Marketing and Management of Innovations

ISSN (print) – 2218-4511 

ISSN (online) – 2227-6718

Реєстр суб’єктів у сфері медіа, Ідентифікатор у реєстрі:

R30-01179, Рішення від 31 серпня 2023 року, № 759

Мова видання: англійська 

Журнал виходить щоквартально (березень, червень, вересень і грудень) 

Бізнес-модель: Golden Open Access | APC Policy

Головний редактор            Редколегія

Олексій Люльов

Сумський державний університет | Україна

Патерналізм та залученість персоналу в інноваційній сфері послуг: посередницька роль психологічного контракту

Сібель Айбар1,  , Озгур Чарк2,*  
  1. Університет розвитку Стамбулу, Туреччина
  2. Університет Болу Абант Іззет Байсал, Туреччина

     * Corresponding author

Received: 05 August 2023

Revised: 22 October 2023

Accepted: 01 December 2023

Abstract

Патерналізм розглядається як ефективна форма лідерства, здатна переконати та, у певних випадках, застосовувати примусовий вплив, якщо це сприяє інтересам його підлеглих. Повноваження та контроль, характерні для батьківського лідерства, можуть викликати у підлеглих різні емоції, такі як почуття поваги, страху та покори. Ці емоції, в свою чергу, можуть впливати на взаємодію в організаційному середовищі, сприяючи виникненню певних форм організаційної поведінки, таких як лояльність, повага та гармонія. Цей вплив особливо помітний в культурно зумовлених суспільствах, таких як східні культури. Залученість персоналу вказує на те, що працівники перебувають у стані позитивної мотивації, коли вони відчувають радість від своєї роботи, розуміють її значущість, розглядають свої обов’язки як важливі та дивляться з оптимізмом на своє професійне майбутнє. З іншого боку, психологічний контракт є неформальним і неписьмовим, взаємно узгодженим договором, який виражає суму взаємних очікувань між організацією та її працівниками. Незважаючи на велику кількість досліджень, що вивчають зв’язок між патерналізмом та залученістю персоналу, оцінювання посередницького ефекту психологічного контракту у цьому контексті, зокрема в інноваційному секторі послуг, на даний момент відсутнє. Дане дослідження було проведено з метою заповнення цієї наукової прогалини. Основними завданнями статті є: (1) визначення впливу батьківських лідерів на залученість персоналу та (2) визначення посередницької ролі психологічного контракту між патерналізмом та залученістю персоналу. Дані були зібрані серед 223 працівників, що працюють в інноваційному секторі послуг в Туреччині, за допомогою онлайн-опитування. Зібрані дані були проаналізовані за допомогою методу часткових найменших квадратів (PLS) – структурного моделювання рівнянь. Емпіричні результати дослідження свідчать про те, що батьківське лідерство має значущий вплив на залученість персоналу та психологічні контракти. Також підтверджено, що психологічний контракт має посередницький вплив на відношення між патерналізмом та залученістю персоналу.

Keywords: ентузіазм; стилі керівництва; батьківська влада; патерналізм; організаційна поведінка; психологічний контракт; модель структурних рівнянь; суспільство; робоче зобов’язання.

How to Cite: Aybar, S., & Cark, O. (2023). Paternalistic Leadership and Work Engagement in the Innovative Service Industry: The Mediating Role of Psychological Contract. Marketing and Management of Innovations, 14(4), 32–47. https://doi.org/10.21272/mmi.2023.4-03

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