Örgütsel Bağlılık ve Örgüt İklimi İlişkisi: Teorik ve Uygulamalı Bir Çalışma

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Küçük Resim

Tarih

2009

Dergi Başlığı

Dergi ISSN

Cilt Başlığı

Yayıncı

Selçuk Üniversitesi

Erişim Hakkı

info:eu-repo/semantics/openAccess

Özet

Ülkeler arasındaki sınırların şeffaflaşması ve böylelikle rekabetin uluslararalılaşması; teknolojinin ilerlemesi, yaygınlaşması ve etkileşimli bir dünya yaratması; bireylerin beklentilerinin değişen koşullarla birlikte çeşitlenmesi ve kişiselleşmesi, bir “gerçek” olarak küreselleşmeyi derinleştirmektedir. Ve örgütlerin, bugün, bu “derinleşen” küreselleşme bağlamında faaliyette bulunmaları gerekmektedir. Söz konusu gereklilik ise, örgütlerin ayrıcalıklı bir konum elde etmesinde belirleyici olan bilgi ve deneyimin kaynağı olan çalışanlara ilişkin girişimleri gündeme getirmiştir: En yetenekli çalışanların örgüte dahil edilmesine, bu çalışanların örgütte kalmalarının sağlanmasına, motive edilmesi ve eğitilmesine, beklentilerinin gözetilmesine, örgütle uyumlarının sağlanmasına ilişkin konular ön plana çıkmıştır. İşte, örgüt iklimi ve örgütsel bağlılık da, bu bağlamda değerlendirilebilecek kavramlar olarak karşımıza çıkar. Bu bakımdan hem kuramsal hem de ampirik düzeydeki bu çalışmada, örgüt iklimi, örgüt kültürü ve örgütsel bağlılık arasındaki ilişkiler inceleme konusu yapılmaktadır.
The fact that borders between the countries get transparent thereby the rivalry is internationalized and technology develops, becomes widespread and creates a new interactive world; the people's expectations vary within the changing conditions and gets individualized, deepens the globalism as a “reality.” And today, organizations need to involve in activities in context of this "deepening" globalism. Employees who are the resources of knowledge and experiences which are determinant in obtaining a privileged status for organizations: New issues related to involving the most competent employees in organization, causing them to stay within the organization, motivating and training them, meeting their expectations and rendering the harmony between the organization and employees in question, have come into prominence. Herein, organization climate and organizational commitment are the notions to be evaluated in this sense. Organization climate which refers to environmental conditions in which the works are carried out; is defined as an environment which human behaviors and relations forms by individual and environmental characteristics within the organization. Organization climate is the perceptions of the employees towards the organizational conditions. Provision of a perception overlapping with expectations affects employees’ morale and feelings and thereby it plays a significant role in providing a strong culture ensuring commitment to organization, by rendering a positive atmosphere for employees. It is required that organizational culture has been demystified and has made its connection with organization climate so as to cause the organization climate understanding to be adopted and to involve it into administrative progress as a determinant in making decision. In this way, the role of the organization culture in the literature is dimensioned. Organization culture which is values, approaches, beliefs, norms and expectations that are shared by members of organization and changed in time, is a phenomenon that has irrational dimensions concerning human and provides a behavioral guide which helps a collective integration of individuals. Assisting with organizations operating in a dynamic environment so as to conform to the changing conditions of environment and expectation thereof provides external harmony which is one of the basic functions. Therewithal, it fulfills internal harmony function by guiding employees in what way they are required to behave and what they need to do. Surely, organization culture takes place in much deeper parts of human psychology in comparison to organizational climate since it is related to beliefs and values that have been infused into them. It differentiates from the organization culture by reflecting organizational interpretations not assumptions, values and philosophies. But thereby, –the abovementioned and required to be perceived- integration may be observed. Second one of above indicated notions, organizational commitment may be defined as employee’s confidence to adopt the objectives and values of the organization and willingness degree to struggle in favor of organization. Organizational commitment is an integral composing of desires of employees to maintain taking part in organization and to give intensive efforts for organization along with confidence in objectives and values of organization. There are some factors influencing the organizational commitment. Psychological agreement, labor expectation and personal specifications are treated in this context. At the same time, it is designated that there are also some organizational factors involving organization culture aforementioned as it is beneficial to be focused on along with organizational culture. In this work, it is aimed to put forward guiding outcomes over the relationship between the two notions in question – within the framework of the fact that is needed to be administered in the light of providing organizational effectiveness of employees and their relationship with the organization. Dealing with the relationship between the organizational commitment and organization culture, it is intended to contribute to the works related to the subject and satisfy the expectations of implementers. In this work, notions at issue are firstly treated theoretically in a manner to provide a semantic perspective. Notions searched in literature are brought forward in a manner to reflect the essence of the subject by utilizing the basic sources. Relationship with each other has been dealt with in a manner to clarify the findings of the employees’ implementations. It is considered that organization climate and organizational commitment is significant subjects and academic organizations which observes the work human relations reflecting directly on operating results, are beneficial for the implementation. Selcuk University academic personnel are targeted for the implementation. In this regard, academicians studying in the Selcuk University compose the main components of the work. Academic personnel servicing in vocational schools in provincials and four years-colleges in the downtowns are excluded from the work since they make efforts to provide the student with the vocational and educational and training experiences not to focus on academic studies and they could be restrictive for the work. Along with such rationales 750 academic personnel who serves in just twelve faculties within the sixteen faculties has been involved in the work together with Selcuk University. Within the scope of the work, questionnaire method has been used in collecting the data. Therefore, questionnaire draft has been prepared in conformity with the objectives of the work and taking into consideration the respective literature and previous works on this subject. Draft has been compared with the objectives and assumptions of the work. Later, it is requested from the respective specialist academicians and operation managers to share their opinions regarding the questionnaire. At the end of the process, some questions and explanations were rearranged and the questionnaire was finalized. The questionnaire consists of aggregate eight questions. For majority of the questions, five point Likert Scale is utilized. The questionnaire was reformed as a form and delivered to the academicians manually. 440 questionnaires of 750 returned back. (Return is: % 59.) Data was coded and analyzed though SPSS 11.5 version packaged software. Findings obtained were gathered and evaluated in a manner to form a base for manifesting the outcomes which contribute to the theorists and implementers. Through the findings, it can be expressed that the work essentially extrapolates in the light of inferences by taking into account literature deal with that: Participants have generally emotional commitment on their works and institutions, and like them. However organizational commitment of half of them is at lower level. The most important account of it is the fact that they have negative thoughts concerning the organization climate and the institutions do not satisfy their expectation in terms of working conditions although they do like their works and institutions. In this regard, it is observed that organization climate is effective on the formation and development of organizational commitment.

Açıklama

Anahtar Kelimeler

Örgüt, Örgüt Kültürü, Örgüt İklimi, Örgütsel Bağlılık, Organization, Organizational Culture, Organizational Climate, Organizational Commitment

Kaynak

Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi

WoS Q Değeri

Scopus Q Değeri

Cilt

Sayı

22

Künye

Yüceler, A., (2009). Örgütsel Bağlılık ve Örgüt İklimi İlişkisi: Teorik ve Uygulamalı Bir Çalışma. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 22, 445-458.