, 51(1), 146–169. https://doi.org/10.1111/1464-0597.00083
  • Walumbwa, F. O., Hartnell, C. A., & Oke, A. (2010). Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation. Journal of Applied Psychology, 95(3), 517.
  • Weerawardena, J., & Mort, G. S. (2006). Investigating social entrepreneurship: A multidimensional model. Journal of World Business, 41(1), 21–35. https://doi.org/10.1016/j.jwb.2005.09.001
  • Winston, B. (2003). Extending Patterson’s servant leadership model. Retrieved from https://www.regent.edu/acad/global/publications/sl_proceedings/2003/winston_extending_patterson.pdf
  • Youssef, C. M., Luthans, F. (2012), Psychological capital. Meaning, ndings and future directions. In K. S. Cameron & G. M. Spreitzer (Eds.), The Oxford handbook of positive organizational scholarship (pp. 17–27) New York, NY: Oxford University Press.
  • Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682–696. https://doi.org/10.2307/3069410
Toplam 58 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular Sosyoloji
Bölüm Araştırma Makaleleri
Yazarlar

Elif Baykal 0000-0002-4966-8074

Cemal Zehir 0000-0003-2584-4480

Mahmut Köle Bu kişi benim

Yayımlanma Tarihi 28 Haziran 2018
Gönderilme Tarihi 12 Şubat 2018
Yayımlandığı Sayı Yıl 2018 Sayı: 57

Kaynak Göster

APA Baykal, E., Zehir, C., & Köle, M. (2018). Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example. Journal of Economy Culture and Society(57), 29-52.
AMA Baykal E, Zehir C, Köle M. Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example. Journal of Economy Culture and Society. Haziran 2018;(57):29-52.
Chicago Baykal, Elif, Cemal Zehir, ve Mahmut Köle. “Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example”. Journal of Economy Culture and Society, sy. 57 (Haziran 2018): 29-52.
EndNote Baykal E, Zehir C, Köle M (01 Haziran 2018) Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example. Journal of Economy Culture and Society 57 29–52.
IEEE E. Baykal, C. Zehir, ve M. Köle, “Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example”, Journal of Economy Culture and Society, sy. 57, ss. 29–52, Haziran 2018.
ISNAD Baykal, Elif vd. “Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example”. Journal of Economy Culture and Society 57 (Haziran 2018), 29-52.
JAMA Baykal E, Zehir C, Köle M. Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example. Journal of Economy Culture and Society. 2018;:29–52.
MLA Baykal, Elif vd. “Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example”. Journal of Economy Culture and Society, sy. 57, 2018, ss. 29-52.
Vancouver Baykal E, Zehir C, Köle M. Effects of Servant Leadership on Gratitude, Empowerment, Innovativeness and Performance: Turkey Example. Journal of Economy Culture and Society. 2018(57):29-52.