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ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ

Yıl 2018, Cilt: 5 Sayı: 2, 170 - 183, 14.07.2018
https://doi.org/10.17261/Pressacademia.2018.835

Öz

Amaç- Çalışmamızın amacı, satın alma süreci sonrasında örgüt kültürünün iş tatminine etkisinde birey-örgüt uyumunun aracı rolünü incelemektir.

Yöntem- Çalışmada Denison (1995) tarafından geliştirilen, Yahyagil (2004) tarafından geçerlik ve güvenirliği test edilen örgüt kültürü ölçeği, Cable & Judge (1996) tarafından geliştirilen birey-örgüt uyumu ölçeği ve Paul. E. Spector, (1994) tarafından geliştirilen ve Yelboğa tarafından geçerlik ve güvenirliği yapılan, Türkçe’ye adapte edilen İş tatmini ölçeği kullanılmıştır (Yelboğa, 2009). Ölçekler ve demografik özellikleri içeren soru formu satın alma sonrasında şirket çalışanlarına uygulanmıştır. Elde edilen veriler analiz edilerek örgüt kültürünün iş tatminine etkisinde birey-örgüt uyumunun aracı rolünü ortaya koymak üzere oluşturulan model, yapısal eşitlik modellemesiyle incelenmiştir.

Bulgular- Elde edilen bulgulara göre, tüm örgüt kültürü değişkenleri, anlamlı olarak birey-örgüt uyumunu etkilemekte, birey- örgüt uyumu da anlamlı olarak iş tatminine etki etmektedir (β=0.481;p<0.05). Birey-örgüt uyumu, örgüt kültürü boyutlarından uyum yeteneği ve misyon üzerinde tam, katılım ve tutarlılık üzerinde kısmi aracı değişken rolüne sahiptir.

Sonuç- Satın alma sonrasında örgüt kültürünün iş tatmini üzerindeki etkisinde birey-örgüt uyumunun aracı rolü bulunmaktadır.

Kaynakça

  • Abdulla, J., Djabarni, R., & Mellahi, K. (2011), Determinants of job satisfaction in the UAE: A case study of the Dubai police. Personnel Review, 40(1), 126– 146.
  • Altunışık, A. C., Şahin, A., Bayraktar, A., Özcan, D. M., Sevim, B., Altunışık, A. C., & Türker, T. (2010). Dynamic Field Test, System İdentification, And Modal Validation Of An RC Minaret: Preprocessing And Postprocessing The Wind-İnduced Ambient Vibration Data. Journal Of Performance Of Constructed Facilities, 25(4), 336-356.
  • Ardalan, M., Salimi, G., Rajaeepour, S., & Molavi, H. (2009). Analysis of Relationship Between Person – Organization Fit and organizational culture in West Country governmental universities. Quarterly journal of research and planning in higher education, 14 (1), 97-131.
  • Ashraf, G., & Rezaie, M. H. (2015), Organizational culture: A predictor of faculty members' job satisfaction. British Journal of Education, 3(8), 1-9.
  • Belias, D., & Koustelios, A. (2014), Organizational culture and job satisfaction: a review. International Review of Management and Marketing, 4(2), 132-149.
  • Belias, D., Koustelios, A., Sdrollias, L., & Koutiva, M. (2015), The influence of Demographic Features on the Job Satisfaction of Greek Bank Employees. International Journal of Human Resource Management and Research, 3(4), 15-28.
  • Beaudan, E., & Smith, G. (2000). Corporate cultures: asset or liability. Ivery Business Journal,4, 2-5.
  • Cable, D. M., & Judge, T. A. (1996), Person–organization fit, job choice decisions, and organizational entry. Organizational behavior and human decision processes, 67(3), 294-311.
  • Cable, D., & Edwards, J. R. (2004), Complementary and supplementary fit: A Theoretical and empirical integration. Journal of Applied Psychology, 822-834.
  • Denison, D. R., & Mishra, A. K. (1995), Toward a theory of organizational culture and effectiveness. Organization Science, 204-223.
  • Denison, D. R., & Neale, W. S. (1996), Denison organizational culture survey: facilitators guide. Ann Harbor: MI: Aviat.
  • Erdogan, B., Kraimer, M. L., & Liden, R. (2002), Person-Organization Fit and Work Attitudes: The Moderating Role of Leader-Member Exchange. Academy of Management Proceedings.
  • Fbuni, D., Price, C., & Zollo, M. (2006), Mergers: Leadership, Performance and Corporate Health. Palgrave Macmillan.
  • Fisher, C. J. (1997), Corporate culture and perceived business performance:A study of the relationship between the culture of an organization and perceptions of its financial and qualitative performance. Doctoral Dissertation. California School of Professional Psychology Los Angeles.
  • Hassi, A. & Storti, G. (2011), Organizational training across cultures: variations in practices and attitudes. Journal of European Industrial Training, 35(1), 45–70.
  • Kim, N. H. (2016). The Relationship between and among Job Satisfaction, Training and Organizational Culture in South Korea’s Manufacturing Industry. The Ohio State University.
  • Levesque, L. L. (2005), Opportunistic Hiring and Employee Fit. Human Resource Management, Wiley Periodicals Inc., 303.
  • Lund, D. B. (2003), Organizational culture and job satisfaction. Journal of Business & Industrial Marketing, Vol. 18 Issue: 3, pp.219-236.
  • Luthans, F. (2002), The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, Vol. 23, 695–706.
  • O’Neal, J. C. (2014), The Perceived Importance of Person-Environment Fit Dimensions Amidst Attriction and Attention Stages of Employement. Hofstra University.
  • O'Reilly, C. A., III. (1989). Corporations, culture, and commitment: Motivation and social control in organizations. California Management Review, 31(4): 9-25.
  • Preacher, K. J., & Hayes, A. F. (2004). SPSS And SAS Procedures For Estimating İndirect Effects İn Simple Mediation Models. Behavior Research Methods, 36(4), 717-731.
  • Preacher, K. J., & Leonardelli, G. J. (2001). Calculation For The Sobel Test.
  • Pritchett, P., Robinson, D., & Clarkson, R. (1997), After the Merger: the authoritative guide for integration success. New York: R.R. Donnelley & Sons Company.
  • Rekabet Kurulu tebliğ No: 2010/ 4. (2010), wipo.com: http://www.wipo.int/edocs/lexdocs/laws/tr/tr/tr115tr.pdf adresinden alındı Rowley, C. (2013). The changing nature of management and culture in South Korea. Managing across diverse culture in East Asia (s. 122-150). London: Routledge.
  • Schein, E. H. (1990), Organizational Culture. American Psychologist, 109‐19.
  • Schulz, J. (2013), The impact of role conflict, role ambiguity and organizational climate on the job satisfaction of academic staff in research-intensive universities in the UK. Higher Education Research & Development, 32(3), 464–478.
  • Shermann, A. J., & Hart, M. (2006), Mergers and Acquisitions from A to Z. New York: Amacom, division of American Management Association.
  • Silverthorne, C. (2004), The impact of organizational culture and person‐organization fit on organizational commitment and job satisfaction in Taiwan. Leadership & Organization Development Journal, Vol. 25 Issue: 7, pp.592-599.
  • Sobel, Michael E., (1982), Asymptotic Confidence Intervals for Indirect Effects in Structural Equations Models, In S. Leinhart (Ed.), Sociological methodology, Vol.13, s.290-312.
  • Tavşancıl, Prof. Dr. Ezel, (2014).Tutumların Ölçülmesi ve SPSS ile Veri Analizi, NOBEL Akademik Yayıncılık, 5. Baskı.
  • Yahyagil, M. Y. (2004), Denison örgüt kültürü ölçme aracının geçerlilik ve güvenirlik çalışması: Ampirik bir uygulama. İstanbul Üniversitesi İşletme İktisadı Enstitüsü Dergisi(Yönetim), 53-76.
  • Yapraklı, Ş. (2007), Satış Gücü Motivasyonu-İş Tatmini Ölçeklerinin Test Edilmesi Ve Motivasyonun İş Tatmini Üzerindeki Etkisinin Belirlenmesi: İlaç Sektöründe Bir Uygulama. İş, Güç, Endüstri İlişkileri ve İnsan Kaynakları Dergisi, Cilt 9,Sayı 3, 67.
  • Yelboğa, A. (2009). Validity and reliability of the Turkish version of the job satisfaction survey (JSS). World Applied Sciences Journal. 6(8), 1066-1072.

THE EFFECTS OF ORGANIZATIONAL CULTURE ON JOB SATISFACTION: THE MEDIATING ROLE OF PERSON-ORGANIZATION FIT IN A POST-MERGER

Yıl 2018, Cilt: 5 Sayı: 2, 170 - 183, 14.07.2018
https://doi.org/10.17261/Pressacademia.2018.835

Öz

Purpose- This study sought to contribute to business by examining the effects of Organizational Culture on Job Satisfaction with the mediating the role of Person-Organization Fit.

Methodology- Using data from a company who has been experienced an acquisition, The Denison Organizational Culture questionnaire developed by Daniel Denison (1995) and tested for validity and reliability by Yahyagil was utilized to measure organizational culture (Yahyagil,2004). Job Satisfaction Survey that have been used to measure Job Satisfaction was developed by Paul E. Spector (1994) and adapted to Turkish language and tested for validity and reliability by Yelboğa. (Yelboğa, 2009) Person-Organization Fit Questionnaire developed by Cable & Judge (1996) have been used. The developed model was investigated by structural equation modeling.

Findings- The results of the analysis show that 4 areas of organizational culture (adaptability, involvement, mission and consistency) have a significant effect on person-organization fit and person-organization fit has a significant effect on job satisfaction. (β=0.481; p<0.05). As introducing the person-organization fit as the mediator to the model, adaptability and mission dimensions of the organizational culture have lost their effects on job satisfaction and the effects of dimensions of involvement and consistency have decreased on job satisfaction.

Conslusion- In the effect of organizational culture on job satisfaction, there is a mediating role for person-organization fit.

Kaynakça

  • Abdulla, J., Djabarni, R., & Mellahi, K. (2011), Determinants of job satisfaction in the UAE: A case study of the Dubai police. Personnel Review, 40(1), 126– 146.
  • Altunışık, A. C., Şahin, A., Bayraktar, A., Özcan, D. M., Sevim, B., Altunışık, A. C., & Türker, T. (2010). Dynamic Field Test, System İdentification, And Modal Validation Of An RC Minaret: Preprocessing And Postprocessing The Wind-İnduced Ambient Vibration Data. Journal Of Performance Of Constructed Facilities, 25(4), 336-356.
  • Ardalan, M., Salimi, G., Rajaeepour, S., & Molavi, H. (2009). Analysis of Relationship Between Person – Organization Fit and organizational culture in West Country governmental universities. Quarterly journal of research and planning in higher education, 14 (1), 97-131.
  • Ashraf, G., & Rezaie, M. H. (2015), Organizational culture: A predictor of faculty members' job satisfaction. British Journal of Education, 3(8), 1-9.
  • Belias, D., & Koustelios, A. (2014), Organizational culture and job satisfaction: a review. International Review of Management and Marketing, 4(2), 132-149.
  • Belias, D., Koustelios, A., Sdrollias, L., & Koutiva, M. (2015), The influence of Demographic Features on the Job Satisfaction of Greek Bank Employees. International Journal of Human Resource Management and Research, 3(4), 15-28.
  • Beaudan, E., & Smith, G. (2000). Corporate cultures: asset or liability. Ivery Business Journal,4, 2-5.
  • Cable, D. M., & Judge, T. A. (1996), Person–organization fit, job choice decisions, and organizational entry. Organizational behavior and human decision processes, 67(3), 294-311.
  • Cable, D., & Edwards, J. R. (2004), Complementary and supplementary fit: A Theoretical and empirical integration. Journal of Applied Psychology, 822-834.
  • Denison, D. R., & Mishra, A. K. (1995), Toward a theory of organizational culture and effectiveness. Organization Science, 204-223.
  • Denison, D. R., & Neale, W. S. (1996), Denison organizational culture survey: facilitators guide. Ann Harbor: MI: Aviat.
  • Erdogan, B., Kraimer, M. L., & Liden, R. (2002), Person-Organization Fit and Work Attitudes: The Moderating Role of Leader-Member Exchange. Academy of Management Proceedings.
  • Fbuni, D., Price, C., & Zollo, M. (2006), Mergers: Leadership, Performance and Corporate Health. Palgrave Macmillan.
  • Fisher, C. J. (1997), Corporate culture and perceived business performance:A study of the relationship between the culture of an organization and perceptions of its financial and qualitative performance. Doctoral Dissertation. California School of Professional Psychology Los Angeles.
  • Hassi, A. & Storti, G. (2011), Organizational training across cultures: variations in practices and attitudes. Journal of European Industrial Training, 35(1), 45–70.
  • Kim, N. H. (2016). The Relationship between and among Job Satisfaction, Training and Organizational Culture in South Korea’s Manufacturing Industry. The Ohio State University.
  • Levesque, L. L. (2005), Opportunistic Hiring and Employee Fit. Human Resource Management, Wiley Periodicals Inc., 303.
  • Lund, D. B. (2003), Organizational culture and job satisfaction. Journal of Business & Industrial Marketing, Vol. 18 Issue: 3, pp.219-236.
  • Luthans, F. (2002), The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, Vol. 23, 695–706.
  • O’Neal, J. C. (2014), The Perceived Importance of Person-Environment Fit Dimensions Amidst Attriction and Attention Stages of Employement. Hofstra University.
  • O'Reilly, C. A., III. (1989). Corporations, culture, and commitment: Motivation and social control in organizations. California Management Review, 31(4): 9-25.
  • Preacher, K. J., & Hayes, A. F. (2004). SPSS And SAS Procedures For Estimating İndirect Effects İn Simple Mediation Models. Behavior Research Methods, 36(4), 717-731.
  • Preacher, K. J., & Leonardelli, G. J. (2001). Calculation For The Sobel Test.
  • Pritchett, P., Robinson, D., & Clarkson, R. (1997), After the Merger: the authoritative guide for integration success. New York: R.R. Donnelley & Sons Company.
  • Rekabet Kurulu tebliğ No: 2010/ 4. (2010), wipo.com: http://www.wipo.int/edocs/lexdocs/laws/tr/tr/tr115tr.pdf adresinden alındı Rowley, C. (2013). The changing nature of management and culture in South Korea. Managing across diverse culture in East Asia (s. 122-150). London: Routledge.
  • Schein, E. H. (1990), Organizational Culture. American Psychologist, 109‐19.
  • Schulz, J. (2013), The impact of role conflict, role ambiguity and organizational climate on the job satisfaction of academic staff in research-intensive universities in the UK. Higher Education Research & Development, 32(3), 464–478.
  • Shermann, A. J., & Hart, M. (2006), Mergers and Acquisitions from A to Z. New York: Amacom, division of American Management Association.
  • Silverthorne, C. (2004), The impact of organizational culture and person‐organization fit on organizational commitment and job satisfaction in Taiwan. Leadership & Organization Development Journal, Vol. 25 Issue: 7, pp.592-599.
  • Sobel, Michael E., (1982), Asymptotic Confidence Intervals for Indirect Effects in Structural Equations Models, In S. Leinhart (Ed.), Sociological methodology, Vol.13, s.290-312.
  • Tavşancıl, Prof. Dr. Ezel, (2014).Tutumların Ölçülmesi ve SPSS ile Veri Analizi, NOBEL Akademik Yayıncılık, 5. Baskı.
  • Yahyagil, M. Y. (2004), Denison örgüt kültürü ölçme aracının geçerlilik ve güvenirlik çalışması: Ampirik bir uygulama. İstanbul Üniversitesi İşletme İktisadı Enstitüsü Dergisi(Yönetim), 53-76.
  • Yapraklı, Ş. (2007), Satış Gücü Motivasyonu-İş Tatmini Ölçeklerinin Test Edilmesi Ve Motivasyonun İş Tatmini Üzerindeki Etkisinin Belirlenmesi: İlaç Sektöründe Bir Uygulama. İş, Güç, Endüstri İlişkileri ve İnsan Kaynakları Dergisi, Cilt 9,Sayı 3, 67.
  • Yelboğa, A. (2009). Validity and reliability of the Turkish version of the job satisfaction survey (JSS). World Applied Sciences Journal. 6(8), 1066-1072.
Toplam 34 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Articles
Yazarlar

Murside Ozgeldi 0000-0001-9545-4627

M. Tugce Orki Bu kişi benim 0000-0002-3281-5007

Yayımlanma Tarihi 14 Temmuz 2018
Yayımlandığı Sayı Yıl 2018 Cilt: 5 Sayı: 2

Kaynak Göster

APA Ozgeldi, M., & Orki, M. T. (2018). ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ. Research Journal of Business and Management, 5(2), 170-183. https://doi.org/10.17261/Pressacademia.2018.835
AMA Ozgeldi M, Orki MT. ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ. RJBM. Haziran 2018;5(2):170-183. doi:10.17261/Pressacademia.2018.835
Chicago Ozgeldi, Murside, ve M. Tugce Orki. “ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ”. Research Journal of Business and Management 5, sy. 2 (Haziran 2018): 170-83. https://doi.org/10.17261/Pressacademia.2018.835.
EndNote Ozgeldi M, Orki MT (01 Haziran 2018) ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ. Research Journal of Business and Management 5 2 170–183.
IEEE M. Ozgeldi ve M. T. Orki, “ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ”, RJBM, c. 5, sy. 2, ss. 170–183, 2018, doi: 10.17261/Pressacademia.2018.835.
ISNAD Ozgeldi, Murside - Orki, M. Tugce. “ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ”. Research Journal of Business and Management 5/2 (Haziran 2018), 170-183. https://doi.org/10.17261/Pressacademia.2018.835.
JAMA Ozgeldi M, Orki MT. ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ. RJBM. 2018;5:170–183.
MLA Ozgeldi, Murside ve M. Tugce Orki. “ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ”. Research Journal of Business and Management, c. 5, sy. 2, 2018, ss. 170-83, doi:10.17261/Pressacademia.2018.835.
Vancouver Ozgeldi M, Orki MT. ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ. RJBM. 2018;5(2):170-83.

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