The Mediator Role of The Organizational Culture in The Relationship between Charismatic Leadership and Corporate Reputation

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dc.contributor.authorYazici, Ayse Meric
dc.contributor.authorOztirak, Mesut
dc.date.accessioned2025-03-26T17:34:48Z
dc.date.available2025-03-26T17:34:48Z
dc.date.issued2023
dc.departmentİstanbul Esenyurt Üniversitesi
dc.description.abstractBackground and purpose: This study aims to reveal the mediating role of organisational culture in the relationship between charismatic leadership and corporate reputation.Methodology: The universe of the study consists of health sector workers working in Istanbul. The analysis of the data obtained from the survey application of the data collected from 405 employees in the five-point Likert scale was carried out with SPSS 26.0 program, and a 95% confidence level was studied. Frequency and percentage statistics for categorical variables, mean, standard deviation and minimum and maximum statistics for numerical variables are given. In the study, the mediation model was tested with Proces Hayes Regression. Non-hierarchical clustering was used to divide the sample into groups using scale scores, and the Chi-square test was used to relate demographic characteristics with the determined groups.Results: According to the analysis results, it was concluded that organisational culture has a mediating role in the effect of charismatic leadership on corporate reputation. The results of the mediation role model are mediated by organisational culture in the effect of charismatic leadership on corporate reputation. According to the clustering analysis results, corporate reputation, charismatic leadership, and organisational culture scores are statistically significant variables for clustering.Conclusion: Together with these results, it is thought that drawing attention to the charismatic leadership behaviours in the health sector and arranging the organisational culture in a way to adapts to it positively affect the corporate reputation perception of the enterprises in line with the proposed solutions and attracts attention will make a positive contribution for both employees and individuals who will prefer health enterprises.
dc.identifier.doi10.2478/orga-2023-0017
dc.identifier.endpage264
dc.identifier.issn1318-5454
dc.identifier.issn1581-1832
dc.identifier.issue3
dc.identifier.scopus2-s2.0-85170202908
dc.identifier.scopusqualityQ2
dc.identifier.startpage247
dc.identifier.urihttps://doi.org/10.2478/orga-2023-0017
dc.identifier.urihttps://hdl.handle.net/20.500.14704/907
dc.identifier.volume56
dc.identifier.wosWOS:001052633000006
dc.identifier.wosqualityN/A
dc.indekslendigikaynakWeb of Science
dc.indekslendigikaynakScopus
dc.language.isoen
dc.publisherSciendo
dc.relation.ispartofOrganizacija
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanı
dc.rightsinfo:eu-repo/semantics/openAccess
dc.snmzKA_WOS_20250326
dc.subjectCharismatic leadership; Corporate reputation; Organisational culture; Health enterprises
dc.titleThe Mediator Role of The Organizational Culture in The Relationship between Charismatic Leadership and Corporate Reputation
dc.typeArticle

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