BİREYSEL İNANÇ DÜZEYİYLE ÖRGÜTSEL İNANÇ İKLİMİ ALGISI ARASINDAKİ İLİŞKİNİN ÇEVRESEL FAKTÖRLER BAĞLAMINDA ARAŞTIRILMASINA YÖNELİK BİR ÖLÇEK GELİŞTİRİLMESİ

Yıl 2021, Cilt: 8 Sayı: 15, 397 - 416, 26.04.2021

Mustafa Aslan

Öz

İş etiği literatüründe giderek artan bir şekilde tartışılan ve uygulanan, işe bağlılık, örgütsel aidiyet gibi hayati derecede önemli değişkenleri olumlu yönde etkileyen örgütsel inanç iklimi, Türkiye’de çok fazla çalışılmamış bir konudur. Literatürde örgüt inanç iklimi yerine çoğunlukla örgütsel inanç, işyeri maneviyatı kavramları kullanılmakta ve bu da karmaşaya neden olmaktadır. Örgütsel inanç veya işyeri maneviyatı, örgüte mensup tüm kişilerin paylaştığı, örgütün tüm faaliyetlerine ve kültürüne işlemiş bir inancı yani kısacası örgütün maneviyatını vurgularken, örgüt inanç iklimi, örgütün üyelerine sağladığı inanç özgürlüğü ve bu özgürlüğün güvenceye alınması, farklılıklar var ise bu farklılıkların zenginlik olarak görülüp örgütün yararına kullanılmasıdır. Bu çalışmada örgüt inanç iklimi ve bireyin bu iklimi algılayış şeklini etkileyen kişinin hem özel alanda hem de sosyal düzlemde inanç seviyesini ölçmeye yönelik bir ölçek seti geliştirilmeye çalışılmıştır. Elde edilen ölçekler: Sosyal Düzlem, Özel Alan ve Ezoterik Düzlem olmak üzere üç boyutlu Bireyin İnanç Seviyesi Ölçeği; Sosyal Etkileşim ve Karar Alma olmak üzere iki boyutlu Sosyal Etkileşim ve Kararlarda İnancın Etkisi Ölçeği; Hoşgörü, Sağlanan Olanaklar ve Sembol olmak üzere üç boyutlu Örgüt İnanç İklimi ölçeğidir. Geliştirilen ölçek 93 katılımcı ile ampirik olarak test edilmiş ve son şeklini almıştır.

Anahtar Kelimeler

Örgüt İnanç İklimi, Örgüt Kültürü, İnanç, Örgüt İnanç Ölçeği, Örgüt Maneviyatı

Teşekkür

Makaleye yaptığı katkılardan dolayı Prof. Dr. Ali Akdemir'e teşekkür ederim.

DEVELOPING A SCALE FOR INVESTIGATING THE RELATIONSHIP BETWEEN INDIVIDUAL BELIEF LEVEL AND ORGANIZATIONAL BELIEF CLIMATE PERCEPTION IN THE CONTEXT OF ENVIRONMENTAL FACTORS

Öz

Organizational belief climate that has a positive relationship with vital variables such as job engagement and organizational commitment has not been much studied in Turkey. In the literature, organizational belief or workplace spirituality is mostly used instead of organizational belief climate, which causes confusion. While organizational belief emphasizes religious beliefs that are ingrained in all activities and culture of the organization and shared by all members of the organization, in short, emphasizes the spirituality of the workplace, while the organizational belief climate, on the other hand, is the freedom of belief that the organization provides to its members and the assurance of this freedom, and if there are differences, these differences are seen as wealth and used for the benefit of the organization. In this study, an attempt was made to develop a scale set to measure organizational belief climate and the individual belief level that affects the way the individual perceives this climate. Obtained scales are three-dimensional Individual’s Faith Level Scale: Social Platform, Private Platform, and Esoteric Platform; two-dimensional Social Interaction and Decision-Making Scale; and three-dimensional scale of Organization Belief Climate, namely Tolerance, Facilities, and Symbol. The developed scale was empirically tested with 93 participants and took its final shape.

Anahtar Kelimeler

Organizational Belief Climate, Organizational Culture

Kaynakça

• .Adams, T. B., Bezner, J. R., Drabbs, M. E., Zambarano, R. J., Steinhardt, M. A. (2000). Conceptualization and measurement of the spiritual and psychological dimensions of wellness in a college population. Journal of American College Health, 48. 165–180.
• Benefiel, M., Fry, L. W., Geigle, D., (2014). Spirituality and religion in the workplace: History, theory, and research, Psychology of Religion and Spirituality, 6(3). 175-187.
• Bloch, D. P. (2004). Spirituality, complexity, and career counseling. Professional School Counseling, 7, 343–350.
• Bloch, D. P. (2005). Complexity, chaos, and nonlinear dynamics: A new perspective on career development theory. The Career Development Quarterly, 53, 194–207.
• Cabrera-Nguyen, P. (2010). Author Guidelines for Reporting Scale Development and Validation Results in the Journal of the Society for Social Work and Research. Journal of the Society for Social Work and Research. 1(2), 99-103.
• Caplan, R. D. ve Harrison, R. V. (1993). Person-Environment Fit Theory: Some History, Recent Developments, and Future Directions, Journal of Social Issues, 49. 253–276.
• Carpenter S. (2018). Ten Steps in Scale Development and Reporting: A Guide for Researchers, Communication Methods and Measures, 12(1). 25-44.
• Carroll. T. (2013). Addressing religion and spirituality in the workplace. K. I. Pargament, A. Mahoney, & E. P. Shafranske (Editörler), APA handbooks in psychology, APA handbook of psychology, religion, and spirituality (Vol. 2): An applied psychology of religion and spirituality içinde. (ss. 595–612): APA.
• Cash, K. C. ve Gray, G. R. (2000). A framework for accommodating religion and spirituality in the workplace. Academy of Management Perspectives, 14(3). 124-134.
• Çarkoğlu, A. ve Toprak, B. (2006). Değişen Türkiye’de Din, Toplum ve Siyaset. İstanbul: TESEV Yayınları.
• Duffy, R. D., Reid, L., Dik, B. J. (2010). Spirituality, religion, and career development: implications for the workplace. Journal of Management, Spirituality & Religion, 7(3), 209-221.
• Ellison, C. W. ve Smith, J. (1991). Toward an integrative measure of health and well-being. Journal of Psychology and Theology, 19. 35–48.
• Estreicher, S. ve Gray, M. J. (2006). Religion and the U.S. Workplace. Human Rights, 33(3). 17-24.
• Field, A. (2018). Discovering statistics using IBM SPSS statistics (5. Baskı). Londra: SAGE Publications.
• Fields, D. (2002). Taking Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis. Thousand Oaks, CA: SAGE Publications.
• Gerdeman, D. (2018). Religion in the Workplace: What Managers Need to Know. Harvard Business Review, Eylül 2018.
• Giacalone, R. A. ve Jurkiewicz, C. L. (2003). Toward a Science of Workplace Spirituality. R. A. Giacalone ve C. L. Jurkiewicz (Editörler). Handbook of Workplace Spirituality and Organizational Performance içinde (ss. 3-28). Armonk, NY: M.E. Sharpe Publishers.
• Graham. S., F., Flowers, C., Burke, M. T. (2001). Religion and spirituality in coping with stress. Counseling and Values, 46, 2–13.
• Hair, J. F. J., Black, W. C., Babin, B. J., Anderson, R. E. (2010). Multivariate Data Analysis (17. Baskı). NJ: Prentice Hall.
• Kamya, H. A. (2000). Hardiness and spiritual well-being among social work students: Implications for social work education. Journal of Social Work Education, 36. 231–241.
• Kaypak, Ş. ve Bimay, M. (2016). Suriye Savaşı Nedeniyle Yaşanan Göçün Ekonomik v.e Sosyo-Kültürel Etkileri: Batman Örneği, Batman Üniversitesi Yaşam Bilimleri Dergisi, 6(1). 84-110
• Kılıç. (2016). Cronbach’ın Alfa Güvenilirlik Katsayısı. Journal of Mood Disorders, 6(1). 47-48.
• King, J. E. Jr., Bell, M. P., Lawrence, E. (2009). Religion as an aspect of workplace diversity: an examination of the US context and a call for international research. Journal of Management, Spirituality & Religion, 6(1). 43-57.
• Kline, R. (2005). Principles and practice of structural equation modeling (2nd ed.). New York, NY: Guilford Press.
• Kolodinsky, R. W., Giacalone, R. W., Jurkiewicz, C. L. (2008). Workplace Values and Outcomes: Exploring Personal, Organizational, and Interactive Workplace Spirituality. Journal of Business Ethics, 81. 465–480.
• MacCallum, R. C., Widaman, K. F., Zhang, S., Hong, S. (1999). Sample size in factor analysis. Psychological Methods, 4, 84-99.
• Pandey, A., Gupta, R. K., Arora, A. P. (2009). Spiritual Climate of Business Organizations and Its Impact on Customers’ Experience. Journal of Business Ethics, 88. 313–332.
• Pandey, A., Gupta, R. K., Kumar, P. (2016). Spiritual Climate and Its Impact on Learning in Teams in Business Organizations. Global Business Review, 17(3S). 159S–172S.
• Parboteeah, K. B. ve Cullen, J. B. (2003). Ethical Climates and Spirituality: An Exploratory Examination of Theoretical Links. R. A. Giacalone ve C. L. Jurkiewicz (Editörler). Handbook of Workplace Spirituality and Organizational Performance içinde. (ss. 137–151). Armonk, NY: M.E. Sharpe Publishers.
• Paredes-Collins, K. (2014). Campus Climate for Diversity as a Predictor of Spiritual Development at Christian Colleges. Religion & Education, 41. 171–193.
• Robert, T. E., Young, J. S., Kelly, V. A. (2006). Relationships Between Adult Workers’ Spiritual Well-Being and Job Satisfaction: A Preliminary Study. Counseling and Values, 50. 165-175.
• Sarstedt M. ve Mooi E. (2014). Factor Analysis. In: A Concise Guide to Market Research. Springer Texts in Business and Economics. Berlin: Springer.
• Tabachnick, B. G. ve Fidell, L. S. (2019). Using Multivariate Statistics (7. Baskı). NY: Pearson.
• Thompson, B. (2004). Exploratory and Confirmatory Factor Analysis Understanding Concepts and Applications. Washington, DC: American Psychological Association.