BibTex RIS Kaynak Göster

Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü

Yıl 2011, Cilt: 13 Sayı: 4, 83 - 114, 01.12.2011

Dr.irfan Akkoç Doç.dr.ömer Turunç Dr.Abdullah Çalışkan

Öz

Örgüt kültürü ve liderlik örgütsel davranışlar üzerinde etkisi olan önemli girdi değişkenlerdendir. Son yıllarda rekabet gücünün elde edilmesinde önemli bir faktör olan yeniklikçiliğin ve iş performansının artırılmasında örgüt kültürü ve lider desteğinin rolü ve önemi giderek artmaktadır. Çalışanların yenilikçi davranışları ve iş performansının artırılmasında bir örgüt kültür türü olan gelişim kültürünün ve lider desteğinin etkisini ve bu etkide iş-aile çatışmasının aracılık rolünü belirlemek bu çalışmanın temel problemini oluşturmaktadır. Savunma sektöründe yapılan bir araştırma ile çalışanların tutumları ölçülerek en uygun model belirlenmeye çalışılmıştır. Araştırma sonucunda gelişim kültürü ve lider desteğinin çalışanların yenilikçi davranışını artırdığı ve bu etkide iş-aile çatışmasının kısmi aracılık etkisi olduğu belirlenmiştir. Ayrıca gelişim kültürü ve lider desteğinin çalışanların iş performasını da artırdığı ancak bu etkide iş-aile çatışmasının aracılık etkisi olmadığı da tespit edilmiştir. Bu kapsamda yapılan gizli değişkenlerle yol analiziyle uyumlu bir model kurularak yönetici ve liderlere önerilerde bulunulmuştur.

Anahtar Kelimeler

Gelişim Kültürü Lider Desteği Yenilikçi Davranış İş Performansı İş-Aile Çatışması Aracılık etkisi Yapısal Eşitlik Modeli

Kaynakça

  • Ackfeldt, A.L. ve Coote, L. V. (2005), A Study of Organizational Citizenship Be- haviors in A Retail Setting, Journal of Business Research, 58, s. 151-159.
  • Akal, Z. (2003), Performans Kavramları ve Performans Yönetimi, MPM, Ankara.
  • Allen, T. D. (2001), Family-Supportive Envi- ronments: The Role of Organizational Perceptions, Journal of Vocational Be- havior, 58:3, s. 414-435.
  • Allen, T.D., Herst, D.E.L., Bruck, C.S., ve Sut- ton, M. (2000), Consequences Associa- ted With Work-To-Family Conflict: A Review and Agenda For Future Rese- arch, Journal of Occupational Health Psychology, 5, s. 278-308.
  • Barney, J. B. (1986), Strategic Factor Markets: Expectations, Luck and Business Stra- tegy, Management Science, 32, s. 1231- 1241.
  • Barney, J. B. (1996), Organizational Culture: Can It be a Source of Sustained Compe- titive Management Review, 11, s. 656-65.
  • Baron, R. M. ve Kenny, D. A. (1986), The Mo- derator Mediator Variable Distinction in Social Psychological Research: Con- ceptual, Strategic, and Statistical Consi- derations. Journal of Personality and Social Psychology, 51, s. 1173-1182.
  • Bhanthumnavin, D. (2003), Perceived Social Support From Supervisor and Group Members’ Psychological and Situatio- nal Characteristics As Predictors of Su- bordinate Performance in Thai Work Units, Human Resource Development Quarterly, 14, s. 79-97.
  • Blau, P. (1964), Exchange and Power in So- cial Life, New York: Wiley.
  • Borman, W. C. ve Motowıidlo, S. J. (1993), Expanding The Criterion Domain to In- clude Elements of Contextual Perfor- mance, (der.), Schmitt, N. ve Borman, W.C. Personnel Selection in Organizati- ons, San Francisco, Ca: Jossey-Bass, s. 71-98.
  • Bruck, C. S., Allen, T. D. ve Spector, P. (2002), The Relation Between Work–Family Conflict and Job Satisfaction: A Finerg- rained Analysis. Journal of Vocational Behavior, 60, s. 336-353.
  • Bunch, K. J. (2007), Training Failure as A Consequence of Organizational Cul- ture, Human Resource Development Review, 6:2, s. 142-163.
  • Campbell, J. P. (1990), Modeling The Perfor- mance Prediction Problem in Industrial and Organizational Psychology (der.) Dunnette, M. D. ve Hough, L. M. 2nd ed. Handbook of Industrial and Orga- nizational Psychology, 1. Palo Alto: Consulting Psychologists Press, Inc., s. 687-732.
  • Carlson, D. ve Perrewe P. (1999), The Role of Social Support in the Stressor-Strain Re- lationship: An Examination of Work- Family Conflict. Journal of Management, 25:5, s. 13-40.
  • Carlson, D., ve Frone M. (2003), Relation of Behavioral and Psychological Involve- ment to a New Four-Factor Conceptua- lization of Work-Family Interference, Journal of Business and Psychology, 17:4, s. 515-535.
  • Carlson, D.S., Kacmar, K.M., ve Williams, L.J. (2000), Construction and Initial Va- lidation of A Multidimensional Mea- sure of Work-Family Conflict, Journal of Vocational Behavior, 56, s. 249-276.
  • Chan, L. L. M., Shaffer, M. A., ve Snape, E. (2004), In Research of Sustained Com- petitive Advantage: The Impact Of Or- ganizational Culture, Competitive Strategy And Human Resource Mana- gement Practices On Firm Performance, International Journal of Human Reso- urce Management, 15:1, s. 17-35.
  • Cinamona R. G. ve Rich, Y. (2005), Work–Fa- mily Conflict Among Female Teachers, Teaching and Teacher Education, 21, s. 365-378.
  • Cohen, W.M. ve Levinthal, D.A. (1990), Ab- sorptive Capacity: A New Perspective on Learning And İnnovative, Adminis- trative Science Quarterly, 35, s. 128-152.
  • Cummings, L.L. ve O’Connell, M.J. (1978), Organizational Innovation, Journal of Business Research, 6, s. 33-50.
  • Cyert, R. M., ve March, J. G. (1992), A Beha- vioral Theory of the Firm (2nd ed.), Cambridge, England: Blackwell Busi- ness.
  • Çöl, G. (2008), Algılanan Güçlendirmenin İş- gören Performansı Üzerine Etkileri, Doğuş Üniversitesi Dergisi, 9:1, s. 35-46.
  • Den Hartog, D. N. ve Verburg, R. M. (1997), Charisma And Rhetoric: Communica- tive Techniques of International Busi- ness Leaders, Leadership Quarterly, 8:4, s. 355-391.
  • Denison, D. R. (1990), Corporate Culture and Organizational Effectiveness, New York: Wiley.
  • Denison, D. R. ve Mishra, A. K. (1995), To- ward A Theory of Organizational Cul- ture and Effectiveness. Organization Science, 6:2, s. 204–223.
  • Deshpandé, R, Farley J. U., ve Webster, Jr. F. E. (1993), Corporate Culture, Customer Orientation, and Innovativeness in Ja- panese Firms: A Quadrad Analysis. Jo- urnal of Marketing, 57:1, s. 23-37.
  • Deshpande, R. ve Webster, Jr. F. E. (1989), Organizational Culture and Marketing: Defining the Research Agenda, Journal of Marketing, 53, s. 3-15.
  • Duques, R., ve Gasker, P. (1997), The Big Or- ganization of The Future. In F. Hessel- bein (ed.), Organization of The Future (s. 67-88), San Francisco: Jossey-Bass.
  • Eby, L.T., Casper, W.J., Lockwood, A., Bor- deaux, C., ve Brinley, A. (2005), Work and family research in IO/OB: Content analysis and review of the literature (1980-2002), Journal of Vocational Be- havior, 66, s. 124-197.
  • Efeoğlu, İ. E. (2006), İş-Aile Yaşam Çatışma- sının İş Stresi, İş Doyumu ve Örgütsel Bağlılık Üzerindeki Etkileri: İlaç Sektö- ründe Bir Araştırma, Yayınlanmamış Doktora Tezi, Çukurova Üniversitesi, Adana.
  • Egan, T. M., Yang, B. ve Bartlett, K. R. (2004), The Effects of Organizational Learning Culture Onmotivation to Transfer Lear- ning and Turnover Intention, Human Resource Development Quarterly, 5(3), s. 279-301.
  • Elci, M., Kıtapcı H. ve Ertürk A. (2007), Ef- fects of Quality Culture And Corporate Ethical Values on Employee Work Atti- tudes And Job Performance in Turkey: An Integrative Approach, Total Quality Management, 18:3, s. 285-302.
  • 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, s. 357-369.
  • Elenkov, D.S. ve Manev I. M. (2005), Top Management Leadership and Influence on Innovation: The Role of Sociocultu- ral Context, Journal of Management, 31:3, s. 381-402.
  • Evans, K. R., Timothy D. Landry, Po-Chien Li, ve Zou S. (2007), How Sales Psycho- logical Climate Perceptions, Journal of the Academy of Marketing Science, 35:3, s. 445-459.
  • Farris, G. F. (1973), The Technical Supervi- sor: Beyond the Peter Principle. Techni- cal Review, 75, s. 25-39.
  • Fiol, C. M. (1994). Consensus, Diversity, and Learning in Organizations, Organiza- tion Science, 5, s. 403-420.
  • Flye, L., Agars M., ve Kottke J. (2003), Orga- nizational Approaches to Work-Family Conflict: Testing an Integrative Model, Discussion Paper, Society of Industrial Organizational Psychology.
  • Flynn, F. J. ve Chatman, J. A. (2001). Strong Cultures and Innovation: Oxymoron or Opportunity? In C. L. Cooper, S. Cartw- right, ve P. C. Earley (ed.), International Encyclopedia of Social and Behavioral Sciences. New York: Wiley.
  • Foley, S., Hang-Yue N. ve Lui S. (2005), The Effects Ofwork Stressors, Perceived Or- ganizational Support, and Gender on Work-Family Conflict in Hong Kong, Asia Pacific Journal of Management, 22,
  • Frone, M.R., Russell, M. ve Cooper, M.L. (1992). Antecedents and Outcomes of Work-Family Conflict: Testing A Model of The Work-Family Interface, Journal of Applied Psychology, 77, s. 65-78.
  • Frone, M. R., Yardley J. K. ve Markel K. S. (1997), Developing and Testing An In- tegrative Model of The Work–Family Interface, Journal of Vocational Beha- vior, 50:2, s. 145-167.
  • Frye, N. K. ve Breaugh, J. A. (2004). Family- Friendly Policies, Supervisor Support, Work-Family Conflict, Family-Work Conflict, and Satisfaction: A Test of A Conceptual Model, Journal of Business and Psychology, 19:2. s. 197-220.
  • Gagnon, M. A. ve Michael J. H. (2004), Out- comes of Perceived Supervisor Support For Wood Production Employees, Fo- rest Prod. Journal, 5412, s. 172-177.
  • Gatignon, H., Tushman, M., Smith, W. ve Anderson, P. (2002), A Structural App- roach to Assessing Innovation: Cons- truct Development of Innovation Locus, Type, and Characteristics, Management Science, 48:9, s. 1103-1122.
  • Goff, S. J., Mount, M. K., ve Jamison, R. L. (1990), Employer Supported Child Care, Work-Family Conflict, and Ab- senteeism: A Field Study, Personnel Psychology, 43, s. 793-809.
  • Greenhaus, J. H., ve Beutell, N. (1985), Sour- ces of Conflict Between Work and Fa- mily Roles, Academy of Management Review, 10:1, s. 76-88.
  • Gregory, K. (1983), Native-View Paradigm, Multiple Culture and Culture Conflicts in Organizations, Administrative Sci- ence Quarterly, 28, s. 359-376.
  • Guthrie, J.P., Spell, C.S. ve Nyamori, R.O. (2002), Correlates and Consequences of High Involvement Work Practices: The Role of Competitive Strategy. Interna- tional Journal of Human Resources Ma- nagement, 13:1, s. 183-97.
  • Hammer, L. B., Neal, M. B., Newson, J. T., Brockwood, K. J., ve Colton, C. L. (2005), A Longitudinal Study of The Ef- fects of Dualearner Couples’ Utilization of Family-Friendly Workplace Supports on Work and Family Outcomes, Journal of Applied Psychology, 90, s. 799-810.
  • Hammer, L., Allen B. E. ve Grigsby, T. D. (1997). Work-Family Conxict in Dual- Earner Couples: Within Individual and Crossover Effects of Work and Family, Journal of Vocational Behavior, 50, s.
  • Han, Jin K., Namwoon Kim, ve Srivastava R. K. (1998), Market Orientation and Or- ganizational Performance: Is Innovation a Missing Link?, Journal of Marketing, 62:4, s. 30-45.
  • Harker, L. (1996), The Family Friendly Em- ployer in Europe, In S. Lewis, & J. Lewis (ed.), The Work Family Challenge.
  • Hasenfeld, Y. (1983), Human Service Orga- nizations, Upper Saddle River, N.J.: Prentice Hall.
  • Heracleous, L. (2001), An Ethnographic Study of Culture in The Context of Or- ganizational Change. Journal of App- lied Behavioral Science, 37, s. 426-446.
  • Herron, L. (1991), Cultivating Corporate En- trepreneurs, Human Resource Plan- ning, 15:4. s. 3-14.
  • Hofstede, G. (1991), Organization and Cul- tures: Software of the Mind, London: McGraw-Hill.
  • Hofstede, G. (1998). Identifying Organiza- tional Subcultures: An Empirical App- roach, Journal of Management Studies, 35:1, s. 1-12.
  • Howell, J. M. ve Avolio, B. J. (1993), Trans- formational Leadership, Transactional Leadership, Locus of Control, and Sup- port For Innovations: Key Predictors of Consolidated-Business-Unit Perfor- mance, Journal of Applied Psychology, 78:6, s. 891-903.
  • Howell, J. M. ve Higgins, C. A. (1990), Champions of Technological Innova- tion, Administrative Science Quarterly, 35:2, s. 317-341.
  • Jaskyte K., (2004), Transformational Lea- dership, Organizational Culture, and Innovativeness in Nonprofit Organiza- tions, Nonprofit Management & Lea- dership, 15.2, s. 153-168.
  • Jaskyte, K. (2003), Organizational Culture and Innovation in Nonprofit Human Service Organizations, Dissertation Abstracts International, 63:10.
  • Joreskog, K. G. ve Sorbom D. (1993), Lisrel 8: Structural Equation Modeling With The SIMPLIS Command Language, Chi- cago, IL: Scientific International Soft- ware.
  • Jung, D. L, Chow, C, ve Wu, C. (2003), The Role of Transformational Leadership in Enhancing Organizational Innovation: Hypotheses and Some Preliminary Fin- dings, Leadership Quarterly, 14, s. 523- 544.
  • Keller, R. T. (1997), Job Involvement And Or- ganizational Commitment As Longitu- dinal Predictors of Job Performance: A Study of Scientists And Engineers, Jo- urnal of Applied Psvchology, 82, s. 539- 545.
  • Kilmann, R. H. (1985), Five Steps to Close the Culture Gap, in Kilmann, R. H., Saxton, M., Serpa, R. (eds) Gaining Control of the Corporate Culture, Jossey-Bass, San Francisco.
  • Kirkman, B. L. Rosen, B. (1999), Beyond Self- Management: Antecedents and Conse- quences of Team Empowerment, Academy of Management Journal, 42:1, s. 58-74.
  • Kisfalvi, V. ve Pitcher, P. (2003), Doing What Feels Right: The Influence of CEO Cha- racter and Emotions on Top Manage- ment Team Dynamics, Journal of Management Inquiry, 12, s. 42-66.
  • Kline, R. B. (1998), Principles and Practice of Structural Equation Modeling. New York: The Guilford Press.
  • Kohli, A. (1985), Some Unexplored Supervi- sory Behaviors and Their Influence on Salespeople’s Role Clarity, Specific Self Esteem, Job Satisfaction and Motiva- tion, Journal of Marketing Research, 22, s. 424-433.
  • Korte, R. F. ve Chermack, T. J. (2006), Chan- ging Organizational Culture with Sce- nario Planning, Futures, s. 1-12.
  • Kossek, E.E. ve Ozeki, C. (1998), Work-Fa- mily Conflict, Policies, and The Job-Life Satisfaction Relationship: A Review and Directions for Organizational Behavior- Human Resources Research, Journal of Applied Psychology, 83, s. 139-149.
  • Krishnan, V. R. (2002), Transformational Leadership and Value System Congru- ence, International Journal of Value- Based Management, 15:1, s. 19-33.
  • Lau, C.M. ve Ngo H. Y. (2004), The HR System, Organizational Culture, and Product Innovation, International Busi- ness Review, 13, s. 685-703.
  • Lawler, E. E., III. ve Porter, L. W. (1967), The Effect of Performance on Job Satisfac- tion, Industrial Relations, 7, s. 20-28.
  • Lievens, F. Conway J. M. ve De Corte, W. (2008), The Relative Importance of Task, Citizenship and Counterproduc- tive Performance to Job Performance Ratings: Do Rater Source and Team- Based Culture Matter?, Journal of Oc- cupational and Organizational
  • Likert, R. (1961), New Patterns of Manage- ment, New York: Mcgraw-Hill.
  • Lobel, S. A. (1991), Allocation of Investment in Work and Family Roles: Alternative Theories and Implications for Research, Academy of Management Review, 16, s. 507-521.
  • Locke, E. A. (1970), Job Satisfaction and Job Performance: A Theoretical Analysis, Organizational Behavior and Human Performance, 5, s. 484-500.
  • Lok, P., Westwood, R. ve Crawford, J. (2005), Perceptions of Organizational Subcul- ture and Their Significance for Organi- zational Commitment, Applied Psychology, 54:4, s. 490-514.
  • Lumpkin, G. G. ve Dess, G. T. (2005), The Role of Entrepreneurial Orientation in Stimulating Effective Corporate En- trepreneurship, Academy of Manage- ment Executive, 19:1, s. 147-156.
  • MacKenzie, S. B. Podsakoff, P. M. ve Ahe- arne, M. (1998), Some Possible Antece- dents of In-Role And Extra-Role Salesperson Performance, Journal of Marketing, 62, s. 87-98.
  • Malatesta, R. M. (1995), Understanding the Dynamics of Organizational and Su- pervisory Commitment Using A Social Exchange Framework, Unpublished Doctoral Dissertation, Wayne State Uni- versity.
  • Mathieu, J. E. ve Zajac, D. M. (1990), A Re- view and Meta-Analysis of The Antece- dents, Correlates, and Consequences of Organizational Commitment, Psycho- logical Bulletin, 108:2, s. 171-194.
  • Matsuo, M. (2009), The Influence of Sales Management Control on Innovatıve- ness of Sales Departments, Journal of Personal Selling & Sales Management, 29:4, s. 321-331.
  • McGregor, D. (1960), The Human Side of En- terprise, New York: McGraw Hill.
  • Montes, J. L., Moreno, A. R. ve Morales, V. G. (2005), Influence of Support Lea- dership and Teamwork Cohesion on Organizational Learning, Innovation and Performance: An Empirical Exami- nation, Technovation, 25, s. 1159-1172.
  • Moorhead, G. ve Griffin R. W. (2001), Orga- nizational Behavior Managing People and Organizations, Sixth Edition, Ho- ugton Mifflin Company, Boston New York.
  • Morley, M. J. (2004), Contemporary Deba- tes in European Human Resource Ma- nagement: Context and Content, Human Resource Management Review, 14, s. 353-364.
  • Motowidlo, S. J. (2003), Job Performance. Inw. Borman, Ilgen, D. ve Klimoski, R., Handbook of Psychology: Industrial and Organizational Psychology, 12, Ho- boken, Nj: John Wiley and Sons, s. 39- 53.
  • Murphy, K. R. ve J. N. Cleveland, (1995), Un- derstanding Performance Appraisal, Social, Organizational and Goal Based Perspectives, Sage Pub. London.
  • Netemeyer, R. G, Boles J. S, Mckee D. O. ve Mcmurrian, R. (1997), An Investigation into The Antecedents of Organizational Citizenship Behaviors in A Personal Selling Context, Journal of Marketing, 613, s. 85-98.
  • Netemeyer, R. G., Boles, J. S. ve McMurrian, R. (1996), Development and Validation of Work-Family Conflict Scales, Journal of Applied Psychology, 81, s. 400-410.
  • Ogbonna, E. ve Harris, L. C. (2000), Lea- dership Style, Organizational Culture and Performance. Empirical Evidence From UK Companies, International Jo- urnal of Human Resource Manage- ment, 11:4, s. 766-788.
  • Oldham, G. R. ve Cummings, A. (1996), Em- ployee Creativity: Personal and Con- textual Factors at Work, Academy of Management Journal, 39:3, s. 607-634.
  • Organ, D. W. (1977), A Reappraisal and Re- interpretation of The Satisfaction–Cau- ses–Performance Hypothesis, Academy of Management Review, 2, s. 46-53.
  • Osborne, S. P. (1998), Naming the Beast: De- fining and Classifying Service Innovati- ons in Social Policy, Human Relations, 51, s. 1133-1155.
  • Osterloh, M. ve Frey, B. (2000), Motivation, Knowledge Transfer, and Organizatio- nal Forms, 11, s. 538-550.
  • Ostroff, C. ve Schmitt, N. (1993), Configura- tions of Organizational Effectiveness and Efficiency, Academy of Manage- ment Journal, 36, s. 1345-1361.
  • Pervaiz, A. (1998), Culture and Climate for Innovation, European Journal of Inno- vation Management, 1:1, s. 30-31.
  • Podsakoff, P. M., Mackenzie S. B. ve Bom- mer W. H. (1996), Transformational Leader Behaviors and Substitutes For Leadership As Determinants of Emplo- yee Satisfaction, Commitment, Trust, and Organizational Citizenship Behavi- ors, Journal of Management, 222, s. 259- 298.
  • Prajogo, D. I. ve Mcdermott, C. M. (2005), The Relationship Between Total Quality Management Practices and Organiza- tional Culture, International Journal of Operations and Production Manage- ment, 25:11, s. 1101-1122.
  • Quinn, R. E. (1988), Beyond Rational Mana- gement: Mastering the Paradoxesn and Competing Demands of High Perfor- mance, San Francisco: Jossey-Bass.
  • Quinn, R. E. ve Spreitzer, G. E. (1991), The Psychometrics of The Competing Va- lues Culture Instrument and An Analy- sis of The Impact of Organizational Culture on Quality of Life, Research on Organizational Change and Develop- ment, 5, s. 115-142.
  • Reeves, C. ve Bednar, D. (1994), Defining Quality: Alternatives and Implications, Academy of Management Review, 19:3, s. 419-445.
  • Rhoades, L. ve Eisenberger, R. (2002), Per- ceived Organizational Support: A Re- view of The Literature, Journal of Applied Psychology, 87, s. 698-714.
  • Rousseau, D. M. ve Mclean P. J. (1993), The Contracts of Individuals and Organiza- tions. (ed.), Cummings, L. L. ve Staw, B. M., Research in Organizational Beha- vior, 15, s. 1-43.
  • Saffold, G. S. (1988), Culture Traits, Strength, and Organizational Performance: Mo- ving Beyond “Strong” Culture. Aca- demy of Management Review, 13, s. 546-558.
  • Samuel, C. C. (2000), Modern Management Diversity, Quality, Ethics & the Global Environment, Prentice Hall Internatio- nal Inc., London.
  • Sastry, M. A. (1999), Managing Strategic In- novation and Change, Administrative Science Quarterly, 44:2, s. 420-422.
  • Schaefer, J. A. ve Moos, R. H. (1993), Relati- onship, Task, and System Stressors in The Health Care Workplace, Journal of Community and Applied Social
  • Schein, E. H. (1984), Culture As an Environ- mental Context for Careers, Journal of Occupational Behavior, 5, s. 71-81.
  • Schein, E. H. (1985), Organizational Culture and Leadership, San Francisco: Jossey- Bass.
  • Schin, J. ve McClomb, G. E. (1998), Top Exe- cutive Leadership and Organizational Innovation: An Investigation of Non- profit Human Service Organizations, SocialWork Administration, 22:3, s. 1- 21.
  • Scholz, C. (1987), Corporate Culture and Strategy–The Problem of Strategic Fit, Long Range Planning, 25, s. 3-16.
  • Scott, S. G., ve Bruce, R. A. (1994), Determi- nants of Innovative Behavior: A Path Model of Individual Innovation in The Workplace, Academy of Management Journal, 37:3, s. 580-607.
  • Scott, T., Mannion, R., Marshall, M., ve Da- vies, H. (2003), Does Organizational Culture Influence Healthcare Perfor- mance? A Review of The Evidence. Jo- urnal of Health Services Research and Policy, 8:2, s. 105-117.
  • Sekaran, U. (1992), Research Methods For Business, Canada: John Wiley ve Sons, Inc.
  • Selvarajan, T.T., Ramamoorthy, N., Flood, P. C., Guthrie, J. P., MacCurtain, S. ve Liu W. (2007), The Role of Human Capital Philosophy in Promoting Firm Innova- tiveness and Performance: Test of a Causal Model, International Journal of Human Resource Management, 18:8, s. 1456-1470.
  • Shane, S. A. (1992), Why Do Some Societies Invent More Than Others?, Journal of Business Venturing, 7:1, s. 29-46.
  • Sigler, T. H. ve Pearson, C. M. (2000), Crea- ting An Empowering Culture: Exami- ning The Relationship Between Organizational Culture and Perceptions of Empowerment, Journal of Quality Management, 5, s. 27-52.
  • Simon, M., Kummerling, A. ve Hasselhorn, H. M. (2004), Work Home Conflict Among The European Nursing Profes- sion, International Journal of Occupa- tional Environment Health, 10, s.
  • Singh, J. (2000), Performance Productivity and Quality of Frontline Employees In Service Organizations, Journal of Mar- keting, 642, s. 15-34.
  • Sorescu, A.B., Chandy, R.K. ve Prabhu, J.C. (2003), Sources and Financial Conse- quences of Radical Innovation: Insights from Pharmaceuticals, Journal of Mar- keting, 67, s. 82-102.
  • Spencer-Laschinger, H. K., Finegan, J. ve Shamian, J. (2001), The Impact of Workplace Empowerment, Organiza- tional Trust on Staff Nurses Work Satis- faction and Organizational Commitment, Health Care Manage- ment Review, 26:3, s. 7-23.
  • Stinglhamber, F. ve Vandenberghe C. (2003), Organizations and Supervisors As So- urces of Support and Targets of Com- mitment: A Longitudinal Study, Journal of Organizational Behavior, 24, s. 251- 270.
  • Şimşek, Ö. F. (2007), Yapısal Eşitlik Model- lemesine Giriş: Temel İlkeler ve Lisrel Uygulamaları, Ekinoks, Ankara.
  • Thomas, L. T. ve Ganster, D. C. (1995), Im- pact of Family-Supportive Work Vari- ables on Work-Family Conflict and Strain: A Control Perspective, Journal of Applied Psychology, 80, s. 6-15.
  • Thompson, C. A., Beauvads, L. L. ve Lyness, K. S. (1999), When Work-Family Bene- fits Are Not Enough: The Influenceof Work-Family Culture on Benefit Utili- zation, Organizational Attachment, and Work-Family Conflict Journal of Voca- tional Behavior, 54, s. 392-415.
  • Thompson, V. A. (1965), Bureaucracy and Innovation, Administrative Science Quarterly, 5, s. 1-20.
  • Tolbert, P. S., ve Zucker, L. G. (1983), Insti- tutional Sources of Change in the For- mal Structure of Organizations: The Diffusion of Civil Service Reform, 1880- 1935, Administrative Science Quarterly, 28:1, s. 22-39.
  • Trice, H., ve Morand, D. (1991), Organisatio- nal Subculture and Countercultures. In G. Miller (Ed.), Studies in Organisatio- nal Sociology ( s. 45–69). Greenwich, CT: JAI Press.
  • Trott, P. (1998). Innovation Management and New Product Development, London: Pitman Publishing.
  • Tseng, Y. F. ve Lee, T. Z. (2009), Comparing Appropriate Decision Support of Human Resource Practices on Organi- zational Performance with DEA/AHP model, Expert Systems with Applicati- ons, 36, s. 6548-6558.
  • Urban, G. L., Weinberg, B. D. ve Hauser, J. R. (1996). Premarket Forecasting of Re- ally-New Products. Journal of Marke- ting, 47-60.
  • Van de Ven, A. H. (1986), Central Problems in the Management of Innovation. Ma- nagement Science, 32, s. 509-607.
  • Van de Ven, A.H., Angle, H. ve Poole, M.S. (1989), Research on the Management of Innovation, Cambridge, MA: Ballinger.
  • Vos, J. P. (2004), Developing Strategic Self- Description of SMEs. Technovation, 25, s. 989-999.
  • Wallach, E. (1983), Individuals and Organi- zation: The Cultural Match. Training and Development Journal, 12, s. 28-36.
  • Wang, D. S. ve Shyu, C. L. (2003), The Impact of Organizational Culture and Know- ledge Sharing Motivation on Know- ledge Sharing, Sun Yat-Sen Management Review, 11:3, s. 409-431.
  • Wang, G. ve Netemeyer, R. G. (2002), The Ef- fects of Job Autonomy, Customer De- mandingness, and Trait Competitiveness on Salesperson Lear- ning, Self-Efficacy, and Performance, Journal of The Academy of Marketing Science, 30:3, s. 217-228.
  • Warren, J. ve Johnson, P. (1995), The Impact of Workplace Support on Work-Family Role Strain, Family Relations 44, s. 163- 69.
  • West, M. A. ve Farr, J. L. (1989), Innovation at Work: Psychological Perspectives, Social Behavior, 4, s. 15–30.
  • West, M. A. ve Farr, J. L. (1990). Innovation at work. In M. A. West & J. L. Farr (ed.), Innovation and Creativity at Work (s. 3- 13). Chichester: John Wileys.
  • West, M. A., Borrill, C., Dawson, J., Brod- beck, F., Shapiro, D. ve Haward, B. (2003), Leadership Clarity and Team In- novation in Health Care, Leadership Quarterly, 14, s. 393-410.
  • Wiener, Y. ve Vardi, Y. (1990), Relationship Between Organizational Culture and Individual Motivation: A Conceptual Integration, Psychological Reports, 67,
  • Woodman, R. W., Sawyer, J. E., ve Griffin, R. W. (1993), Toward a Theory of Organi- zational Creativity, Academy of Mana- gement Review, 18:2, s. 293-321.
  • Yuan, F. ve R. W. Woodman (2010), Innova- tıve Behavıor in The Workplace: The Role of Performance and Image Out- come Expectatıons, Academy of Mana- gement Journal, 53:2, s. 323-342.
  • Zahra, S.A. (1993), Environment, Corporate Entrepreneurship and Financial Perfor- mance: A Taxonomic Approach, Jour- nal of Business Venturing, 8:4, s. 319-40.
  • Zhou, J. (2003), When The Presence of Crea- tive Coworkers is Related to Creativity: Role of Supervisor Close Monitoring, Developmental Feedback, and Creative Personality, Journal of Applied Psycho- logy, 88, s. 413-422.

The Effect Of Development Culture and Leader Support To Innovative Behavior And Job Performance: The Mediating Role Of Work-Family Conflict

Yıl 2011, Cilt: 13 Sayı: 4, 83 - 114, 01.12.2011

Dr.irfan Akkoç Doç.dr.ömer Turunç Dr.Abdullah Çalışkan

Öz

Organizational culture and leadership are among the important input variables having an effect on organizational behavior. In late years, Role and significance of organizational culture and leader support has climbed up in terms of improving the innovative behaviour and job performance, important factors in sustaining competitiveness. Determining the mediating role of work-family conflict in this effect development culture, which has an effect on accruing the workers’ innovative behaviuor and job performance and at the same time a kind of organizational culture, and leader support constitutes the basic core of this study. With a research carried out on defence sector, a suitable model is tried to determine by measuring workers’ attitudes. Results show that development culture and leader support increase the worker’s innovative behaviour and this also implies that work-family conflict has a partial mediating effect. Results also show that development culture and leader support increase the job performance of workers, but in this effect work-family conflict has no mediating role. In this scope, managers and leaders are advised by establishing a model consistent with path analysis, whereby using hidden variables.

Anahtar Kelimeler

Development Culture Leader Support Innovative Behavior Job Performance Work-Family Conflict Mediating Effect Structural Equation Moodeling

Kaynakça

  • Ackfeldt, A.L. ve Coote, L. V. (2005), A Study of Organizational Citizenship Be- haviors in A Retail Setting, Journal of Business Research, 58, s. 151-159.
  • Akal, Z. (2003), Performans Kavramları ve Performans Yönetimi, MPM, Ankara.
  • Allen, T. D. (2001), Family-Supportive Envi- ronments: The Role of Organizational Perceptions, Journal of Vocational Be- havior, 58:3, s. 414-435.
  • Allen, T.D., Herst, D.E.L., Bruck, C.S., ve Sut- ton, M. (2000), Consequences Associa- ted With Work-To-Family Conflict: A Review and Agenda For Future Rese- arch, Journal of Occupational Health Psychology, 5, s. 278-308.
  • Barney, J. B. (1986), Strategic Factor Markets: Expectations, Luck and Business Stra- tegy, Management Science, 32, s. 1231- 1241.
  • Barney, J. B. (1996), Organizational Culture: Can It be a Source of Sustained Compe- titive Management Review, 11, s. 656-65.
  • Baron, R. M. ve Kenny, D. A. (1986), The Mo- derator Mediator Variable Distinction in Social Psychological Research: Con- ceptual, Strategic, and Statistical Consi- derations. Journal of Personality and Social Psychology, 51, s. 1173-1182.
  • Bhanthumnavin, D. (2003), Perceived Social Support From Supervisor and Group Members’ Psychological and Situatio- nal Characteristics As Predictors of Su- bordinate Performance in Thai Work Units, Human Resource Development Quarterly, 14, s. 79-97.
  • Blau, P. (1964), Exchange and Power in So- cial Life, New York: Wiley.
  • Borman, W. C. ve Motowıidlo, S. J. (1993), Expanding The Criterion Domain to In- clude Elements of Contextual Perfor- mance, (der.), Schmitt, N. ve Borman, W.C. Personnel Selection in Organizati- ons, San Francisco, Ca: Jossey-Bass, s. 71-98.
  • Bruck, C. S., Allen, T. D. ve Spector, P. (2002), The Relation Between Work–Family Conflict and Job Satisfaction: A Finerg- rained Analysis. Journal of Vocational Behavior, 60, s. 336-353.
  • Bunch, K. J. (2007), Training Failure as A Consequence of Organizational Cul- ture, Human Resource Development Review, 6:2, s. 142-163.
  • Campbell, J. P. (1990), Modeling The Perfor- mance Prediction Problem in Industrial and Organizational Psychology (der.) Dunnette, M. D. ve Hough, L. M. 2nd ed. Handbook of Industrial and Orga- nizational Psychology, 1. Palo Alto: Consulting Psychologists Press, Inc., s. 687-732.
  • Carlson, D. ve Perrewe P. (1999), The Role of Social Support in the Stressor-Strain Re- lationship: An Examination of Work- Family Conflict. Journal of Management, 25:5, s. 13-40.
  • Carlson, D., ve Frone M. (2003), Relation of Behavioral and Psychological Involve- ment to a New Four-Factor Conceptua- lization of Work-Family Interference, Journal of Business and Psychology, 17:4, s. 515-535.
  • Carlson, D.S., Kacmar, K.M., ve Williams, L.J. (2000), Construction and Initial Va- lidation of A Multidimensional Mea- sure of Work-Family Conflict, Journal of Vocational Behavior, 56, s. 249-276.
  • Chan, L. L. M., Shaffer, M. A., ve Snape, E. (2004), In Research of Sustained Com- petitive Advantage: The Impact Of Or- ganizational Culture, Competitive Strategy And Human Resource Mana- gement Practices On Firm Performance, International Journal of Human Reso- urce Management, 15:1, s. 17-35.
  • Cinamona R. G. ve Rich, Y. (2005), Work–Fa- mily Conflict Among Female Teachers, Teaching and Teacher Education, 21, s. 365-378.
  • Cohen, W.M. ve Levinthal, D.A. (1990), Ab- sorptive Capacity: A New Perspective on Learning And İnnovative, Adminis- trative Science Quarterly, 35, s. 128-152.
  • Cummings, L.L. ve O’Connell, M.J. (1978), Organizational Innovation, Journal of Business Research, 6, s. 33-50.
  • Cyert, R. M., ve March, J. G. (1992), A Beha- vioral Theory of the Firm (2nd ed.), Cambridge, England: Blackwell Busi- ness.
  • Çöl, G. (2008), Algılanan Güçlendirmenin İş- gören Performansı Üzerine Etkileri, Doğuş Üniversitesi Dergisi, 9:1, s. 35-46.
  • Den Hartog, D. N. ve Verburg, R. M. (1997), Charisma And Rhetoric: Communica- tive Techniques of International Busi- ness Leaders, Leadership Quarterly, 8:4, s. 355-391.
  • Denison, D. R. (1990), Corporate Culture and Organizational Effectiveness, New York: Wiley.
  • Denison, D. R. ve Mishra, A. K. (1995), To- ward A Theory of Organizational Cul- ture and Effectiveness. Organization Science, 6:2, s. 204–223.
  • Deshpandé, R, Farley J. U., ve Webster, Jr. F. E. (1993), Corporate Culture, Customer Orientation, and Innovativeness in Ja- panese Firms: A Quadrad Analysis. Jo- urnal of Marketing, 57:1, s. 23-37.
  • Deshpande, R. ve Webster, Jr. F. E. (1989), Organizational Culture and Marketing: Defining the Research Agenda, Journal of Marketing, 53, s. 3-15.
  • Duques, R., ve Gasker, P. (1997), The Big Or- ganization of The Future. In F. Hessel- bein (ed.), Organization of The Future (s. 67-88), San Francisco: Jossey-Bass.
  • Eby, L.T., Casper, W.J., Lockwood, A., Bor- deaux, C., ve Brinley, A. (2005), Work and family research in IO/OB: Content analysis and review of the literature (1980-2002), Journal of Vocational Be- havior, 66, s. 124-197.
  • Efeoğlu, İ. E. (2006), İş-Aile Yaşam Çatışma- sının İş Stresi, İş Doyumu ve Örgütsel Bağlılık Üzerindeki Etkileri: İlaç Sektö- ründe Bir Araştırma, Yayınlanmamış Doktora Tezi, Çukurova Üniversitesi, Adana.
  • Egan, T. M., Yang, B. ve Bartlett, K. R. (2004), The Effects of Organizational Learning Culture Onmotivation to Transfer Lear- ning and Turnover Intention, Human Resource Development Quarterly, 5(3), s. 279-301.
  • Elci, M., Kıtapcı H. ve Ertürk A. (2007), Ef- fects of Quality Culture And Corporate Ethical Values on Employee Work Atti- tudes And Job Performance in Turkey: An Integrative Approach, Total Quality Management, 18:3, s. 285-302.
  • 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, s. 357-369.
  • Elenkov, D.S. ve Manev I. M. (2005), Top Management Leadership and Influence on Innovation: The Role of Sociocultu- ral Context, Journal of Management, 31:3, s. 381-402.
  • Evans, K. R., Timothy D. Landry, Po-Chien Li, ve Zou S. (2007), How Sales Psycho- logical Climate Perceptions, Journal of the Academy of Marketing Science, 35:3, s. 445-459.
  • Farris, G. F. (1973), The Technical Supervi- sor: Beyond the Peter Principle. Techni- cal Review, 75, s. 25-39.
  • Fiol, C. M. (1994). Consensus, Diversity, and Learning in Organizations, Organiza- tion Science, 5, s. 403-420.
  • Flye, L., Agars M., ve Kottke J. (2003), Orga- nizational Approaches to Work-Family Conflict: Testing an Integrative Model, Discussion Paper, Society of Industrial Organizational Psychology.
  • Flynn, F. J. ve Chatman, J. A. (2001). Strong Cultures and Innovation: Oxymoron or Opportunity? In C. L. Cooper, S. Cartw- right, ve P. C. Earley (ed.), International Encyclopedia of Social and Behavioral Sciences. New York: Wiley.
  • Foley, S., Hang-Yue N. ve Lui S. (2005), The Effects Ofwork Stressors, Perceived Or- ganizational Support, and Gender on Work-Family Conflict in Hong Kong, Asia Pacific Journal of Management, 22,
  • Frone, M.R., Russell, M. ve Cooper, M.L. (1992). Antecedents and Outcomes of Work-Family Conflict: Testing A Model of The Work-Family Interface, Journal of Applied Psychology, 77, s. 65-78.
  • Frone, M. R., Yardley J. K. ve Markel K. S. (1997), Developing and Testing An In- tegrative Model of The Work–Family Interface, Journal of Vocational Beha- vior, 50:2, s. 145-167.
  • Frye, N. K. ve Breaugh, J. A. (2004). Family- Friendly Policies, Supervisor Support, Work-Family Conflict, Family-Work Conflict, and Satisfaction: A Test of A Conceptual Model, Journal of Business and Psychology, 19:2. s. 197-220.
  • Gagnon, M. A. ve Michael J. H. (2004), Out- comes of Perceived Supervisor Support For Wood Production Employees, Fo- rest Prod. Journal, 5412, s. 172-177.
  • Gatignon, H., Tushman, M., Smith, W. ve Anderson, P. (2002), A Structural App- roach to Assessing Innovation: Cons- truct Development of Innovation Locus, Type, and Characteristics, Management Science, 48:9, s. 1103-1122.
  • Goff, S. J., Mount, M. K., ve Jamison, R. L. (1990), Employer Supported Child Care, Work-Family Conflict, and Ab- senteeism: A Field Study, Personnel Psychology, 43, s. 793-809.
  • Greenhaus, J. H., ve Beutell, N. (1985), Sour- ces of Conflict Between Work and Fa- mily Roles, Academy of Management Review, 10:1, s. 76-88.
  • Gregory, K. (1983), Native-View Paradigm, Multiple Culture and Culture Conflicts in Organizations, Administrative Sci- ence Quarterly, 28, s. 359-376.
  • Guthrie, J.P., Spell, C.S. ve Nyamori, R.O. (2002), Correlates and Consequences of High Involvement Work Practices: The Role of Competitive Strategy. Interna- tional Journal of Human Resources Ma- nagement, 13:1, s. 183-97.
  • Hammer, L. B., Neal, M. B., Newson, J. T., Brockwood, K. J., ve Colton, C. L. (2005), A Longitudinal Study of The Ef- fects of Dualearner Couples’ Utilization of Family-Friendly Workplace Supports on Work and Family Outcomes, Journal of Applied Psychology, 90, s. 799-810.
  • Hammer, L., Allen B. E. ve Grigsby, T. D. (1997). Work-Family Conxict in Dual- Earner Couples: Within Individual and Crossover Effects of Work and Family, Journal of Vocational Behavior, 50, s.
  • Han, Jin K., Namwoon Kim, ve Srivastava R. K. (1998), Market Orientation and Or- ganizational Performance: Is Innovation a Missing Link?, Journal of Marketing, 62:4, s. 30-45.
  • Harker, L. (1996), The Family Friendly Em- ployer in Europe, In S. Lewis, & J. Lewis (ed.), The Work Family Challenge.
  • Hasenfeld, Y. (1983), Human Service Orga- nizations, Upper Saddle River, N.J.: Prentice Hall.
  • Heracleous, L. (2001), An Ethnographic Study of Culture in The Context of Or- ganizational Change. Journal of App- lied Behavioral Science, 37, s. 426-446.
  • Herron, L. (1991), Cultivating Corporate En- trepreneurs, Human Resource Plan- ning, 15:4. s. 3-14.
  • Hofstede, G. (1991), Organization and Cul- tures: Software of the Mind, London: McGraw-Hill.
  • Hofstede, G. (1998). Identifying Organiza- tional Subcultures: An Empirical App- roach, Journal of Management Studies, 35:1, s. 1-12.
  • Howell, J. M. ve Avolio, B. J. (1993), Trans- formational Leadership, Transactional Leadership, Locus of Control, and Sup- port For Innovations: Key Predictors of Consolidated-Business-Unit Perfor- mance, Journal of Applied Psychology, 78:6, s. 891-903.
  • Howell, J. M. ve Higgins, C. A. (1990), Champions of Technological Innova- tion, Administrative Science Quarterly, 35:2, s. 317-341.
  • Jaskyte K., (2004), Transformational Lea- dership, Organizational Culture, and Innovativeness in Nonprofit Organiza- tions, Nonprofit Management & Lea- dership, 15.2, s. 153-168.
  • Jaskyte, K. (2003), Organizational Culture and Innovation in Nonprofit Human Service Organizations, Dissertation Abstracts International, 63:10.
  • Joreskog, K. G. ve Sorbom D. (1993), Lisrel 8: Structural Equation Modeling With The SIMPLIS Command Language, Chi- cago, IL: Scientific International Soft- ware.
  • Jung, D. L, Chow, C, ve Wu, C. (2003), The Role of Transformational Leadership in Enhancing Organizational Innovation: Hypotheses and Some Preliminary Fin- dings, Leadership Quarterly, 14, s. 523- 544.
  • Keller, R. T. (1997), Job Involvement And Or- ganizational Commitment As Longitu- dinal Predictors of Job Performance: A Study of Scientists And Engineers, Jo- urnal of Applied Psvchology, 82, s. 539- 545.
  • Kilmann, R. H. (1985), Five Steps to Close the Culture Gap, in Kilmann, R. H., Saxton, M., Serpa, R. (eds) Gaining Control of the Corporate Culture, Jossey-Bass, San Francisco.
  • Kirkman, B. L. Rosen, B. (1999), Beyond Self- Management: Antecedents and Conse- quences of Team Empowerment, Academy of Management Journal, 42:1, s. 58-74.
  • Kisfalvi, V. ve Pitcher, P. (2003), Doing What Feels Right: The Influence of CEO Cha- racter and Emotions on Top Manage- ment Team Dynamics, Journal of Management Inquiry, 12, s. 42-66.
  • Kline, R. B. (1998), Principles and Practice of Structural Equation Modeling. New York: The Guilford Press.
  • Kohli, A. (1985), Some Unexplored Supervi- sory Behaviors and Their Influence on Salespeople’s Role Clarity, Specific Self Esteem, Job Satisfaction and Motiva- tion, Journal of Marketing Research, 22, s. 424-433.
  • Korte, R. F. ve Chermack, T. J. (2006), Chan- ging Organizational Culture with Sce- nario Planning, Futures, s. 1-12.
  • Kossek, E.E. ve Ozeki, C. (1998), Work-Fa- mily Conflict, Policies, and The Job-Life Satisfaction Relationship: A Review and Directions for Organizational Behavior- Human Resources Research, Journal of Applied Psychology, 83, s. 139-149.
  • Krishnan, V. R. (2002), Transformational Leadership and Value System Congru- ence, International Journal of Value- Based Management, 15:1, s. 19-33.
  • Lau, C.M. ve Ngo H. Y. (2004), The HR System, Organizational Culture, and Product Innovation, International Busi- ness Review, 13, s. 685-703.
  • Lawler, E. E., III. ve Porter, L. W. (1967), The Effect of Performance on Job Satisfac- tion, Industrial Relations, 7, s. 20-28.
  • Lievens, F. Conway J. M. ve De Corte, W. (2008), The Relative Importance of Task, Citizenship and Counterproduc- tive Performance to Job Performance Ratings: Do Rater Source and Team- Based Culture Matter?, Journal of Oc- cupational and Organizational
  • Likert, R. (1961), New Patterns of Manage- ment, New York: Mcgraw-Hill.
  • Lobel, S. A. (1991), Allocation of Investment in Work and Family Roles: Alternative Theories and Implications for Research, Academy of Management Review, 16, s. 507-521.
  • Locke, E. A. (1970), Job Satisfaction and Job Performance: A Theoretical Analysis, Organizational Behavior and Human Performance, 5, s. 484-500.
  • Lok, P., Westwood, R. ve Crawford, J. (2005), Perceptions of Organizational Subcul- ture and Their Significance for Organi- zational Commitment, Applied Psychology, 54:4, s. 490-514.
  • Lumpkin, G. G. ve Dess, G. T. (2005), The Role of Entrepreneurial Orientation in Stimulating Effective Corporate En- trepreneurship, Academy of Manage- ment Executive, 19:1, s. 147-156.
  • MacKenzie, S. B. Podsakoff, P. M. ve Ahe- arne, M. (1998), Some Possible Antece- dents of In-Role And Extra-Role Salesperson Performance, Journal of Marketing, 62, s. 87-98.
  • Malatesta, R. M. (1995), Understanding the Dynamics of Organizational and Su- pervisory Commitment Using A Social Exchange Framework, Unpublished Doctoral Dissertation, Wayne State Uni- versity.
  • Mathieu, J. E. ve Zajac, D. M. (1990), A Re- view and Meta-Analysis of The Antece- dents, Correlates, and Consequences of Organizational Commitment, Psycho- logical Bulletin, 108:2, s. 171-194.
  • Matsuo, M. (2009), The Influence of Sales Management Control on Innovatıve- ness of Sales Departments, Journal of Personal Selling & Sales Management, 29:4, s. 321-331.
  • McGregor, D. (1960), The Human Side of En- terprise, New York: McGraw Hill.
  • Montes, J. L., Moreno, A. R. ve Morales, V. G. (2005), Influence of Support Lea- dership and Teamwork Cohesion on Organizational Learning, Innovation and Performance: An Empirical Exami- nation, Technovation, 25, s. 1159-1172.
  • Moorhead, G. ve Griffin R. W. (2001), Orga- nizational Behavior Managing People and Organizations, Sixth Edition, Ho- ugton Mifflin Company, Boston New York.
  • Morley, M. J. (2004), Contemporary Deba- tes in European Human Resource Ma- nagement: Context and Content, Human Resource Management Review, 14, s. 353-364.
  • Motowidlo, S. J. (2003), Job Performance. Inw. Borman, Ilgen, D. ve Klimoski, R., Handbook of Psychology: Industrial and Organizational Psychology, 12, Ho- boken, Nj: John Wiley and Sons, s. 39- 53.
  • Murphy, K. R. ve J. N. Cleveland, (1995), Un- derstanding Performance Appraisal, Social, Organizational and Goal Based Perspectives, Sage Pub. London.
  • Netemeyer, R. G, Boles J. S, Mckee D. O. ve Mcmurrian, R. (1997), An Investigation into The Antecedents of Organizational Citizenship Behaviors in A Personal Selling Context, Journal of Marketing, 613, s. 85-98.
  • Netemeyer, R. G., Boles, J. S. ve McMurrian, R. (1996), Development and Validation of Work-Family Conflict Scales, Journal of Applied Psychology, 81, s. 400-410.
  • Ogbonna, E. ve Harris, L. C. (2000), Lea- dership Style, Organizational Culture and Performance. Empirical Evidence From UK Companies, International Jo- urnal of Human Resource Manage- ment, 11:4, s. 766-788.
  • Oldham, G. R. ve Cummings, A. (1996), Em- ployee Creativity: Personal and Con- textual Factors at Work, Academy of Management Journal, 39:3, s. 607-634.
  • Organ, D. W. (1977), A Reappraisal and Re- interpretation of The Satisfaction–Cau- ses–Performance Hypothesis, Academy of Management Review, 2, s. 46-53.
  • Osborne, S. P. (1998), Naming the Beast: De- fining and Classifying Service Innovati- ons in Social Policy, Human Relations, 51, s. 1133-1155.
  • Osterloh, M. ve Frey, B. (2000), Motivation, Knowledge Transfer, and Organizatio- nal Forms, 11, s. 538-550.
  • Ostroff, C. ve Schmitt, N. (1993), Configura- tions of Organizational Effectiveness and Efficiency, Academy of Manage- ment Journal, 36, s. 1345-1361.
  • Pervaiz, A. (1998), Culture and Climate for Innovation, European Journal of Inno- vation Management, 1:1, s. 30-31.
  • Podsakoff, P. M., Mackenzie S. B. ve Bom- mer W. H. (1996), Transformational Leader Behaviors and Substitutes For Leadership As Determinants of Emplo- yee Satisfaction, Commitment, Trust, and Organizational Citizenship Behavi- ors, Journal of Management, 222, s. 259- 298.
  • Prajogo, D. I. ve Mcdermott, C. M. (2005), The Relationship Between Total Quality Management Practices and Organiza- tional Culture, International Journal of Operations and Production Manage- ment, 25:11, s. 1101-1122.
  • Quinn, R. E. (1988), Beyond Rational Mana- gement: Mastering the Paradoxesn and Competing Demands of High Perfor- mance, San Francisco: Jossey-Bass.
  • Quinn, R. E. ve Spreitzer, G. E. (1991), The Psychometrics of The Competing Va- lues Culture Instrument and An Analy- sis of The Impact of Organizational Culture on Quality of Life, Research on Organizational Change and Develop- ment, 5, s. 115-142.
  • Reeves, C. ve Bednar, D. (1994), Defining Quality: Alternatives and Implications, Academy of Management Review, 19:3, s. 419-445.
  • Rhoades, L. ve Eisenberger, R. (2002), Per- ceived Organizational Support: A Re- view of The Literature, Journal of Applied Psychology, 87, s. 698-714.
  • Rousseau, D. M. ve Mclean P. J. (1993), The Contracts of Individuals and Organiza- tions. (ed.), Cummings, L. L. ve Staw, B. M., Research in Organizational Beha- vior, 15, s. 1-43.
  • Saffold, G. S. (1988), Culture Traits, Strength, and Organizational Performance: Mo- ving Beyond “Strong” Culture. Aca- demy of Management Review, 13, s. 546-558.
  • Samuel, C. C. (2000), Modern Management Diversity, Quality, Ethics & the Global Environment, Prentice Hall Internatio- nal Inc., London.
  • Sastry, M. A. (1999), Managing Strategic In- novation and Change, Administrative Science Quarterly, 44:2, s. 420-422.
  • Schaefer, J. A. ve Moos, R. H. (1993), Relati- onship, Task, and System Stressors in The Health Care Workplace, Journal of Community and Applied Social
  • Schein, E. H. (1984), Culture As an Environ- mental Context for Careers, Journal of Occupational Behavior, 5, s. 71-81.
  • Schein, E. H. (1985), Organizational Culture and Leadership, San Francisco: Jossey- Bass.
  • Schin, J. ve McClomb, G. E. (1998), Top Exe- cutive Leadership and Organizational Innovation: An Investigation of Non- profit Human Service Organizations, SocialWork Administration, 22:3, s. 1- 21.
  • Scholz, C. (1987), Corporate Culture and Strategy–The Problem of Strategic Fit, Long Range Planning, 25, s. 3-16.
  • Scott, S. G., ve Bruce, R. A. (1994), Determi- nants of Innovative Behavior: A Path Model of Individual Innovation in The Workplace, Academy of Management Journal, 37:3, s. 580-607.
  • Scott, T., Mannion, R., Marshall, M., ve Da- vies, H. (2003), Does Organizational Culture Influence Healthcare Perfor- mance? A Review of The Evidence. Jo- urnal of Health Services Research and Policy, 8:2, s. 105-117.
  • Sekaran, U. (1992), Research Methods For Business, Canada: John Wiley ve Sons, Inc.
  • Selvarajan, T.T., Ramamoorthy, N., Flood, P. C., Guthrie, J. P., MacCurtain, S. ve Liu W. (2007), The Role of Human Capital Philosophy in Promoting Firm Innova- tiveness and Performance: Test of a Causal Model, International Journal of Human Resource Management, 18:8, s. 1456-1470.
  • Shane, S. A. (1992), Why Do Some Societies Invent More Than Others?, Journal of Business Venturing, 7:1, s. 29-46.
  • Sigler, T. H. ve Pearson, C. M. (2000), Crea- ting An Empowering Culture: Exami- ning The Relationship Between Organizational Culture and Perceptions of Empowerment, Journal of Quality Management, 5, s. 27-52.
  • Simon, M., Kummerling, A. ve Hasselhorn, H. M. (2004), Work Home Conflict Among The European Nursing Profes- sion, International Journal of Occupa- tional Environment Health, 10, s.
  • Singh, J. (2000), Performance Productivity and Quality of Frontline Employees In Service Organizations, Journal of Mar- keting, 642, s. 15-34.
  • Sorescu, A.B., Chandy, R.K. ve Prabhu, J.C. (2003), Sources and Financial Conse- quences of Radical Innovation: Insights from Pharmaceuticals, Journal of Mar- keting, 67, s. 82-102.
  • Spencer-Laschinger, H. K., Finegan, J. ve Shamian, J. (2001), The Impact of Workplace Empowerment, Organiza- tional Trust on Staff Nurses Work Satis- faction and Organizational Commitment, Health Care Manage- ment Review, 26:3, s. 7-23.
  • Stinglhamber, F. ve Vandenberghe C. (2003), Organizations and Supervisors As So- urces of Support and Targets of Com- mitment: A Longitudinal Study, Journal of Organizational Behavior, 24, s. 251- 270.
  • Şimşek, Ö. F. (2007), Yapısal Eşitlik Model- lemesine Giriş: Temel İlkeler ve Lisrel Uygulamaları, Ekinoks, Ankara.
  • Thomas, L. T. ve Ganster, D. C. (1995), Im- pact of Family-Supportive Work Vari- ables on Work-Family Conflict and Strain: A Control Perspective, Journal of Applied Psychology, 80, s. 6-15.
  • Thompson, C. A., Beauvads, L. L. ve Lyness, K. S. (1999), When Work-Family Bene- fits Are Not Enough: The Influenceof Work-Family Culture on Benefit Utili- zation, Organizational Attachment, and Work-Family Conflict Journal of Voca- tional Behavior, 54, s. 392-415.
  • Thompson, V. A. (1965), Bureaucracy and Innovation, Administrative Science Quarterly, 5, s. 1-20.
  • Tolbert, P. S., ve Zucker, L. G. (1983), Insti- tutional Sources of Change in the For- mal Structure of Organizations: The Diffusion of Civil Service Reform, 1880- 1935, Administrative Science Quarterly, 28:1, s. 22-39.
  • Trice, H., ve Morand, D. (1991), Organisatio- nal Subculture and Countercultures. In G. Miller (Ed.), Studies in Organisatio- nal Sociology ( s. 45–69). Greenwich, CT: JAI Press.
  • Trott, P. (1998). Innovation Management and New Product Development, London: Pitman Publishing.
  • Tseng, Y. F. ve Lee, T. Z. (2009), Comparing Appropriate Decision Support of Human Resource Practices on Organi- zational Performance with DEA/AHP model, Expert Systems with Applicati- ons, 36, s. 6548-6558.
  • Urban, G. L., Weinberg, B. D. ve Hauser, J. R. (1996). Premarket Forecasting of Re- ally-New Products. Journal of Marke- ting, 47-60.
  • Van de Ven, A. H. (1986), Central Problems in the Management of Innovation. Ma- nagement Science, 32, s. 509-607.
  • Van de Ven, A.H., Angle, H. ve Poole, M.S. (1989), Research on the Management of Innovation, Cambridge, MA: Ballinger.
  • Vos, J. P. (2004), Developing Strategic Self- Description of SMEs. Technovation, 25, s. 989-999.
  • Wallach, E. (1983), Individuals and Organi- zation: The Cultural Match. Training and Development Journal, 12, s. 28-36.
  • Wang, D. S. ve Shyu, C. L. (2003), The Impact of Organizational Culture and Know- ledge Sharing Motivation on Know- ledge Sharing, Sun Yat-Sen Management Review, 11:3, s. 409-431.
  • Wang, G. ve Netemeyer, R. G. (2002), The Ef- fects of Job Autonomy, Customer De- mandingness, and Trait Competitiveness on Salesperson Lear- ning, Self-Efficacy, and Performance, Journal of The Academy of Marketing Science, 30:3, s. 217-228.
  • Warren, J. ve Johnson, P. (1995), The Impact of Workplace Support on Work-Family Role Strain, Family Relations 44, s. 163- 69.
  • West, M. A. ve Farr, J. L. (1989), Innovation at Work: Psychological Perspectives, Social Behavior, 4, s. 15–30.
  • West, M. A. ve Farr, J. L. (1990). Innovation at work. In M. A. West & J. L. Farr (ed.), Innovation and Creativity at Work (s. 3- 13). Chichester: John Wileys.
  • West, M. A., Borrill, C., Dawson, J., Brod- beck, F., Shapiro, D. ve Haward, B. (2003), Leadership Clarity and Team In- novation in Health Care, Leadership Quarterly, 14, s. 393-410.
  • Wiener, Y. ve Vardi, Y. (1990), Relationship Between Organizational Culture and Individual Motivation: A Conceptual Integration, Psychological Reports, 67,
  • Woodman, R. W., Sawyer, J. E., ve Griffin, R. W. (1993), Toward a Theory of Organi- zational Creativity, Academy of Mana- gement Review, 18:2, s. 293-321.
  • Yuan, F. ve R. W. Woodman (2010), Innova- tıve Behavıor in The Workplace: The Role of Performance and Image Out- come Expectatıons, Academy of Mana- gement Journal, 53:2, s. 323-342.
  • Zahra, S.A. (1993), Environment, Corporate Entrepreneurship and Financial Perfor- mance: A Taxonomic Approach, Jour- nal of Business Venturing, 8:4, s. 319-40.
  • Zhou, J. (2003), When The Presence of Crea- tive Coworkers is Related to Creativity: Role of Supervisor Close Monitoring, Developmental Feedback, and Creative Personality, Journal of Applied Psycho- logy, 88, s. 413-422.
Toplam 150 adet kaynakça vardır.

Ayrıntılar

Diğer ID JA23GH85HK
Bölüm Makaleler
Yazarlar

Dr.irfan Akkoç Bu kişi benim

Doç.dr.ömer Turunç Bu kişi benim

Dr.Abdullah Çalışkan

Yayımlanma Tarihi 1 Aralık 2011
Yayımlandığı Sayı Yıl 2011 Cilt: 13 Sayı: 4

Kaynak Göster

APA Akkoç, D., Turunç, D., & Çalışkan, D. (2011). Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources, 13(4), 83-114.
AMA Akkoç D, Turunç D, Çalışkan D. Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü. isguc. Aralık 2011;13(4):83-114.
Chicago Akkoç, Dr.irfan, Doç.dr.ömer Turunç, ve Dr.Abdullah Çalışkan. “Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 13, sy. 4 (Aralık 2011): 83-114.
EndNote Akkoç D, Turunç D, Çalışkan D (01 Aralık 2011) Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources 13 4 83–114.
IEEE D. Akkoç, D. Turunç, ve D. Çalışkan, “Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü”, isguc, c. 13, sy. 4, ss. 83–114, 2011.
ISNAD Akkoç, Dr.irfan vd. “Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 13/4 (Aralık 2011), 83-114.
JAMA Akkoç D, Turunç D, Çalışkan D. Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü. isguc. 2011;13:83–114.
MLA Akkoç, Dr.irfan vd. “Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources, c. 13, sy. 4, 2011, ss. 83-114.
Vancouver Akkoç D, Turunç D, Çalışkan D. Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü. isguc. 2011;13(4):83-114.