Araştırma Makalesi
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GELİŞİM KÜLTÜRÜ VE RASYONEL ALT KÜLTÜRLERİN İŞ PERFORMANSINA ETKİSİ, ÖRGÜTSEL DEĞİŞİME AÇIKLIĞIN ARACILIK ROLÜ

Yıl 2022, Cilt: 7 Sayı: 2, 101 - 117, 21.10.2022

Emine Özlem Köroğlu Abdullah Çalışkan

Öz

Örgüt kültürü, başta performans olmak üzere birçok örgütsel değişkeni etkiler. Son yıllarda örgütsel çıktılarda önemli bir yere sahip olan örgüt kültürünün, iş performansının artırılmasındaki rolü ve önemi giderek artmaktadır. Ancak çeşitli değişkenlerin bu etkiye farklı katkıları olabileceği düşünülmektedir. Bu araştırma ile örgüt kültürünün çalışanların iş performansı üzerindeki etkisi ve bu etkide örgütsel değişime açıklığın aracılık rolü belirlenmeye çalışılmıştır. Savunma sektöründe yapılan araştırmada 424 çalışanın tutumları ölçülerek açıklayıcı bulgular elde edilmiştir. Araştırma sonucunda, dışa dönük örgüt kültürü altboyutları olan, gelişim ve rasyonel kültürün çalışanların iş performansını olumlu yönde etkilediği ve bu etkide örgütsel değişime açıklığın aracılık rolü olduğu tespit edilmiştir.

Anahtar Kelimeler

Gelişim Kültürü Rasyonel Kültür İş Performansı Örgütsel Değişime Açıklık

Kaynakça

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  • Akkoç İ., Çalışkan A. & Turunç Ö. (2012a). The effect of development culture and perceived organizational support to the job satisfaction and job performance: the mediating role of trust. Celal Bayar University The Faculty of Economic and Administrative Sciences, Journal of Management and Economics;19(1):105–135.
  • Akkoç İ., Çalışkan A. & Turunç Ö. (2012b). Örgüt Kültürünün Girişimciliğe Etkisinde Öz Yeterliliğin Düzenleyici Rolü. "İş, Güç" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 14: 3, 19-42.
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  • Armenakis, A. A., & Bedeian, A. G. (1999). Organizational change: a review of theory and research in the 1990s. journal of management, 25(3), 293–315. https://doi.org/10.1177/014920639902500303
  • Augustsson, H., Richter, A., Hasson, H., & Von Thiele Schwarz, U. (2017). The need for dual openness to change: A longitudinal study evaluating the impact of employees’ openness to organizational change content and process on intervention outcomes. The Journal of Applied Behavioral Science, 53(3), 349–368. https://doi.org/10.1177/0021886317691930.
  • Axtell, C., Wall, T., Stride, C., Pepper, K., Clegg, C., Gardner, P. & Bolden, R. (2002). “Familiarity breeds content: The impact of exposure to change on employee openness and well‐being”. Journal of occupational and organizational psychology, 75(2), 217-231.
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  • Chan, L. L. M., Shaffer, M. A. & Snape, E. (2004), In Research of Sustained Competitive Advantage: The Impact Of Organizational Culture, Competitive Strategy And Human Resource Management Practices On Firm Performance, International Journal of Human Resource Management, 15:1, s. 17-35.
  • Chen, J., & Wang, L. (2007). Locus of control and the three components of commitment to change. Personality and Individual Differences, 42(3), 503–512.
  • Cho, S. W., & Na, S. I. (2011). The causal relationship among teachers’ commitment to change, efficacy, school climate, and principals’ transformational leadership in specialized vocational high schools. Journal of Agricultural Education and Human Resource Development, 43(1), 1–25.
  • Çalışkan A. (2007). Organizasyonel Değişim Yönetimi ve Azerbaycan Cumhuriyeti’ndeki Türk Menşeli İşletmelerde Bir Uygulama, Isparta: Süleyman Demirel Üniversitesi, Sosyal Bilimler Enstitüsü, Yayınlanmamış Doktora Tezi, Isparta.
  • Çalışkan, A. (2018). Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi ve Örgütsel Bağlılığın Aracılık Rolü, Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, 5(8), ss.104-140.
  • Çalışkan, A. (2019). Değişime direnç: Bir ölçek uyarlama çalışması, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 24(2), 237-252.
  • Çalışkan, A. (2021). Örgütsel Güven. Bir Ölçek Geliştirme Çalışması. Antalya Bilim Üniversitesi Uluslararası Sosyal Bilimler Dergisi, 2(1): 42-59.
  • Çalışkan, A. (2022). Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14 (2), 191-202. DOI: 10.52791/aksarayiibd.1069524
  • Çalışkan, A. & Kater, S. F. (2020). Mersin Organize Sanayi Bölgesi işletmelerinde örgüt kültürünün örgütsel performansa etkisi ve örgütsel öğrenme ikliminin aracılık rolü üzerine bir araştırma, Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, 7(12), 170-198.
  • Çöl, G. (2008). Algılanan Güçlendirmenin İşgören Performansı Üzerine Etkileri, Doğuş Üniversitesi Dergisi, 9:1, s. 35-46.
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THE EFFECT OF DEVELOPMENT CULTURE AND RATIONAL SUB-CULTURES ON WORK PERFORMANCE, THE MEDIATING ROLE OF OPENNESS TOWARD ORGANIZATIONAL CHANGE

Yıl 2022, Cilt: 7 Sayı: 2, 101 - 117, 21.10.2022

Emine Özlem Köroğlu Abdullah Çalışkan

Öz

Organizational culture affects many organizational variables, especially performance. In recent years, the role and importance of organizational culture in increasing job performance, which has an important place in organizational outputs, has been increasing. However, it is thought that various variables may have different contributions to this effect. With this research, the effect of organizational culture on the job performance of employees and the mediating role of openness toward organizational change in this effect were tried to be determined. In research conducted in the defense sector, explanatory findings were obtained by measuring the attitudes of 424 employees. As a result of the research, it was determined that development and rational culture, which are types of outward organizational culture, positively affect the work performance of employees and that openness toward organizational change has a mediating role in this effect.

Anahtar Kelimeler

Development Culture Rational Culture Job Performance Openness Toward Organizational Change

Kaynakça

  • Ahmad, M. S. (2012). Impact Of Organizational Culture On Performance Management Practices In Pakistan, Business Intelligence Journal, Cilt: 5, Sayı: 1, Ocak, 2012.
  • Akkoç İ., Çalışkan A. & Turunç Ö. (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): 83-114.
  • Akkoç İ., Çalışkan A. & Turunç Ö. (2012a). The effect of development culture and perceived organizational support to the job satisfaction and job performance: the mediating role of trust. Celal Bayar University The Faculty of Economic and Administrative Sciences, Journal of Management and Economics;19(1):105–135.
  • Akkoç İ., Çalışkan A. & Turunç Ö. (2012b). Örgüt Kültürünün Girişimciliğe Etkisinde Öz Yeterliliğin Düzenleyici Rolü. "İş, Güç" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 14: 3, 19-42.
  • Andanut, M., Fraticiu L., & Mihaescu, D. (2015). Culture-civilization-organizational culture and managerial performance. Procedia Economics and Finance, 27, 69-72.
  • Armenakis, A. A., & Bedeian, A. G. (1999). Organizational change: a review of theory and research in the 1990s. journal of management, 25(3), 293–315. https://doi.org/10.1177/014920639902500303
  • Augustsson, H., Richter, A., Hasson, H., & Von Thiele Schwarz, U. (2017). The need for dual openness to change: A longitudinal study evaluating the impact of employees’ openness to organizational change content and process on intervention outcomes. The Journal of Applied Behavioral Science, 53(3), 349–368. https://doi.org/10.1177/0021886317691930.
  • Axtell, C., Wall, T., Stride, C., Pepper, K., Clegg, C., Gardner, P. & Bolden, R. (2002). “Familiarity breeds content: The impact of exposure to change on employee openness and well‐being”. Journal of occupational and organizational psychology, 75(2), 217-231.
  • Baron, R. M. & Kenny, D. A. (1986), The Moderator–Mediator Variable Distinction İn Social Psychological Research: Conceptual, Strategic, And Statistical Considerations. Journal Of Personality And Social Psychology, 51, 1173–1182.
  • Bouckenooghe, D., Devos, G., & Van den Broeck, H. (2009). Organizational change questionnaire–climate of change, processes, and readiness: Development of a new instrument. Journal of Psychology, 143(6), 559–599.
  • Burke, W. W., & Biggart, N. (1997). Interorganizational relations. In D. Druckman, J. E. Singer, & H. Van Cott (Ed.), Enhancing organizational performance (pp. 120–149). Washington, DC: National Academies Press.
  • Burns, T. & Stalker, G. M. (1961), The Management of Innovation. London: Tavistock Publications.
  • Carter, M. Z., Armenakis, A. A., Feild, H. S., & Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), 942-958. doi:10.1002/job.1824
  • Chan, L. L. M., Shaffer, M. A. & Snape, E. (2004), In Research of Sustained Competitive Advantage: The Impact Of Organizational Culture, Competitive Strategy And Human Resource Management Practices On Firm Performance, International Journal of Human Resource Management, 15:1, s. 17-35.
  • Chen, J., & Wang, L. (2007). Locus of control and the three components of commitment to change. Personality and Individual Differences, 42(3), 503–512.
  • Cho, S. W., & Na, S. I. (2011). The causal relationship among teachers’ commitment to change, efficacy, school climate, and principals’ transformational leadership in specialized vocational high schools. Journal of Agricultural Education and Human Resource Development, 43(1), 1–25.
  • Çalışkan A. (2007). Organizasyonel Değişim Yönetimi ve Azerbaycan Cumhuriyeti’ndeki Türk Menşeli İşletmelerde Bir Uygulama, Isparta: Süleyman Demirel Üniversitesi, Sosyal Bilimler Enstitüsü, Yayınlanmamış Doktora Tezi, Isparta.
  • Çalışkan, A. (2018). Dönüşümcü Liderliğin İş Performansına Etkisi: Lider Üye Etkileşimi ve Örgütsel Bağlılığın Aracılık Rolü, Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, 5(8), ss.104-140.
  • Çalışkan, A. (2019). Değişime direnç: Bir ölçek uyarlama çalışması, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 24(2), 237-252.
  • Çalışkan, A. (2021). Örgütsel Güven. Bir Ölçek Geliştirme Çalışması. Antalya Bilim Üniversitesi Uluslararası Sosyal Bilimler Dergisi, 2(1): 42-59.
  • Çalışkan, A. (2022). Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14 (2), 191-202. DOI: 10.52791/aksarayiibd.1069524
  • Çalışkan, A. & Kater, S. F. (2020). Mersin Organize Sanayi Bölgesi işletmelerinde örgüt kültürünün örgütsel performansa etkisi ve örgütsel öğrenme ikliminin aracılık rolü üzerine bir araştırma, Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, 7(12), 170-198.
  • Çöl, G. (2008). Algılanan Güçlendirmenin İşgören Performansı Üzerine Etkileri, Doğuş Üniversitesi Dergisi, 9:1, s. 35-46.
  • Daft, R.L. (2004). Organizational Theory and Design. 8th Edition, Southwestern Educational Publishing, Cincinnati.
  • Denison, D. R., Spreitzer, G.M. (1991). Organizational culture and organizational development: a competing values approach. Research in Organizational Change and Development, 5, 1-21.
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Toplam 82 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Makaleler
Yazarlar

Emine Özlem Köroğlu 0000-0001-6710-3790

Abdullah Çalışkan 0000-0001-5746-8550

Erken Görünüm Tarihi 21 Ekim 2022
Yayımlanma Tarihi 21 Ekim 2022
Gönderilme Tarihi 22 Eylül 2022
Yayımlandığı Sayı Yıl 2022Cilt: 7 Sayı: 2

Kaynak Göster

APA Köroğlu, E. Ö., & Çalışkan, A. (2022). THE EFFECT OF DEVELOPMENT CULTURE AND RATIONAL SUB-CULTURES ON WORK PERFORMANCE, THE MEDIATING ROLE OF OPENNESS TOWARD ORGANIZATIONAL CHANGE. Türk Sosyal Bilimler Araştırmaları Dergisi, 7(2), 101-117.