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

Abstract

Background 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.

Keywords: Charismatic leadership, Corporate reputation, Organisational culture, Health enterprises