Gençlik merkezi müdürlerinin liderlik tarzları ile gençlik liderlerinin iş tatminleri arasındaki ilişkinin incelenmesi
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Dosyalar
Tarih
2021
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Mardin Artuklu Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Bu araGtırmanın temel amacı, Gençlik ve Spor Bakanlığına bağlı Gençlik Merkezlerinde görev yapan Gençlik Merkezi Müdürlerinin liderlik tarzları ile Gençlik Liderlerinin iG tatminleri arasındaki iliGkiyi incelemektir. Ayrıca Liderlik stillerinin çalıGanların iG tatminini etkileyip etkilemediğini araGtırmak ve eğer etkiliyorsa ne ölçüde etkilediğini inceleyerek, karGılaGılan sorunlar hakkında çözüm önerilerinde bulunmaktır. Bu amaç doğrultusunda; araGtırmada yöneticilik ve liderlik kavramları, liderlik tanımları, liderlik ile ilgili yaklaGımlar, GG tatmini ve liderlik tarzlarından bahsedilmiGtir. AraGtırmanın evrenini 2021 yılı itibariyle Gençlik ve Spor Bakanlığı"na bağlı Gençlik Merkezlerinde görev yapan 1294 Gençlik Lideri oluGturmaktadır. AraGtırmaya 279 gençlik lideri katılmıG, bu liderlerden 5"inin çevrimiçi anketi hatalı doldurduğu tespit edilmiGtir. Bu kapsamda araGtırmanın örneklemini 274 gençlik lideri oluGturmuGtur. Bu araGtırmada Betimsel türde iliGkisel tarama modeli kullanılmıGtır. AraGtırmada verileri toplamak için Weiss, David, England ve Lofquist (1967) tarafından iG doyumunu ölçmek amacıyla geliGtirilen ve 20 sorudan oluGan Minnesota GG Doyum Ölçeği ve Gençlik Merkezi Müdürlerinin liderlik Tarzlarını ve niteliklerini belirlemeye yönelik, Bass ve Avelio (1985) tarafından geliGtirilen Çok Faktörlü Liderlik Ölçeği kullanılmıGtır. AraGtırma sonucunda; Gençlik liderlerinin, gençlik merkezi müdürlerinin liderlik tarzlarına iliGkin görüG ortalamalarının "DönüGümcü Liderlik" alt boyutunda (40,69±18,78), "EtkileGimci Liderlik" alt boyutunda (12,83±4,24) ve son olarak "Serbestlik Tanıyan Liderlik" alt boyutunda (8,44±4,38) olarak gerçekleGtiği görülmektedir. GG doyumu ölçeğine iliGkin değerler incelendiğinde, "Gçsel Doyum" alt boyutunda (42,73±10,17), "DıGsal Doyum" alt boyutunda (22,84±7,34) ve "Genel Doyum" (65,57±16,55) olduğu görülmektedir. Gençlik Liderlerinin, liderlik stilleri ölçeğine iliGkin değiGkenleri incelendiğinde yaG, cinsiyet, medeni durum değiGkenlerinde istatistiksel olarak anlamlı farklılık olmadığı görülürken, eğitim düzeyi bakımından bir farklılık olduğu tespit edilmiGtir. AraGtırmada katılımcıların, demografik özellikleri açısından iG tatmin düzeyleri incelendiğinde ise, yaG, cinsiyet, medeni durum değiGkenlerinde istatistiksel olarak anlamlı farklılık olmadığı görülürken, eğitim düzeyi bakımından bir farklılık olduğu tespit edilmiGtir. Diğer bir ifade ile kadın veya erkek, evli ya da bekâr, farklı yaGlarda çalıGanlar iGlerinden benzer düzeyde tatmin sağlamaktadırlar. Eğitim düzeyinde farklılık olması içsel doyumda lisansüstü eğitim düzeyine sahip bireylerin puan ortalamalarının lisans eğitim düzeyine sahip bireylere göre daha yüksek olduğu görülmektedir. DıGsal doyum ve genel doyumdaki farklılıklar incelendiğinde, lisansüstü eğitim düzeyine sahip bireylerin puan ortalamalarının lisans ve ön lisans eğitim düzeyine sahip bireylere göre daha yüksek olduğu görülmektedir.
The main purpose of this research is to examine the relationship between the leadership styles of Youth Center Managers working in Youth Centers affiliated to the Ministry of Youth and Sports and the job satisfaction of Youth Leaders. In addition, it is to investigate whether the leadership styles affect the job satisfaction of the employees, and if so, to examine to what extent it does and to suggest solutions about the problems encountered. In accordance with this purpose; In the research, the concepts of management and leadership, definitions of leadership, approaches to leadership, job satisfaction and leadership styles are mentioned. The universe of the research consists of 1294 Youth Leaders working in Youth Centers affiliated to the Ministry of Youth and Sports as of 2021. 279 youth leaders participated in the research, and it was determined that 5 of these leaders filled the online questionnaire incorrectly. In this context, the sample of the research consisted of 274 youth leaders.In this study, a descriptive relational survey model was used. The Minnesota Job Satisfaction Scale, which consists of 20 questions and was developed by Weiss, David, England, and Lofquist (1967) to measure job satisfaction, was developed by Bass and Avelio (1985) to determine the leadership styles and qualities of Youth Center Managers. scale is used. As a result of the research; Youth leaders' and youth center managers' leadership styles were averaged in the "Transformational Leadership" subdimension (40.69±18.78), "Interactive Leadership" sub-dimension (12.83±4.24) and finally in the "Leadership Allowing Freedom" sub-dimension. sub-dimension (8.44±4.38).When the values related to the job satisfaction scale were examined, it was found that the "Internal Satisfaction" sub-dimension (42.73±10.17), the "External Satisfaction" sub-dimension (22.84±7.34) and the "General Satisfaction" (65.57±16, 55) appears to be. When the variables of the Youth Leaders' leadership styles scale were examined, it was observed that there was no statistically significant difference in the variables of age, gender, marital status, but there was a difference in terms of education level. When the job satisfaction levels of the participants in the study were examined in terms of demographic characteristics, it was found that there was no statistically significant difference in age, gender, marital status variables, but there was a difference in terms of education level. In other words, women or men, married or single, employees of different ages provide a similar level of satisfaction with their jobs.It is seen that the mean score of individuals with graduate education level is higher than individuals with undergraduate education level in terms of internal satisfaction, as there is a difference in education level. When the differences in external satisfaction and general satisfaction are examined, it is seen that the average score of individuals with graduate education level is higher than individuals with undergraduate and associate degree education.
The main purpose of this research is to examine the relationship between the leadership styles of Youth Center Managers working in Youth Centers affiliated to the Ministry of Youth and Sports and the job satisfaction of Youth Leaders. In addition, it is to investigate whether the leadership styles affect the job satisfaction of the employees, and if so, to examine to what extent it does and to suggest solutions about the problems encountered. In accordance with this purpose; In the research, the concepts of management and leadership, definitions of leadership, approaches to leadership, job satisfaction and leadership styles are mentioned. The universe of the research consists of 1294 Youth Leaders working in Youth Centers affiliated to the Ministry of Youth and Sports as of 2021. 279 youth leaders participated in the research, and it was determined that 5 of these leaders filled the online questionnaire incorrectly. In this context, the sample of the research consisted of 274 youth leaders.In this study, a descriptive relational survey model was used. The Minnesota Job Satisfaction Scale, which consists of 20 questions and was developed by Weiss, David, England, and Lofquist (1967) to measure job satisfaction, was developed by Bass and Avelio (1985) to determine the leadership styles and qualities of Youth Center Managers. scale is used. As a result of the research; Youth leaders' and youth center managers' leadership styles were averaged in the "Transformational Leadership" subdimension (40.69±18.78), "Interactive Leadership" sub-dimension (12.83±4.24) and finally in the "Leadership Allowing Freedom" sub-dimension. sub-dimension (8.44±4.38).When the values related to the job satisfaction scale were examined, it was found that the "Internal Satisfaction" sub-dimension (42.73±10.17), the "External Satisfaction" sub-dimension (22.84±7.34) and the "General Satisfaction" (65.57±16, 55) appears to be. When the variables of the Youth Leaders' leadership styles scale were examined, it was observed that there was no statistically significant difference in the variables of age, gender, marital status, but there was a difference in terms of education level. When the job satisfaction levels of the participants in the study were examined in terms of demographic characteristics, it was found that there was no statistically significant difference in age, gender, marital status variables, but there was a difference in terms of education level. In other words, women or men, married or single, employees of different ages provide a similar level of satisfaction with their jobs.It is seen that the mean score of individuals with graduate education level is higher than individuals with undergraduate education level in terms of internal satisfaction, as there is a difference in education level. When the differences in external satisfaction and general satisfaction are examined, it is seen that the average score of individuals with graduate education level is higher than individuals with undergraduate and associate degree education.
Açıklama
Anahtar Kelimeler
Liderlik Tarzları, GG Tatmini, Gençlik Merkezi Müdürü, Gençlik Lideri, Leadership Styles, Job Satisfaction, Youth Leadership, Youth Center Manager, Spor, Sports, Dönüşümcü liderlik, Transformational leadership, Gençlik merkezleri, Youth centers, Liderlik, Leadership, Liderlik modelleri, Leadership models, Otokratik liderlik, Autocratic leadership, Yöneticiler, Managers, İletişim tarzları, Communication styles, İş ortamı, Work environment
