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Discrimination and Its Relationship With Some Types of Leadership

Year 2024, Volume: 5 Issue: 1, 93 - 103, 30.04.2024

Abstract

In this study, discrimination in organizations and its relationship with some types of leadership were investigated. In this context, the studies in the literature were examined and articles that studied the issue of discrimination with some types of leadership were discussed. As a result, it was noticed that the results in the mentioned studies were quite similar. According to the findings of field research, discrimination in organizations; it does not differ according to variables such as culture, company size, gender, belief and education. In other words, it is possible to see discrimination and its destructive effects in almost every organization (regardless of whether it is small or large or located in Asia, Europe or America). For this reason, it is extremely important to prevent discriminatory behaviour in organizations in a timely manner before it becomes widespread. If it is not possible to do this, discrimination can spread throughout organizations like a cancer, and as a result, organizations may face dangerous consequences such as entropy. Researchers have defined the most competent people responsible for preventing discrimination in organizations as leaders. As a summary of the mentioned studies, a negative and significant relationship was found between servant, ethical, paternalistic and positive leadership types and the ability of these leaders to stop or reduce discrimination and discrimination. Since this study was prepared as a compilation of independent field research, no comparison was made between the mentioned leadership types and the research results were interpreted independently of each other.

References

  • Adams, B. G., Meyers, M. C., & Sekaja, L. (2020). Positive leadership: Relationships with employee inclusion, discrimination, and well‐being. Applied Psychology, 69 (4), 1145-1173.
  • Aytemiz, S. O., & Bolat, T. (2005). Örgütlerde bedensel ve zihinsel engelli işgören ayrımcılığı: Uygulamalı etik boyutuyla bir değerlendirme. Öneri Dergisi, 6(23), 35-45.
  • Bearfield, D. A. (2009). What is patronage? A critical reexamination. Public Administration Review, 69(1), 64-76.
  • Bedi, A. (2020). A meta‐analytic review of paternalistic leadership. Applied Psychology, 69(3), 960-1008.
  • Bhatti, S. H., Kiyani, S. K., Dust, S. B., & Zakariya, R. (2021). The impact of ethical leadership on project success: the mediating role of trust and knowledge sharing. International Journal of Managing Projects in Business, 14(4), 982-998.
  • Bramoullé, Y., & Goyal, S. (2016). Favoritism. Journal of Development Economics, 122, 16-27.
  • Cassidy, C., Howe, C., Warden, D., & O’Conner, R. C. (2004). Perceived discrimination and psychological distress: The role of personal and ethnic selfesteem. Journal of Counselling Psychology, 51(3), 329-339.
  • Corriveau, A. M. (2020). Developing authentic leadership as a starting point to responsible management: A Canadian university case study. The International Journal of Management Education, 18(1), 100364.
  • Dadanlar, H. H., & Abebe, M. A. (2020). Female CEO leadership and the likelihood of corporate diversity misconduct: Evidence from S&P 500 firms. Journal of Business Research, 118, 398-405.
  • Decker, C., & Van Quaquebeke, N. (2015). Getting respect from a boss you respect: How different types of respect interact to explain subordinates’ job satisfaction as mediated by self-determination. Journal of Business Ethics, 131, 543–556
  • Erden, P., & Otken, A. B. (2019). The dark side of paternalistic leadership: employee discrimination and nepotism. European Research Studies Journal, 22(2), 154-180.
  • Eva, N., Robin, M., Sendjaya, S., Van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
  • Garcia-Huidobro, J. E. S. (1994). Positive discrimination in education: Its justification and a Chilean example. International Review of Education, 40, 209-221.
  • Gotsis, G., & Grimani, K. (2016). The role of servant leadership in fostering inclusive organizations. Journal of Management Development, 35(8), 985-1010.
  • Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. New York: Paulist Press.
  • Hebl, M., Cheng, S. K., & Ng, L. C. (2020). Modern discrimination in organizations. Annual Review of Organizational Psychology and Organizational Behaviour, 7, 257-282.
  • Jaskiewicz, P., Uhlenbruck, K., Balkin, D. B., & Reay, T. (2013). Is nepotism good or bad? Types of nepotism and implications for knowledge management. Family Business Review, 26(2), 121-139.
  • Khatri, N. (2016). Definitions of cronyism, corruption, and crony capitalism. In Crony Capitalism in India (pp.3-7). London: Palgrave Macmillan.
  • Kılınç, E. (2023). Liderlik yaklaşımları ve öne çıkan liderler. Ankara: Gazi Kitabevi.
  • Kılınç, E., & Aydın, A. (2017). Disiplin yönetiminin yönetsel etik açıdan incelenmesi: Bir kamu üniversite hastanesi örneği. İktisadi İdari ve Siyasal Araştırmalar Dergisi, 2(2), 11-22.
  • Kırel, Ç. (2000). Örgütlerde etik davranışlar, yönetimi ve bir uygulama çalışması. Eskişehir: Anadolu Üniversitesi Yayınları.
  • Leasher, M. K. & Miller, C. E. (2012). Discrimination across the sectors: A comparison of discrimination trends in private and public organizations. Public Personnel Management, 41(2). 281-325.
  • Lim, S., Cortina, L. M., & Magley, V. J. (2008). Personal and workgroup incivility: Impact on work and health outcomes. Journal of Applied Psychology, 93(1): 95–107.
  • Lupu, N. (2015). Party polarization and mass partisanship: A comparative perspective. Political Behaviour, 37, 331-356.
  • Luu, T. T., & Djurkovic, N. (2019). Paternalistic leadership and idiosyncratic deals in a healthcare context. Management Decision, 57(3), 621-648.
  • Mindell, A. (2002). The deep democracy of open forums: Practical steps to conflict prevention and resolution for the family, workplace, and world. Massachusetts: Hampton Roads Publishing.
  • Moon, K. K., & Christensen, R. K. (2022). Moderating diversity, collective commitment, and discrimination: The role of ethical leaders in the public sector. Journal of Public Administration Research and Theory, 32 (2), 380-397.
  • Pellegrini, E. K., & Scandura, T. A. (2006). Leader–member exchange (LMX), paternalism, and delegation in the Turkish business culture: An empirical investigation. Journal of International Business Studies, 37(2), 264–279.
  • PennState Student Affairs (2023, March). The relationship between experiences of discrimination and presenting Distress. https://ccmh.psu.edu/index.php?option=com_dailyplanetblog&view=entry&category=new-findings&id=41:the-relationship-between-experiences-of-discrimination-and-presenting-distress
  • Pless, N. M. and Maak, T. (2004). Building an inclusive diversity culture: principles, processes and practice, Journal of Business Ethics, 54(2), 129-147.
  • Rahman-Davies, A. (2022, April). The cost of racism affects us all. Friends Committee on National Legislation. https://www.fcnl.org/updates/2022-04/cost-racism-affects-us-all.
  • Saha, S., & Sharma, R. R. K. (2020). The impact of leaders' cognitive style and creativity on organizational problem-solving. Benchmarking: An International Journal, 27(8), 2261-2281.
  • Saylı, H., & Kızıldağ, D. (2007). Managerial Ethics and to the analyze role of human resource management in formation of managerial ethics. Afyon Kocatepe University Social Sciences Journal 9 (1): 231-251.
  • Schröttle, M., & Glammeier, S. (2013). Intimate partner violence against disabled women as a part of widespread victimization and discrimination over the lifetime: evidence from a German representative study. International Journal of Conflict and Violence, 7(2), 232-248.
  • Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189.

Ayrımcılık ve Onun Bazı Liderlik Türleriyle İlişkisi

Year 2024, Volume: 5 Issue: 1, 93 - 103, 30.04.2024

Abstract

Bu çalışmada, örgütlerde ayrımcılık ve onun bazı liderlik türleri ile ilişkisi araştırılmıştır. Bu kapsamda yazında yer alan çalışmalar incelenmiş ve bazı liderlik türleriyle ayrımcılık konusunun çalışıldığı makaleler ele alınmıştır. Sonuçta, bahsi geçen çalışmalardaki sonuçların oldukça benzer olduğu fark edilmiştir. Saha araştırmalarının bulgularına göre örgütlerdeki ayrımcılık; kültür, şirket büyüklüğü, cinsiyet, inanç, eğitim gibi değişkenlere göre farklılık göstermemektedir. Başka bir ifadeyle, ayrımcılığı ve onun yıkıcı etkilerini (küçük veya büyük olması veya Asya, Avrupa veya Amerika’da bulunması fark etmeksizin) hemen her örgütte görmek mümkündür. Bu sebeple, örgütlerdeki ayrımcı davranışların yaygınlaşmadan zamanında önlenmesi son derece önemlidir. Bunu yapmak mümkün olmadığı takdirde ayrımcılık, tıpkı bir kanser gibi örgütlerin bütününe yayılabilmekte ve sonuç olarak örgütler entropi gibi tehlikeli sonuçlarla karşı karşıya kalabilmektedir. Araştırmacılar, örgütlerde ayrımcılığın önlenmesinden sorumlu en yetkin kişileri ise liderler olarak tanımlamıştır. Bahsedilen çalışmaların bir özeti olarak; hizmetkâr, etik, babacan ve pozitif liderlik türleri ve bu liderlerin ayrımcılığı durdurma veya azaltma yetenekleriyle ayrımcılık arasında negatif yönlü ve anlamlı bir ilişki tespit edilmiştir. Bu çalışma, bağımsız saha araştırmalarının bir derlemesi olarak hazırlandığından bahsi geçen liderlik türleri arasında herhangi bir karşılaştırma yapılmamış ve araştırma sonuçları birbirlerinden bağımsız olarak yorumlanmıştır.

References

  • Adams, B. G., Meyers, M. C., & Sekaja, L. (2020). Positive leadership: Relationships with employee inclusion, discrimination, and well‐being. Applied Psychology, 69 (4), 1145-1173.
  • Aytemiz, S. O., & Bolat, T. (2005). Örgütlerde bedensel ve zihinsel engelli işgören ayrımcılığı: Uygulamalı etik boyutuyla bir değerlendirme. Öneri Dergisi, 6(23), 35-45.
  • Bearfield, D. A. (2009). What is patronage? A critical reexamination. Public Administration Review, 69(1), 64-76.
  • Bedi, A. (2020). A meta‐analytic review of paternalistic leadership. Applied Psychology, 69(3), 960-1008.
  • Bhatti, S. H., Kiyani, S. K., Dust, S. B., & Zakariya, R. (2021). The impact of ethical leadership on project success: the mediating role of trust and knowledge sharing. International Journal of Managing Projects in Business, 14(4), 982-998.
  • Bramoullé, Y., & Goyal, S. (2016). Favoritism. Journal of Development Economics, 122, 16-27.
  • Cassidy, C., Howe, C., Warden, D., & O’Conner, R. C. (2004). Perceived discrimination and psychological distress: The role of personal and ethnic selfesteem. Journal of Counselling Psychology, 51(3), 329-339.
  • Corriveau, A. M. (2020). Developing authentic leadership as a starting point to responsible management: A Canadian university case study. The International Journal of Management Education, 18(1), 100364.
  • Dadanlar, H. H., & Abebe, M. A. (2020). Female CEO leadership and the likelihood of corporate diversity misconduct: Evidence from S&P 500 firms. Journal of Business Research, 118, 398-405.
  • Decker, C., & Van Quaquebeke, N. (2015). Getting respect from a boss you respect: How different types of respect interact to explain subordinates’ job satisfaction as mediated by self-determination. Journal of Business Ethics, 131, 543–556
  • Erden, P., & Otken, A. B. (2019). The dark side of paternalistic leadership: employee discrimination and nepotism. European Research Studies Journal, 22(2), 154-180.
  • Eva, N., Robin, M., Sendjaya, S., Van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
  • Garcia-Huidobro, J. E. S. (1994). Positive discrimination in education: Its justification and a Chilean example. International Review of Education, 40, 209-221.
  • Gotsis, G., & Grimani, K. (2016). The role of servant leadership in fostering inclusive organizations. Journal of Management Development, 35(8), 985-1010.
  • Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. New York: Paulist Press.
  • Hebl, M., Cheng, S. K., & Ng, L. C. (2020). Modern discrimination in organizations. Annual Review of Organizational Psychology and Organizational Behaviour, 7, 257-282.
  • Jaskiewicz, P., Uhlenbruck, K., Balkin, D. B., & Reay, T. (2013). Is nepotism good or bad? Types of nepotism and implications for knowledge management. Family Business Review, 26(2), 121-139.
  • Khatri, N. (2016). Definitions of cronyism, corruption, and crony capitalism. In Crony Capitalism in India (pp.3-7). London: Palgrave Macmillan.
  • Kılınç, E. (2023). Liderlik yaklaşımları ve öne çıkan liderler. Ankara: Gazi Kitabevi.
  • Kılınç, E., & Aydın, A. (2017). Disiplin yönetiminin yönetsel etik açıdan incelenmesi: Bir kamu üniversite hastanesi örneği. İktisadi İdari ve Siyasal Araştırmalar Dergisi, 2(2), 11-22.
  • Kırel, Ç. (2000). Örgütlerde etik davranışlar, yönetimi ve bir uygulama çalışması. Eskişehir: Anadolu Üniversitesi Yayınları.
  • Leasher, M. K. & Miller, C. E. (2012). Discrimination across the sectors: A comparison of discrimination trends in private and public organizations. Public Personnel Management, 41(2). 281-325.
  • Lim, S., Cortina, L. M., & Magley, V. J. (2008). Personal and workgroup incivility: Impact on work and health outcomes. Journal of Applied Psychology, 93(1): 95–107.
  • Lupu, N. (2015). Party polarization and mass partisanship: A comparative perspective. Political Behaviour, 37, 331-356.
  • Luu, T. T., & Djurkovic, N. (2019). Paternalistic leadership and idiosyncratic deals in a healthcare context. Management Decision, 57(3), 621-648.
  • Mindell, A. (2002). The deep democracy of open forums: Practical steps to conflict prevention and resolution for the family, workplace, and world. Massachusetts: Hampton Roads Publishing.
  • Moon, K. K., & Christensen, R. K. (2022). Moderating diversity, collective commitment, and discrimination: The role of ethical leaders in the public sector. Journal of Public Administration Research and Theory, 32 (2), 380-397.
  • Pellegrini, E. K., & Scandura, T. A. (2006). Leader–member exchange (LMX), paternalism, and delegation in the Turkish business culture: An empirical investigation. Journal of International Business Studies, 37(2), 264–279.
  • PennState Student Affairs (2023, March). The relationship between experiences of discrimination and presenting Distress. https://ccmh.psu.edu/index.php?option=com_dailyplanetblog&view=entry&category=new-findings&id=41:the-relationship-between-experiences-of-discrimination-and-presenting-distress
  • Pless, N. M. and Maak, T. (2004). Building an inclusive diversity culture: principles, processes and practice, Journal of Business Ethics, 54(2), 129-147.
  • Rahman-Davies, A. (2022, April). The cost of racism affects us all. Friends Committee on National Legislation. https://www.fcnl.org/updates/2022-04/cost-racism-affects-us-all.
  • Saha, S., & Sharma, R. R. K. (2020). The impact of leaders' cognitive style and creativity on organizational problem-solving. Benchmarking: An International Journal, 27(8), 2261-2281.
  • Saylı, H., & Kızıldağ, D. (2007). Managerial Ethics and to the analyze role of human resource management in formation of managerial ethics. Afyon Kocatepe University Social Sciences Journal 9 (1): 231-251.
  • Schröttle, M., & Glammeier, S. (2013). Intimate partner violence against disabled women as a part of widespread victimization and discrimination over the lifetime: evidence from a German representative study. International Journal of Conflict and Violence, 7(2), 232-248.
  • Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189.
There are 35 citations in total.

Details

Primary Language English
Subjects Leadership
Journal Section Articles
Authors

Erman Kılınç 0000-0001-7065-5916

Publication Date April 30, 2024
Submission Date March 25, 2024
Acceptance Date April 19, 2024
Published in Issue Year 2024 Volume: 5 Issue: 1

Cite

APA Kılınç, E. (2024). Discrimination and Its Relationship With Some Types of Leadership. Malatya Turgut Özal Üniversitesi İşletme Ve Yönetim Bilimleri Dergisi, 5(1), 93-103.