THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL CHANGE AND EMPLOYEES' GENERAL SELF-EFFICACY: THE CASE OF KONYA PROVINCIAL DIRECTORATE OF SOCIAL SECURITY

Abstract

This study examines how public-sector employees' perceptions of organizational change relate to their general self-efficacy. Data were collected through a questionnaire from 170 employees working at the Konya Provincial Directorate of Social Security. Construct validity of the scales was tested through factor analyses and internal consistency through Cronbach's alpha. Pearson correlation and simple linear regression were used to assess the relationship between the variables, while demographic comparisons were treated as exploratory analyses. The results show a positive and significant but weak relationship between perceived organizational change and general self-efficacy (r=0.242, p=0.001). Perceived change accounts for 5.9% of the variance in general self-efficacy (R²=0.059; F(1,168)=10.44; p=0.001). No significant differences emerged by gender, age, education level or tenure. The findings point to a limited but non-negligible link between change perception and general self-efficacy in the public sector.

Keywords

• Perceived organizational change
• general self-efficacy
• public sector employees
• change management

ALGILANAN ÖRGÜTSEL DEĞİŞİM İLE ÇALIŞANLARIN GENEL ÖZ YETERLİLİKLERİ ARASINDAKİ İLİŞKİ: KONYA SOSYAL GÜVENLİK İL MÜDÜRLÜĞÜ ÖRNEĞİ

Abstract

Bu araştırma, kamu çalışanlarının algıladığı örgütsel değişim ile genel öz yeterlilikleri arasındaki ilişkiyi incelemektedir. Veriler, Konya Sosyal Güvenlik İl Müdürlüğü'nde görev yapan 170 çalışandan anket yoluyla toplanmıştır. Ölçeklerin yapı geçerliliği faktör analizleriyle, iç tutarlılığı Cronbach alfa katsayısıyla sınanmıştır. Değişkenler arasındaki ilişki Pearson korelasyonu ve basit doğrusal regresyonla değerlendirilmiş, demografik karşılaştırmalar ise keşfedici analiz olarak ele alınmıştır. Bulgulara göre algılanan örgütsel değişim ile genel öz yeterlilik arasında pozitif yönlü, anlamlı fakat zayıf bir ilişki vardır (r=0,242; p=0,001). Örgütsel değişim, genel öz yeterlilikteki varyansın %5,9'unu açıklamaktadır (R²=0,059; F(1,168)=10,44; p=0,001). Cinsiyet, yaş, eğitim düzeyi ve kıdeme göre anlamlı bir farklılık bulunmamıştır. Sonuçlar, kamu sektöründe değişim algısı ile genel öz yeterlilik arasında sınırlı ama göz ardı edilmemesi gereken bir bağ olduğuna işaret etmektedir.

Keywords

• Algılanan örgütsel değişim
• genel öz yeterlilik
• kamu çalışanları
• değişim yönetimi

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