Algılanan örgüt sağlığı ve örgüt kültürünün örgütselözdeşleşmeye etkisi: bir araştırma
Küçük Resim Yok
Tarih
2023
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
İnönü Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Örgüt sağlığı kavramı, ortaya çıkışından itibaren ağırlıklı olarak üzerinde araştırma yapılan alanlarından biridir. Örgütler özellikle yapısal olarak örgüt sağlığının belirlenmesinde etkili olmaktadır. Bu nedenle bir örgütün sağlıklı olması için alt fonksiyonlarının da sağlıklı olması gerekmektedir. Çalışma kapsamında öncelikle örgüt sağlığı kavramı ile birlikte özdeşleşme, kültür, yönetim, liderlik, verimlilik, performans gibi örgütsel boyuttaki değişkenler ile yönetsel, davranışsal ve diğer birçok kavram teorik olarak incelenmiştir. Örgüt sağlığı insan sağlığına benzer şekilde birçok örgütsel alt fonksiyonlardan oluşmakta, bunlardan herhangi birinde ortaya çıkacak sorunlar tüm örgütü etkilemektedir. İkinci bölümde, örgüt kültürü kavramı incelenmiştir. Her kuruluşun bir kültürü vardır. Örgüt kültürleri kurucularının felsefesi ve dış çevrenin etkisiyle oluşur, zaman içerisinde çeşitli değişimlere uğrayarak gelişir. Örgüt kültürü örgütsel ve davranışsal düzeyde iklim, stratejik yönetim, bağlılık, vb. gibi kavramlar ile ilişkili olarak gelişmektedir. Başarılı bir yönetim sayesinde örgüt kültürü kontrol edilebilir ve sürdürülebilir düzeyde tutulabilecek, örgüt hedeflerine ulaşmaya olumlu katkılar sağlayacaktır. Çalışmaın üçüncü bölümünde ise, örgütsel özdeşleşme incelenmiştir. Örgütsel özdeşleşmenin sosyal kimlik ve sosyal özdeşleşme temelinde oluştuğu çoğu araştırmalarda ifade edilmektedir. Çalışanlar, örgüt içindeki farklı grup oluşumlarına ait hissettikleri grup özdeşleşmesinin etkisi altında kalabilmektedir. Bununla beraber örgütsel özdeşleşme örgüt içerisinde adalet, güven, kültür, iletişim, liderlik, imaj, prestij gibi kavramlar ile ilişki halindedir. Çalışmada bu kavramlar ile ilişkiler anlatılmaktadır. Araştırma bölümünde ilk olarak İstanbul'da faaliyet gösteren işletmelerde çalışanların kişi özelliklerinin örgüt sağlığı, örgüt kültürü ve örgütsel özdeşleşme ile birbiriyle ilişkisi araştırılmıştır. Örgüt sağlığının çalışanlar tarafından algı düzeyini ölçmek maksadıyla Lyden ve Klingele'nin Örgüt Sağlığı Ölçeği Modeli kullanılarak ortaya çıkan sonuçların, örgüt kültürü ve örgütsel özdeşleşme algıları ile ilişkileri incelenmiştir. Çalışanlar tarafından algılanan örgüt kültürü düzeyini ölçmek maksadıyla Cameron ve Quinn'in Örgüt Kültürü Modeli kullanılmış, örgüt kültürünün oluşturulması ve yönetimi ele alınmıştır. Ayrıca çalışanların algıladıkları örgütsel özdeşleşme düzeyini ölçmek maksadıyla Cheney'in Örgütsel Özdeşleşme Ölçeği Modeli kullanılmış, ortaya çıkan sonuçların örgüt sağlığı ve örgüt kültürü ile olan ilişkileri incelenmiştir. Yapılan analiz değerlendirmeleri sonucunda çalışanların demografik özelliklerindeki farklılıkların örgüt sağlığına, iş tecrübe değişkeni dışında örgüt kültürüne, eğitim durumu değişkeni dışında örgütsel özdeşleşmeye ilişkin algılama düzeylerini etkilemekte olduğu tespit edilmiştir. Çalışma ile; algılanan örgütsel özdeşleşme düzeyinin örgüt sağlığının tüm alt boyutları üzerinde, örgütsel kültürün çalışanların yönetimi, çalışanları bir arada tutan bağ alt boyutları üzerinde anlamlı etkiye sahip olduğu görülmüştür. Örgütsel özdeşleşme düzeyi ile örgütsel kültürün baskın özellikler, işletmede yönetim ve liderlik, stratejik öncelikler, başarı kriterleri boyutları yüksek düzeyde ilişki olduğu tespit edilmiştir. Algılanan örgüt sağlığı ve örgüt kültürü alt boyutlarının örgütsel özdeşleşme düzeyi üzerinde anlamlı etkiye sahip olduğu; algılanan örgüt sağlığı ile örgüt kültürü arasında pozitif ve anlamlı ilişkiler olduğu tespit edilmiştir. Çalışma sonucunda elde edilen bilgilere bağlı olarak gelecekte yapılacak çalışmalara, yöneticilere, kurum ve kuruluşlara ve çalışanlara yönelik öneriler sunulmuştur. Anahtar kelimeler: Örgüt Sağlığı, Örgüt Kültürü, Örgütsel Özdeşleşme, Özdeşleşme, Kültür.
The concept of organizational health, since its emergence, is one of the areas that has been extensively researched. Organizations are particularly and structurally effective in determining organizational health. Therefore, in order for an organization to be healthy, its sub-functions must also be healthy. Within the scope of the study, along with organizational health and organizational variables such as identification, culture, management, leadership, productivity, performance, and managerial, behavioral and many other concepts were examined theoretically. Organizational health consists of many organizational sub-functions, similar to human health, and problems that arise in any of them affect the entire organization. The concept of organizational culture is examined in Chapter II. Every organization has a culture. Organizational cultures are formed by the philosophy of their founders and by the influence of the external environment, and develop through undergoing various changes over time. Organizational culture develops in relation to climate, strategic management, commitment, etc. at organizational and behavioral level. By means of successful management, organizational culture can be controlled and it will have positive contributions to the achievement of the organization's goals that can be kept a sustainable level. When it comes to Chapter III, organizational identification was examined. It is well stated in most studies that organizational identification is formed on the basis of social identity and social identification. Employees may be under the influence of group identification in which belongs to different group formations within the organization. As well as this, organizational identification is in close relation with concepts such as justice, trust, culture, communication, leadership, image and prestige within the organization. Relations with these concepts are explained in this study. In the application chapter, firstly, the relationship between the personal characteristics of the employees in the business enterprises operating in İstanbul, with organizational health, organizational culture and organizational identification was investigated. In order to measure the level of perception among employees in the organization's health, Lyden and Klingele's Organizational Health Scale Model was used and by using these results organizational culture and organizational identification perceptions and their relationship were examined. In order to measure the level of organizational culture perceived by the employees, Cameron and Quinn's Organizational Culture Model was used, and establishments of organizational culture and its management was dealth with. Furthermore, in order to asess empmloyees' perception of organizational identification, Cheney's Organizational Identification Scale Model was used and the results were scrutinized and its relationships between organizational health and organizational culture were studied. As a result of the analyzes, it was found that the differences in the demographic characteristics of the employees affect the perception levels of organizational health, organizational culture, except for the work experience variable, and organizational identification, except for the educational status variable. It has been seen that the perceived organizational identification level has a significant effect on all sub-dimensions of organizational health, and organizational culture has a significant effect on the management of employees and the bond that holds employees together. It has been determined that there is a high level of relationship between the level of organizational identification and the dominant characteristics of organizational culture, management and leadership in the business, strategic priorities, and success criteria. Perceived organizational health and organizational culture sub-dimensions have a significant effect on the level of organizational identification; It has been determined that there are positive and significant relationships between perceived organizational health and organizational culture. Based on the information obtained as a result of the study, it has also been made suggestions for future studies, managers, institutions and organizations and employees as well. Keywords: Organizational Health, Organizational Culture, Organizational Identification, Identification, Culture.
The concept of organizational health, since its emergence, is one of the areas that has been extensively researched. Organizations are particularly and structurally effective in determining organizational health. Therefore, in order for an organization to be healthy, its sub-functions must also be healthy. Within the scope of the study, along with organizational health and organizational variables such as identification, culture, management, leadership, productivity, performance, and managerial, behavioral and many other concepts were examined theoretically. Organizational health consists of many organizational sub-functions, similar to human health, and problems that arise in any of them affect the entire organization. The concept of organizational culture is examined in Chapter II. Every organization has a culture. Organizational cultures are formed by the philosophy of their founders and by the influence of the external environment, and develop through undergoing various changes over time. Organizational culture develops in relation to climate, strategic management, commitment, etc. at organizational and behavioral level. By means of successful management, organizational culture can be controlled and it will have positive contributions to the achievement of the organization's goals that can be kept a sustainable level. When it comes to Chapter III, organizational identification was examined. It is well stated in most studies that organizational identification is formed on the basis of social identity and social identification. Employees may be under the influence of group identification in which belongs to different group formations within the organization. As well as this, organizational identification is in close relation with concepts such as justice, trust, culture, communication, leadership, image and prestige within the organization. Relations with these concepts are explained in this study. In the application chapter, firstly, the relationship between the personal characteristics of the employees in the business enterprises operating in İstanbul, with organizational health, organizational culture and organizational identification was investigated. In order to measure the level of perception among employees in the organization's health, Lyden and Klingele's Organizational Health Scale Model was used and by using these results organizational culture and organizational identification perceptions and their relationship were examined. In order to measure the level of organizational culture perceived by the employees, Cameron and Quinn's Organizational Culture Model was used, and establishments of organizational culture and its management was dealth with. Furthermore, in order to asess empmloyees' perception of organizational identification, Cheney's Organizational Identification Scale Model was used and the results were scrutinized and its relationships between organizational health and organizational culture were studied. As a result of the analyzes, it was found that the differences in the demographic characteristics of the employees affect the perception levels of organizational health, organizational culture, except for the work experience variable, and organizational identification, except for the educational status variable. It has been seen that the perceived organizational identification level has a significant effect on all sub-dimensions of organizational health, and organizational culture has a significant effect on the management of employees and the bond that holds employees together. It has been determined that there is a high level of relationship between the level of organizational identification and the dominant characteristics of organizational culture, management and leadership in the business, strategic priorities, and success criteria. Perceived organizational health and organizational culture sub-dimensions have a significant effect on the level of organizational identification; It has been determined that there are positive and significant relationships between perceived organizational health and organizational culture. Based on the information obtained as a result of the study, it has also been made suggestions for future studies, managers, institutions and organizations and employees as well. Keywords: Organizational Health, Organizational Culture, Organizational Identification, Identification, Culture.
Açıklama
Anahtar Kelimeler
İşletme, Business Administration
