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Yenilikçi Örgüt İklimi: İşe Adanma Üzerine Etkisi

Year 2019, , 266 - 279, 31.08.2019
https://doi.org/10.38009/ekimad.612630

Abstract

İnovasyon,
işletmelerin yeni fikir ve ürünler geliştirerek piyasada yeni yerler edinmeleri
ya da olan pozisyonlarını daha da güçlendirmeleridir. Örgütlerin daha yenilikçi
yani inovatif davranabilmeleri için örgüt kültürlerinin de yeniliğe açık ve
teşvik eder yapıda olması çok önemlidir. Bu çalışmada yenilikçi örgüt ikliminin
çalışanların işe adanmaları üzerinde olumlu etkisi olacağı öngörülmüş ve bu
ilişkiyi test etmek için Türkiye’de faaliyet gösteren kurumsal şirketlerde
görev yapan beyaz yakalı çalışanlar üzerinde bir saha araştırması
düzenlenmiştir.
İlgili saha araştırmasında
203 kullanılabilir anket elde edilmiştir. Araştırmaya Araştırma sonuçları SPSS 20. ile analiz
edilmiştir. Çalışmada öncelikle yenilikçi örgüt iklimi ve işe adanma kavramları
üzerinde durulmuş daha sonra da bu iki kavram arasındaki ilişkiyi inceleyen
saha araştırmasına ait sonuçların analizlerine yer verilmiştir. Analiz
sonuçlarına göre hipotezlerde varsayıldığı gibi yenilikçi örgüt iklimi
çalışanların işe adanma eğilimleri üzerinde pozitif etkiye sahip olduğu
görülmüştür.

References

  • Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career development international, 17(3), 208-230.
  • Amabile, T. M. (2004). Stimulate creativity by fueling passion. In E. A. Locke (Eds.), Handbook of principles of organizational behavior (pp. 331–341). Oxford, UK: Blackwell.
  • Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international, 13(3), 209-223.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & stress, 22(3), 187-200.
  • Bakker, A.B., Hakanen, J.J., Demerouti, E. and Xanthopoulou, D. (2007), “Job resources boost work engagement, particularly when job demands are high”, Journal of Educational Psychology, Vol. 99, pp. 274-84.
  • Baykal, E. (2018). Innovativeness in Family Firms: Effects of Positive Leadership Styles. In Strategic Design and Innovative Thinking in Business Operations (pp. 213-232). Springer, Cham.
  • Berman, E. M., & Kim, C. (2010). Creativity management in public organizations: Jump- starting innovation. Public Performance & Management Review, 33, 619-652.
  • Cai, Z., Liu, H., Huang, Q., & Liang, L. (2019). Developing organizational agility in product innovation: the roles of IT capability, KM capability, and innovative climate. R&D Management, 49(4), 421-438.
  • Chandler, G. N., Keller, C. and Lyon, D. W. (2000). 'Unraveling the determinants and consequences of an innovation-supportive organizational culture', Entrepreneurship Theory and Practice, Vol. 25, No. 1, pp. 59-76.
  • Chen, C.J., Huang, J.W., and Hsiao, Y.C. (2010) Knowl- edge management and innovativeness: the role of organi- zational climate and structure. International Journal of Manpower, 31, 848–870.
  • Dulaimi, M. F., Nepal, M. P. and Park, M. (2005). 'A hierarchical structural model of assessing innovation and project performance', Construction Management and Economics, Vol. 23, No. 6, pp. 565-577.
  • Frishammar, J., Kurkkio, M., Abrahamsson, L., & Lichtenthaler, U. (2012). Antecedents and consequences of firms’ process innovation capability: a literature review and a conceptual framework. IEEE Transactions on Engineering Management, 59(4), 519-529.
  • George, J. M., & Zhou, J. (2001). When openness to experience and conscientiousness are related to creative behavior: An interactional approach. Journal of Applied Psychology, 86, 513–524.
  • Ghosh, K. (2015). Developing organizational creativity and innovation: toward a model of self-leadership, employee creativity, creativity climate and workplace innovative orientation. Management Research Review, 38(11), 1126-1148.
  • Hakanen, J. J., Perhoniemi, R., & Toppinen-Tanner, S. (2008). Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness. Journal of vocational behavior, 73(1), 78-91.
  • Hammond, M. M., Neff, N. L., Farr, J. L., Schwall, A. R., & Zhao, X. (2011). Predictors of individual-level innovation at work: A meta-analysis. Psychology of Aesthetics, Creativity, and the Arts, 5, 90–105.
  • Henkin, A. B., & Holliman, S. L. (2009). Urban teacher commitment: Exploring associations with organizational conflict, support for innovation, and participation. Urban Education, 44(2), 160-180.
  • Hsu, M. L., & Fan, H. L. (2010). Organizational innovation climate and creative outcomes: Exploring the moderating effect of time pressure. Creativity Research Journal, 22(4), 378-386.
  • Hughes, L. W., Avey, J. B., & Norman, S. M. (2008). A study of supportive climate, trust, engagement and organizational commitment. Journal of Business & Leadership: Research, Practice, and Teaching (2005-2012), 4(2), 51-59.
  • Isaksen, S. G., & Ekvall, G. (2010). Managing for innovation: The two faces of tension in creative climates. Creativity and Innovation Management, 19, 73-88.
  • Jaiswal, N. K., & Dhar, R. L. (2015). Transformational leadership, innovation climate, creative self-efficacy and employee creativity: A multilevel study. International Journal of Hospitality Management, 51, 30-41.
  • Janssen, O., Van de Vliert, E., & West, M. (2004). The bright and dark sides of individual and group innovation: A special issue introduction. Journal of Organizational Behavior, 25, 129–145.
  • Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692 724.
  • Khan, M. N., Salman, M., Mufti, U., & Wajid, M. (2016). Impact of Organizational Justice on Perceived Creative Performance Through Mediating Role of Innovative Climate. Am. J. Bus. Soc, 1, 53-59.
  • King, E. B., De Chermont, K., West, M., Dawson, J. F., & Hebl, M. R. (2007). How innovation can alleviate negative consequences of demanding work contexts: The influence of climate for innovation on organizational outcomes. Journal of Occupational and Organizational Psychology, 80(4), 631-645.
  • Lambert, E. G., & Hogan, N. L. (2010). Wanting change: The relationship of perceptions of organizational innovation with correctional staff job stress, job satisfaction, and organizational commitment. Criminal Justice Policy Review, 21(2), 160-184.
  • Martins, E. C. and Terblanche, F. (2003). 'Building organisational culture that stimulates creativity and innovation', European Journal of Innovation Management, Vol. 6, No. 1, pp. 64-74.
  • Maslach, C., Schaufeli, W.B. & Leiter, M.P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
  • Mauno, S., Kinnunen, U. and Ruokolainen, M. (2007), “Job demands and resources as antecedents of work engagement: a longitudinal study”, Journal of Organizational Behavior, Vol. 70, pp. 149-71.
  • May, D.R., gilson, R.L. & Harter, L.M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37.
  • Menzel, H., Aaltio, I., Ulijn, J. (2007). On the way to creativity: engineers as intrapreneurs in organizations. Technovation 27 (12), 732–743.
  • Narcıkara, E. B. (2017). Örgüt Ortamında Artarak Yükselen Olumluluk: Pozitif Örgüt Okulu Bakış Perpektifi. İş'te Davranış Dergisi, 2(1), 20-33.
  • Popa, S., Soto-Acosta, P., & Martinez-Conesa, I. (2017). Antecedents, moderators, and outcomes of innovation climate and open innovation: An empirical study in SMEs. Technological Forecasting and Social Change, 118, 134-142.
  • Pot, F. D. (2017). Workplace innovation and wellbeing at work. In Workplace Innovation (pp. 95-110). Springer, Cham.
  • Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293–315. doi:10.1002/job.248
  • Schaufeli, W.B., Taris, T.W., Le Blanc, P., Peeters, M., Bakker, A.B. and De Jonge, J. (2001), “Maakt arbeid gezond? Op zoek naar de bevlogen werknemer” (“Does work make happy? In search of the engaged worker”), De Psycholoog, Vol. 36, pp. 422-8.
  • Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of management journal, 37(3), 580-607.
  • Shalley, C.E., Zhou, J., Oldham, G.R., 2004. The effects of personal and contextual characteristics on creativity: where should we go from here? J. Manag. 30 (6), 933–958.
  • Shanker, R., Bhanugopan, R., Van der Heijden, B. I., & Farrell, M. (2017). Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. Journal of vocational behavior, 100, 67-77.
  • Steele, J. and Murray, M. (2004). 'Creating, supporting and sustaining a culture of innovation', Engineering, Construction and Architectural Management, Vol. 11, No. 5, pp. 316-322.
  • Von Krogh, G.; Ichijo, K.; and Nonaka, I. (2000) Enabling knowledge creation. New York, NY: Oxford University Press, Inc.
  • Waheed, A., Miao, X., Waheed, S., Ahmad, N., & Majeed, A. (2019). How New HRM Practices, Organizational Innovation, and Innovative Climate Affect the Innovation Performance in the IT Industry: A Moderated-Mediation Analysis. Sustainability, 11(3), 621.
  • Xanthopoulou, D., Bakker, A.B., Demerouti, E. and Kantas, A. (n.d.), “The measurement of burnout and engagement: a cross-cultural study comparing Greece and The Netherlands”, New Review of Social Psychology (in press).
  • Zappalà, S., & Sarchielli, G. (2017). Climate for Innovation, Attitudes to Internet and ICT Adoption in Small Firms. In Impact of e-Commerce on Consumers and Small Firms (pp. 35-50). Routledge.

Innovative Work Climate: Effects on Work Engagement

Year 2019, , 266 - 279, 31.08.2019
https://doi.org/10.38009/ekimad.612630

Abstract

Innovation
is the ability of contemporary  organizations
to develop new ideas and products, to gain new positions in the market or to
strengthen their existing positions. In order for organizations to behave more
innovative, it is very important that organizational cultures are open to
innovation and encouraging. In this study, the innovative organizational
climate is predicted to have a positive impact work engagement of employees. To
test this relationship, a field research on white-collar employees who work in
corporate companies operating in Turkey was arranged.203 usable questionnaires
were obtained in the relevant field research. The results of the research were
analyzed with SPSS 20. In this study, firstly the concepts of innovative
organizational climate and devotion to work are discussed, and then the results
of the field research examining the relationship between these two concepts are
given. According to the results of the analysis, the hypothesis hypotheses that
the innovative organizational climate has a positive effect on employees' work
engagement.

References

  • Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career development international, 17(3), 208-230.
  • Amabile, T. M. (2004). Stimulate creativity by fueling passion. In E. A. Locke (Eds.), Handbook of principles of organizational behavior (pp. 331–341). Oxford, UK: Blackwell.
  • Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international, 13(3), 209-223.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & stress, 22(3), 187-200.
  • Bakker, A.B., Hakanen, J.J., Demerouti, E. and Xanthopoulou, D. (2007), “Job resources boost work engagement, particularly when job demands are high”, Journal of Educational Psychology, Vol. 99, pp. 274-84.
  • Baykal, E. (2018). Innovativeness in Family Firms: Effects of Positive Leadership Styles. In Strategic Design and Innovative Thinking in Business Operations (pp. 213-232). Springer, Cham.
  • Berman, E. M., & Kim, C. (2010). Creativity management in public organizations: Jump- starting innovation. Public Performance & Management Review, 33, 619-652.
  • Cai, Z., Liu, H., Huang, Q., & Liang, L. (2019). Developing organizational agility in product innovation: the roles of IT capability, KM capability, and innovative climate. R&D Management, 49(4), 421-438.
  • Chandler, G. N., Keller, C. and Lyon, D. W. (2000). 'Unraveling the determinants and consequences of an innovation-supportive organizational culture', Entrepreneurship Theory and Practice, Vol. 25, No. 1, pp. 59-76.
  • Chen, C.J., Huang, J.W., and Hsiao, Y.C. (2010) Knowl- edge management and innovativeness: the role of organi- zational climate and structure. International Journal of Manpower, 31, 848–870.
  • Dulaimi, M. F., Nepal, M. P. and Park, M. (2005). 'A hierarchical structural model of assessing innovation and project performance', Construction Management and Economics, Vol. 23, No. 6, pp. 565-577.
  • Frishammar, J., Kurkkio, M., Abrahamsson, L., & Lichtenthaler, U. (2012). Antecedents and consequences of firms’ process innovation capability: a literature review and a conceptual framework. IEEE Transactions on Engineering Management, 59(4), 519-529.
  • George, J. M., & Zhou, J. (2001). When openness to experience and conscientiousness are related to creative behavior: An interactional approach. Journal of Applied Psychology, 86, 513–524.
  • Ghosh, K. (2015). Developing organizational creativity and innovation: toward a model of self-leadership, employee creativity, creativity climate and workplace innovative orientation. Management Research Review, 38(11), 1126-1148.
  • Hakanen, J. J., Perhoniemi, R., & Toppinen-Tanner, S. (2008). Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness. Journal of vocational behavior, 73(1), 78-91.
  • Hammond, M. M., Neff, N. L., Farr, J. L., Schwall, A. R., & Zhao, X. (2011). Predictors of individual-level innovation at work: A meta-analysis. Psychology of Aesthetics, Creativity, and the Arts, 5, 90–105.
  • Henkin, A. B., & Holliman, S. L. (2009). Urban teacher commitment: Exploring associations with organizational conflict, support for innovation, and participation. Urban Education, 44(2), 160-180.
  • Hsu, M. L., & Fan, H. L. (2010). Organizational innovation climate and creative outcomes: Exploring the moderating effect of time pressure. Creativity Research Journal, 22(4), 378-386.
  • Hughes, L. W., Avey, J. B., & Norman, S. M. (2008). A study of supportive climate, trust, engagement and organizational commitment. Journal of Business & Leadership: Research, Practice, and Teaching (2005-2012), 4(2), 51-59.
  • Isaksen, S. G., & Ekvall, G. (2010). Managing for innovation: The two faces of tension in creative climates. Creativity and Innovation Management, 19, 73-88.
  • Jaiswal, N. K., & Dhar, R. L. (2015). Transformational leadership, innovation climate, creative self-efficacy and employee creativity: A multilevel study. International Journal of Hospitality Management, 51, 30-41.
  • Janssen, O., Van de Vliert, E., & West, M. (2004). The bright and dark sides of individual and group innovation: A special issue introduction. Journal of Organizational Behavior, 25, 129–145.
  • Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692 724.
  • Khan, M. N., Salman, M., Mufti, U., & Wajid, M. (2016). Impact of Organizational Justice on Perceived Creative Performance Through Mediating Role of Innovative Climate. Am. J. Bus. Soc, 1, 53-59.
  • King, E. B., De Chermont, K., West, M., Dawson, J. F., & Hebl, M. R. (2007). How innovation can alleviate negative consequences of demanding work contexts: The influence of climate for innovation on organizational outcomes. Journal of Occupational and Organizational Psychology, 80(4), 631-645.
  • Lambert, E. G., & Hogan, N. L. (2010). Wanting change: The relationship of perceptions of organizational innovation with correctional staff job stress, job satisfaction, and organizational commitment. Criminal Justice Policy Review, 21(2), 160-184.
  • Martins, E. C. and Terblanche, F. (2003). 'Building organisational culture that stimulates creativity and innovation', European Journal of Innovation Management, Vol. 6, No. 1, pp. 64-74.
  • Maslach, C., Schaufeli, W.B. & Leiter, M.P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
  • Mauno, S., Kinnunen, U. and Ruokolainen, M. (2007), “Job demands and resources as antecedents of work engagement: a longitudinal study”, Journal of Organizational Behavior, Vol. 70, pp. 149-71.
  • May, D.R., gilson, R.L. & Harter, L.M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37.
  • Menzel, H., Aaltio, I., Ulijn, J. (2007). On the way to creativity: engineers as intrapreneurs in organizations. Technovation 27 (12), 732–743.
  • Narcıkara, E. B. (2017). Örgüt Ortamında Artarak Yükselen Olumluluk: Pozitif Örgüt Okulu Bakış Perpektifi. İş'te Davranış Dergisi, 2(1), 20-33.
  • Popa, S., Soto-Acosta, P., & Martinez-Conesa, I. (2017). Antecedents, moderators, and outcomes of innovation climate and open innovation: An empirical study in SMEs. Technological Forecasting and Social Change, 118, 134-142.
  • Pot, F. D. (2017). Workplace innovation and wellbeing at work. In Workplace Innovation (pp. 95-110). Springer, Cham.
  • Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293–315. doi:10.1002/job.248
  • Schaufeli, W.B., Taris, T.W., Le Blanc, P., Peeters, M., Bakker, A.B. and De Jonge, J. (2001), “Maakt arbeid gezond? Op zoek naar de bevlogen werknemer” (“Does work make happy? In search of the engaged worker”), De Psycholoog, Vol. 36, pp. 422-8.
  • Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of management journal, 37(3), 580-607.
  • Shalley, C.E., Zhou, J., Oldham, G.R., 2004. The effects of personal and contextual characteristics on creativity: where should we go from here? J. Manag. 30 (6), 933–958.
  • Shanker, R., Bhanugopan, R., Van der Heijden, B. I., & Farrell, M. (2017). Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. Journal of vocational behavior, 100, 67-77.
  • Steele, J. and Murray, M. (2004). 'Creating, supporting and sustaining a culture of innovation', Engineering, Construction and Architectural Management, Vol. 11, No. 5, pp. 316-322.
  • Von Krogh, G.; Ichijo, K.; and Nonaka, I. (2000) Enabling knowledge creation. New York, NY: Oxford University Press, Inc.
  • Waheed, A., Miao, X., Waheed, S., Ahmad, N., & Majeed, A. (2019). How New HRM Practices, Organizational Innovation, and Innovative Climate Affect the Innovation Performance in the IT Industry: A Moderated-Mediation Analysis. Sustainability, 11(3), 621.
  • Xanthopoulou, D., Bakker, A.B., Demerouti, E. and Kantas, A. (n.d.), “The measurement of burnout and engagement: a cross-cultural study comparing Greece and The Netherlands”, New Review of Social Psychology (in press).
  • Zappalà, S., & Sarchielli, G. (2017). Climate for Innovation, Attitudes to Internet and ICT Adoption in Small Firms. In Impact of e-Commerce on Consumers and Small Firms (pp. 35-50). Routledge.
There are 44 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Articles
Authors

Elif Baykal 0000-0002-4966-8074

Publication Date August 31, 2019
Submission Date August 29, 2019
Published in Issue Year 2019

Cite

APA Baykal, E. (2019). Yenilikçi Örgüt İklimi: İşe Adanma Üzerine Etkisi. Ekonomi İşletme Ve Maliye Araştırmaları Dergisi, 1(3), 266-279. https://doi.org/10.38009/ekimad.612630