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TEKNOLOJİK DEĞİŞİM HIZINA BAĞLI OLARAK FARKLILAŞAN ENDÜSTRİ YAPILARININ ÖRGÜT KÜLTÜRÜ VE İŞLETME PERFORMASI ÜZERİNDEKİ ETKİLERİ

Year 2010, Volume: 10 Issue: 1, 157 - 182, 01.02.2010

Hülya Öcal Veysel Ağca

Abstract

Literatürde endüstri yapısı, örgüt kültürü ve performans ilişkisini açıklamada hem endüstriyel örgüt ekonomisinin hem de kaynak temelli görüşün varsayımları yol gösterici olmaktadır. Örgüt kültürü ve performans ilişkisini ele alan çok sayıda araştırma olmasına karşılık, örgüt kültürü ve performans ilişkisine, endüstri değişkeni boyutundan yaklaşan az sayıda çalışma bulunmaktadır. Bu nedenle çalışmada, hem örgüt ekonomisi hem de kaynak temelli yaklaşım temelinde teknolojik değişim hızına göre farklılaşan endüstri yapılarının örgüt kültürü ve performans arasındaki ilişkiye etkilerinin belirlenmesi amaçlanmaktadır. Çalışmada İstanbul Sanayi Odasının 2007 yılı verilerine göre Türkiye‟de ilk 1000 içinde yer alan işletmelerin örgüt kültürü boyutları ile performansları arasındaki ilişkiler, teknolojik değişim hızına göre sınıflandırılan üç endüstri yapısı bağlamında test edilmektedir. 152 işletmeden elde edilen bulgular, endüstri yapısının örgüt kültürü ve performans arasındaki ilişkisi üzerinde anlamlı bir etkisinin olduğunu göstermektedir

Keywords

Endüstri Yapısı Teknolojik DeğiĢim Hızı Örgüt Kültürü Boyutları ĠĢletme Performansı

References

  • ALLRED, B.,ve SWAN, S. (2005), “The mediating role of innovation on the influence of industry structure and national context on firm performance”, Journal of International Management, (11)229-252.
  • ALTUNIġIK, R., ve diğerleri, (2005), Sosyal Bilimlerde AraĢtırma Yöntemleri, Sakarya Kitabevi, Adapazarı.
  • BARNEY, J. (1986) “Organizational Culture: Can It Be a Source of Sustained Competitive Advantage?”, Academy of Management Review, 11(2)656-665.
  • BARNEY, J. (1991)”Firm Resources and Sustained Competitive Advantage” Journal of Management, 17(1) 99-120
  • BARNEY, J. (2001) “Resource-Based Theories of Competitive Advantage: A Ten Year Retrospective on the Resource-Based View, Journal of Management, 27:643-650.
  • CAMERON, K. ve QUĠNN, R. E., (1999) Diagnosing and Changing Organizational Culture, Prentice Hall Series in Organizational Development, New Jersey.
  • CASS, Aron, ve NGO, L.V.(2007) “Market Orientation Versus Innovative Culture: Two Routes to Superior Brand Performance”, European Journal of Marketing,11(708) 868-887.
  • CHĠRĠSTENSEN, W. ve Edward., GORDON, G., (1999), “An Exploration of Industry, Culture and Revenue Growth”, Organization Studies, 20(3)397-422.
  • DAHLER, P.L,(1994) “ Corporate Culture and Morality: Durkheim Inspired Reflections on the Limits of Corporate Culture”, Journal of Management Studies, 31:1-18.
  • DANI, S. ve diğerleri(2006), “The Implications of Organizational Culture and Trust in the working of virtual teams”,Engineering Manufacture , 220(6)951-960.
  • GALBREATH, J. ve GALVĠN, P.,(2008)”Firm Factors, Industry Structure and Performance Variation: New Empirical Evidence To A Classic Debate”, Journal of Business Research,61:109-117.
  • GORDON, G., (1991)“Industry Determinants of Organizational Culture”, Academy of Management Review, 16(2)396-415.
  • GRANT, R. M.,(1991) “ The Resource-Based Theory of Competitive Advantage: Implications for Strategy Formulation”, California Management Review, 33(3) 114-135.
  • HATCH, M. J. (2004), “Dynamics in Organizational Culture”; in:Van de Ven, H. Andrew, (editor) Handbook of Organizational Change and Innovation, Oxford University Press.
  • KWAN, P.ve WALKER A., “Validating The Competing Values Model As A Representation of Organizational Culture Through Inter-Institutional Comparisons”, Organizational Analysis,12(1).21-37.
  • LEI, D. ve SLOCUM, J. W. Jr. (2005), “Strategic and Organizational Requirements for Competitive Advantage, Academy of Management Executive, 19(1)32-45.
  • MAHONEY, J., ve PANDIAN, R.J.(1992)” The Resource-Based View Within The Conversation of Strategic Management”, Strategic Management Journal,13: 363-380
  • MARTĠN, J. ve SIMONS R. (2002), “Managing Competing Values: Leadership Styles of Mayors and CEOs”, Australian Journal of Public Administration, September, 6(12)65-75.
  • MASSEY, Joseph,(2002)”Cultural Management And Organizational Change”, The Review of Communication,2(2) 180-186.
  • MAURI, A.J, ve MICHAELS, M.P.,(1998)”Firm and Industry Effects Within Strategic Management: An Empirical Examination”, Strategic Management Journal,19: 211-219.
  • NAKTĠYOK, A. (2004), Ġç GiriĢimcilik, Beta Yayınları, Ġstanbul O‟ Neill, R. M. ve , Quinn, E. (1993), “ Applications of the Competing Values Framework”,( Editors‟ Note) Human Resource Management, Spring, Vol. 32(1)
  • PETERS, T. ve J., WATERMAN, R. H. (1995) Yönetme ve Yükselme Sanatı: Mükemmeli ArayıĢ (Çev: Selami Sargut), Altın Kitaplar, Ġstanbul
  • PHILIPS, Margaret E. (1994), “Industry Mindsets: Exploring The Cultures of Two Macro Organizational Settings”, Organization Science, 5(3) 384-400.
  • PORTER, Michael E. (2008) On Competition, Harvard School Publishing, Boston.
  • QUĠNN E. R. ve ROHBRAUGH, J. (1983), “A Spatial Model of Effectiveness Criteria: Towards A Competing Values Approach to Organizational Analysis”, Management Science,29(3) 363-376.
  • REIGLE, R. F (2001)., “Measuring Organic and Mechanistic Cultures”, Engineering Management Journal,13(4)3-9.
  • WERNERFELT, Birger (1984)” From Critical Resources to Corporate Strategy”, Journal of General Management, 14(3)171-180
  • YASAI, A., M., (1986) “Structural Adaptations to Environments”, Academy of Management Review,11(1)9-21.

THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE

Year 2010, Volume: 10 Issue: 1, 157 - 182, 01.02.2010

Hülya Öcal Veysel Ağca

Abstract

In the explanation of the relationship among industry structure, organizational culture and business performance, both assumptions of the industrial organization economics and resource based view might guide in the literature. There are a lot of research to address the relationship between organizational culture and business performance in the literature. However, there are fewer studies regarding the relationship between organizational culture and business performance in terms of the dimension of industry variable. Therefore, based on both organization economics and resource-based approach, in this study, it is aimed to determine the effect of the different structures depending on the speed of technological change, on the relationship between organization culture and performance. In the study, relations between each dimension of organizational culture of firms, specified by the İstanbul Chamber of Industry as Turkey‟s first top 1000 industrial firms in 2007 and business performance is tested in the context of three industry structures. Using data from 152 firms, the results show that industry structure has some significant effects on some dimensions of organizational culture and business performance

Keywords

Industry Structure Speed of Technological Change Dimension of Organizational Culture Business Performance

References

  • ALLRED, B.,ve SWAN, S. (2005), “The mediating role of innovation on the influence of industry structure and national context on firm performance”, Journal of International Management, (11)229-252.
  • ALTUNIġIK, R., ve diğerleri, (2005), Sosyal Bilimlerde AraĢtırma Yöntemleri, Sakarya Kitabevi, Adapazarı.
  • BARNEY, J. (1986) “Organizational Culture: Can It Be a Source of Sustained Competitive Advantage?”, Academy of Management Review, 11(2)656-665.
  • BARNEY, J. (1991)”Firm Resources and Sustained Competitive Advantage” Journal of Management, 17(1) 99-120
  • BARNEY, J. (2001) “Resource-Based Theories of Competitive Advantage: A Ten Year Retrospective on the Resource-Based View, Journal of Management, 27:643-650.
  • CAMERON, K. ve QUĠNN, R. E., (1999) Diagnosing and Changing Organizational Culture, Prentice Hall Series in Organizational Development, New Jersey.
  • CASS, Aron, ve NGO, L.V.(2007) “Market Orientation Versus Innovative Culture: Two Routes to Superior Brand Performance”, European Journal of Marketing,11(708) 868-887.
  • CHĠRĠSTENSEN, W. ve Edward., GORDON, G., (1999), “An Exploration of Industry, Culture and Revenue Growth”, Organization Studies, 20(3)397-422.
  • DAHLER, P.L,(1994) “ Corporate Culture and Morality: Durkheim Inspired Reflections on the Limits of Corporate Culture”, Journal of Management Studies, 31:1-18.
  • DANI, S. ve diğerleri(2006), “The Implications of Organizational Culture and Trust in the working of virtual teams”,Engineering Manufacture , 220(6)951-960.
  • GALBREATH, J. ve GALVĠN, P.,(2008)”Firm Factors, Industry Structure and Performance Variation: New Empirical Evidence To A Classic Debate”, Journal of Business Research,61:109-117.
  • GORDON, G., (1991)“Industry Determinants of Organizational Culture”, Academy of Management Review, 16(2)396-415.
  • GRANT, R. M.,(1991) “ The Resource-Based Theory of Competitive Advantage: Implications for Strategy Formulation”, California Management Review, 33(3) 114-135.
  • HATCH, M. J. (2004), “Dynamics in Organizational Culture”; in:Van de Ven, H. Andrew, (editor) Handbook of Organizational Change and Innovation, Oxford University Press.
  • KWAN, P.ve WALKER A., “Validating The Competing Values Model As A Representation of Organizational Culture Through Inter-Institutional Comparisons”, Organizational Analysis,12(1).21-37.
  • LEI, D. ve SLOCUM, J. W. Jr. (2005), “Strategic and Organizational Requirements for Competitive Advantage, Academy of Management Executive, 19(1)32-45.
  • MAHONEY, J., ve PANDIAN, R.J.(1992)” The Resource-Based View Within The Conversation of Strategic Management”, Strategic Management Journal,13: 363-380
  • MARTĠN, J. ve SIMONS R. (2002), “Managing Competing Values: Leadership Styles of Mayors and CEOs”, Australian Journal of Public Administration, September, 6(12)65-75.
  • MASSEY, Joseph,(2002)”Cultural Management And Organizational Change”, The Review of Communication,2(2) 180-186.
  • MAURI, A.J, ve MICHAELS, M.P.,(1998)”Firm and Industry Effects Within Strategic Management: An Empirical Examination”, Strategic Management Journal,19: 211-219.
  • NAKTĠYOK, A. (2004), Ġç GiriĢimcilik, Beta Yayınları, Ġstanbul O‟ Neill, R. M. ve , Quinn, E. (1993), “ Applications of the Competing Values Framework”,( Editors‟ Note) Human Resource Management, Spring, Vol. 32(1)
  • PETERS, T. ve J., WATERMAN, R. H. (1995) Yönetme ve Yükselme Sanatı: Mükemmeli ArayıĢ (Çev: Selami Sargut), Altın Kitaplar, Ġstanbul
  • PHILIPS, Margaret E. (1994), “Industry Mindsets: Exploring The Cultures of Two Macro Organizational Settings”, Organization Science, 5(3) 384-400.
  • PORTER, Michael E. (2008) On Competition, Harvard School Publishing, Boston.
  • QUĠNN E. R. ve ROHBRAUGH, J. (1983), “A Spatial Model of Effectiveness Criteria: Towards A Competing Values Approach to Organizational Analysis”, Management Science,29(3) 363-376.
  • REIGLE, R. F (2001)., “Measuring Organic and Mechanistic Cultures”, Engineering Management Journal,13(4)3-9.
  • WERNERFELT, Birger (1984)” From Critical Resources to Corporate Strategy”, Journal of General Management, 14(3)171-180
  • YASAI, A., M., (1986) “Structural Adaptations to Environments”, Academy of Management Review,11(1)9-21.
There are 28 citations in total.

Details

Other ID JA54UP67DJ
Journal Section Research Article
Authors

Hülya Öcal This is me

Veysel Ağca This is me

Publication Date February 1, 2010
Published in Issue Year 2010 Volume: 10 Issue: 1

Cite

APA Öcal, H., & Ağca, V. (2010). THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE. Ege Academic Review, 10(1), 157-182.
AMA Öcal H, Ağca V. THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE. ear. February 2010;10(1):157-182.
Chicago Öcal, Hülya, and Veysel Ağca. “THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE”. Ege Academic Review 10, no. 1 (February 2010): 157-82.
EndNote Öcal H, Ağca V (February 1, 2010) THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE. Ege Academic Review 10 1 157–182.
IEEE H. Öcal and V. Ağca, “THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE”, ear, vol. 10, no. 1, pp. 157–182, 2010.
ISNAD Öcal, Hülya - Ağca, Veysel. “THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE”. Ege Academic Review 10/1 (February 2010), 157-182.
JAMA Öcal H, Ağca V. THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE. ear. 2010;10:157–182.
MLA Öcal, Hülya and Veysel Ağca. “THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE”. Ege Academic Review, vol. 10, no. 1, 2010, pp. 157-82.
Vancouver Öcal H, Ağca V. THE EFFECTS OF DIFFERENT INDUSTRY STRUCTURES DEPENDING ON THE SPEED OF TECHNOLOGICAL CHANGE ON THE ORGANĠZATIONAL CULTURE AND BUSINESS PERFORMANCE. ear. 2010;10(1):157-82.