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ÖRGÜT YAPISI VE ÇALIŞANLARIN YENİLİKÇİ DAVRANIŞI ARASINDA PERSONEL GÜÇLENDİRMENİN DÜZENLEYİCİ DEĞİŞKEN ROLÜ

Year 2024, Issue: 68, 65 - 73, 31.08.2024

Mürsel Güler , Kemal Heybet , Ömer Nasuhi Şahin

https://doi.org/10.18070/erciyesiibd.1379825

Abstract

Araştırmanın amacı örgüt yapısı ve yenilikçi davranış arasında personel güçlendirmenin düzenleyici etkisini incelemektir. Bu kapsamda Bursa da faaliyet gösteren 5 tekstil işletmesinden 360 katılımcıdan 338’i araştırmaya dahil edilmiştir. Araştırma için demografik bulgulara ve regresyon analizine yer verilmiştir. Örgüt yapısı bağımsız değişken, personel güçlendirme düzenleyici değişken ve yenilikçi davranış ile yenilikçi davranış boyutları olan üretme, araştırma, destekleme ve uygulama bağımlı değişken olarak regresyon modeline dahil edilmiştir. Örgüt yapısının yenilikçi davranışı arttırdığı ve modele personel güçlendirmenin düzenleyici değişken olarak girmesiyle etkinin daha da arttığı bulgulanmıştır. Personel güçlendirmenin; örgüt yapısı ve desteleme arasında, örgüt yapısı ve uygulama arasında düzenleyici değişken görevi olduğu kabul edilmiştir.

Keywords

Yapı Güçlendirme Yenilikçi Davranış

Ethical Statement

Araştırmanın gerçekleştirilmesi esnasında tüm bilimsel etik kurallarına uyulmuştur.

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REGULATORY VARIABLE ROLE OF STAFF EMPOWERMENT BETWEEN ORGANIZATIONAL STRUCTURE AND INNOVATIVE BEHAVIOR OF EMPLOYEES

Year 2024, Issue: 68, 65 - 73, 31.08.2024

Mürsel Güler , Kemal Heybet , Ömer Nasuhi Şahin

https://doi.org/10.18070/erciyesiibd.1379825

Abstract

The aim of the research is to examine the moderator effect of employee empowerment between organizational structure and innovative behavior. In this context, 338 out of 360 participants from 5 textile businesses operating in Bursa were included in the research. Demographic findings and regression analysis were includedinr the study. Organizational structure is included in the regression model as an independent variable, personnel empowerment moderator variable and innovative behavior and innovative behavior dimensions as production, research, supp,ort and application dependent variables. It has been found that organizational structure increases innovative behavio,r and the effect is further increased with the introduction of personnel empowerment into the model as a moderator variable. Staff empowerment; It has been accepted that there is a regulatory variable between organizational structure ansupportng, between organizational structure and practice.

Keywords

Structure Empowerment Innovative Behavior

References

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  • Amabile, T. M. (1988). From individual creativity to organizational innovation.
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  • Dedahanov, A. T., Bozorov, F., ve Sung, S. (2019). Paternalistic leadership and innovative behavior: Psychological empowerment as a mediator. Sustainability, 11(6), 1770.
  • Dedahanov, A. T., Rhee, C., & Yoon, J. (2017). Organizational structure and innovation performance. Career Development International, 22(4), 334-350. https://doi.org/10.1108/cdi-12-2016-0234
  • Demirer, M. C. (2020). Effects of structural and psychological empowerment on career satisfaction and innovative work behavior. Eskişehir Osmangazi Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 15(1), 165-184. https://doi.org/10.17153/oguiibf.573761
  • DeVellis, R. F. (2016). Scale development: Theory and applications (4th ed.). Sage publications.
  • Dinç, Ö. E. (2010). Algılanan örgüt yapısı ile iş tatmini arasındaki ilişkide kişilik özelliklerinin rolü ve bir araştırma.
  • Duncan, R.B., (1976). The ambidextrous organization: designing dual structures for innovation. Kilmann, R.H., Pondy, L.R., Slevin, D.P. (Eds.) içinde (ss 167 – 188). The Management of Organization: Strategy and Implementation, New York, ABD: AMA.
  • Dust, S. B., Resick, C. J., ve Mawritz, M. B. (2013). Transformational leadership, psychological empowerment, and the moderating role of mechanistic–organic contexts. Journal of Organizational Behavior, 35(3), 413-433. https://doi.org/10.1002/job.1904
  • Dyer, J. H., Gregersen, H. B., ve Christensen, C. M. (2011). The innovator's DNA: Mastering the five skills of disruptive innovators. Boston, MA: Harvard Business Press.
  • Ettlie, J.E., Bridges, W.P. ve O’Keefe, R.D., (1984). Organization strategy and structural differences for radical versus incremental innovation. Manage. Sci. 30, 682–695.
  • Galbraith, J. R. (1973). "Designing Complex Organizations." Addison-Wesley Publishing Company Gorman, T. (2007). Innovation: Create an ıdea culture, redefine your business, grow your business, F + W Publications.
  • Goswami, S., ve Mathew, M. (2005). Definition of innovation revisited: An emprical study on Indian information technology industry. International Journal of Innovation Management, 9(3), 371–383.
  • Gross, R. (2017). The links between innovative behavior and strategic thinking. Contemporary Management Research, 13(4), 239 – 254
  • Gultom, L., Suroso, G., & Gasjirin, J. (2022). The Influence Of Proactive Behavior And Psychological Empowerment On Innovative Work Behavior: Moderating Role Of Job Characteristic. Journal of World Science, 1(9), 674-682.
  • Guo, Y., Peng, Y., ve Zhu, Y. (2023). How does empowering leadership motivate employee innovative behavior: A job characteristics perspective. Current Psychology, 42(21), 18280-18290.
  • Hage, J., (1980). Theories of organizations. Wiley, New York.
  • Hair, J. F., Jr., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Pearson Prentice Hall.
  • Handayani, T., ve Hartijasti, Y. (2021). The Effect of Paternalistic Leadership on Employee Innovative Behavior in Indonesian Startup Companies: The Mediating Role of Psychological Empowerment. In Sixth Padang International Conference on Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2020) (pp. 589-597). Atlantis Press.
  • Hull, F. ve Hage, J., (1982). Organizing for innovation: beyond Burns and Stalker’s organic type. Sociology 16, 564–577.
  • Imran, F., Shahzad, K., Butt, A. F., ve Kantola, J. (2022). Structural challenges to adopt digital transformation in industrial organizations: A multiple case study. Human Factors in Management and Leadership, 55, 47 - 51.
  • Jogaratnam, G. ve Tse, E. C. (2006). Entrepreneurial orientation and the structuring of organizations. International Journal of Contemporary Hospitality Management, 18(6), 454-468. https://doi.org/10.1108/09596110610681502
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  • Knight, K.E., (1967). A descriptive model of intra-firm innovation process. J. Manage. 41, 478–496.
  • Knol, J., ve Van Linge, R. (2009). Innovative behaviour: The effect of structural and psychological empowerment on nurses. Journal of advanced nursing, 65(2), 359-370.
  • Lawler, E. E. III, Mohrman, S. A., ve Ledford, G. E. Jr. (1998). Strategies for high performance organizations: Employee involvement, TQM, and reengineering programs in Fortune 1000 corporations. San Francisco: Jossey-Bass
  • Lawrence, P. R., ve Lorsch, J. W. (1967). "Organization and Environment: Managing Differentiation and Integration." Harvard University Press.
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Details

Primary Language Turkish
Subjects Human Resources and Industrial Relations (Other)
Journal Section Makaleler
Authors

Mürsel Güler 0000-0002-1464-9834

Kemal Heybet 0000-0002-0375-5316

Ömer Nasuhi Şahin 0000-0002-5773-9944

Early Pub Date August 22, 2024
Publication Date August 31, 2024
Submission Date October 24, 2023
Acceptance Date April 30, 2024
Published in Issue Year 2024 Issue: 68

Cite

APA Güler, M., Heybet, K., & Şahin, Ö. N. (2024). ÖRGÜT YAPISI VE ÇALIŞANLARIN YENİLİKÇİ DAVRANIŞI ARASINDA PERSONEL GÜÇLENDİRMENİN DÜZENLEYİCİ DEĞİŞKEN ROLÜ. Erciyes Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi(68), 65-73. https://doi.org/10.18070/erciyesiibd.1379825
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