Algılanan örgüt kültürü ve lider üye etkileşiminin işe adanma üzerine etkisi
Abstract
Bu araştırma, ilk ve orta öğretim kurumlarında algılanan örgüt kültürü ve lider üye etkileşiminin işe adanma üzerindeki etkisinin incelenmesi amacıyla yapılmıştır. Bu araştırmanın evreni 2012–2013 eğitim öğretim yılında İstanbul ili Maltepe İlçesindeki 5 farklı (Meslek Lisesi, Genel Lise, Ortaokul, İlkokul ve Anaokulu) öğretim türü kurumunun; farklı 9 ilk ve ortaöğretim kurumunda çalışan öğretmenlerdir. Örneklem bu genel evren içinden seçilen 225 kişi üzerinden gerçekleştirilmiştir. Araştırma ile ilgili veriler 'Lider Üye Etkileşimi Ölçeği (Liden ve Maslyn,1998)' ile 'Denison Örgüt Kültürü Ölçeği (Denison ve Mishra, 1995)' 'İşe Adanmışlık Ölçeği (Schaufeli ve diğ., 2002)' ve 'Kişisel Bilgi Formu' ile toplanmıştır. Dört bölümden oluşan ölçeğin birinci bölümünde kişisel bilgilere, ikinci bölümde, lider üye etkileşimine, üçüncü bölümünde örgüt kültürüne dördüncü bölümde işe adanmaya ilişkin algılamaları ölçmek için ifadelere yer verilmiştir. Ölçeklerden elde edilen veriler kodlanarak bilgisayar ortamında SPSS paket programıyla analiz edilmiştir. Ölçeğin birinci bölümüyle ilgili verilere ilişkin frekans ve yüzde dağılımı alınmış, öğretmenlerin tutumlarının ve algılamalarının belirlenmesine yönelik olarak aritmetik ortalama ve standart sapma, tutumlar arasında farklılığı ortaya koyabilmek için ikili karşılaştırmalarda bağımsız örneklemler için 't' testi, ikiden fazla değişken gruplarının karşılaştırılmasında ise tek yönlü varyans analizi (ANOVA) kullanılmıştır. Lider üye etkileşimi, işe gönülden adanma, örgüt kültürü ve alt boyutlarından aldıkları puanlar arasında anlamlı bir ilişki bulunup bulunmadığını belirlemek amacıyla pearson korelasyon analizi ile işe gönülden adanmayı yordayan değişkenleri bulmak için regresyon analizleri kullanılmıştır. Görüşler arasında anlamlı bir farklılık olup olmadığı α=0.05 anlamlılık düzeyinde test edilmiştir. Araştırmadan elde edilen bulgular şunlardır; Lider üye etkileşiminin tüm alt boyutlarda ve genel ölçek puanlarında iyi düzeyde olduğu, örgüt kültürü algılama düzeyleri ile işe adanma düzeylerinin ortalama düzeyde olduğu görülmüştür. İşe adanmanın lider üye etkileşimi ve örgüt kültürü alt boyutları ile ilişkili olduğu, lider üye etkileşimi ile örgüt kültürü algısı puanları olumlu yönde yükseldikçe işe adanma puanlarının da arttığı görülmüştür. Anahtar Sözcükler: İşe Adanma, Örgüt Kültürü, Lider Üye Etkileşimi.
This research was made to examine the effect of organization culture and leader member interaction perceived at elementary and secondary education institutions on work commitment. The population of this research involved teachers working for total 9 secondary education institutions in 5 different (Vocational High School, Regular High School, Middle School, Elementary School and Preschool) education institutions in Istanbul province Maltepe district in 2012–2013 academic term. The sampling was realized over 225 persons who were chosen from this general population. Research related data was collected with 'Leader Member Interaction Scale (Liden and Maslyn 1998)' and 'Denison Organization Culture Scale (Denison and Mishra, 1995)' 'Work Commitment Scale (Schaufeli et.al 2002)' and 'Personal Information Form'. In the scale which consists of four parts, the first part includes personal information, the second part includes leader member interaction, the third part includes organization culture, and the fourth part includes the expressions to measure work commitment related perceptions. The data which was obtained from the scale were coded and analyzed in the computer program and analyzed with SPSS package program. With regard to the data in relation to the first part of the scale, frequency and percentage distribution was taken and arithmetic mean and standard deviation was used with regard to the determination of the attitudes and perceptions of the students, 't' test was used for independent samplings in binary comparisons in order to set forth the difference between the attitudes, and one-way variance analysis (ANOVA) was used in the comparison of more than two variable groups. Pearson correlation analysis was used in order to determine if there is a significant relationship between the scores obtained from Leader member interaction, Self respect, Sincere Work Commitment, Organization Culture and the subdimensions, and regression analyses were used in order to find the variables that predict work commitment. Whether there was a significant difference between the opinions was tested at α=0.05 significance level. The findings which are obtained from the research are as follows; It was seen that leader member interaction is at a good level in all subdimensions and general scale scores, institution culture perception levels are at a mean level, work commitment levels are at a mean level. It was seen that work commitment is associated with the subdimensions of leader member interaction and organization culture, which the work commitment scores increased as leader member interaction and institution culture perception scores increased in the positive direction. Keywords: Work Commitment, Organization Culture, Leader member Interaction.
This research was made to examine the effect of organization culture and leader member interaction perceived at elementary and secondary education institutions on work commitment. The population of this research involved teachers working for total 9 secondary education institutions in 5 different (Vocational High School, Regular High School, Middle School, Elementary School and Preschool) education institutions in Istanbul province Maltepe district in 2012–2013 academic term. The sampling was realized over 225 persons who were chosen from this general population. Research related data was collected with 'Leader Member Interaction Scale (Liden and Maslyn 1998)' and 'Denison Organization Culture Scale (Denison and Mishra, 1995)' 'Work Commitment Scale (Schaufeli et.al 2002)' and 'Personal Information Form'. In the scale which consists of four parts, the first part includes personal information, the second part includes leader member interaction, the third part includes organization culture, and the fourth part includes the expressions to measure work commitment related perceptions. The data which was obtained from the scale were coded and analyzed in the computer program and analyzed with SPSS package program. With regard to the data in relation to the first part of the scale, frequency and percentage distribution was taken and arithmetic mean and standard deviation was used with regard to the determination of the attitudes and perceptions of the students, 't' test was used for independent samplings in binary comparisons in order to set forth the difference between the attitudes, and one-way variance analysis (ANOVA) was used in the comparison of more than two variable groups. Pearson correlation analysis was used in order to determine if there is a significant relationship between the scores obtained from Leader member interaction, Self respect, Sincere Work Commitment, Organization Culture and the subdimensions, and regression analyses were used in order to find the variables that predict work commitment. Whether there was a significant difference between the opinions was tested at α=0.05 significance level. The findings which are obtained from the research are as follows; It was seen that leader member interaction is at a good level in all subdimensions and general scale scores, institution culture perception levels are at a mean level, work commitment levels are at a mean level. It was seen that work commitment is associated with the subdimensions of leader member interaction and organization culture, which the work commitment scores increased as leader member interaction and institution culture perception scores increased in the positive direction. Keywords: Work Commitment, Organization Culture, Leader member Interaction.
Description
Keywords
İşletme, Algılanan örgütsel destek, Etkileşim, Kültür, Business Administration, Perceived organizational support, Lider-üye etkileşimi, Interaction, Culture, Örgüt kültürü, Leader-member exchange, Örgütsel adanma, Organizational culture, Organizational commitment, İşe gönülden adanma, Work engagement