Lider-Üye Etkileşimi ve Yenilikçi Davranış İlişkisinde Personel Güçlendirmenin Aracılık Etkisi
The Mediating Effect of Employee Empowerment on The Relationship Between Leader-Member Exchange and Innovative Behavior

Summary/Abstract: Purpose – The main purpose of this study which deals with the concepts of leader-member exchange (LMX), innovative behavior and empowerment in a triple relationship; to examine whether there is a statistically significant mediating variable in the relationship between LMX and innovative behavior, considering the effects of empowerment on employees' innovative behaviors. Design/methodology/approach – Conducted within the scope of quantitative research model and relational research design, simple sampling method and questionnaire technique were used in this study. Relationships between variables were tried to be tested by performing correlation and bootstrap regression analysis of the data procured from 257 contributors working in the iron-steel and finance industries. Findings – Correlation analysis results revealed that all sub-dimensions of LMX have statistically positive and significant relationships with innovative behaviors and empowerment. A positive correlation was also observed between empowerment and innovative behaviors. The most important finding for the purpose of the study is the effect of LMX on innovative behaviors decreases in the triple relationship formed by the involvement of empowerment. The findings show that the relationship between LMX and empowerment weakens the impact of LMX on employees' innovative behaviors. Discussion – The level and quality of the interaction that occurs depending on the relationships with the managers will be able to create highly motivated, satisfied and happy employees. It is an expected result that LMX at high quality level will create positive effects on the innovative behaviors of the employees. However, as supported by the results of this research, it is a fact that it should be taken into consideration that employees with high self-confidence, who can take initiative and make decisions behave more innovative despite their high quality level LMXs in organizations where effective empowerment policies are implemented.

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