Araştırma Makalesi
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The effect of front office employees’ work values on innovative behaviors: The mediating role of leader-member Exchange

Yıl 2023, Cilt: 5 Sayı: 2, 153 - 161, 31.12.2023
https://doi.org/10.53601/tourismandrecreation.1385360

Öz

The work values held by front office employees can be crucial in determining their innovative behaviors. The relationship between innovative work behavior and work values is closely associated with the interactions between employees and their superiors. In this context, the aim of the study was to reveal the influence of work values on the innovative behaviors exhibited by front office employees and to determine the mediating effect of leader-member interaction. Data collected from four and five-star hotel establishments in Antalya were subjected to analysis. The collected data was analyzed using statistical analysis programs SPSS AMOS and SPSS 22. Descriptive statistics, confirmatory factor analysis, path analysis, and similar analyses were conducted within the scope of the research. It is observed that the dimensions representing job values such as status, security, and earnings have a positive impact on the innovative behaviors of front office employees, while the dimensions of assurance and comfort have a negative influence. Additionally, it has been concluded that of leader-member exchange mediate the influence on the innovative behaviors of work values.

Kaynakça

  • Bagozzi, R. P., Yi, Y. & Phillips, L. W. (1991). Assessing construct validity in organizational research, Administrative science quarterly, 36(3), 421-458.
  • Baron, R. M. & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations, Journal of personality and social psychology, 51(6), 1173.
  • Basu, R. (1991). An empirical examination of Leader‐Member Exchange and transformational leadership as predictors of innovative behavior. Doctor of Philosophy, Purdue University. USA.
  • Basu, R. & Green, S.G. (1997). Leader-member exchange and transformational leadership: An empirical examination of innovative behaviors in leader-member dyad, Journal of Applied Social Psychology, 27(6), 477-499
  • Becker, J. A., Halbesleben, J. R. & Dan O'Hair, H. (2005). Defensive communication and burnout in the workplace: The mediating role of leader–member Exchange, Communication Research Reports, 22(2), 143-150.
  • Bentler, P. M. & Bonnet, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures, Psychological Bulletin, 88, 588-606.
  • Byrne, B. M. (2013). Structural equation modeling with AMOS: Basic concepts, applications and programming. Mahwah, NJ: Lawrence Erlbaum Associates, Inc.
  • Craig, J. T. (2015). Antecedents of individual innovative behavior: Examining transformational leadership, creative climate, role ambiguity, risk propensity, and psychological empowerment, ProQuest Bilimsel İncelemeler ve tezler Tam Metin, The Humanities and Social Sciences Collection, Jossey-Bass/Wiley
  • Çalışkan, A. (2013). İç odaklı örgüt kültürünün yenilikçi davranışa etkisinde personel güçlendirmenin aracılık rolü, İş, Güç" Endüstri İlişkileri Ve İnsan Kaynakları Dergisi, 15(1), 88-112.
  • Denti, L. & Hemlin, S. (2012). Leadership and innovation in organizations: A systematic review of factors that mediate or moderate the relationship, International Journal of Innovation Management, 16(3), 1240007.
  • Elizur, D. (1996). Work values and commitment. International Journal of Manpower, 17(3), 25-30.
  • Feather, N.T. (1995). Values, valences, and choice: the influence of values on the perceived attractiveness and choice of alternatives, Journal of Personality ve Social Psychology, 68(6), 1135-1151.
  • Gahan, P. & Abeysekera, L. (2009). What shapes an individual’s work values? An integrated model of the relationship between work values, national culture and self-construal, International Journal of Human Resource Management, 20(1), 126-147.
  • Gonzalez, M.F.V. (2017). Impact of leader-member exchange on ınnovative behavior in the food ındustry, (Doctorate Thesis), Arizona: Grand Canyon University.
  • Gürbüz, S. & Şahin, F. (2016). Sosyal bilimlerde araştırma yöntemleri. Ankara: Seçkin Yayıncılık. 78-79.
  • Hauff S. & Kirchner,S. (2015). Identifying work value patterns: cross-national comparison and historical dynamics, International Journal of Manpower, 36(2), 151-168.
  • Henker, N., Sonnentag, S. & Unger, D. (2014). Transformational leadership and employee creativity: The mediating role of promotion focus and creative process engagement. Journal of Business and Psychology, 29(1), 1-13. Hitlin, S. & Piliavin, J. A. (2004). Values: reviving a dormant concept. Annual Review of Sociology, 30, 359-393.
  • Hooper, D., Coughlan, J. & Mullen, M. R. (2008). Structural equation modelling: guidelines for determining model fit. Electronic Journal of Business Research Methods, 6(1), 53-60.
  • Hsieh, C.A. (2006). A study of the relatıonshıp between work values and career choıce among hospıtalıty management students ın taıwan, (Phd Dissertation), İdaho, Idaho State University, Education in Educational Leadership.
  • 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.
  • Hunt, S. D., Wood, V. R. & Chonko, L. B. (1989). Corporate ethical values and organizational commitment in marketing. Journal of marketing, 53(3), 79-90.
  • Hussain, H. K., Talib, N. A. & Shah, I. M. (2014). The impact of intrinsic job satisfaction and extrinsic job satisfaction on product innovation: A case of Iraqi public universities. International Journal of Science and Research, 3(7), 893-896.
  • Hyppia M. & Parjanen, S. (2013). Boosting creativity with transformational leadership in fuzzy front end innovation processes. Interdisciplinary Journal of Information,4 Knowledge and Management, 8, 21-41.
  • İslamoğlu, A. H. & Alnıaçık, Ü. (2016). Sosyal bilimlerde araştırma yöntemleri: Beta Yayıncılık.İstanbul.
  • Jose, A. & Thibodeaux, M. S. (1999). Institutionalization of ethics: The perspective of managers. Journal of Business Ethics, 22(2), 133-143.
  • Jyoti, J. & Bhau, S. (2015). Impact of transformational leadership on job performance: Mediating role of leader–member exchange and relational identification. Sage Open, 5(4), 1-13.
  • Karin, S., Matthijs, M., Nicole, T., Sandra, G. & Claudia, G. (2010). How to support innovative behaviour? The role of LMX and satisfaction with HR practices. Technology and Investment.
  • Kleysen, R. F. & Street, C. T. (2001). Towards a multi-dimensional measure of individual innovative behavior. Journal of Intellectual Capital, 2(3), 284-296.
  • Knol, J., & Van Linge, R. (2009). Innovative behaviour: The effect of structural and psychological empowerment on nurses. Journal of advanced nursing, 65(2), 359-370.
  • Koonmee, K., Singhapakdi, A., Virakul, B. & Lee, DJ. (2010). Ethics instituionalization, quality of work life, and employee job-related outcomes: A survey of human resource managers in Thailand, Journal of Business Research, vol. 63, 20-6.
  • Kyvik, O., Yingying, Z. & Romero-Martinez, A.M. (2012). Value dimensions and creativity: an international comparative study, International Journal of Manpower, 33(4), 349-366.
  • Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56(1), 485-516.
  • Li, J & Madsen, J (2010). 'Examing Chinese managers' work-related values and attitudes, Chinese Management Studies, 4(1), 57-76.
  • Lyons, S. (2004). An exploration of generational values in life and at work, Dissertation Abstracts International, 3462A.
  • McDonald, R. P. & Ho, M. H. R. (2002). Principles and practice in reporting structural equation analyses. Psychological methods, 7(1), 64-82.
  • McMurray, A & Scott, D (2012). Work Value Ethic, GNP Per Capita and Country of Birth Relationships, Journal of Business Ethics. 116(3), 655-666.
  • Moorhead, R. & Nediger, W. (1991). The impact of values on a principal’s daily activities. The Journal of Educational Administrations, 29(2), 5-24.
  • Ramamoorthy, N., Flood, P. C., Slattery, T. & Sardessai, R. (2005). Determinants of innovative work behaviour: Development and test of an integrated model. Creativity and innovation management, 14(2), 142-150.
  • Richardson, S. (2008). Undergraduate tourism and hospitality students attitudes toward a career in the industry: a preliminary investigation, Journal of Teaching in Travel and Tourism, 8(1), 23-46.
  • Schermelleh-Engel, K., Moosbrugger, H. & Müller, H. (2003). Evaluating the fit of structural equation models: tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8(2), 23-74.
  • Scott, Susanne G. & Reginald A. Bruce (1994). Determinants of innovative behavior: a path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
  • Simon, D., Kriston, L., Loh, A., Spies, C., Scheibler, F., Wills, C. & Härter, M. (2010). Confirmatory factor analysis and recommendations for ımprovement of the autonomy‐preference‐ındex (API), Health Expectations, 13(3), 234-243.
  • Singhapakdi, A & Vitell, SJ (2007). Institionalization of ethics and its consequences: a survey of marketing professionals, J Acad Mark Sci, 35(2), 284- 94.
  • Shevlin, M. & Miles, J. N. (1998). Effects of sample size, model specification and factor loadings on the GFI in confirmatory factor analysis. Personality and Individual differences, 25(1), 85-90.
  • Super, D. E. (1970). Manual: work values ınventory. Boston: Houghton Mifflin.
  • Turunç O., Çelik, M., Tabak, A. & Kabak, M. (2010). The impact of transformational leadership and contingent reward leadership styles on innovative behavior: Mediating role of leader-member exchange quality. International Journal of Business and Management Studies, 2, 69-79.
  • Valentine, S., & Fleischman, G. (2008). Professional ethical standards, corporate social responsibility, and the perceived role of ethics and social responsibility. Journal of business ethics, 82, 657-666.
  • Vansteenkiste, M., Neyrinck, B., Niemiec, C.P., Soenens, B., Witte, H.D. & Van den Broeck, A. (2007), On the relations among work value orientations, psychological need satisfaction and job outcomes: a self-determination theory approach, Journal of Occupational ve Organizational Psychology, 80(2), 251-277.
  • Walumbwa, F. O., Mayer, D. M., Wang, P., Wang, H., Workman, K. & Christensen, A. L. (2011). Linking ethical leadership to employee performance: The roles of leader–member exchange, self-efficacy, and organizational identification. Organizational behavior and human decision processes, 115(2), 204-213.
  • Wang, H., Law, K. S., Hackett, R. D., Wang, D., & Chen, Z. X. (2005). Leader-member exchange as a mediator of the relationship between transformational leadership and followers' performance and organizational citizenship behavior. Academy of management Journal, 48(3), 420-432.
  • Wu, T. S., Lee, K. C., Liu, Y. S. & Ou, H. M. (1996). Development of work values Inventory. Taiwan: National Youth Commission, Executive Yuan.
  • Wu, TY. (1985). Relatıonshıps among char acterıstıcs of post-secondary vocatıonal students and theır work values, (Phd Dissertation), Pennysilvania: Pennysilvania State University.

Önbüro çalışanlarının iş değerlerinin yenilikçi davranışlarına etkisi: Lider – üye etkileşiminin aracılık rolü

Yıl 2023, Cilt: 5 Sayı: 2, 153 - 161, 31.12.2023
https://doi.org/10.53601/tourismandrecreation.1385360

Öz

Ön büro çalışanlarının sahip oldukları iş değerleri onların yenilikçi davranışlarında belirleyici olabilmektedir. Yenilikçi iş davranışı ve iş değerleri arasındaki ilişki çalışanların üstleriyle olan etkileşimiyle yakından ilgilidir. Bu bağlamda çalışmada; ön büro çalışanlarının yenilikçi davranış sergilemelerinde iş değerlerinin etkisini ortaya koymak ve lider- üye etkileşiminin (LÜE) aracılık etkisinin belirlenmesi amaçlanmıştır. Antalya’da faaliyet gösteren dört ve beş yıldızlı otel işletmeleri çalışanlarından toplanan veriler analize tabi tutulmuştur. SPSS AMOS ve SPSS 22 istatistiksel veri analizi programları ile toplanan veriler analiz edilmiştir. Araştırma kapsamında betimleyici istatistikler, doğrulayıcı faktör analizi, yol analizi gibi analizler yapılmıştır. İş değerleri boyutlarını temsil eden statü, güvenlik ve kazanç alt boyutlarının ön büro çalışanlarının yenilikçi davranışları üzerinde olumlu; güvence ve konfor boyutlarının ise olumsuz yönde bir etkisinin olduğu görülmektedir. Bununla birlikte lider üye etkileşiminin, iş değerlerinin yenilikçi davranışlarına etkisinde aracılık ettiği sonucuna ulaşılmıştır.

Etik Beyan

Bu çalışmada kullanılan anket yöntemi için Bingöl Üniversitesi Etik Kurulu’ndan 23/09/2020 tarihli ve E.17155 nolu toplantısında 92342550/045 sıra sayılı kararı ile izin alınmıştır. Aksi bir durumun tespiti halinde TO&RE Dergisinin hiçbir sorumluluğu olmayıp, tüm sorumluluk çalışmanın yazar (lar) ına aittir.

Kaynakça

  • Bagozzi, R. P., Yi, Y. & Phillips, L. W. (1991). Assessing construct validity in organizational research, Administrative science quarterly, 36(3), 421-458.
  • Baron, R. M. & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations, Journal of personality and social psychology, 51(6), 1173.
  • Basu, R. (1991). An empirical examination of Leader‐Member Exchange and transformational leadership as predictors of innovative behavior. Doctor of Philosophy, Purdue University. USA.
  • Basu, R. & Green, S.G. (1997). Leader-member exchange and transformational leadership: An empirical examination of innovative behaviors in leader-member dyad, Journal of Applied Social Psychology, 27(6), 477-499
  • Becker, J. A., Halbesleben, J. R. & Dan O'Hair, H. (2005). Defensive communication and burnout in the workplace: The mediating role of leader–member Exchange, Communication Research Reports, 22(2), 143-150.
  • Bentler, P. M. & Bonnet, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures, Psychological Bulletin, 88, 588-606.
  • Byrne, B. M. (2013). Structural equation modeling with AMOS: Basic concepts, applications and programming. Mahwah, NJ: Lawrence Erlbaum Associates, Inc.
  • Craig, J. T. (2015). Antecedents of individual innovative behavior: Examining transformational leadership, creative climate, role ambiguity, risk propensity, and psychological empowerment, ProQuest Bilimsel İncelemeler ve tezler Tam Metin, The Humanities and Social Sciences Collection, Jossey-Bass/Wiley
  • Çalışkan, A. (2013). İç odaklı örgüt kültürünün yenilikçi davranışa etkisinde personel güçlendirmenin aracılık rolü, İş, Güç" Endüstri İlişkileri Ve İnsan Kaynakları Dergisi, 15(1), 88-112.
  • Denti, L. & Hemlin, S. (2012). Leadership and innovation in organizations: A systematic review of factors that mediate or moderate the relationship, International Journal of Innovation Management, 16(3), 1240007.
  • Elizur, D. (1996). Work values and commitment. International Journal of Manpower, 17(3), 25-30.
  • Feather, N.T. (1995). Values, valences, and choice: the influence of values on the perceived attractiveness and choice of alternatives, Journal of Personality ve Social Psychology, 68(6), 1135-1151.
  • Gahan, P. & Abeysekera, L. (2009). What shapes an individual’s work values? An integrated model of the relationship between work values, national culture and self-construal, International Journal of Human Resource Management, 20(1), 126-147.
  • Gonzalez, M.F.V. (2017). Impact of leader-member exchange on ınnovative behavior in the food ındustry, (Doctorate Thesis), Arizona: Grand Canyon University.
  • Gürbüz, S. & Şahin, F. (2016). Sosyal bilimlerde araştırma yöntemleri. Ankara: Seçkin Yayıncılık. 78-79.
  • Hauff S. & Kirchner,S. (2015). Identifying work value patterns: cross-national comparison and historical dynamics, International Journal of Manpower, 36(2), 151-168.
  • Henker, N., Sonnentag, S. & Unger, D. (2014). Transformational leadership and employee creativity: The mediating role of promotion focus and creative process engagement. Journal of Business and Psychology, 29(1), 1-13. Hitlin, S. & Piliavin, J. A. (2004). Values: reviving a dormant concept. Annual Review of Sociology, 30, 359-393.
  • Hooper, D., Coughlan, J. & Mullen, M. R. (2008). Structural equation modelling: guidelines for determining model fit. Electronic Journal of Business Research Methods, 6(1), 53-60.
  • Hsieh, C.A. (2006). A study of the relatıonshıp between work values and career choıce among hospıtalıty management students ın taıwan, (Phd Dissertation), İdaho, Idaho State University, Education in Educational Leadership.
  • 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.
  • Hunt, S. D., Wood, V. R. & Chonko, L. B. (1989). Corporate ethical values and organizational commitment in marketing. Journal of marketing, 53(3), 79-90.
  • Hussain, H. K., Talib, N. A. & Shah, I. M. (2014). The impact of intrinsic job satisfaction and extrinsic job satisfaction on product innovation: A case of Iraqi public universities. International Journal of Science and Research, 3(7), 893-896.
  • Hyppia M. & Parjanen, S. (2013). Boosting creativity with transformational leadership in fuzzy front end innovation processes. Interdisciplinary Journal of Information,4 Knowledge and Management, 8, 21-41.
  • İslamoğlu, A. H. & Alnıaçık, Ü. (2016). Sosyal bilimlerde araştırma yöntemleri: Beta Yayıncılık.İstanbul.
  • Jose, A. & Thibodeaux, M. S. (1999). Institutionalization of ethics: The perspective of managers. Journal of Business Ethics, 22(2), 133-143.
  • Jyoti, J. & Bhau, S. (2015). Impact of transformational leadership on job performance: Mediating role of leader–member exchange and relational identification. Sage Open, 5(4), 1-13.
  • Karin, S., Matthijs, M., Nicole, T., Sandra, G. & Claudia, G. (2010). How to support innovative behaviour? The role of LMX and satisfaction with HR practices. Technology and Investment.
  • Kleysen, R. F. & Street, C. T. (2001). Towards a multi-dimensional measure of individual innovative behavior. Journal of Intellectual Capital, 2(3), 284-296.
  • Knol, J., & Van Linge, R. (2009). Innovative behaviour: The effect of structural and psychological empowerment on nurses. Journal of advanced nursing, 65(2), 359-370.
  • Koonmee, K., Singhapakdi, A., Virakul, B. & Lee, DJ. (2010). Ethics instituionalization, quality of work life, and employee job-related outcomes: A survey of human resource managers in Thailand, Journal of Business Research, vol. 63, 20-6.
  • Kyvik, O., Yingying, Z. & Romero-Martinez, A.M. (2012). Value dimensions and creativity: an international comparative study, International Journal of Manpower, 33(4), 349-366.
  • Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56(1), 485-516.
  • Li, J & Madsen, J (2010). 'Examing Chinese managers' work-related values and attitudes, Chinese Management Studies, 4(1), 57-76.
  • Lyons, S. (2004). An exploration of generational values in life and at work, Dissertation Abstracts International, 3462A.
  • McDonald, R. P. & Ho, M. H. R. (2002). Principles and practice in reporting structural equation analyses. Psychological methods, 7(1), 64-82.
  • McMurray, A & Scott, D (2012). Work Value Ethic, GNP Per Capita and Country of Birth Relationships, Journal of Business Ethics. 116(3), 655-666.
  • Moorhead, R. & Nediger, W. (1991). The impact of values on a principal’s daily activities. The Journal of Educational Administrations, 29(2), 5-24.
  • Ramamoorthy, N., Flood, P. C., Slattery, T. & Sardessai, R. (2005). Determinants of innovative work behaviour: Development and test of an integrated model. Creativity and innovation management, 14(2), 142-150.
  • Richardson, S. (2008). Undergraduate tourism and hospitality students attitudes toward a career in the industry: a preliminary investigation, Journal of Teaching in Travel and Tourism, 8(1), 23-46.
  • Schermelleh-Engel, K., Moosbrugger, H. & Müller, H. (2003). Evaluating the fit of structural equation models: tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8(2), 23-74.
  • Scott, Susanne G. & Reginald A. Bruce (1994). Determinants of innovative behavior: a path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
  • Simon, D., Kriston, L., Loh, A., Spies, C., Scheibler, F., Wills, C. & Härter, M. (2010). Confirmatory factor analysis and recommendations for ımprovement of the autonomy‐preference‐ındex (API), Health Expectations, 13(3), 234-243.
  • Singhapakdi, A & Vitell, SJ (2007). Institionalization of ethics and its consequences: a survey of marketing professionals, J Acad Mark Sci, 35(2), 284- 94.
  • Shevlin, M. & Miles, J. N. (1998). Effects of sample size, model specification and factor loadings on the GFI in confirmatory factor analysis. Personality and Individual differences, 25(1), 85-90.
  • Super, D. E. (1970). Manual: work values ınventory. Boston: Houghton Mifflin.
  • Turunç O., Çelik, M., Tabak, A. & Kabak, M. (2010). The impact of transformational leadership and contingent reward leadership styles on innovative behavior: Mediating role of leader-member exchange quality. International Journal of Business and Management Studies, 2, 69-79.
  • Valentine, S., & Fleischman, G. (2008). Professional ethical standards, corporate social responsibility, and the perceived role of ethics and social responsibility. Journal of business ethics, 82, 657-666.
  • Vansteenkiste, M., Neyrinck, B., Niemiec, C.P., Soenens, B., Witte, H.D. & Van den Broeck, A. (2007), On the relations among work value orientations, psychological need satisfaction and job outcomes: a self-determination theory approach, Journal of Occupational ve Organizational Psychology, 80(2), 251-277.
  • Walumbwa, F. O., Mayer, D. M., Wang, P., Wang, H., Workman, K. & Christensen, A. L. (2011). Linking ethical leadership to employee performance: The roles of leader–member exchange, self-efficacy, and organizational identification. Organizational behavior and human decision processes, 115(2), 204-213.
  • Wang, H., Law, K. S., Hackett, R. D., Wang, D., & Chen, Z. X. (2005). Leader-member exchange as a mediator of the relationship between transformational leadership and followers' performance and organizational citizenship behavior. Academy of management Journal, 48(3), 420-432.
  • Wu, T. S., Lee, K. C., Liu, Y. S. & Ou, H. M. (1996). Development of work values Inventory. Taiwan: National Youth Commission, Executive Yuan.
  • Wu, TY. (1985). Relatıonshıps among char acterıstıcs of post-secondary vocatıonal students and theır work values, (Phd Dissertation), Pennysilvania: Pennysilvania State University.
Toplam 52 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme , Turizm (Diğer)
Bölüm Araştırma Makaleleri
Yazarlar

Murat Goral 0000-0003-2374-4443

Cavit Yeşilyurt 0000-0001-9814-4085

Yayımlanma Tarihi 31 Aralık 2023
Gönderilme Tarihi 2 Kasım 2023
Kabul Tarihi 29 Aralık 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 5 Sayı: 2

Kaynak Göster

APA Goral, M., & Yeşilyurt, C. (2023). Önbüro çalışanlarının iş değerlerinin yenilikçi davranışlarına etkisi: Lider – üye etkileşiminin aracılık rolü. Tourism and Recreation, 5(2), 153-161. https://doi.org/10.53601/tourismandrecreation.1385360