BİREY-ÖRGÜT UYUMU KAVRAMI ÜZERİNE KAVRAMSAL BİR İNCELEME

Year 2017, Volume: 6 Issue: 1, 135 - 147, 01.06.2017

Neslihan Şimşek Ilkım

Abstract

Bireyin değerleri ile örgütün değerleri arasındaki uygunluk ya da
benzerlik derecesi olarak tanımlanan birey-örgüt uyumu, örgütlerin başarısı
için gerekli olan temel faktörlerden biridir. Bu çalışmada uyum kavramı tanımlanarak, birey-örgüt uyumu kavramı ve
özellikleri, literatürdeki temel söylemler, birey-örgüt uyumu türleri ve
kuramları detaylı bir şekilde incelenmiştir. Bu bağlamda çalışma, birey-örgüt
uyumu konusunda çalışmak isteyen araştırmacılar için teorik alt yapı sağlamakta
faydalı olmayı amaçlamaktadır. 

Keywords

Uyum , birey-örgüt uyumu

References

• Adkins C. L., Russell, C. J. ve Werbel, J. D. (1994). Judgments of fit in the selection process: The role of work value congruence.
• Personnel Psychology, 47, 605-623.
• Arbak Y. ve Yeşilada, T. (2003). Örgüt kişi uyumu ve örgütsel çekicilik: hangi kişiler ne tür örgütleri daha çekici bulur?. Journal of İstanbul Kültür University, 1(4), 23-37.
• Aykut, S., (2007). Örgütsel Adalet, Birey -Örgüt Uyumu ile Çalışanların İşle İlgili Tutumları, Yayınlanmamış Yüksek Lisans Tezi, Yeditepe Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
• Baron, J. N. ve Kreps, D. M. (1999). Strategic human resources: Frame works for general managers. New York: Wiley, Bauer, T. N., Erdogan, B., Bodner, T., Truxillo, D. M. ve Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes and methods. Journal of Applied Psychology, 92(3), 707–721.
• Bhatnagar J. (2006). ‘Measuring organizational learning in Indian managers and establishing firm performance linkages. The Learning Organization, 13(5), 416-433.
• Biswas, S. ve Bhatnagar, J. (2013). Mediator analysis of employee engagement: Role of perceived organizational support, P-O fit, organizational commitment and job satisfaction. Vikalpa, 38(1), 27-40.
• Bowen, D. E., Ledford, G. E. ve Nathan, B. R. (1991). Hiring for the organization, not the job. Academy Of Management Executive, 5(4), 35-51.
• Bretz, R. D., Rynes, S. L. ve Gerhart, B. (1993). Recruiter perceptions of applicant fit: Implications for individual career preparation and job search behavior’’, Journal of Vocational Behavior, 43(3), 310-327.
• Bretz, R. D. ve Judge, T. A. (1994a). Person–organization fit and the theory of work adjustment: Implications for satisfaction, tenure and career success. Journal of Vocational Behavior, 44(1), 32–54.
• Bretz, R. D. ve Judge, T. A. (1994b). The role of human resource systems in job applicant decision processes. Journal of Management, 20(3), 531–551.
• Cable, D. M. ve Parsons, C. K. (2001). Socialization tactics and person-organization fit. Personnel Psychology, 54(1), 1–23.
• Cable, D. M. ve DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
• Cable, D. M. ve Edwards, J. R. (2004). Complementary and supplementary fit: a theoretical and empirical ıntegration. Journal of Applied Psychology, 89(5), 822–834.
• Cable, D. M. ve Judge, T. A. (1997). Interviewers’ perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546–561.
• Chatman, J. A. (1989). Improvingin teractional organizational research: a model of person-organization fit. Academy of Management Review, 14(3), 333–349.
• Chatman, J. A. (1991). Matching people and organizations: selection and socialization in public accounting firms. Administrative Science Quarterly, 36(3), 459-484.
• Cooper-Thomas, H. D., Vanvianen, A. E. M. ve Anderson, N. (2004). Changes in person organization fit: The impact of socialization tactics on perceived and actual P-O fit’’, European Journal of Work and Organizational Psychology, 13(1), 52–78.
• Dursun, M. ve Karsak, E. (2010). A fuzzy mcdm approach for personel selection. Expert Systems with Applications, 37(6), 4324–4330. Edwards, J. R. (1996). An examination of competing versions of the person–environment fit approach to stress. Academy of Management Journal, 39(2), 292–339.
• Edwards, J. R. ve Shipp, A. J. (2007). The relationship between person-environment fit and outcomes: an integrative theoretical framework. Perspectives on Organizational Fit, Edt. Ostroff, C. ve Judge, T. A. Jossey-Bass, San Francisco, 209-258.
• Gürüz, D. ve Özdemir, G. (2004). İletişimci gözüyle insan kaynakları yönetimi, İstanbul: Mediacat Yayınları.
• Hoffman, B. J. ve Woehr, D. J. (2006). A quantitative review of the relationship between person–organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389–399.
• Huselid, M. A. (1995). The ımpact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635–672.
• Jansen, K. J. ve Kristof-Brown, A. (2006). Toward a multidimensional theory of person–environment fit. Journal of Managerial Issues, 18(2), 193–212.
• Jones, G. R. (1986). Socialization tactics, self-efficancy and newcomers’ adjustments to organizations. Academy of Management Journal, 29(2), 262–279.
• Judge, T. A. ve Bretz, R. D. (1992). Effects of work values on job choice decisions. Journal of Applied Psychology, 77(3), 261-271.
• Karaeminoğulları, A. (2012). Birey-Örgüt Uyumunun Ahlaki Değerlendirmeler ve Ahlaki Niyet Üzerindeki Etkisinin Kültürler Arası Bağlamda İncelenmesi, Yayınlanmamış Doktora Tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
• Kaynak, T. (2000). İnsan kaynakları yönetimi. İstanbul: İstanbul Üniversitesi İşletme Fakültesi Yayınları, Kızılçelik, S. ve Erjem, Y. (1994). Açıklamalı sosyoloji terimler sözlüğü. Ankara: Atilla Kitabevi.
• Kristof-Brown, A. L. (1996). Person–organization fit: An integrative review of its conceptualizations, measurements, and implications. Personnel Psychology, 49(1), 1–49.
• Kristof-Brown, A. L., Zimmerman, R. D. ve Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342.
• Kurtpınar, M. (2011). Birey-Örgüt Uyumunun Bireysel Performans Üzerindeki Etkisinde Kişilik Özellikleri ve İşe Adanmışlığın Rolü, Yayınlanmamış Yüksek Lisans Tezi), Genelkurmay Başkanlığı Harp Akademileri Komutanlığı Stratejik Araştırmalar Enstitüsü Müdürlüğü, İstanbul.
• Locke, E. A. (1976). The nature and causes of job satisfaction. Handbook of İndustrial and Organizational Psychology, Ed. M. D. Dunnette, Chicago: Rand-Mcnally, 1297–1345.
• Mcculloch, M, C. ve Turban, D. B. (2007). Using person-organization fit to select employees for high-turnover jobs. International Journal of Selection and Assessment, 15(1), 63-71.
• Mcdonald, G. ve Nijhof, A. (1999). Beyond codes of ethics: an integrated framework for stimulating morally responsible behaviour in organizations. Leadership & Organization Development Journal, 20(3), 133-147.
• Meyer J. P., Tracy, D. H. ve Harjinder, G. (2010). Person–organization (culture) fit and employee commitment under conditions of organizational change: a longitudinal study. Journal of Vocational Behavior, 76(3), 458-473.
• Muchinsky, P. M. ve Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31(3), 268–277.
• O’Reılly III, C. A. ve Chatman, J. (1986). Organizational commitment and psychological attachment: the effects of compliance, ıdentification, and ınternalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499.
• O’Reılly III, C. A., Chatman, J. ve Caldwell, D. F. (1991). People and organizational culture: a profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487–516.
• Porter, L. W., Lawler, E. E. ve Hackman, J. R. (1975). Behavior in organizations. New York: Mcgraw-Hill.
• Ramsay, H., Scholarios, D. ve Harley, B. (2000). Employees and high-performance work systems: Testing inside the black box. British Journal of Industrial Relations, 38(4), 501–531.
• Rousseau, D. M. ve Greller, M. M. (1994). Human resource practices: administrative contract makers. Human Resource Management, 33(3), 385–401.
• Rynes, S. L. ve Gerhart, B. (1990). Interviewer assessments of applicant "fit": an exploratory investigation. Personnel Psychology, 43(1), 13-35.
• Saraç, M., (2014). Birey-Örgüt Uyumunun İş Tutumları Üzerine Etkisi, Yayınlanmamış Doktora Tezi), Uludağ Üniversitesi Sosyal Bilimler Enstitüsü, Bursa.
• Saraç, M., Efil, I. ve Eryilmaz, M. (2014). A study of the relationship between person-organization fit and employee creativity. Management Research Review, 37(5), 479-501.
• Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437-453.
• Tepeci, M. ve Bartlett, L. B. (2002). The hospitality industry culture profile: A measure of individual values, organizational culture, and person-organization fit as predictors of job satisfaction and behavioral intentions. Hospitality Management, 21(2), 151-170.
• Tortop, N. ( 2013). İnsan kaynakları yönetimi, (6. Baskı), Ankara: Nobel Yayınları.
• Trevino, L. K., Butterfield, K. D. ve Mccabe, D. L. (1998). The ethical context in organizations: Influences on employee attitudes and behaviors. Business Ethics Quarterly, 8(3), 447-476.
• Ulutaş, M. (2010). Birey Örgüt Uyumu Kuramı ve Dalaman Havalimanı Çalışanları Üzerine Bir Alan Araştırması, Yayınlanmamış Doktora Tezi, Selçuk Üniversitesi Sosyal Bilimler Enstitüsü, Konya.
• Van Vianen, A. (2001). Person-organization fit: The match between theory and methodology: Introduction to the special issue. Applied Psychology, 50(1), 1-4.
• Verquer, M. L., Beehr, T. A. ve Wagner, S. H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63(3), 473–489.
• Vigoda, E. (2000). Organizational politics, job attitudes, and work outcomes: exploration and implications for the public sector. Journal of Vocational Behavior, 57(3), 326–347.
• Vuuren M. V., Veldkamp, B. P. ve Jong, M. (2007). The congruence of actual and perceived person–organization fit. International Journal of Human Resource Management, 18(10), 1736-1747.
• Westerman, J. W. ve Cyr, L. A. (2004). An ıntegrative analysis of person–organization fit theories. International Journal of Selection and Assessment, 12(3), 252-261.
• Wingreen, S. C. ve Blanton, J. E. (2007). A social cognitive ınterpretation of person-organization fitting: The maintenance and development of professional technical competency. Human Resource Management, 46(4), 631-650.
• Yahyagil, Y. M. (2005). Birey ve organizasyon uyumu ve çalışanların iş tutumlarına etkisi. Öneri, 6(24), 137-149.