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Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü

Yıl 2012, Cilt: 14 Sayı: 3, 19 - 42, 01.09.2012

Dr. İrfan Akkoç Dr. Abdullah Çalışkan Dr. Ömer Turunç

Öz

Örgüt kültürü pek çok örgütsel değişkeni etkilediği gibi çalışanların girişimcilik davranışını da etkilemektedir. Ancak bu etkide çeşitli değişkenlerin farklı etkilerinin olabileceği de düşünülmektedir. Bu araştırma ile çalışanların girişimci davranışlarında örgüt kültürünün rolü ve bu etkide öz yeterliliğin düzenleyici etkileri belirlenmeye çalışılmıştır. Savunma sektöründe yapılan bir araştırma ile 583 çalışanın tutumları ölçülerek açıklayıcı bulgulara ulaşılmaya çalışılmıştır. Araştırma sonucunda, dışa dönük örgüt kültürü türleri olan gelişimsel ve rasyonel kültürün çalışanların girişimci davranışı olumlu yönde etkilediği ve bu etkilerde öz yeterliliğin düzenleyici etkisinin olduğu belirlenmiştir. Ayrıca, düzenleyici etki analizleri regresyon eğrileri ile sınanmış ve düşük ve yüksek öz yeterliliğin örgüt kültürleri- girişimci davranış ilişkisindeki düzenleyici rolü irdelenmiştir. Bu kapsamda gelişimsel örgüt kültürü-girişimci davranış ilişkisinde düşük seviyede öz yeterliliğin pozitif düzenleyici etkisinin olduğu, rasyonel kültür -girişimci davranış ilişkisinde ise düşük seviyede öz yeterliliğin pozitif yönde yüksek seviyede öz yeterliliğinde negatif yönde düzenleyici etkisinin olduğu belirlenmiştir.

Anahtar Kelimeler

Gelişim Kültürü Rasyonel Kültür Girişimcilik Öz Yeterlilik Düzenleyici Etki

Kaynakça

  • Ağca, V. ve Kurt, M. (2007), İç Girişimcilik ve Temel Belirleyicileri: Kavramsal Bir Çerçeve, Erciyes Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 29, s. 83–112.
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  • Akkoç, İ., Turunç, Ö. ve Çalışkan, A. (2011), Gelişim Kültürü ve Lider Desteğinin Yenilikçi Davranış ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü İş. Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13 (4), s. 83-114.
  • Antoncic, B. ve Hisrich, R. D. (2001), Intrap- reneurship: Construct Refinement And Cross-Cultural Validation, Journal Of Business Venturing, 16, s. 495–527.
  • Antoncic, B. ve Hisrich, R.D. (2003), Clarif- ying The Intrapreneurship Concept, Jo- urnal of Small Business And Enterprise Development, 10(1), s. 7–24.
  • Antoncic, B.ve Hisrich, R. D. (2000), Intrap- reneurship Modeling in Transition Eco- nomies: A Comparison of Slovenia And The United States”, Journal of Develop- mental Entrepreneurship, 5(1), s. 21–40.
  • Armeli, S, Gunthert K, Lawrence C. (2001), Stressor Appraisals, Coping And Post- Event Outcomes: The Dimensionality And Antecedents Of Stress-Related Growth. J Soc Clin Psychol; 20, s. 366- 395.
  • Artan, İ. E., M. Yener ve S. E. Aykol (2008), Girişimcilik Değerleri ve Girişimcilik Davranışı Yönelimleri Üzerine Bir Araş- tırma, 16. Yönetim Ve Organizasyon Kongresi, İstanbul Kültür Üniversitesi, s. 282-288.
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  • Bandura, A. (1995), Self-Efficacy İn Chan- ging Societies, Cambridge: Cambridge University Press.
  • Bandura, A. (1997), Self-Efficacy: The Exer- cise Of Control. New York: Freeman.
  • Bandura, A. (2002), Growing Primacy of Human Agency in Adaptation and Change in the Electronic Era, European Psychologist, 7(1), s. 2-16.
  • Bandura, A., ve Cervone, D. (1986), Diffe- rential Engagement Of Self-Reactive In- fluences in Cognitive Motivation. Organizational Behavior and Human Decision Processes, 38, s. 92–113.
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  • Baum, J. R. ve Locke, E.A. (2004), The Rela- tionship of Entrepreneurial Traits, Skill, and Motivation to Subsequent Venture Growth. Journal of Applied Psycho- logy, 89(4), s. 587–598.
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The Role Of Self Efficacy In The Relationship Between Organizational Culture And Enterpreunal Behaviors As A Moderator

Yıl 2012, Cilt: 14 Sayı: 3, 19 - 42, 01.09.2012

Dr. İrfan Akkoç Dr. Abdullah Çalışkan Dr. Ömer Turunç

Öz

Organizational culture affects many organizational variables including employees' entrepreneurial behavior. However, it is also believed that there are different impacts of various variables on this effect. The aim of this study is to determine the moderating role of self efficacy in the relationship between organizational culture and entrepreneurial behaviors. The sample of the research is comprised of the employees of small scale defense industry enterprises and the workers of the outsourcing companies working for defense industry. In order to obtain descriptive findings, the research hypotheses are tested using data collected from 583 employees with a questionnaire survey. The results of the research demonstrate that external focused organizational culture types-developmental culture and rational culture-increase the entrepreneurial behavior of the employees. In addition, the results also prove that the self efficacy has a moderator effect on the relationship between both the developmental culture-entrepreneurial behavior and the rational culture-entrepreneurial behavior. Additionally the analyses of moderating effect were examined by drawing regression curves in case of low and high level of self-efficacy. In this context, it is determined that low level of self-efficacy has positive moderating effect in the relationship between development culture and entrepreneurial behaviors, while high level of self-efficacy has negative moderating effect and low level of self-efficacy has positive moderating effect in the relationship between rational culture and entrepreneurial behaviors. Finally, the findings are compared with the literature and some recommendations are suggested for executives and researchers.

Anahtar Kelimeler

Development Culture Rational Culture Entrepreneurship Self Efficacy Moderator Effect

Kaynakça

  • Ağca, V. ve Kurt, M. (2007), İç Girişimcilik ve Temel Belirleyicileri: Kavramsal Bir Çerçeve, Erciyes Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 29, s. 83–112.
  • Aiken, L. S. ve West, S. G. (1991), Multiple Regression: Testing and Interpreting In- teractions, Newbury Park, CA: Sage.
  • Akkoç, İ., Turunç, Ö. ve Çalışkan, A. (2011), Gelişim Kültürü ve Lider Desteğinin Yenilikçi Davranış ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü İş. Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13 (4), s. 83-114.
  • Antoncic, B. ve Hisrich, R. D. (2001), Intrap- reneurship: Construct Refinement And Cross-Cultural Validation, Journal Of Business Venturing, 16, s. 495–527.
  • Antoncic, B. ve Hisrich, R.D. (2003), Clarif- ying The Intrapreneurship Concept, Jo- urnal of Small Business And Enterprise Development, 10(1), s. 7–24.
  • Antoncic, B.ve Hisrich, R. D. (2000), Intrap- reneurship Modeling in Transition Eco- nomies: A Comparison of Slovenia And The United States”, Journal of Develop- mental Entrepreneurship, 5(1), s. 21–40.
  • Armeli, S, Gunthert K, Lawrence C. (2001), Stressor Appraisals, Coping And Post- Event Outcomes: The Dimensionality And Antecedents Of Stress-Related Growth. J Soc Clin Psychol; 20, s. 366- 395.
  • Artan, İ. E., M. Yener ve S. E. Aykol (2008), Girişimcilik Değerleri ve Girişimcilik Davranışı Yönelimleri Üzerine Bir Araş- tırma, 16. Yönetim Ve Organizasyon Kongresi, İstanbul Kültür Üniversitesi, s. 282-288.
  • Bandura, A. (1977), Self-Efficacy: Toward A Unifying Theory Of Behavioral Change. Psychological Review, 84(2), s. 191-215.
  • Bandura, A. (1986), Social Foundation Of Thought And Action. Englewood Cliffs, Nj: Prentice Hall.
  • Bandura, A. (1995), Self-Efficacy İn Chan- ging Societies, Cambridge: Cambridge University Press.
  • Bandura, A. (1997), Self-Efficacy: The Exer- cise Of Control. New York: Freeman.
  • Bandura, A. (2002), Growing Primacy of Human Agency in Adaptation and Change in the Electronic Era, European Psychologist, 7(1), s. 2-16.
  • Bandura, A., ve Cervone, D. (1986), Diffe- rential Engagement Of Self-Reactive In- fluences in Cognitive Motivation. Organizational Behavior and Human Decision Processes, 38, s. 92–113.
  • Baron, R. M. ve Kenny, D. A. (1986), The Mo- derator–Mediator Variable Distinction İn Social Psychological Research: Con- ceptual, Strategic, And Statistical Con- siderations. Journal Of Personality And Social Psychology, 51, 1173–1182.
  • Baum, J. R. ve Locke, E.A. (2004), The Rela- tionship of Entrepreneurial Traits, Skill, and Motivation to Subsequent Venture Growth. Journal of Applied Psycho- logy, 89(4), s. 587–598.
  • Bridge, S. (L998), Understanding Enterprise, Entrepreneurship And Small Business, London: Macmillan Business.
  • Bridge, S. vd. (l998). Understanding Enterp- rise, Entrepreneurship And Small Busi- ness, London: Macmillan Business.
  • Burns, T. ve Stalker, G. M. (1961), The Ma- nagement of Innovation. London: Ta- vistock Publications.
  • Covin, J.G. ve Slevin, D.P. (1986), The Deve- lopment And Testing Of An Organiza- tional-Level Entrepreneurship-Scale, Ronstadt, R., Hornaday, J., Peterson, R., Vesper, K. (Ed.), Frontiers Of Entrepre- neurship Research, 628-639, Babson College Center For Entrepreneurship Research, Wellesley, Ma.
  • Covin, J.G., Ve Slevin, D.P. (1991), A Con- ceptual Model Of Entrepreneurship As Firm Behavior, Entrepreneurship The- ory And Practice, 16(1), s. 7-25.
  • Çetin, F. (2011), Örgüt İçi Girişimcilikte Öz Yeterlilik Algısı ve Kontrol Odağının Rolü. Business and Economics Research Journal, 2(3), s. 69–85.
  • Deal, T. E. ve Kennedy, A. A. (1982), Corpo- rate Cultures: The Rights And Rituals Of Corporate Life. Reading, MA: Addi- son-Wesley.
  • Denison, D. R. (1984), Bringing Corporate Culture To The Bottom Line. Organiza- tional Dynamics, 13(2), s. 5-22.
  • Denison, D. R. ve Mishra, A. K. (1995), Or- ganizational Culture And Effectiveness, Organization Science, 6(2), s. 204–224.
  • Deshpande, R. ve Webster, Jr. F. E. (1989), Organizational Culture and Marketing: Defining The Research Agenda, Journal of Marketing, 53, s. 3–15.
  • Drucker, P. F. (1985), Innovation And En- trepreneurship, Oxford, Butterworth- Heinemann.
  • Elenkov, D. S. ve Manev I. M. (2009). Senior Expatriate Leadership’s Effects on In- novation and the Role of Cultural Intel- ligence, Journal of World Business, 44, 357-369.
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Toplam 95 adet kaynakça vardır.

Ayrıntılar

Diğer ID JA23DE32BZ
Bölüm Makaleler
Yazarlar

Dr. İrfan Akkoç Bu kişi benim

Dr. Abdullah Çalışkan

Dr. Ömer Turunç Bu kişi benim

Yayımlanma Tarihi 1 Eylül 2012
Yayımlandığı Sayı Yıl 2012 Cilt: 14 Sayı: 3

Kaynak Göster

APA Akkoç, D. İ., Çalışkan, D. A., & Turunç, D. Ö. (2012). Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü. ISGUC The Journal of Industrial Relations and Human Resources, 14(3), 19-42.
AMA Akkoç Dİ, Çalışkan DA, Turunç DÖ. Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü. isguc. Eylül 2012;14(3):19-42.
Chicago Akkoç, Dr. İrfan, Dr. Abdullah Çalışkan, ve Dr. Ömer Turunç. “Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 14, sy. 3 (Eylül 2012): 19-42.
EndNote Akkoç Dİ, Çalışkan DA, Turunç DÖ (01 Eylül 2012) Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü. ISGUC The Journal of Industrial Relations and Human Resources 14 3 19–42.
IEEE D. İ. Akkoç, D. A. Çalışkan, ve D. Ö. Turunç, “Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü”, isguc, c. 14, sy. 3, ss. 19–42, 2012.
ISNAD Akkoç, Dr. İrfan vd. “Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 14/3 (Eylül 2012), 19-42.
JAMA Akkoç Dİ, Çalışkan DA, Turunç DÖ. Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü. isguc. 2012;14:19–42.
MLA Akkoç, Dr. İrfan vd. “Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü”. ISGUC The Journal of Industrial Relations and Human Resources, c. 14, sy. 3, 2012, ss. 19-42.
Vancouver Akkoç Dİ, Çalışkan DA, Turunç DÖ. Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü. isguc. 2012;14(3):19-42.